Clay Clark | Business Coach | How to Effectively Manage Employees & How to Hold Teammates Accountable for Delivering Excellence to Your Customers + Join Tim Tebow At Clay Clark’s December 5th-6th 2024 2-Day Business Workshop!

Audio Transcription

I started a business because I couldn’t work for anyone else. I do things my way. I do what I think is in the best interest of the patient. I don’t answer to insurance companies. I don’t answer to large corporate organizations. I answer to my patient and that’s it. My thought when I opened my clinic was I can do this all myself. I don’t need additional outside help in many ways. I mean I went to medical school. I can figure this out. But it was a very, very steep learning curve. Within the first six months of opening my clinic, I had a $63,000 investment. I lost multiple employees. Clay helped us weather the storm of some of the things that are just a lot of people experience, especially in the medical world. He was instrumental in helping with a specific written business plan. He’s been instrumental in hiring good quality employees, using the processes that he outlines for getting in good talent, which is extremely difficult. He helped me in securing the business loans. He helped me with web development and search engine optimization. We’ve been able to really keep a steady stream of clients coming in because they found us on the web. With everything that I encountered, everything that I experienced. I quickly learned it is worth every penny to have someone in your team that can walk you through and even avoid some of the pitfalls that are almost invariable in starting your own business. I’m Dr. Chad Edwards and I own Revolution Health and Wellness Clinic. Hi, my name is Tim Johnson. I’m the owner of Tuscaloosa Ophthalmology, as well as Southern Eye Consultants, two ophthalmology practices in Tuscaloosa, Alabama. And I’m a client of Clay Clark. He asked me to answer a couple questions. The first question was, how did I hear about Clay Clark? I am a big fan of business podcasts, and his podcast popped up as a recommended listening so I started listening to the podcast. I was a little suspicious or skeptical because I thought there was going to be like an upcharge or an upsell but the idea of the month-to-month canceling really appealed to me and I kept waiting for the shoe to drop and for the upsell or for the scam to come in but it never did. It’s very legitimate. Since working with Clay, I’ve gotten a much firmer grasp on how business works. Even in medicine, business is business. I’ve learned a lot about marketing, especially how Google reviews work and how important that is. That’s very important, even in medicine. At least once a week, if not every day, I get a new patient because somebody Googled eye doctor in Tuscaloosa or ophthalmologist in Tuscaloosa. And you’d be amazed how many patients just look for an eye doctor that way. And so he’s really changed our business. Our business has grown a lot, maybe 15 to 20% this year. And so we’re really grateful for the things he’s done for our business. And the last question was, when did I perfect the laugh? I would say that you can never perfect the laugh, you just keep working at it. And it just keeps getting better and better each day. But you gotta keep working at it. We might call them entrepreneurs, inventors, all sorts of people in different domains that believe the world could be a little different than the one that they live in. They have the audacity to believe that they can do it. And they have the ability to convince other people to go on that journey with them. But along that journey, everything’s gonna be different. You’re gonna get lost, you’re gonna be cold, you’re gonna have like obstacles, things are gonna attack you, you’re gonna fall down pits. And the question is when people are cold and they’re shivering and they’re not sure what to do and you’re running out of resources and Rations, can you find your way up that mountain? Do you know why you’re going? Can you didn’t event all these different apparatus like there’s a stream you can’t figure out you can build a bridge to cross the stream With the limited resources you have can you recruit people along the way? And can you beat the drum and when people are tired and they say I want to sleep you say yes We’re gonna rest but we got to go. Just 500 more steps. I know it’s right over the edge. I think we can do a little bit better. And can you push people outside their comfort zone? Not enough to hate you, but enough to feel like a trainer. You’re like, three more reps, and you don’t want to do it. And then that very moment, they’re not your friend, but at the end of the workout, you’re like, thank you for pushing me that hard. This is that kind of person. And can you take divergent ideas that no one’s ever seen before and just continue to reformulate them? Could you store these ideas in your head, a thousand competing ideas, and just reformulate them in your mind? It turns out this stuff is difficult, but you can work your way up there. Most people watching this have the skill set to be an entrepreneur. Not everyone has the skill set or the desire to run a giant company. I don’t think everyone needs to do that, but a lot of people have the skill set to do something, to start something. This is what you need to get up the mountain. Your culture is the behaviors of the leaders that get mimicked all the way down every single person. Your culture is every time you choose to hire someone, every time you choose to fire someone, every time you choose to promote somebody. It’s the way everyone does everything. And the way a leader designs the culture is not by writing out a list of values. It’s by basically leading by example every single day and taking a survey of every single thing happening and constantly shaping it, pruning it, like a gardener. You don’t just allow the culture to happen. You design the culture. You have an idea of what you want to do. And you’re just constantly getting this group together. You might have a culture of excellence. And a culture of excellence means I review all the work and I say, not good enough, not good enough, not good enough. And eventually, I could not join the meeting, but people know what I’d say. They’d say, it’s not good enough. This is our standard. I’ve built a lot of my success off finding these truly gifted people and not settling for B and C players, but really going for the A players. And I found something. I found that when you get enough A players together, when you go through the incredible work to find you know five of these A players they really like working with each other because they’ve never had a chance to do that before and they don’t want to work with B and C players and so it becomes self-policing and they only want to hire more A players and so you build up these pockets of A players and it propagates and that’s what the Mac team was like. 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 U.S. Small Business Administration’s Entrepreneur of the Year, Clay Clark, and the entrepreneur trapped inside an optometrist’s body, Dr. Robert Zolkner. Two men, eight kids, co-created by two different women, 13 multi-million dollar businesses. We started from the bottom, now we’re here. We started from the bottom, and we’ll show you how to get here. Started from the bottom, now we’re here. We started from the bottom, now we’re here. We took lives, started from the bottom, and now we’re at the top, teaching you the systems to adhere. What we got, Colton Dixon’s on the hoops, I break down the books See, bringing some wisdom and the good looks As the father of five, that’s why I’m alive So if you see my wife and kids, please tell them hi It’s the CNC up on your radio And now, 3, 2, 1, here we go! We started from the bottom, now we here We started from the bottom and we’ll show you how to get here We started from the bottom, now we here We started from the bottom, now we here We started from the bottom, now we’re here. We started from the bottom, let me show you how to get here. Started from the bottom, now we’re here. On today’s show, we’re talking about how to hold teammates and employees accountable. In today’s business climate, how do you hold employees accountable? Are you allowed to give employees wet willies when they won’t follow checklists? Can you key an employee’s car who refuses to follow call scripts is ethical to ever shave employees cat refuses to show up to work on time and is it ever ever ethical to use a police grade taser and office environment to motivate and employ we answer all of these deep questions and more on today’s show everybody on good right wonderful No yelling on the bot! 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. Welcome into your daily audio dojo of mojo experience. It’s time for another episode of the Thrive Time Show. Now we’re on the top, teaching you the systems to get what we got. Cullen Dixon’s on the hooks, I bring down the books. He’s bringing some wisdom and the good looks. As a father of five, that’s where I’mma dive. So if you see my wabbin’ 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. We started from the bottom, and that’s where we’ve gotta get. Yes, yes, yes, and yes, Thrive Nation! Dr. Z, I am excited to be here with you and Paul Hood, Tulsa’s number one CPA in every way. We’ve got the top optometrist, we’ve got the top accountant, and we’ve got the top no-talent man-bear pig in myself on the show today. It’s unbelievable. You’ve got a tremendous amount of talent. You could have a job just writing intros for the podcast. I did. But don’t do it, because you’ve got to Thrive Time. I can say, I’m not going to mention the person’s name, but I can say we had somebody who’s in the Top 40 music space that did ask if I could produce intros for one of their projects. And I did say no, because of what we’re doing right now. But we have a question from a Thriver, and what I’m going to do is I’m going to read the question, and Zee, I want you to take your first crack at answering the question, and then Paul, you can one-up him, and then I get to one up the one up. Oh wow! Let’s get it. So here we go. Into the mailbag we go and the question is, my lead installer is not working a full day and talking too much to other contractors and is so slow and is slowing them down on job sites. A builder called me to tell me this. It’s really, really bad according to the builder. How do I handle this? So let me tee it up. It sounds like we have a contractor here who has an employee on his team who is really working slow and is spending their day perpetually distracted and is distracting other people who they’re supposed to be working with. So apparently this is a subcontractor, I believe, who’s working for a builder. And his guy is not only slow, but he’s slowing down other people because he’s got to talk. And he wants to know how to handle the situation. So Dr. Z, let’s have you kind of start off this conversation. How do we hold this employee accountable to getting their job done on time and to not distracting other people? Three step process. Three step process. Write this down. Put it on the books there. Step one. Step one. Hire a new installer. Hire a new installer. Yep. Step two. Step two. Teach that new installer how to install properly. Okay. And make sure they are good at it. Got it. Step three. So teach and verify. Teach and verify they know how to do it. And then step three is fire the current installer. OK. Verify they know how to do it. And if you want, I’ll circle back around. But if you want, I’m going to save you hours of your time. OK. It’s like firing them a particular way. We’ll come back. So we’re going to fire the old installer. Correct. This is not an ageist thing. We’re not going to fire old people. We’re just saying fire the previous installer. It could be a she, for all I know. Okay, so fire the older, transgender installer. We don’t have anybody here. We don’t even know. What matrix they use, I don’t care. Right, so let me just give a little bit of detail here that I want Paul to pile on here. I would say the step that has to come before the step one is, because he talks about this on other shows, so I just make sure no one’s skipping this step. And Andrew, today’s show notes I’m gonna put on here, this will be the 2-4 edition, so as you’re looking on the show notes there, it’s the 2-4 edition. I want to make sure that the step that occurred before Hire a New Installer is that you never stop recruiting people. You never do. Never. You never stop. Never. Why do you never stop recruiting people? Because you’re always going to need people, particularly, I mean, I’ve got now several businesses and hundreds of people working for me, so we’re always looking for good people. You’re always looking to upgrade. Not everybody’s going to be an A player. Now, this other step that kind of happens before you hire the new installer is you guys are always doing, we always want to do a group interview when possible. I mean, if you can interview an A player one-on-one, that’s great. But in a small business where you’re wearing a lot of hats, the group interview is a good move. It’s a good move. Sometimes what you do is maybe get several of you together that have small businesses and do a group interview together. So you have four or five of you looking for somebody or interviewing people. Now, you know, if this is a subcontractor and he’s got two or three installers, you’re probably not going to be looking to hire all the time. So this is all kind of relative, but the mindset is, if you own a business, when you meet someone, I always go to the filter of, I want such a big, good employee. Like when I go to a restaurant and there’s an awesome waiter or waitress, back in the day when I was doing all the physical hiring of everybody, I’d slip them a card and say, I don’t know how things are working out here, but you got the right stuff. Give me a call. You got the right stuff, baby. You’re the most incredible waiter I know. Yeah, yeah, yeah. You got the right stuff, freakin’ waiter. Oh, yeah. You’re the most incredible thing I know. Oh, yeah. Because that was New Kids on the Block was popular then. You kept my water glass full all the time. I never ran out of tea this time. Whoa, whoa. Okay, now, here’s the deal. But that doesn’t work for Clay, Dr. Z. He doesn’t go out to eat at restaurants, so. I’m sure I don’t like to go out to everybody. Well, what I’m saying is it’s the mindset. You have a small business, you may not be doing a group interview because you only have a couple, three employees. But my point is, is that when you’re out, you’re in the mall, you’re walking to a clothing store, you’re a shoe store, and someone comes up to you and they have excellence written all over them, think about it’s the move. It’s the move to kite one, to snipe one, to say, hey. Get it. Hey. Hey, how you doing? Now, Paul, I want to tee up this scenario so all the listeners can understand this. Recently, there was a person that we interviewed at our group interview who I thought would be an awesome fit for our company. And it’s Damien’s wife. What is her name? Taylor. Taylor. So Taylor came into our group interview. And see, I thought this person would be perfect for our team. Oh, wow. But upon talking to my wife and John, we had just hired somebody for that position. So I referred Taylor to Shaw Homes, Oklahoma’s largest home builder and my long-time client, and they hired her. Good fit. And she’s doing great over there. She’s doing great. And there has been weeks, as recently as today, where Aaron Antis, who runs Shaw Homes, has said, hey, you know what? I don’t need to hire anybody right now, but I’ve got a good candidate. Do you want to hire him? Sure. But the idea is you can never stop recruiting people. So Paul, if you were going to sit down with this particular contractor, they’re sitting down with you, you are the CPA, but a lot of times your accounting clients ask you business questions too, don’t they? Oh, constantly, yeah. We provide that role big time. So this guy says, well, Paul, thanks for helping me with my taxes and getting proactive there, but I have a question. What do I do if I’ve got an employee that’s very unproductive and they’re making other people unproductive too? What do I do? Well, Clay, the first thing I would want to know is, okay, is this installer installing refrigerators or is he installing a nuclear reactor or something that takes special skills? So I agree with you, Z, as far as it’s a whole lot easier to weed that flowerbed if you would Versus create him saying incentive based pay, you know If he was only distracting and taking his time and wasn’t distracting other people then then you you start rewarding him based on Peacemill based on his production based on what he Oh basically doing his job. Yeah And so if it takes him twice as long to do his job, he makes half the pay because it takes him twice as long But, if he’s distracting other people, then that’s causing an issue there. So I would tend to agree with you, Zee. He’s got to go. But, like you say, and I think I want to make sure everybody picked up on this part, you let him go when it was good for you to let him go. Oh! Amen, brother! There you go. You picked up on that. Also, I have a deep, dark secret, Clay. Do you want me to say it now or after you pile on? Is it about the rash? No, that’s… That’s getting much better. I don’t like… That’s getting much better. It’s pretty bad. The cream, the cream… You and I were out for a… The cream again is not for cutting down. Nothing weird, just you and I were out for a walk at Hakey Creek. Yeah. And I… You never said it, but I felt like you were saying it. Yeah. Through the wind of the trees. You know, the trees and the wind. Yeah. And I felt like you were saying, do you want to see my rash? And I’m like, no! No! What’s your deal? And then we just… He didn’t ask me, and I’m still having nightmares. Okay. Well, let me tell you a secret. And this is one of my inner core beliefs and I will Indian leg wrestle anybody who doesn’t believe me when I say this. But this is something that, lock in folks. Somebody needs to take notes right here. Somebody needs to take notes right here. Lock this one in. We’re going up to the dojo of Mojo Fo’sho. Here it goes. We’re going up Z. Enlighten us. Pontificate. People. communicate. People, all people, all the people you know, the people you don’t know, change But I love everybody and I started my business to help the community. And the installer, he has a family and he has a mortgage and a car payment. I can’t fire him. And he’s also anatomically able to put his head inside his anus. Which is awesome. Wow. No, he’s just… Wow. Those are all the reasons you shouldn’t fire someone. I mean, he’s one of the first people in the history of the world who could fit his head all the way up his rectum. He could be in circus, he should go to the circus shows, Cirque du Soleil would. Think about that, put a cranium inside a rectum, that’s so big. People would want to see that. You can’t fire a talent like that. I don’t want to see that, Clay, that’s okay. Well I’m so scarred, that’s why I’m such a scarred and jaded business coach. I’ve seen so many people who claim to have been the first person in the world to put their cranium up their anus. And I discovered, no, no, buddy, you’re not the first. You’re from a long line. There’s a whole bunch of people. Do you know that in Mongolia, the people of Mongolia can memorize things much more effectively than the average American? Do you know this? Well, they work on it. They do. But I thought forever, I thought, you know, geez, the Americans got locked in on memorization. No, it’s the Mongolians. And let me tell you what, it’s the Jackassaryans. These are the people who can put their head inside their rectum. Boy, hey Clay, I got a different take on this. Change the subject real quick. Let’s get away from rectums. So it’s kind of like tough love. You know, if you’ve got a child or your son or daughter or whatever and you allow them to drift and not reach their full potential, you’re actually damaging them. So if you don’t let that person go, to find a different path, you’re actually enabling his bad activity and it’s really terrible for him. There was a person who interviewed Elon Musk a while back and they were sitting down asking him why he’s been successful, what his tips are for super success. What are your hacks? Super success tips. You know, Z, the question is what’s your hack? How do you avoid all the hard work? You know, what do you need to do to become super successful? And this was his answer. I’m gonna play the audio. This is what Elon Musk has to say because I want to really pile on with what Paul just said. Sometimes your family members won’t work hard and you gotta fire them. I know. So here we go. I’m gonna keep the audio. This is Elon Musk’s tips for becoming successful faster. This is his life hack in tendencies which will be king and they just work like hell i mean is that they put in you know a d r it’d hurt our weeks every week that that that all those things improve the odds of success the register yeah you gotta work how many hours eighty two hundred this is a week as a week or a month and i think it’s a here being the boss you get to choose which 80 to 100 you want to work. Elon Musk is addressing the country of France saying, now you guys just need to work 80 hours a month. Oh, 80 hours a week. Now, let’s get back into the specific steps that you need to take if you want to hold your team accountable. Because I’ve got a lot of details. Paul’s been running a successful CPA for- Wait, wait, wait. You need to pile on. Well, I want to pile on. But I promise I have a point here. Paul’s been helping clients with accounting for 20, how many years now? A bunch. Since 1992. You’ve acquired 21 practices in 23 years. He knows accounting. You know the optometry, auto auctions, the bank, A to Z medicals, the sleep center, all these businesses. And meanwhile, I’ve been coaching businesses and making these kind of lists for years. So I’m going to read off some of the details here. And then Zee, as I read off each detail, you kind of pile on with even more pile on. I just punch it. Here we go. So step one, never stop recruiting. But I’m listening today and I say, I don’t know, we already have one good tile guy and I only need one tile installer. We’re a small business. Yeah, but if he gets a better job, he’s gone and you’re stuck like Chuck. So you need to always have queued up another employee. On behalf of your brother, who happens to share the name Chuck, we weren’t referring to Chuck. We think you would be unstuck like Chuck. Because Chuck’s never stuck. He’s a chiropractor. He’s never stuck. Now, step two. He will unstuck you. If your head is stuck in your rectum, go see Chuck. You’re owning that today. Sorry, Chuck. Sorry. It’s a theme. You’re a frog in the show. Now, step two. You want a group interview when possible. Z, why would you not want to spend your day looking at resumes, interviewing one-on-one people if you’re a small business owner with only 20 employees or less. Because 3 out of 4 won’t even show up when they’ve scheduled an appointment. And the other ones that do show up are going to lie on their resumes anyway. 81% of Americans, according to Inc. Magazine, lie on their resumes. 81%! You’ve got to listen, folks. You’ve got to hire fast, fire fast. That’s just the way you’ve got to do it. People that get hired are telling you things you want to hear. That’s why they got hired. They’re writing things on their resume that you wanted to see My biggest weakness is I’m just too efficient It causes animosity, but my humbleness is really the biggest issue. I’m so humble It’s just like I sometimes don’t ask for a raise. Yeah, my biggest weakness is I’m such a hard worker The other employees are just they’re offended by that and so Difficult and I’m not I just want to point out that since my head is in my rectum. I do know that I smell like daffodils. Oh no. Here we go. All right, now step three. You want to document the expectations very clearly in writing from the beginning. So at your auto auction, if I were to go work at your auto auction today as a salesperson, let’s just kind of tee it up. How many sales guys roughly do you have working up there at any given time? Sales dudes? Four. Four. And do you have kind of like, hey guys, this is how many cars you’re expected to help generate sales to, or this is how many used car dealerships you need to talk to a week, or here’s the economic performance. Is it very clear? Yes, very clear. Is it not ambiguous? No. Okay. Why? Well, because you have to set the parameters up. You want to be able to inspect something, so you’ve got to set up the expectations of what you want to inspect. And so if I just said, hey, I’ll tell you what, you have a, have a great day. Go get them. Go get them. Tiger. Go get them. Do what you do. Do what you do. Come on. That’s what you’re doing. You’re doing what you’re doing. That’s what we do. You got to think big. Be you. Be big. Come on. Win big. Here we go. It’s all on you. That’s all we’re doing is winning. I mean, so many employees are like, that was my job assignment. Was when? It was, you know, they’re like, okay, what do I do? You got to get out there and generate money. Come on. Sales. It’s all on your back. Law of attraction. Come on. Okay. Now, Paul, I want to ask you this because, by the way, Tip Top K9, they’re in the process of finishing their FDD. Right. And according to Wes Carter, their attorney, they need to document their top line revenue for the past three years. Why does it have to be a specific number on a federally regulated document called a franchise disclosure document? Why can’t you just put, they did well? They were winning. Winning. Doc, winning. There’s a balance. The government, there’s a balance between what you disclose and what you don’t and what people make decisions on. And so if you’re too ambiguous, then the government can say, or the prospect can say, okay, they can sue you because you’re too ambiguous. If you are too specific and they don’t hit those very specific goals, then the same thing applies. They’re just guidelines. Now, typically, I don’t agree with most of what the government does, but they’re guidelines for how to measure whether somebody wants to get involved with that business. On behalf of all of our listeners out there who are members of the government, there’s nobody who’s more pro-government than me and Z. I tell you that. We’ve got to balance out the show. Paul says he doesn’t agree with the government on certain things. Z and I would say this, we are probably the most pro-government people we’ve ever met. I mean, aren’t we pro-government? We’re a member of NASA. What have you done with Clay? I think he’s stuck still with a head in the rectum. Oh, my bad! I was trying to put my head in my rectum and talk, and that’s what happened. Who are you? I was trying to do magic trick. Andrew’s been bringing in a chiropractor on Sundays to work with me, and I tried it, that’s what happened. There you go. Clay, I’ve got a comment on the… It’s called truthiness. You say things that aren’t accurate, but you say it with passion, and it seems exciting and real. For a moment there, I almost got stuck with the jackass. How good a business would you have, Paul, if every one of your employees knew that they? Couldn’t be touched. It could be fired. Oh, it’s Horrible so good so good clay. How good was your elephant in the room your man’s hair styling? Nobody could be we would have exactly one customer Who would be the owner of the business and then he would be getting his hair cut outside underneath the bridge because he would be homeless That is how good it would be. That’s right. That’s what would happen. And yet, we all wonder, we all giggle when we pass government workers and no one is very efficient or working. I have a deep thought that relates to the Super Bowl we just watched on Sunday. The Patriots versus the Rams. Sean McVay, 32, I believe, Belichick, 67. Both guys work very hard. Sports Illustrated shadowed Sean McVay for a day. Jonathan Kelly brought this article to my attention. And he said, sure, you guys can shadow me, but you need to be at work at 3- you need to arrive at my house at 345 because that’s when I leave to go to work. Sean McVay, coach of the Rams. Now Bill Belichick, coach of the Patriots, has almost the same schedule. Is it shocking that the two men who work the hardest and who have… it’s been joked that basically once football season starts, they basically disappear for six months. Is it shocking that they’re the ones who are winning and that Sean McVay is the youngest coach in NFL history? But previous to him, Bill Belichick, when he became a head coach, he was the youngest coach in NFL history. Clay, I would say it’s not surprising because what happens is they create a system or process and then they demand, so they may not have even the best players in the NFL, but they demand that you work extra, you do things, you learn your job and you execute that job and you put in the extra time. And that’s what, you know, when we started doing the group interviews, it was amazing. We’re looking again for more people, we’re doing group interviews, and I get comments all the time, well, I actually got a comment from a competitor that said, well, good luck, good people are hard to find. Right, and they are hard to find if you’re not looking every week. Right, and I gladly commented, well, actually we don’t have problems finding those because we don’t focus on skill sets, we focus on desire and attitude and personality and do they want to learn. And because when you create a business that’s built around systems, around checklists, around how to document what you want them to do, skill sets are less and less and less important. And I think that’s really the key to those two football teams, is the skill set is important, but it’s not as important as other teams because they’ve got the game plan. I don’t know the Rams as well, but a couple fun factoids for you about the Patriots. It’s very interesting. Bill Belichick prefers later round draft picks. A lot of teams, think about your favorite sports team out there. A lot of times fans will say, at least we’ll get a good draft pick next year, at least we’ll get some number ones. If you were having dinner with Bill Belichick, he would say, we don’t want number ones. Think about how crazy that is. That’s crazy. But Z, why do you think he loves those sixth round, fifth round, fourth round draft picks? They’ve got a chip on their shoulder because they didn’t get taken in the first early round. They all think that they’re the next Tom Brady anyway, so go to whatever position they’re playing and you get them for less money. There it is. And they’re more willing. They don’t come with that prima donna mindset. I just want to make the team. I’m going to do whatever I need to do to make this team. And they’re not only fifth and sixth and fourth round drafted, but he knows these young men well. With their interview process. Yeah, he knows their parents. He’s looking for certain, just like Paul Hood over there said, about the attitude versus the skill set. And he is leaning more towards that attitude. Right. They’ve got heart. I mean, look at Dr. Z. Look at the MVP of the Super Bowl. Is he not, I mean, is he the example of what you would picture in your mind of a pro football player? Joey Edelman’s the size of your son. Dude’s 5’8″, 5’9″. Yeah. And he’s the MVP of the Super Bowl. Julian Edelman played quarterback in college at Kent State. And he joined the Patriots on their practice squad. And he was told he would not be a starter. He would not be on the active roster. Z, you know what he did? He asked Tom Brady, he said, Tom, where do you practice in the summers? Where do you live? And Tom says, well, I live out in California during the summers, I practice there. This is what Julian Edelman says. Julian Edelman says, that’s where I live. He was a seventh round draft pick. And he moved, Julian Edelman, unprompted by Tom Brady, he said, that’s where I live. He moved out there in California because he was on the practice squad. And so he wanted to spend more time with Tom Brady because he knew Tom needed someone to throw the ball to. And that’s how he and Tom hit it off, and then Tom recommended they move him to the starting lineup or to the active roster. But Julian Edelman, just as an example, it’s that coachability. Other things the Patriots look for that your business should be looking for. Bill Belichick says, he has this thing called the no-fumble rule, or the no-drop rule. If you notice, if you watch their games over time, they almost always barely win every game. Almost every game is close, because the NFL is so good. But the Patriots do not drop passes. Because if you do, you can’t be on their team because that’s one of the rules. You can’t even… he’ll take a slower guy, but you can’t drop the pass. Also, punters have to be left-footed. Left-footed punters. Always. It’s clear expectations. You try out for the Patriots, you’ve got a right foot, you’re right-footed. Not the right team. You can’t make a punter. Because he’s got that expectation level. It’s just the intelligence of the quarterback. I’m just being totally direct with our listeners out there. It’s not mean, but if I were to try out for the Patriots, I athletically couldn’t do it, but mentally I couldn’t do it. Even if I was the most athletic guy ever, you have to be able to memorize. You also have to have an attorney mind to be on the Patriots. Think about how difficult it is to be a trial attorney. You have to think about the precedents, the previous court rulings. You have to have that in your mind. And you also have to be a master of rhetoric. You’re talking to the jury, and you have to be thinking about the emotional state of the jury, and you have to support all your claims with facts and evidence, and think about all the precedents. See, I mean, you’ve seen good trial attorneys and bad ones. I mean, it’s a certain skill, but you’ve got to have, like, multitasking mania. And Tom Brady has to recall hundreds of plays. And when Bill Belichick calls him, if you watch the Super Bowl, Tom Brady, you see how many times he called those audibles? It’s crazy. Changing formations all the time. If Bill Belichick said something in my headset to me like, we’re going to run the I-42 blast, I’m going, I don’t know what that one is there. Time out. I can do it about three times in a half because I don’t know. I don’t know. Z, do you have that kind of memory where you can just recall anything like that? Do you have that kind of memory? Are you good like that? Well, I was. There was a time I think my memory is not as good as it used to be. Is that crazy? I’m probably seeing something like ginkgo or something. Andrew, what do you take for your memory? Fish oil. Google that for me. I take a lot of fish oil. If I asked you to, see, if I said, hey, I need you to know the employee identification numbers of all of your LLCs right now, could you name them? No, I don’t want to. I don’t want to memorize things like that. But there are certain people that want to. Yeah, but back in the day, really getting good grades and becoming a doctor was just all about memorization. That’s really what it is. That’s all it is. I couldn’t have done it, but Brady is a very smart person. I felt like I did and I applied it, and it’s a skill set that you can work on and make better. I think you could get there. I don’t know, man. I don’t know. I mean, ORU almost killed me. I tried, Vanessa and I would study for like four or five hours, and after like an hour, she’d go, I’m gonna go back to my dorm rooms, or I’m gonna go work out, or whatever. And she’d get like an A. And I would be like just grinding on that thing. I would be writing it over and over. I would be quizzing myself, flash cards, and it was almost like I hadn’t seen the information before when the test came. Okay, maybe you couldn’t, but if I asked you this, I said, listen, hey, you can go hang out with Tom Brady and Belichick, can you memorize some of these things? You probably would be like, yeah. I would do whatever it took to try to, but you know how I got through college? You got kicked out. Well you know how I got through the classes that I didn’t. Well you got asked to leave. Do you know how I got through the classes that I didn’t, before I got asked to leave, do you know how I got through those classes? By studying hard and proving yourself. Epic cheat sheets. Oh, jeez. Like, I mean, unbelievable. I passed Old Testament by cheating the entire time. Oh my goodness. I remember the first time I tried, it was Old Testament, I got like a D-. I had spent all weekend studying. My other friends had just looked at the study sheet like once, and they got like A’s. I’m like, what is this? I’ve got to move. I wore long-sleeved shirts. I can’t do anything to you now. They already kicked you out. It’s not like they’re going to come back and double kick you out. I can’t lose my credibility with my degree here. Okay, now this next area, step four, you’ve got to set up a verification layer. Once somebody knows what to do, you’ve got to install call recording. At your optometry clinic, you’ve got a little glass where you can kind of look down and see what’s going on. Oh, yeah. Video cameras. Let’s talk about how you, either you, Paul, or you, Zee, would have been robbed blind if you didn’t have cameras or recorded audio or a manager to verify things were being done. I mean, would you even be in business, Paul, would you even be in business if you didn’t have somebody? No. And we actually had a real live, actually the police was investigating it. We had a guy walk in just a month ago into my office here in Tulsa and kind of act like he was lost. It was about lunchtime over Christmas break. Is this the burrito store? Yeah. And then all of a sudden, you know, we have some stuff come up missing. Well, we pulled up camera footage and we got him, his face, I mean it’s just everything, just looking through people’s desks and everything. So the camera absolutely got him directly. But yeah, you got to, you know, and when your employees start shutting their door, if they got an office, they start shutting your door, you really have to watch it. No, we’re modifying our offices. We just finished one, we got two more to go that are like your office out at Thrive Time. Everything’s out in the open. We have glass and you can see it. I’ll tell you, we had a great response. I read Eric Schmidt’s book about how Google works. And at Google, one of the things they ran into was people doing that kind of stuff. They would shut their office door and then do the worst possible things you could imagine on their computer. And then they would act like they were busy all day. They couldn’t get anything done. And so he realized that’s a problem, a temptation, a problem, or whatever. So he’s like, OK, when you are facing the computer, I have to be able to see what’s on your screen when I walk in, and there’s no walls. So he just started knocking out walls. Everything’s open. And that model, see, that works really good, an open model. Doesn’t it work great? I mean, as an optometrist, you can’t have an open exam room. But you have a very open space. I mean, how does that help you when it’s open like that? Well, it helps. Less walls, you’ve got more space to actually have people in there moving around. And I think, too, everybody has a line of sight, contact with what’s going on. So shrinkage, fever, there’s a problem in any business. The technical term is shrinkage. Yes, inventory shrinkage. You’ve got to listen to the Wim Hof podcast. Yeah, that’s a word that really changes depending on what you put in front of it. Oh, yes, of course. Yeah, inventory shrinkage. Inventory shrinkage. But even with all the cameras, even with open lines of sight, even with people watching, stuff still walks out the door unpaid for. And sometimes it’s even your own employees. I remember the funniest theft I’ve seen in recent memory. We had two kind of funny ones. One was we had a member of the team, this was about four or five years ago, who took headphones, big ones like the ones I have on now, put them on their head, then unplugged them from the computer and walked out. Where are you? I don’t care. It was part of their outfit. Stealing headphones. So I asked him. What did you say? I called him and said, hey, the headphones are missing. I couldn’t find them. I’m not like watching video footage all day, but I couldn’t find the headphones. We pulled the camera and I’m like, hey, did you steal the headphones? He’s like, oh, I forgot I had them on. Like what, did you bring them back? No, I left them at my house. So DJs, and for the DJ business, DJs used to always come back from a show missing one speaker. Like, oh, someone must have stole them out of my van. Like a speaker. They broke in to steal a speaker. Not the rest of the equipment. Like yeah, I don’t know what happened. Well you would, eventually, so one guy asked me to take him home from work. He said, I got a vehicle problem, can you take me home? So I take this guy home by the department complex, nearby Union High School. And he said, do you want to come on in, grab a beverage or something? I said sure. Absolutely. We go upstairs and I think he forgot that all of my equipment was in his house. Like the make and model? Dumb. A lot of criminals are dumb. How’d that get there? Seriously, it was like, oh hey, hey, whoa. What’d you say to him? It got really epic. No, come on, walk me through it. This is the fun part of the story. This is the person who, I’ve changed since then a little bit. Yes, you have. But I basically asked him if it was possible for him to anatomically do things with himself. Could he do that? So was this pre or post Slim Shady? This was pre-Jesus, pre-2007. But it was a thing where this guy was stealing a gear and we got into it. I didn’t get in a fist fight, but got pretty close. It was pretty epic. Really? Did he own it? Or did he say, I bought this myself? What did he say? He eventually said, yeah, you’re right. I’ve been going through some tough times. I’ve been DJing some gigs on the side. I knew you wouldn’t let me DJ for myself on the side as a subcontractor, so he made it some economic issue. This is the same person who I ultimately came back years later and applied for a job after I told him never to come back again. I ended up having to pay him a large, I think it was $500. I can’t remember, we had a show about this where I looked it up, but I paid the guy like $500 to promise to never call me again. So Clay, did he go through the whole remit? No way, really? Yeah, he got that epic. I was in a meeting with another guy and I was like, what do I need to say for you never to text me, call me, email me, show up? I hate you. Like, I hate you. Like, I hate, like in the Bible is the verse of, what’s the one where it says, 1 Samuel, where it says go into the land and kill all the cows. Look that up, Andrew. There’s a part of the Bible where it says God commands the people to kill all the Amalekites. Where he’s just kill them all. All their livestock and everything. Yeah, and there’s part of the Bible where I think Saul got in trouble for not killing everybody. Well he kept the lives, he kept the choice, yeah, he kept the good lambs and the good cattle. But he got in trouble for not completely annihilating everything, right? A little bit more than trouble, yeah. So he got, basically he lost his blessing, right? Lost his favor. He lost his gig. Yeah, and so, did you find that verse? Yeah, I think so, it says, now go attack the Amalekites. The Immacolites. No, it’s the Amal-o-kites Amal-o-kites yes, try again now go and attack the Amal-o-kites and totally destroy all that belongs to them do not spare them put to death men and women and children and infants cattle and sheep, camels and donkeys that’s how I am still to this day if you wrong me, I’m done with you forever I don’t need any- I don’t want to make it better you wouldn’t kill my donkey, would you? No, but you know what I mean? You know people that screw you? See, you’ve had people that have screwed you. Yeah. And you’re probably better about this than I am. I don’t dwell on it all the time, but if I cut you out, if there was no, like, plan B, we’re not coming back, it’s okay, God can forgive you, but I’m not a church, go work somewhere else. But this guy kept coming back and applying. The most bizarre behavior ever. How is that possible? He literally rode a bike to our 5800 office on scale, because he said his car wasn’t working, and he’s like, hey man, I just- Hey man, can you give me a ride home? Yes! I’m not kidding! He literally was that kind of… John’s not Mike, but he knows this. When you fire somebody for screwing you, do they not still sometimes come back? They do! It’s unbelievable. John and I are sitting there going… We had a guy, this would be way in the past, but John remembers it. This guy went online onto… What’s the website, Paul, where you can complain about your job. Glassdoor. This guy went on Glassdoor and claims that he was systemically harassed. And then I called him and said, hey, I know this is you. Could you take it down? It didn’t happen. He goes, well, if I get my job back. True story. Oh, my God. So I said, no, you can’t. I talked to his father and the father says, if you just pay up front, pay a little bit of you’re looking for one month of wages here, we’ll be happy to take it down like are you kidding me then this guy and John you could just yell nice and loud if it’s true but this guy it’s 7 in the morning just showed up at the office and asked for his job back am I correct he just came back I’m like I pulled him aside to keep it private I’m like hey are you aware that you’ve alleged that I’ve harassed women at the office are you aware that you’re the one who… yeah, yeah, yeah. Are you aware that didn’t happen? Yeah, it didn’t happen. Are you aware that it’s still currently on Glassdoor? Yeah. Are you aware that you asked for money? Yeah. So why would you want a job?” I just love the atmosphere up here so much. I’m serious! You’ve made it too good! And he’s a big man! My problem is really your atmosphere, not really him. This is like a big, burly man weeping, begging for a job so anyway long story short that that guy much like some much like other people eventually see I mean don’t you have to eventually cut people is there a certain point in your life where you just have to cut yes what’s the line where you cut when I’m tired of their jackassery okay there it is when I put up with it enough people I smell the time when do you know it’s time to fire somebody and And I say, listen, when you’re tired of the things they’re doing wrong, you’ll do it. I really do not like when I talk to another business owner and all they do is complain about one of their employees. They go on. Oh, every time. They go on. Because it’s always a fresh one. They go on about some employee that’s causing them so much, you know, isn’t answering the phone, isn’t greeting patients, isn’t doing their job, and they just fuss, fuss, fuss. Can we talk, since we already have a show that’s kind of gone off the rails in certain directions, can we talk about the crotch hammer? Absolutely. There was one guy who asked if he could come over to your house, who wasn’t a client of ours, you’re not doing business with the guy, he just asked you sincerely, one man to another man, he says, hey Z, I got this employee that’s just wearing me out. And you were super kind, you were like, okay, tell me about it, you know, and then you’re like, okay, well you need to fire him. And it was probably a 45 second conversation. And he’s like, but I don’t want to. I feel so bad. And you were like, can we go outside? So you took him out to the man cave. It was you, me, and he. And you said, what I want you to do is I want you to, I think you had like a fire poker or something that was by your man cave. I think it was an actual hammer. An actual hammer. Or a bat or something. You were like, if you could take that. It was like an axe for firewood or something. Yeah, it was something. If you could just take that out and bludgeon your crotch, that would be less painful than continuing to keep this person on your payroll. And I’m like, oh, oh. I mean, it’s your conscious decision to continue with the painfulness of the situation. So I say, what’s about to, like, you get that. Yeah, I’m just, you know, just have at it. I mean, apparently you enjoy the pain. OK, now the next step is you want to hire a new person. So Paul, when you hire a new person, the onboarding process is so important. You bet. So I think about Damien, who joined your team here fairly recently. He’s a former member of the Marines. Marines, yeah. Great guy. Awesome. Yeah, I guess you’re never a former Marine. You are a life Marine for life. Always a Marine, yeah. Simplify. So this guy, great guy, he started working with you. How important is that initial onboarding phase? He’s now working out with you guys. He’s in your, I think he’s in a workout. You have to be in the workout club to work for Paul Lowe? You don’t have to be in the workout club. He’s joined the workout club, whatever. What do you call this thing, the competition? Well we did a physique bodybuilding show. But he’s in it now. He is. He’s going for it. He’s working out with you guys. He’s part of the team. How important is it for those first 72 hours with a new employee for them to really adapt to your culture, for you to invest time with them? Why is it so critical, that first 72 hours? Well, Clay, like you’ve told me before, this is my business. The people that are walking in, that I’m paying them, I want to like them. We tend to hang out with people that are a lot like us. We have a very driven firm. You know what the funny thing is, Damien has zero, zero accounting background. Zero financial background. But at Hood & Associates CPAs or HoodCPAs.com, dudes carry in $20,000 a month worth of clients that he’s meeting with on a monthly basis. And he started four months, five months ago, zero accounting background. And he’s doing a rock star, but the reason that happened is because we started him and what we do is a lot different. What Z does in his optometry shops is different than other optometrists. What we do is different. And so we have that laid out and all he had to do is walk our path. And while he’s walking that path, we monitor and we watch and see which way he’s going and to see if he’s going to make it, make our team. There’s a lot of character attributes that Monty and that Kylie who work with you Zee have that are similar to you. It’s kind of like you can tell you’re on the same team. Here’s a funny story. I was 19, my wife, no I’m sorry, I was 20, my wife was 20. We were attending your Christmas party with a casino theme. I was not DJing. And you have, I think you have two drink tickets per person, I think that was the rule, maybe two or one. Two. And then we had casino tickets too. And Kylie was supposed to give two tickets. And I said, okay, I think I just turned 21, and I said, can I have another ticket? She says, no. But she did it with a smile. Like, no. But it was kind of like a, no. But I don’t know how you did it. It’s like a smiling and then no. A smiling no. I think you’ve taught that move. It’s a nice try. It’s a nice try move. Well then, circle back, we had our epic Christmas party at the CityPlex what maybe four years ago three years ago and a friend of mine was there and he was asking her for multiple drink tickets and she’s like no you’ve already had two and the same thing and she is she holds the line but does it with a smile right and I think Monty’s the same way yeah cuz you teach that you have to be mean just because you’re saying no you if someone asks you for something and you’re not supposed to do what they want you to do, then you want people around you that are accountable, that will actually listen to me. I’m their boss. I’m the one paying them. You weren’t paying Kylie. Right. She didn’t work for you. You weren’t the boss. You were there as a plus one. There we go. Okay? And you walked up and you wanted something, which is fine. It’s fine to ask. Yeah, it’s fine to ask. And it was her job to say no to you. And she did it in as pleasant a way as possible. She could have throat punched you and called security and said, this man’s accosting me. Get him out of here. But she knows how to. And then you come out. But she and all the members of your team, you’ve taught them how to say no with a smile. That’s why those first 72 hours, you’ve got to introduce people to your culture and how you do things. Now, step number six, if you want to fix this installer issue, you’ve got to teach the new installer properly. And see, you said teach it and verify that they know how to do it. Right. Talk to me about the difference between teaching and verifying they know how to do it versus giving people an endless series of videos to watch or a handbook. Here’s a handbook. There you go. Read it. Go. Here’s a handbook and here’s your first installation job. Good luck. And you see that a lot with a lot of business owners. They just say, here you go, here’s a handbook. Well, here’s the deal is that that person working for you, that installer, is the image of you. They are conveying your company. They are you in the workplace. And that’s why the builder was so upset because he had other subcontractors that weren’t getting their job done because of this guy. So he calls you, so it all reflects on you. The job they do is about your business. If that guy does not know, or lady does not know how to do the proper installation of whatever the product is, it reflects completely on you and you’re the one that’s ultimately going to suffer. They’re going to get their paycheck and it’s going to cash and they’re going to go watch their 5.2 hours of TV that night or whatever. And 2.3 hours of social media. Of course. They’re going to go do their thing with their life. Got to do the combo. But you’re the one with the business. You’re the one with the motivation to try to grow the business, make more money. Are you saying the other people aren’t as motivated as the owner to grow the business? They don’t care as much as the owner? Correct. Nobody will. Get that in your head. It’s okay. It’s okay, folks. Don’t be upset about that. That’s the realities of life, okay? And that’s all right. But what you need to do is find excellence. You don’t want to have to babysit them, so make sure they know how to do the job before you send them out there to do it, before you fire the other one. Because the last thing you want to do is have to go out there and do that. Well, you might want to do a few installations. I don’t know, Clay. You might. Is it ethical to fire someone in your mind and not fire them in reality? Yes, I’ve done that several times. Okay, Paul Hood. Well, I tell you, I love sports. I can’t say I’m a Patriots fan. I can’t, while I’m standing here with you, because you’re my friend, I want to make you feel good. Can we all say we’re a fan of Bill Belichick’s greatness? His wisdom. Gotta respect the diagnosis. Absolutely. But that’s what I was going to say is most of what you teach and the way people should think about their business is like a professional football team. You know, you don’t just draft an offensive lineman and say, go do it. They, you know, at Bill Belichick’s practice is the same week in and week out. They do the same steps. They do the same cadence. They do this, they do that. Everything is very consistent. It’s very documented. It’s very regimented. And that’s the way your business is. Not only are you always looking for the next A player, but you’re creating a system and process to where you teach them how you want it done, not only from the final product, but the steps to get there. And so people will think of their business as a professional football team, like you said. So if I’ve got the Patriots, if I am the coach of the Patriots and I’ve got this quarterback that I’m sorry, I like him, but he sucks, but then I have the chance to get Tom Brady. And Tom Brady, I pass on Tom Brady because I’ve got a commitment to this guy? No. I mean, this is your team, it’s your future, and you’ve got to put the best players on the field all the time, Clay. Tom Brady made an interesting statement during the Super Bowl week. I was listening to as many pre-game interviews as I could, and Tom had made a statement that if you put anyone in the system that Bill Belichick has made, he thinks that they would be successful. He didn’t go as far as to say they would win six Super Bowls, but he says they would be successful. I want to show you a little clip here. This is a clip of Belichick where he’s at the draft combine, and this young man, he’s thinking about drafting him and rather than like taking notes and getting a stop watch out and measuring like every other coach, he asks the kid if he can coach him. So he pulls him aside and he’s telling him that he’s not doing it the motion properly and he begins to teach this guy. So he’s showing this young man at the proper way the proper this is a guy who’s going to be a top draft pick. The proper way. Anyway, this guy, after an interview, he said that he learned more at his combine from a guy who was supposed to be maybe seeing if he wanted to draft him. He learned more from that guy than he’s learned from other coaches. You can take an A player that will follow a system, or even a B player that will follow a system, and you magnify their success. So you can have two talented athletes at the same level, but you put one on Belichick’s team and he’s going to excel to a greater extent because it’s very direct, it’s very intentional, and it’s systematic for success. I know that you like OUZ and I know that you like OSU, Paul. And I think it’s great that you guys like those teams, but I want to throw out an idea that is interesting. The only reason at all, and if anybody has known me for a long time, you know I don’t watch other pro sports. I have no interest in going to see the Thunder. I don’t care about geographical. I don’t want to see ORU play or TU or OU or OSU. I don’t care. I just care about systems. So the Patriots, why I like watching the NFL is because nothing is more similar to running a business than an NFL team. Because every player who’s on the team is playing for the money. And by the way, if you’re listening today, so are you. Everybody’s playing for the money. Exactly. Their loyalty is only as good as the last week’s performance. You say, well, the owners, they’ll cut someone if they’re not good. Right? Right. Well, the owners will cut someone if they get hurt. I mean, if you had an employee who worked for you and their job was to be an optometrist and they went blind, how long could you continue to pay them to be an optometrist before you’d have to let them go? I couldn’t. But I mean, think about that. So if a player hurts his shoulder, Patrick Chung got hurt during the Super Bowl, and so they took him off the sidelines, he walked off the field, they put a sling on him, they put the next guy in. They’re not sitting there going, but Patrick, you’re a good guy, this is an important game. Let’s just give up, let’s just quit. And then your roster changes every year. Think about how often the roster turns over in a business today. According to Forbes, Andrew, you can put this on the notes here, the average person right now, the average American, is going to switch jobs about every three and a half to five years max. That’s the average. That’s crazy. That means most people have 20 jobs. An average person would have like 15 jobs in their career. Right. So, Zeke, you guys watch the game, right? Yeah. Did you see the NFL 100 commercial where your boy Baker Mayfield says, get in there, old man. And Tom Brady said, here, hold these, son. Hold these. And he gets up and gets in the middle of it. I know. That was great. I know. And you know what? Tom and Bill, they showed those young whippersnappers. I mean, boy, McVeigh and Goff looked like they were deer in the headlights most of the game. Absolutely. It was just like, woo, that’s cool on them a little bit. I want to tee up this final idea, because there’s a thing about, a lot of people don’t realize this about Bill Belichick, and that’s why, again, I just encourage you to listen to this research at Fair Fight. He is the team’s general manager. You understand that he chooses all the players on the team, and he’s the coach. He’s earned that right. And they have a guy on the team who basically calls the player and says, hey, you’ve been drafted, or hey, this is the offer. But Bill Belichick personally manages his own salary cap. Do you realize how crazy that is? That’s like being a small business owner. He manages his own… Now, here’s the deal. Bill Belichick doesn’t have a different guy choosing his personnel. I couldn’t imagine what it would be like to be the head coach of the Cowboys, having to coach players that you don’t want on your team all the time. I couldn’t imagine just like, well, this guy previously beat a woman, but we think he’s a good guy. Coach him. He said he was sorry. This guy freaks out all the time, but let’s coach him. How can you coach a loss disruptive in the locker room? So Bill Belichick, though, when he does have to let somebody go, he does it with grace. I can’t think of a better example than when Vince Wilfork, if you remember Vince Wilfork, he was a very skilled defensive player, big guy, and he sat down with Bill Belichick and said he would like a raise or he was going to go to the Texans. And at his Hall of Fame induction speech into the Patriots Hall of Fame, it’s the best story ever. Vince Wulfork was crying. He said he wanted to retire as a Patriot. Remember, he left the Patriots to go play for the Texans. Go get the money. He went to go get the money. And so they asked during this Hall of Fame induction speech, he’s crying, weeping, talking about how Bob Craft’s wife would call him and check on him and make sure he was okay and adapting to the NFL. And he was like a father, he was a father figure to Vince and how Bill Belichick was always there for him and would always connect with him and just really poured into his life. And he said, but then when he let me know that we’re not going to pay that much for this position because we need in our budget to afford multiple players, we can’t give all this money to you. So if you feel like it’s not a good deal for you, you need to go somewhere else. He said the time Being told that when he’d been a big Patriots fan. His name was on billboards. He was in a lot of the commercials He was a hometown kind of the the dude that was the defensive Yeah, I said the Patriots and when he was told like okay, if the deal is not fair you can move on He processed that a certain way, but Bill Belichick was just telling him the facts and see I think you’re very good at that. You’re very good at telling people, it’s just not working out. Can you please explain the proper way to fire people on this final thought of today’s show? Well, you could spend a lot of time by going through all the problems that they’ve had, all the things you’ve heard, which they’ll deny, by the way, or they will point out that all your other employees are doing the same thing. You could sit there and try to life coach them up on how to be a better employee the next go around. Go around you might even get sucked in giving them a second chance at your own kumbaya employee They’re still working for you You look around and go that didn’t go that that didn’t go as planned You say these simple words and you leave it at this but I can put my head in my rectum. You can’t fire me!” It’s just not working out. That’s all you say when you fire someone. They’re going to say, well, why? Well, tell me. It’s just, don’t fall for the trap. The trap. Here’s the trap. Look, it’s a trap! Here’s the question. Okay, I appreciate the opportunity, but so that I can be a better employee at my next job, would you just tell me what I could do better? Paul, have you ever been stuck in a firing session that takes an hour? Yeah, yeah. You told me, I mean, it was great. You know, they’re going to bring emotion, they’re going to bring ethics, they’re going to say they didn’t know. There’s this path they go through. You kind of smile inside when they go the path, because you know they’re going the path. Here we go. And so, yeah, my mom didn’t raise somebody to be that way, and I always give 100%. I did not know I was supposed to do that. And oh my gosh, I don’t know what I’m going to do. I really just love it here. My babies, how am I going to feed my babies? It’s emotional. Trevor, stop crying. My babies, how am I going to feed my babies? Trevor, stop crying. My babies. It is an emotionally charged time, and it is a difficult thing. I’m not making light of it. No. But what I’m telling you folks is that when you’ve made the decision to fire someone, do not make the decision then to have a one hour life coaching episode with them on how they can better their life because it just turns into ugliness. But there’s nothing good that comes from it, trust me. And they already know. Trust me. And I think without any further ado, we have to end this show with a boom. Here we go. Why wouldn’t we? Three, two, one, boom. 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 are looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. I established my practice here in Tulsa in 1985. One of the things that I hear in my world a lot as a business consultant from business owners is they will tell me, Clay, I want you to help me, but my industry is different. And so on today’s show, I’m going to introduce you to a wonderful client who’s a pediatric dentist. And I also am going to introduce you to a wonderful client who’s a real estate agent. And I’m also going to introduce you to a wonderful client who does mortgages, and a wonderful client who’s a family doctor, and a wonderful client who trains dogs, and a wonderful client who runs the UPS stores for all of Canada. Then I’ll introduce you to a wonderful client who has a massive real estate empire, real estate franchise empire. Then I’m going to introduce you to a wonderful client that sells new homes. Then I’m going to introduce you to a wonderful client who sells insurance, and then a wonderful client who runs a church, and a wonderful client who sells insurance. I think I mentioned that. A wonderful client that has a research lab. At the end of the day, you’ll discover that if you will follow the proven systems that I will teach you at our in-person workshops or through our one-on-one coaching program, it’s like bumper bowling for business. It’s like if you’re tired of throwing gutter balls and you want to have success, this system will absolutely change your life. It’s a step-by-step system. It’s a linear workflow. It’s going to absolutely change your life. Without any further ado, here is Dr. Morrow sharing about how this system has changed life and his business’s life and the lives of his employees and the growth of his pediatric dentistry. So here we go. 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’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 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. 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. Critical thinking, document creation, 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, 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 impressive thing 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. Anyway, just an amazing man. He’s 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, because our clubs were all closed for three months and you have $350,000 of bills you’ve got to pay and we have no accounts receivable. He helped us navigate that. And of course we were conservative enough that we could afford to take that on for a period of time but he was a great man. I’m very impressed with him. So Clay, thank you for everything you’re doing and I encourage you if you haven’t ever worked with Clay, work with Clay. He’s going to help magnify you and there’s nobody I have ever met that has the ability to work as hard as he does. He probably sleeps for maybe six hours a day and literally the rest of time he’s working and he can outwork everybody in the room every single day and and he loves it. So anyways this is Charles Colaw with Colaw Fitness. Thank You Clay and anybody out there that’s wanting to work with Clay it’s a great great opportunity to ever work with him so you guys have a blessed one. This is Charles Colaw. We’ll see you guys. Bye bye. Hi I’m Aaron Antus with Shaw Homes. I first heard about Clay through a mortgage lender here in town who had told me what a great job he had been doing for them. And I actually noticed he was driving a Lamborghini all of a sudden, so I was willing to listen. In my career, I’ve sold a little over $800 million in real estate. So honestly, I thought I kind of knew everything about marketing and homes. And then I met Clay and my perception of what I knew and what I could do definitely changed. After doing $800 million in sales over a 15-year career, I really thought I knew what I was doing. I’ve been managing a large team of sales people for the last 10 years here with Shaw Homes. And I mean, we’ve been a company that’s been in business for 35 years. We’ve become one of the largest builders in the Tulsa area and that was without Clay. So when I came to know Clay, I really thought, man, there’s not much more I need to know, but I’m willing to listen. The interesting thing is our Internet leads from our website has actually in a four month period of time has gone from somewhere around 10 to 15 leads in a month to 180 internet leads in a month. Just from the few things that he’s shown us how to implement that I honestly probably never would have come up with on my own. So I got a lot of good things to say about the system that Clay put in place with us and it’s just been an incredible experience. I am very glad that we met and had the opportunity to work with Clay. So the interaction with the team and with Clay on a weekly basis is honestly very enlightening. One of the things that I love about Clay’s perspective on things is that he doesn’t come from my industry. He’s not somebody who’s in the home building industry. I’ve listened to all the experts in my field. Our company has paid for me to go to seminars, international builder shows, all kinds of places where I’ve had the opportunity to learn from the experts in my industry. But the thing that I found working with Clay is that he comes from such a broad spectrum of working with so many different types of businesses, that he has a perspective that’s difficult for me to gain because I get so entrenched in what I do, I’m not paying attention to what other leading industry experts are doing. And Clay really brings that perspective for me. It is a very valuable time every week when I get that hour with him. From my perspective, the reason that any business owner who’s thinking about hooking up with Thrive needs to definitely consider it is because the results that we’ve gotten in a very short period of time are honestly monumental. It has really exceeded my wildest expectation of what he might be able to do. I came in skeptical because I’m very pragmatic and as I’ve gone through the process over just a few months I’ve realized it’s probably one of the best moves we’ve ever made. I think a lot of people probably feel like they don’t need a business or marketing consultant because they maybe are a little bit prideful and like to think they know everything. I know that’s how I felt coming in. I mean we’re a big company that’s definitely one of the largest in town. And so we kind of felt like we knew what we were doing. And I think for a lot of people, they let their ego get in the way of listening to somebody that might have a better or different perspective than theirs. I would just really encourage you, if you’re thinking about working with Clay, I mean, the thing is, it’s month to month. Go give it a try and see what happens. I think in the 35-year history of Shaw Homes, this is probably the best thing that’s happened to us. And I know if you give them a shot, I think you’ll feel the same way. I know for me, the thing I would have missed out on if I didn’t work with Clay is I would have missed out on literally an 1800% increase in our internet leads going from 10 a month to 180 a month, that would have been a huge financial decision to just decide not to give it a shot. I would absolutely recommend Clay Clark to anybody who’s thinking about working with somebody in marketing. I would skip over anybody else you were thinking about and I would go straight to Clay and his team. I guarantee you’re not going to regret it because we sure haven’t. My name is Danielle Sprick and I am the founder of D. Sprick Realty Group here in Tulsa, Oklahoma. After being a stay-at-home mom for 12 years and my three kids started school and they were in school full-time, I was at a crossroads and trying to decide what do I want to do. My degree and my background is in education, but after being a mom and staying home and all of that, I just didn’t have a passion for it like I once did. My husband suggested real estate. He’s a home builder, so real estate and home building go hand in hand, and we just rolled with it. I love people, I love working with people, I love building relationships, but one thing that was really difficult for me was the business side of things. The processes and the advertising and marketing, I knew that I did not have what I needed to make that what it should be. So I reached out to Clay at that time, and he and his team have been extremely instrumental in helping us build our brand, help market our business, our agents, the homes that we represent. Everything that we do is a direct line from Clay and his team and all that they’ve done for us. We launched our brokerage, our real estate brokerage, eight months ago. And in that time, we’ve gone from myself and one other agent to just this week, we signed on our 16th agent. We have been blessed with the fact that we right now have just over 10 million in pending transactions. Three years ago, I never would have even imagined that I would be in this role that I’m in today, building a business, having 16 agents, but I have to give credit where credit’s due. And Clay and his team and the business coaching that they’ve offered us has been huge. It’s been instrumental in what we’re doing. Don’t ever limit your vision. When you dream big, big things happen. I started a business because I couldn’t work for anyone else. I do things my way. I do what I think is in the best interest of the patient. I don’t answer to insurance companies. I don’t answer to large corporate organizations. I answer to my patient and that’s it. My thought when I opened my clinic was I can do this all myself. I don’t need additional outside help in many ways. I mean, I went to medical school. I can figure this out. But it was a very, very steep learning curve. Within the first six months of opening my clinic, I had a $63,000 embezzlement. I lost multiple employees. Clay helped us weather the storm of some of the things that are just a lot of people experience, especially in the medical world. He was instrumental in helping with the specific written business plan. He’s been instrumental in hiring good quality employees, using the processes that he outlines for getting in good talent which is extremely difficult. He helped me in securing the business loans. He helped me with web development and search engine optimization. We’ve been able to really keep a steady stream of clients coming in because they found us on the web. With everything that I encountered, everything that I experienced, I quickly learned it is worth every penny to have someone in your team that can walk you through and even avoid some of the pitfalls that are almost invariable in starting your own business. I’m Dr. Chad Edwards and I own Revolution Health and Wellness Clinic. Hey Clay Clark and my Thrive peeps, Steve Carrington as you can tell. Although I’m not wearing my signature green shirt as usual, but I am riding in my signature green Lamborghini. I just wanted to say how appreciative I am of Thrive and all the guys at Thrive Time and the show and everything that you guys have done. At Total Ending Concepts, we have had tremendous growth and a lot of things changing, especially on the marketing front. And from a coaching perspective and from a web presence and branding and our internet leads are up, everything is hammering on all cylinders. And really we’re just trying to figure out how we can leverage the systems and the processes that we’re learning at Thrive more in our business. So now we’re setting up a lead tracking system that has been long overdue and we’re doing lots of stuff. But I wanted to take a minute and say thank you thank you thank you to thrive and clay Clark and dr. Z and everybody for all the help and helping us grow our business and hopefully buy more Lamborghinis like this the more we sell so appreciate it guys see ya I’m Rachel with tip-top canine and we just want to give a huge thank you to clay Vanessa Clark hey guys I’m Ryan with tip-top canine 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. You can 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 4 to 14 and I took this beautiful photo. We worked with several different business coaches in the past and they were all about helping Ryan sell better and Just teaching sales, which is awesome, but Ryan is a really great salesman. So we didn’t need that We needed somebody to help us get everything that was in his head out Into systems into manuals and scripts and actually build a team So now that we have systems in place, we’ve gone from one to ten locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd, we’ve already grossed a little over 50 grand for the whole month, and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship, and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us. Just thank you, thank you, thank you times a thousand. So we really just want to thank you Clay and thank you Vanessa for everything you’ve done, everything you’ve helped us with. We love you guys. They said it couldn’t be done. They said you couldn’t fill up to be okay. They said it was impossible. But yet if you look it appears to be full. Oh we’re making America boom again. Very full. Very, oh very full. Lots of marketing courtesy of John Kelly and Devin and Darlan and this mind and this hat. So, there it is, FBM Oilers. All out, baby. Oh! Oh! Oh! My name is Taylor Hall. I’m the general manager of the Tulsa Oilers professional hockey team. You know, our goal every night here at the BOK Center is to try to fill the seats with lots of people and create an exciting environment so when somebody comes to a game, they want to come back. Working with Clay and the staff at Thrive, they’ve really helped us in many, many ways. Website and graphic design and video production and a lot of things that go along. A lot of businesses, including ours, doesn’t have a staff or a full-time videographer or graphic designer. But the biggest thing that we noticed was the needle mover. More sales, more attendance, more successes in business. We had a record year last season working with Clay for the first time. Our average attendance is higher than it’s ever been. So there’s a lot of really cool things that we did and they worked. That’s the nice thing about working with Clay and the team over there. It’s just not one person, you get the entire team. If you need video design and editing and production, they’ve got that. Clay was instrumental in helping guiding us and getting us on the right track so that we could really raise the bar and become ultra successful. So it’s been an amazing experience for us. My name is Nick Smith and I’m an agency owner with Farmers Insurance. I grew up in a middle class family all the way up until I was about 13 and then my dad lost his job and then all of a sudden he was gone and I was being raised by my mom by herself. She was probably making 20 grand a year. In order for me to have a car, I had to pay for the car, I had to pay for the gas, I had to do everything on my own. So the independent thinking had to come early if I wanted to do anything. A couple of years ago, man, I was stuck in a rut. I really honestly was, and I couldn’t see it. Not because I was doing it wrong, it’s because I didn’t know any better. Rates were not good. Selling was difficult. Staffing was just unbelievably difficult to keep good staff in here. I was having a ton of turnover. And I was about ready to hang it up and sell out. I was just done. And that’s about when I got introduced to the concept of the will of wealth and thrive. Some of the specific things I’ve learned about running my business is systems and being organized. Before, I think I just kind of shot from the hip a lot of times. But man, since I started this whole journey, I’ve developed systems for each of the employees. But not just the employees, but for the position. So the fear of wondering when I’m gone, wondering if things are being done, I don’t have to worry quite as much. Business-wise, finally got over the hump and we’re actually growing again, whereas before we were just declining, declining, declining, and now we’re back up and we’re back over what we were a couple of years ago now. The training’s ongoing, even from where I’m at now. I still feel like I need to get further. The training itself is just, it’ll rock your world. It really will change the way you think and look at business. So all those things just kind of culminated into this big, successful business that I feel like I have now. All that stuff has just been life-altering. Clay’s awesome, you know, he’s very entertaining, very energized, does some quirky, unique ways to sort of get engagement with the audience, so I’m really pleased to have Clay do our keynote today. Well, I think it was being willing to take some risks on stage, taking some risks relative to how to set the audience up, I think that kind of created a unique tension that I think ultimately resulted in a great experience. Well you know I think Clay would be an awesome presenter for for a number of groups. One I think that the material that he delivers is spot-on but he also can deliver some additional products and services to the organization even beyond just the things that he does on stage. My name is David Drucker, I’m the president for UPS Stores Canada, also a member of the AFA board and an honorary position, so kind of a crossover with both sides. I thought it was great, I thought Clay did a wonderful job. I think any time you’re able to get a diverse group together to start finding the commonalities, you’re starting to pull the threads together that are going to make something for the future. I think that was the objective for today. And I think Clay was really able to pull that out. I thought Clay was really good at shifting speeds. He was fast when he needed to be fast, detailed when he needed to be detailed, was able to read the room every so often. If we started drifting off too far to the left or too far to the right, he was right there to rudder us back on course. So I mean, really, I don’t think we could have chosen a better guy for the day to lead us. My impression of Clay was his energy and just like the energy that he had on stage and how passionate he is about his message and I really felt like I could connect with that because it was very genuine and believable and sincere and I really appreciate the sincerity of it all. The lesson nugget is in fact the action nugget. It’s like you can think of things all day long, you can read books all day long, you can do whatever you’re going to do as far as business planning, but if you don’t implement and actually take action, then it doesn’t mean anything. It is all about taking the steps and standing up and going forward and engaging in an action activity. Well, what was so different about this is the sense of humor. A really great sense of humor, very lively, very engaging and interesting. And a lot of presentations you just kind of sit there and go, oh no, no. But this was fun, this was fun and interesting and engaging. Oh, I love Clay. Very funny. You never know, right, with a keynote speaker. You don’t know, you know. So you’ve got to kind of open up. He’s got a good sense of humor. I liked the video at the beginning. It started out perfect. I’m like, oh, great, another speaker that’s been to a million corporations. I liked it. I like it. It was really well done. The guy’s good. Clay’s fantastic. I mean, the guy is hilarious, captivating, kept the room moving. I mean, I love the fact that he got everybody up and moving. The fact that you could get John Tanney up, dancing in his seat like that is worth the price of admission right there. You know, it just reinvigorates you. You know, you hear somebody talk about how, you know, you put it in systems into your business, how you got to seize the day. I mean, all that stuff is stuff you know deep down you should be doing, but those reminders help. And it really, it’s the right time if you’re open to it. I mean, that’s what it’s all about. Because I’m a product of the 90s, I liked his, you know, notorious B.I.G. rap a little bit but I get it man he’s exactly right I got a ton of buddies that are sitting around playing PlayStation every day and they’re not studying success and I think that’s the thing because to me I the one thing I really take away from that conversation is poverty is our baseline everybody knows poverty you don’t need to teach poverty you need to teach success and the fact that he said that was like music playing. You know I think he just is I mean just really gets our industry. You know, you get a lot of realtors that try and be motivational speakers, but he truly is a motivational speaker. He’s a businessman. He’s obviously been around the block and, you know, done a lot of things. And I think all of those applications, because real estate at the end of the day is the business of business. I love Clay. You know, I’ve known Clay just socially, but I’ve never heard him speak before. It’s probably most taken by the fact that he was just common in so many ways and made fun of himself, but also brought that aspect of these are my lessons and these are lessons from some very influential people who I’ll recognize. So probably what I took away from him the most was the net promoter score and the fact your wow factor from what you provide to your clients really creates that score. And you really have to go the extra mile to bring people to that level of impression. I appreciated Clay’s story about his father and the picture with the kids, with the girls. I thought that was very meaningful. And it takes the whole thing, the rest of his message and stories and things that he’s sharing, and really puts them in perspective for people who are listening. You can tell he enjoys what he does and believes in what he’s presenting. And that’s a connection with an audience that is more important than the name or even what’s being presented. It’s real. It’s transparent and it’s genuine. My name is Josh Wilson. I’m the owner of Living Water Irrigation. So I’ve been working with Thrive since December of 2017. So the biggest changes we’ve seen as a company is first of all, just systematically how we do things, how we present things. Our Google presence is phenomenal. Our website’s a million times better. And just the overall accountability and the process by which we’re conducting ourselves. So our biggest win since working with Thrive is we have we literally March was a record month for us It was almost twice as much as our biggest month prior to that in the last Week or so we’ve closed about two hundred fifty thousand hours of the business I was let’s go dig a bunch of dishes and get it done But we signed about two hundred fifty thousand hours of the business with the relationships we built The things that they’ve implemented through Victoria clay and everybody here at Thrive. So I would recommend Thrive to other business owners simply because they can point out where you’re flawed and what you need to work on. You just have to be real and honest with yourself on what you need to improve upon. So that would be first and foremost. And the other, the huge reason why I would do it because it works. It actually, everything that they said when we came in for our initial meeting to today, absolutely positively has been accomplished. JT, do you know what time it is? 410. It’s TiVo time in Tulsa, Russia, my baby. Tim TiVo is coming to Tulsa, Oklahoma during the month of Christmas, December 5th and 6th, 2024. Tim TiVo is coming to Tulsa, Oklahoma, and the two-day interactive Thrive Time Show Business Growth Workshop. Yes, folks, put it in your calendar this December, the month of Christmas, December 5th and 6th. Tim Tebow is coming to Tulsa, Oklahoma in the Thrive Time Show two-day interactive Business Growth Workshop. We’ve been doing business conferences here since 2005. I’ve been hosting business conferences since 2005. What year were you born? 1995. Dude, I’ve been hosting business conferences since you were 10 years old and a lot of people you know have followed Tim Tebow’s football career on the field and off the field and off the field the guy’s been just as successful as he has been on the field now the big question is JT how does he do it mmm well they’re gonna have to come and find out cuz I don’t know what you’re saying Tim Tebow is gonna teach us how he organizes his day how he organizes his life how he’s proactive with his faith, his family, his finances. He’s going to walk us through his mindset that he brings into the gym, into business. It is going to be a blasty blast in Tulsa, Russia. Folks, I’m telling you, if you want to learn branding, you want to learn marketing, you want to learn search engine optimization, you want to learn social media marketing, that’s what we teach at the Thrive Time Show two-day interactive workshop. If you want to learn accounting, you want to learn sales systems, you want to learn how to build a linear workflow, you want to learn how to franchise your business, that is what we teach at the two-day interactive Thrive Time Show Business Workshop. You know, over the years we’ve had the opportunity to feature Michael Levine, the PR consultant of choice for Nike, for Prince, for Michael Jackson. The top PR consultant in the history of the planet has spoken at the Thrive Time Show Workshops. We’ve had Jill Donovan, the founder of rusticcup.com, a company that creates apparel worn by celebrities all throughout the world, Jill Donovan, the founder of rusticcuff.com, has spoken at the two-day interactive Thrive Time Show business workshops. We have the guy, we have the man who’s responsible for turning around Harley Davidson, a man by the name of Ken Schmidt. He has spoken at the Thrive Time Show two-day interactive business workshops. Folks, I’m telling you, these events are going to teach you what you need to know to start and grow a successful business. The way we price the events, the way we do these events, is you can pay $250 for a ticket or whatever price that you can afford. Yes! We’ve designed these events to be affordable for you and we want to see you live and in person at the 2-Day Interactive December 5th and 6th Thrive Time Show Business Workshop. show business workshop everything that you need to succeed will be taught at the two-day interactive Thrive Time show business workshop December 5th and 6th in Tulsa Oklahoma and the way we do these events is we teach for 30 minutes and then we open it up for a question-and-answer session so that wonderful people like you can have your questions answered yes we teach for 30 minutes and then we open it up for a 15-minute question-and-answer session it’s interactive it’s two days it’s in Tulsa, Oklahoma. We’ve been doing these events since 2005 and I’m telling you folks, it’s going to blow your mind. Yes, ladies and gentlemen, the Thrive Time Show two-day interactive business workshop is America’s highest rated and most reviewed business workshop. See the thousands of video testimonials from real people just like you who have been able to build multi-million dollar companies. Watch those testimonials today at Thrivetimeshow.com simply by clicking on the testimonials button right there at Thrivetimeshow.com. You’re going to see thousands of people just like you who have been able to go from just surviving to thriving. Each and every day we’re going to add more and more speakers to this all-star lineup, but I encourage everybody out there today, get those tickets today. Go to Thrivetimeshow.com. Again, that’s Thrivetimeshow.com. And some people might be saying, well, how do I do it? I don’t know what I do. How does it work? You just go to Thrivetimeshow.com. Let’s go there now. We’re feeling the flow. We’re going to Thrivetimeshow.com. Feeling it. Thrivetimeshow.com. Again, you just go to Thrivetimeshow.com. You click on the Business Conferences button, and you click on the Request Tickets button right there. The way I do our conferences is we tell people it’s $250 to get a ticket or whatever price that you can afford. And the reason why I do that is I grew up without money. JT, you’re in the process of building a super successful company. Did you start out with a million dollars in the bank account? No, I did not. Nope, did not get any loans, nothing like that, did not get any inheritance from parents or anything like that. I had to work for it and I’m super grateful I came to a business conference. That’s exactly how I met you, met Peter Taunton, I met all these people. So if you’re out there today and you want to come to our workshop, again, you just got to go to thrivetimeshow.com. You might say, well, who’s speaking? We already covered that. You might say, where is it going to be? It’s going to be in Tulsa, Russell Oklahoma. I suppose it’s Tulsa, Russell. I’m really trying to rebrand Tulsa as Tulsa, Russell. I’m sort of like the Jerusalem of America. But if you type in Thrivetimeshow in Jinx, you can get a sneak peek or a look at our office facility. This is what it looks like. This is where you’re headed. It’s going to be a blasty blast. You can look inside, see the facility. We’re going to have hundreds of entrepreneurs here. It is going to be packed. Now for this particular event, folks, the seating is always limited because my facility isn’t a limitless convention center. You’re coming to my actual home office. And so it’s going to be packed. Who? You! You’re going to come! I’m talking to you. You can get your tickets right now at Thrivetimeshow.com. And again, you can name your price. We tell people it’s $250 or whatever price you can afford. And we do have some select VIP tickets, which gives you an access to meet some of the speakers and those sorts of things. And those tickets are $500. It’s a two-day interactive business workshop, over 20 hours of business training. We’re going to give you a copy of my newest book, The Millionaire’s Guide to Becoming Sustainably Rich. You’re going to leave with a workbook. You’re going to leave with everything you need to know to start and grow a super successful company. It’s practical, it’s actionable, and it’s T-Bow time right here in Tulsa, Russia. Get those tickets today at Thrivetimeshow.com. Again, that’s Thrivetimeshow.com. Hello, I’m Michael Levine, and I’m talking to you right now from the center of Hollywood, California, where I have represented over the last 35 years 58 Academy Award winners, 43 New York Times bestsellers. I’ve represented a lot of major stars and I’ve worked with a lot of major companies and I think I’ve learned a few things about what makes them work and what makes them not work. Now, why would a man living in Hollywood, California in the beautiful sunny weather of LA come to Tulsa? Because last year I did it and it was damn exciting clay Clark has put together an exceptional Presentation really life-changing and I’m looking forward to seeing you then. I’m Michael Levine. I’ll see you in Tulsa Thrive time show two-day interactive business workshops are the world’s highest rated and most reviewed business Workshops because we teach you what you need to know to grow. 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 going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re going to leave energized, motivated, but you’re also going to leave empowered. The reason why I’ve built these workshops is because as an entrepreneur I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big, get rich quick, walk on hot coals product. It’s literally, we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, 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 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’ve built this facility for you, and we’re excited to see you. And now you may be thinking, what does it actually cost to attend an in-person, two-day, interactive, Thrive Time Show business workshop? Well, good news, the tickets are $250 or whatever price that you can afford. What? Yes, they’re $250 or whatever price you can afford. I grew up without money and I know what it’s like to live without money. So if you’re out there today and you want to attend our in-person two-day interactive business workshop, all you got to do is go to Thrivetimeshow.com to request those tickets. And if you can’t afford $250, we have scholarship pricing available to make it affordable for you. I learned at the Academy at King’s Point in New York, acta non verba. Watch what a person does, not what they say. Good morning, good morning, good morning. Harvard Kiyosaki Rich Dad Radio Show. Today I’m broadcasting from Phoenix, Arizona, not Scottsdale, Arizona. They’re closed, but they’re completely different worlds. And I have a special guest today. Definition of intelligence is if you agree with me, you’re intelligent. And so this gentleman is very intelligent. I’ve done this show before also, but very seldom do you find somebody who lines up on all counts. And so Mr. Clay Clark is a friend of a good friend, Eric Trump. But we’re also talking about money, bricks, and how screwed up the world can get in a few and a half hour. So Clay Clark is a very intelligent man and there’s so many ways we could take this thing but I thought since you and Eric are close, Trump, what were you saying about what Trump can’t, what Donald, who’s my age, and I can say or cannot say Well I have to, first of all I have to honor you sir, I want to show you what I did to one of your books here There’s a guy named Jeremy Thorne who was my boss at the time. I was 19 years old working at Faith Highway. I had a job at Applebee’s, Target and DirecTV. He said, ìHave you read this book Rich Dad, Poor Dad?î I said, ìNo.î My father, may he rest in peace, he didnít know these financial principles. I started reading all of your books and really devouring your books. I went from being an employee to self-employed to the business owner to the investor. I owe a lot of that to you. I just want to take a moment to tell you thank you so much for allowing me to achieve success. I’ll tell you all about Eric Trump, but I just want to tell you thank you, sir, for changing my life. Not only that, Clay, thank you, but you’ve become an influencer. More than anything else, you’ve evolved into an influencer where your word has more and more power. That’s why I congratulate you on becoming. Because as you know, there’s a lot of fake influencers out there too, or bad influencers. Yeah. So anyway, I’m glad you and I agree so much and thanks for reading my books. Yeah. That’s the greatest thrill for me today. Not a thrill, but recognition is when people, young men especially, come up and say, I read your book, changed my life, I’m doing this, I’m doing this, I’m doing this. I learned at the Academy, Kings Point in New York, acta non verba. Watch what a person does, not what they say.