Entrepreneur | Do Your Job | A Look Under The – Hoodie Part 2

Audio Transcription

Get ready to enter the Thrivetime Show! We started from the bottom, now we’re here. We started from the bottom and we’ll show you how to get here. We started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, now we’re on the top. Teaching you the systems to get what we got. Cullen Dixon’s on the hooks, I’ve written the books. He’s bringing some wisdom and the good looks. As the father of five, that’s where I’mma dive. So if you see my wife and kids, please tell them hi. It’s C and Z up on your radio. And now, 3, 2, 1, here we go. We started from the bottom, now we’re here. Started from the bottom, and that’s what we’re about to do. All right, Tulsa, T-Town, welcome back to the Thrive Time Show. We are headed into a Super Bowl Sunday. And Dr. Zellner, I could not be more excited. It’s a Super Bowl Sunday. My wife now is even wearing the Patriots gear Vanessa Yeah, are you excited about your Patriots gear heading in? You text me out and we went to the Patriots game. I was a store I walked in and said anything that you guys can sell me, please sell it to us And now we wear we’re all we’re all ready. We’re all adorned in our Patriots gear. We Every night Z. We’re watching a different documentary. It’s getting rough though because we’ve watched all of them. And so now we’re watching the bootleg 2004 Super Bowl road to victory video. We’re watching all the Patriots documentaries we can about players who are no longer on the team except for Tom Brady so we can get ourselves ready to go psychologically. Except for Tom Brady. How many were on the team from the last Super Bowl a couple of years ago? There’s not that many, are there? Well, Edelman. Edelman is still there. So Edelman is still there. Brady is still there. Wilfork, their big defensive stalwart, that guy has moved on. The Texans, their running backs have moved on. Most of the guys, it’s almost an entirely new team every time. I’m going to Google that because I think there’s four, five, or six or something like that. Well, I will say this. The Patriots, in terms of winning percentage, from top NFL teams who win the most games, they generally have the fewest number of all-pro players, all-star players, of those that win. So they’re very much a non-star-studded team. And so they have a lot of interchangeable parts, my friend. But how many holdovers did you find? Did you consult a Googleplex? I’m looking it up right now. I’m trying to figure out how to Google that or Bing it or whatever. All right, well, meanwhile, I have a show to run over here. Well, you know what? It’s also pretty exciting stuff because it’s 2017, it’s February, and you know what happens in February, don’t you? Is it National Baked Beans Month? Could be. Presented to you by Oklahoma Joes? Could be. But there’s more. Is it National Burnt Ins Month presented to you by Oklahoma Joes? Could be, but I believe there’s more. Is it National Bank Month presented to you by Regent Bank? Is it any of these? I’m trying my best here. All the above and more. There’s even more. How could there be more? Well, there’s two significant things going on in February that you need to be aware of young man Are you still a birthday? No, I’m not Okay The two things one of them deals with the young lady in between us Yeah, did you see there’s a I’m not sure you came up with it, probably some chocolate company. There’s a special, special holiday in February. Uh, it sounds a lot like Valentine’s Day? Yeah, you better not forget that one, Bucky. Okay, I’ll play this music all week, just kind of get myself ready to head into February. Because it is February now, it’s the month of love, you know. A lot of love here. And then the other thing that you need to make sure is on your calendar. What’s that? Because you’re speaking. Oh yes. This is our second in-person workshop for the year. So 2017 we’ve kind of committed to doing one a month. Once a month. We did our first one a couple three weeks ago. Big success. Sold out. You would know you were there. Yeah, absolutely. Yeah, we had an overflow crowd for the next weekend in fact. It was so popular. And so our next one is February the 24th and the 25th. And the great thing about it is it’s two days long. So it’s 15 hours of power. We start at 7 a.m. Vanessa, you were there. I mean, for the folks who couldn’t see it firsthand, can you kind of describe the festiveness, the pageantry, the overall accoutrements, the decor, the atmosphere, what people learned? Well, first off, it takes place actually at the very office that we broadcast this show from. So it’s really pretty cool you get to come to the Thrive15.com headquarters, which, you know, if you haven’t been here, it really is, I think it just embodies Clay and Dr. Z. The whole ambiance does. And the start up of all their businesses, I think it’s super cool. So there’s a great environment. You’re going to meet other business owners who think just like you and are trying to navigate their business the same way you are. So it’s a really special, you don’t get to do that all the time. I don’t mean to take the room down, but I just want to be emotionally sensitive. I think a lot of entrepreneurs out there, being an entrepreneur can be kind of lonely because you’re out there, you’re doing the books, you’re doing the sales. Are you lonesome tonight? And the thing is, I kind of have to work on my Elvis. Are you lonesome tonight? I’m in the building. You know what I’m saying? They kind of have that deep vibrato going. Yeah. Oh, you’re lonesome tonight. He was a very lonesome man because he didn’t have a band, a group of guys, and like a lot of the superstars that have a team. He was just a big E. Just him. Just him. The thing is, as an entrepreneur, you can relate to this. When you started your optometry clinic, bottom line, you can’t necessarily be best friends with your teammates because you have to hold people accountable. As a general rule, when you’re choosing friends, you’re not like, yeah, I want a guy who holds me accountable and coaches me all the time. So you have to get friends outside of the business, but you’re working so much to build the business. Sometimes people kind of get almost reclusive as an entrepreneur. And so I think on a therapeutic level, it’s nice just to meet some people like you who are going through this same crazy game called entrepreneurship. So what you’re saying is is that February the 24th and 25th I can I can show up and meet birds of a feather. I Can have two days of awesomeness No upselling No jackassery No scamming But what if I can’t afford it you mean there’s scholarships this just in we have a scholarship available. What does that mean? I’ll just tell you a story. We had a wonderful guy that came up from the upper Midwest. The cost of a ticket for him to get here from his state was fairly expensive. So what we did is we kind of bridged the gap. He was able to get here for a couple hundred bucks. He said, man, the whole thing was game changing. Had I known that this was a thing, he’s like, I’m probably going to come once a year now, man. This was like a game changer for me. We have another guy from Wichita who drove down here with his partner, and his partner is like, I get it now. This is exactly what we need. We see this all the time, and the Thrive Time conferences are absolutely game changers. They’re designed to be momentum creators in your business. Well, you know, we’re obviously big advocates of it. It’s a program we put on because we put it on because you wanted it. You wanted to come here in person and check this thing out and then also learn directly from us. And that’s why we’re doing it. But the other thing that’s very, very important about it, very important about it, is that there’s downloadables. It’s hands on. I mean, it’s not like you’re just going to watch a movie. I mean, it’s not like you just show up, we give you popcorn, you sit over in the corner and you just sit there and veg out. Carl, why are you asleep? Carl, wake up. I’m not, you’re bloody, I’m bloody awake. I think this is a good stop. This is an exciting part. No, it’s hands-on. It’s downloadable. You leave here smarter about business than when you showed up. Broadcasting live from the center of the universe, you’re listening to The Thrive Time Show. Now, Thrive Nation, what we’re talking about today, today’s conversation is from my newest book called Do Your Job, A Look Under the Hoodie of Bill Belichick. Who’s that? He’s the coach, the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots who are competing to win the Super Bowl this year versus some other team that I can’t even remember. And he’s the head football coach of the New England Patriots, who are competing to win the Super Bowl this year versus some other team that I can’t even remember. Wait a second. Is this sports radio? Am I on the wrong channel? No, sports radio. Is this sports radio? Why are we talking football? What we’re doing is this guy has had a consistently winning team for almost two decades with a roster that turns over almost every year in the salary cap era. So think about this. If you’re the best team in the NFL, so let’s say like this year, say you’re a Cowboys apologist. Let’s say that you love the Cowboys. Well, the Cowboys this year, because they had such a good year, seriously, they were like what, 12-4 or something like that? I mean, they had a good record this year. They lost three games. Three games. They were 13-3. And the thing is, because they did so well, this year they’re going to have a more difficult schedule. That’s what they do in the NFL. It’s designed to create parity. So their schedule is going to be more difficult, and they don’t get the best draft picks. If your team is terrible, you get the best draft picks. So when you win every year for 20 years, that means you always have the most difficult schedule and you always have the least favorable draft picks. And so it’s either A, it’s a system, or B, it’s a bunch of luck. And when you do it that long, you just start to realize it’s a system. And so Z, we’re going to teach his management principles today. And so here we go. Yesterday, we taught the first five management principles of Bill Belichick. Why don’t you go over those real quickly and entice someone who says, oh, I missed yesterday’s show. Now I know I can go to thrive timeshow.com and catch it. Why don’t you give them a little flavor of what happened yesterday? I will do that when we come back from the break. I don’t feel totally empowered to do so yet. I don’t have the cycle. I just want to do a little pushback. I don’t feel ready emotionally yet. You are feeling your oats today. It’s February. It’s a new month. You’re a little froggy. Froggy February. I just don’t feel like it would be appropriate yet. I feel like the profundity of those first five could blow the human mind. We don’t have enough duct tape and Tulsa to tape everybody’s brains back together. So let me get into this next one. So here we go. Make internal training difficult on your team. I’m going to give a notable quotable and I want Vanessa to kind of unpack this because Vanessa, you see this happen all the time. Bill Belichick says this, he says, my personal coaching philosophy, my mentality has always been to make things as difficult as possible for players in practice. However bad we have to make them, I make them. Now Vanessa, you cheered on a very competitive level in high school. Where did you go to school for the people out there who don’t know? Well, in Louisville, Kentucky, DuPont Manual High School. And why is DuPont Manual sort of a notable thing in terms of the cheerleading world? I actually don’t know how they are now, but back in the day it was like the dynasty. In high school as much as you can be the Bill Belichick where you just win everything. So you guys won every year the largest competitions for cheerleading. What are the competitions for cheerleading? For those in the cheer world, the NCAA is the competition down in Dallas. The NCAA. Okay. So you’re basically competing in the NCAA tournament and you guys are winning successfully. Talk to me about the temperament of your coach. What was the coach like? What was the coaching like? Well, just like in a business where you want to have your team united, and also this works as a mom, or anything where you want for people, there’s dissension in a group, I think that you can always become the bad guy and at least everyone will be united even though they’re united against you. So that was a common thing that he did. I use that with my children. And I think in business we do that sometimes. I see you use different strategies to get the team united at least, hey, they’re all together now. Yeah, I did that. I used to do that back. I was a camp counselor at Camp Takahoka back in 1984. Camp Takahoka? No, Camp Takatoka. It’s a YMCA camp on Fort Gibson Lake, just 45 minutes outside Tulsa. And one thing, I was in charge of the 10-year-old boys, so I was a cabin leader. Leader of a cabin! Holy cow! Wow. And one session, I got this unruly, eclectic mixture of young boys, and they fought like it was the Civil War and World War two mixed together. I mean I was like what am I gonna do so what’s the move the move is? Hey guys that pack your stuff. We’re going camping what? Yeah, well in the deep woods Yeah, we’re going out there, and you take them out there, and you just scare the pants off the kids You know they did freak them out. Oh. Yeah, you just freak about and all of a sudden now they’re united. They’re like, okay, it’s us against all the wild bears out there. All the wild… It’s so scary out here. It’s scary, Billy. I dare not speak mean to you, but you’ve got to back up to each other right now. I want to give you a Bill Belichick story that blew my mind. Years ago, this is about two years ago, there were horrible storms that were going on during the summer training camp. And they were asking, what are you going to do? And basically, can you practice indoors? And he’s like, no, with a big storm, it’s supposed to be record rain. We’re going to practice outside, and we’re going to extend the practice. And so all the players practice with wet footballs and this torrential downpour. And the reason why he does it is because when the game happens and the inclement weather happens, they always perform well in bad weather. And I would just say, when it comes to running a business, when it comes to building a call center as an example. If you have somebody on your team who needs to answer the phone, and oh by the way, customers will occasionally have questions or they might be upset or they might be difficult or whatever that looks like, you want to have role played with your team and have been super difficult with them so no matter what crazy question or crazy situation they might run into, they’re prepared for everything. It’s that preparation, that intensity of preparation that makes it very easy for somebody to succeed in a call center. But if you take it easy with them on training, and the training is just basically a cakewalk, then when the customers start calling Z, bad things begin to happen. Yeah, you’ve got to make practice more difficult than the actual game time. And if you do that, when game time comes along, they’ll be like, Oh, this call’s no thing. I got this one. See, I’m telling you what, Thrivers, if you’re listening right now and you’re saying, I don’t know if my team is prepared to win. You want to stay tuned because we’re going to get even deeper into how to prepare your team to win in the game of business. Live, local, now. You’re listening to the Thrive Time Show. All right, Tulsa, welcome back to the Thrive Time Show on your radio. Chattanooga, welcome back to the Thrive Time Show. America, welcome back to the Thrive Time Show. Other countries, welcome back. Any other planets? We have, Z, rumor has it we have people on other, actually life forms on other planets that are tuning in using their, some type of cosmic radio signal system. It’s very complicated. The listeners and myself could not possibly understand the profundity of what it means when aliens begin to tune into your program. Well, we know you’re one. We’re not sure what planet you’re from, but we know you’re not from here. I’d like to clarify something real quickly. And the last thing, when I talked about being a camp counselor and scaring the kids, if you were out there in 1984, one of those young people, I hope you’re not scarred by that. But it was really adversity is what I was kind of getting at. So I know right now people are probably calling DHS and they’re probably scrambling right now going, oh my gosh. The part of the story that Vanessa and I have taken issue to, we were just talking off the air, the part we’re both very offended by is that when you decided just to leave them out there and never went back, that was the part where it was just sort of like over the line. You kids get it together or I’m going to leave you out here. But they did make it back safely. Everybody made it back safely. Everybody was accounted for. And to my knowledge, I think all of them are pretty healthy mentally at this point. So their lives. I haven’t checked on every single one of them. You toughened them up. Yeah, I toughened them up. I pumped them up. Made them strong. Now Thrive Nation, here we go. Today we’re talking about the management principles that Bill Belichick is using on the sidelines on a daily basis, on a weekly basis for decades to make the Patriots consistent winners. And so I’ve written a book here recently called Do Your Job, a look under the hoodie of Bill Belichick and we’re teaching his 16 management principles. Now on yesterday’s show, we went into the first five principles and I’m going to recap those for you. Principle number one is hire character and train skill. Principle number two is build your success based upon repeatable systems and not individual talents. You want to build a company that’s successful based upon the systems you’ve built, not based on the super talents of an individual. Next thing is you want to do the right thing for the team. You always want to put the team first. Point number four, don’t allow yourself or the team to be distracted. You don’t want to be distracted away from the main focus. Principle number five is you want to have a bias for results. It’s got to be about getting things done that matter. Now principle number six is you’ve got to make internal training difficult on your team. So Z, I have a little bit of a story here for you. Vanessa, you see it happen first hand. So I’m going to tee it up here So here we go is this story time. I think it’s story time. Yeah story time All right, so typically whenever we hire Somebody who wants to come work in our office to do videography or for photography? I’ll talk to him and I’ll say well What are your aspirations and most people according to Forbes? 57% of people want to start or grow a successful business at some point they want to start a business It’s a thing so most people will say today most most people today will say, oh, eventually I want to own my own photography company. That’s what they’ll say. And I’ll say, okay, well, here’s the deal. In order to be successful in the world of photography or any other industry, you’re going to have to learn how to sell. So if you want to come work photography here, I need you to start off making outbound cold calls. Oh, but wait a second, bro. I’m a, I’m like an artist. You don’t understand. I got published in a high school newspaper and they went over really well. People told me I’ve got talent and skills. See, that’s what happens. People feel like, okay, because I was featured in my local high school paper and I was told by my counselor that I have certain talents and skills, I don’t need to start off at the bottom. I want to start off at the top. I’m too good for sales. I started at the top. No, I’m not real. I started at the top. See, the thing is people feel like, hey, I have a degree, so now I’m too good to start in sales. I want to start in management. I’m too good to start in search engine because I want to start in management. And so I always start, I want to make sure everybody is humble and coachable and trainable. So I start everybody at the bottom. And what that does is it makes things a little bit difficult for the new person, but you can see real quickly whether they’re going to sink or swim. And then also it shows you their attitude, what kind of character they have. Vanessa, you see me do this all the time. Yeah, typically all sorts of people will come in and a lot of times they start off doing SEO. Yes, we need SEO done and you don’t need to be a genius to do it, but it’s something that is just kind of soul-sucking. It’s just, oh, there’s so much of it. Search engine optimization is what she’s referring to, which is SEO. Just so we’re clear, if you want to know how to get to the top of Google, we will teach that at our two-day workshop on February 24th and February 25th. You can get more information about those at thrivetimeshow.com. But it is very difficult to get to the top of Google if you’re not following a proven system. Yeah. And one of the proven aspects of the search engine optimization is whichever site has the most content gets to the top of Google. So let’s say that in your mind, you’re the top dentist in Tulsa. You believe you are. People have told you you are. You’ve been a dentist for 25 years. Well, guess what? If you’re not top in Google, people can’t find you. So we have to write copious amounts of content about your dentistry to get you to the top of Google. And that’s not very fun. I just sent you your SEO report. The thing about it is that they don’t very often go to page 7 on a Google search. Not very often. Did you see your search engine report I sent your way? Did you see that? Yeah, it was awesome. Yeah, so we’re moving on up. Moving on up. And I like to think that you should be the top in Google for Tulsa optometrists because of your beauty. I look at you and I’m going, that’s a man who should be top in Google. I have a face that’s built for radio. But then they said it’s based off of following canonical rules and following mobile compliance and having the most content. That doesn’t feel very fun, but that’s the reality. So if you’re listening right now, I’m just telling you, when you bring in somebody into your office, here’s the action step. Make sure, don’t hurt them or anything, but make their job difficult. Get to a level, push the envelope a little bit where you can really see the level of character the person has quickly. Because you really want to fire fast if they’re not the right fit. Absolutely. I tell you what, when things are going well, it’s really no measure of a person. I’ll be honest with you. When things are going well, when you’re not role-playing really tough with them, when you’re not putting them in a scenario that is difficult for them, when you’re not mystery shopping them with the first decision. I have some difficult decisions to make here. I want to have chocolate ice cream or mint chocolate chip. That’s difficult. That’s tough. It’s tough. Tough choices for some people to make. But the thing about it is, when you apply that pressure, one or two things are going to happen. They’re either going to shine. They’re going to shine. Or they’re going to not shine. Or they’re going to not shine. I think it rhymes with shine. What rhymes with shine? They’re going to drink a lot of wine. That could be, well, you might. They’re going to shine or they’re going to drink a lot of wine. That’s something you want to put on a shirt. It’s going to be shine or not shine. I’ve got to come up with a rhyming word for that. It’s a hard one. It is. Sometimes my D.J. skills are not quite what D.J. Clark is. They’re going to either shine or they’re going to be a donkey’s behind. What do you think about that one? Is that workable? Can you put that on my shirt? That’s exactly where I was headed with that one. But the point is, you’re right. You can figure out whether you want to keep them on your team and pour your time and effort and resources into this person because that’s what it is. And so the ability to be able to fire fast is something that a lot of people don’t, it’s a secret weapon they just keep buried in their pocket. They’re just like, you know, I’m going to give them a couple more chances. We have a caller calling in right now. We have a caller. We don’t normally take calls on the show. We’re talking about in the future, potentially taking any, we’ll answer any business question that you want, typically. Right now, you just email info at thrive15.com. But allegedly, someone didn’t turn the ringer off. We have a guy on the phone here who has a comment to make about today’s show. A comment or a question? I think it’s a comment or a question. I don’t know. You can put it to the call screen. We’ll put it through. I’m a scientist. I’m not an expert in footballs. I’m not an expert in football measurements. I’m just telling you what I know. I would not say that I’m Mona Lisa Vito of The football world as she was in the car expertise area Apparently Bill Belichick is just called in there and his who wanted to comment about the deflated balls. He wanted to comment Apparently, he’s not a scientist. Oh, yes. He’s not he doesn’t know about that. How could he not we’re going through his book All right now Thrive Nation, here we go. When we come back, we’re going to get back into the Bill Belichick management mastery. How do you become a master manager? Stay tuned, Thrivetimeshow.com. You’re listening to The Thrive Time Show. All right, Thrive Nation, welcome back into the inspiration conversation where we teach you how to start and grow a successful business. Now Z, February is the month of love, and we’re going to show love for you, the listener, by hosting another in-person two-day workshop on February 24th and 25th. It’s February 24th and 25th. And a true story. We had a Thriver that just came up here from Dallas. He was on the show yesterday, Thomas. And he was telling us that he came up here. Do you know where he went? What are some of his first tourist destinations that he went to when he was in Tulsa? He probably went to Oral Roberts University. That’s our number one tourist attraction, actually. You would probably be correct if that’s where he went, but because it’s not where he went, you did not. But that would be a good guess. He went to Oklahoma Joe’s. Of course he did. He was hungry and wanted wonderful barbecue. And then he went over to Barbie Cookies. So he’s visiting our guests. Z, we are now becoming Tulsa’s number three tourism draw. Number one is the Praying Hands. Yes, which is all Roberts University. If you want to get specific and accurate. Yes, OK. Move number two is the sod farms. There’s a lot of people coming to see sod farm tours. It’s amazing. They’re catching on. And the third is Thrive Turkey. It’s dirt and grass. That’s just exciting. Hey man, we’re going to look at over here. If you look on this left side here, we’ll put the green side up over here. Now over here, we’ll also do that green side up. We do it either way. It’s always green on top. You know what I mean? Now I’ll tell you what, when I buy the sod, it’s going to be this piece right here, right? I mean, I’m walking on this, I’m looking at this, I’m feeling, I want this piece. I have a little sod story here before we get into our next principle. A sod or a sad? A sod. Okay, a sod. I don’t know if I’ve shared this story publicly before, but basically when I was 12 or 13, I was living during the summers and I was staying with the Guthman family and with the Montag family, these two fine families from Broken Arrow. I was staying with them during the summers. My parents lived up in Minnesota and I would come down to Oklahoma to visit some friends. So I’m staying at their house. My buddy, Chris, has a job working on a sod farm. The way it works on a sod farm, I’m sure it’s not that way now, but back in the day what would happen is you would just show up. Like you didn’t show any ID or you didn’t have any… You just showed up, huh? Yeah, you would just show up there at the intersection of about 91st and kind of Garnet area by that quick trip. Or 91st and 145th I think. Elm? I think it’s Elm? Aspen is 145th. Aspen, yes. It is 91st and 145th. Aspen. You show up over there and what you do is you just get in the truck and no one asks for papers or IDs or identification or insurance. And you just show up and I’ll tell you what, I was one of the best sodders for about seven days and I got to use my machete. They gave me a machete and I was issued a machete. No one got injured and then I ended my sodding career. I wonder if you show up now if they would take you if they are still doing this. Are they still sodding in that area? Are they still sodding? Oh, I believe so. I think there’s a Brahms there now, though. No way. I don’t know. Well, the area, I mean, the area is an area. You know, the area is just not like that one big thing. If you rip up that concrete, you could start a sod farm again right away. You could start one right then. But I tell you what, now, today is February the 1st, and since 1887, tomorrow morning, we have been celebrating something in the United States of America. It’s the birth of the groundhog. Groundhog Day. Groundhog Day is where there’s a hog, and he spends his time in the ground, and he comes out of the ground. And what he’ll do is he’ll look around. I’m using a hand puppet here on Facebook Live. He’ll look around and go, hmm, hmm, I wonder if there’s, do I see my shadow? Do I not see my shadow? I don’t know. I’ll head back into the ground. And the hog gets back at the ground. I don’t know how accurate that is. Well, okay, you’ve got to redeem yourself. You started weak and you finished strong. I’ll tell you that right there. But the groundhog comes out of his den, comes out of his den, and if it’s a cloudy day and he doesn’t see his shadow, then spring is approaching quickly. And if he comes out, it’s a bright, sunshiny day, and he sees his shadow, he ducks back in and we have six more weeks of winter, which technically we have winter for a little bit longer. Vanessa, I want to get your take on this. How big of an impact to you, as a female, as a mom, as a wonderful lady, how big of an impact does Groundhog Day have on your life? I mean, it’s got to be a huge thing. A huge thing. Well, yeah, I mean, I guess I just, it just slipped my mind completely. I was kind of surprised you said it was a hog. Vanessa, I’ve got a very serious question for you. And I know all the moms out there listening probably will be curious themselves and all the dudes listening too. Okay, so we have February. And which day is more important to you, Groundhog Day or Valentine’s Day? As a woman. That’s a tough one. That’s a tough one. You know, I guess I’m going to have to go with Valentine’s Day. A little bit more exciting. I was 50-50 on that one, Clay. Why won’t you celebrate the hog that comes out of the ground? The groundhog. I love the hog. That’s a great movie, by the way. But today, folks, we are… You know what? In the NFL, they have these things called football teams. And you may say to yourself, oh, this isn’t sports radio. It’s not. But there’s one that stands out as excellent in their management and the way they run their team. Because if you ran your business the way the Patriots ran their team, you would have plenty of money and you’d have plenty of free time, and that’s what we’re all about. You’d have a huge business growing and growing and growing because this guy is unbelievable. His management systems, which were breaking down, we started yesterday, we’re getting to some more today. We have 16 total, right? We have 16 total. 16 total. And we just finished up number 6, and we’re ready to go to number 7, aren’t we? Yeah, I want to give you a little quick Bill Belichick fun fact. Oh, I love fun fact. During Bill Belichick’s time as the head coach of the New England Patriots, he’s been named coach of the year three times, okay? 2003, 2007, 2010. And in the years of two… And the thing about this guy is he’s been a coach in the NFL for many, many, many, many teams. People don’t realize he worked for almost a decade in the NFL as the lowest man on the totem pole. He actually started working for $25 a week for the Colts as a film dude. In today’s money, that’s like $150. Yeah, he did the move, which is called interning. He basically said, listen, I’m going to come work for you for practically nothing, and that’s a move. A lot of people say, how do I break into this industry? How do I get my foot in the door? And I’ll tell you what, if you walk up to a business and you say, listen, I want to come and work for you for nothing, will you let me work? Those are hard to turn away people. And he supported himself with another job, right? Oh yeah, he has to. He had a long-term plan. Obviously he didn’t want to stay doing film forever, but he supported himself with a second job and then he did what he loved and look where he is now. You see us coaching with business owners all the time and you kind of get the chance to see the success stories and the wins. How important is having a long-term plan in your mind for the entrepreneur? It’s the foundation. If you don’t know where you’re going, you’re not going to know when you’re off course and you’re not going to know when you arrived and you’re going to look and wonder where you are. So that’s part of the foundation of wherever you’re going you need to sit down and make your goals and then that’s our job as coaches, or you all, to help the clients and direct their businesses in the right steps to get there. You know who, Z, do you know who my life coach is? My life coach. Oh, who is your life coach? Wait, wait, wait, let me guess. Tony Robbins? No, no, no. Since the hot coal injuries, we’ve had to put that on. It got weird. No, seriously. Vanessa has, I want to tell you, this is what Vanessa is, an entrepreneur’s wife. There’s so many tasks and roles and just there’s so many things. We work together and everything. But one thing that she’s really good about is pointing out things like, hey, why are we going that way? And then she helps kind of steer the ship because I’m very much somebody who likes to play hard. I want to go I want to move I want to get it done I want people just to quit talking about it. Let’s go do it Why have we still been talking about but so what she does is she helps me play smart and hard And that’s the next principle We’re gonna talk when we come back on chapter 7 is how to play smart and hard so many people are going Oh if I just study this longer eventually it’ll just do itself. No, you actually play hard, but some people are just so busy, you know, they’re like a hog in the ground. They’re so busy just being that groundhog. But then they need someone to kind of pull them out and say, hey buddy, look, the sun, it’s here. Look, this is where we’re going, Mr. Groundhog. Look. You’re listening to the Thrive Time Show. All right, Thrive Nation, welcome back into the conversation. We are talking today about how to become a management master like Bill Belichick, the head coach of the New England Patriots, who will be competing this… He won’t personally be competing, but his team will be competing this Sunday, Super Bowl Sunday. In the Super Bowl, they’re playing some group of random people destined to finish second, but they’ll be playing in Houston versus whoever, the New England Patriots. That’s my unbiased take of this weekend’s Super Bowl festivities, Dr. Z. Well, I’m glad you’re unbiased because I think the Falcons have got to be, I mean, it’s going to be a good game. I have a feeling it’s Falcons. Is that a team? It’s like a bird of prey. Oh, wow. Not a very beautiful bird. Well, a Patriot is like a, a Patriot is, is a, it’s a great American. It’s a dude with a musket. A great American. A good dude with a musket. Let’s play this out. Let’s say that. Like a, like a triangle. What’s that deal with that triangle hat? What’s the thing? What’s it? Why was that? Why was that in vogue back in the day? It’s a dick story on that. Yeah, I mean, I don’t know how truthful it is, but I believe it’s the triple threat it’s offense is defense and special teams if you’re saying that the Our founding fathers back in the day wore those hats Knowing that let’s let’s explain those gonna be named after them. Let’s let’s joke around. Let’s get serious first. I’m going to tell you this, Thrivers. Play this out. Imagine that a man with a musket and a hat that was in the shape of offense, defense, and special teams. A three angled hat has a musket and he’s competing against a falcon. Who’s going to win that? I mean, obviously. Caw, caw, caw, caw. He’s got one shot. Come on, falcon, let’s do this. Caw, caw, caw. He’ll dodge the musket and by the time the guy’s reeling, he’ll swoop down, pick up that little triangular hat, and fly off with it. We do have all the reload time, right? And therefore, taking away the triple threat and the falcon wins. We had somebody who was very, very, we had an email that came in over the break, and someone goes, are you trying to do the voice of a groundhog? And I’m going, no, it’s a hog that’s in the ground that has lack of testosterone. So it’s kind of a, hi everybody, I’m a groundhog. That’s what I got for the groundhog right now. Hi everybody, I’m a groundhog. It’s February the 2nd. This is my second favorite day of the month. It’s groundhog day. Z, what do you think about that? Is that working for you? That’s actually, I think, pretty not accurate. I don’t think they sound like that. Okay, now real quick. Many people have asked, they said, Clay, you and Dr. Z love Oklahoma Joe’s baked beans, but do you really love them? And so this weekend I was in my car with my kids and I was singing, these are a few of my favorite baked beans. I was singing and I had my own kind of sound of music medley going on. Oh, that’s lovely. You had to enjoy that, I’m sure. They did. They love it. And so I just wanted all the Thrivers to experience that firsthand. White copper kettles and warm wooden mittens. Come on Thrivers, here we go. I’m a believer. I am a believer in Oklahoma Joes. And if you’re sitting there wondering, you’re sitting in your car, you’re listening to the If you’re in Broken Arrow go to Oklahoma Joe’s over there by the Bass Pro Shop If you’re in South Tulsa go to 61st and Sheridan there you’ll find barbecue heaven Got three locations to serve you The way the other one downtown next to the iconic Cain’s ballroom It is iconic probably the number four tourist attraction in Tulsa I would think yeah Yeah, it’s slightly ahead of the… It’s a little bit behind the Pringhams, Sod Farm, Thrive Time Show, Conference on the 24th and 25th, and then you have the Oklahoma Joes. It’s right there in that top five. Vanessa? I just love the Mr. Oklahoma Joes. Him and his wife, they’re pretty spectacular in themselves. That’s who I love, is the Mr. Oklahoma Joe himself. I like when he’s there. I just want him to get out of the way and give me some baked beans. I love the guy. I love the guy. Oklahoma Joe’s a great American I’m tell you what those beans he made those have a life of their own They have a tractor beam that pulls me to them on a daily basis now the thrivers We’re talking about management mastery today, and we’re taking a look under the hoodie of Bill Belichick if you’re on Facebook live I’m just gonna show you we’re having a look under the hoodie of Bill Belichick under the he always wears these these nasty hoodie sweatshirt I don’t know that I want to look under the hoodie. You do want to look under the hoodie. There’s no danger from under there. That guy is doing a great shampoo. He invests in high quality shampoo. Now here it is. Chapter number seven from the book. Play smart and hard. I’m going to read you a notable quotable. And Zee, I’d like for you to unpack it for me. Okie dokie. Here’s the deal about Bill Belichick. This guy wants you to play hard and he wants you to play smart. He says you can play hard. You can play aggressive. You can give 120%, but if one guy is out of position, then someone is running through the line of scrimmage, and he is going to gain a bunch of yards. Z, what’s he talking about? Well, what he’s talking about is being really purposeful in how you spend your day in business. And so, I see that all the time with young entrepreneurs. They are so busy doing busy work. And just the other day, I was talking to someone, and I said, why are you doing that? Well, I can’t, you know, if I gave that for somebody else to do, that might screw it up. And I said, well, yeah, I know, but that’s why you inspect what you expect. That’s why you put systems in place. That’s why you’re very clear in what they’re to do, you know, because what happens is if you, you know, you have a business and you’re like, well, I don’t want anybody to do anything in the business. I’m going to get it done. Yeah, you’re working hard. I mean, you’re, you’re, you’re hard at work. You’re answering all the phones. You’re greeting everybody. You’re doing this. You’re doing all the presentations. You’ve got it all going on. At the end of the day, you’re just completely worn out. You’re like, man, I worked hard today, but I didn’t really get a lot done. So working hard is important, but working smart is important, too. I think that has to do with delegation and making sure that your team members that you choose to put around you know what they’re doing and are well coached to have to do it. Now, Vanessa, I want to get your take on this in just a second. But I want to do is I want to break down the word delegate just for a second. I always tell people, I say, when you delegate, you get eight. I say that all the time to business owners. And they go, what do you mean? I said, when you delegate. So this is what delegation is. Delegation is you start off the workday and when the employee gets there, you give them a checklist where the items are supposed to do, where they have an accurate job description. They know what to do to start the day. Broadcasting live from the center of the universe. You’re listening to the Thrive Time Show. And then they need to ask you as their manager or you as the owner, they need to get direction and clarification from management. So we start off the day, we delegate the items, this is what needs to be done or here’s your reoccurring job, and then you ask them, do you have any questions about what needs to be done today? Okay. And you clarify these two things. You clarify your expectations and how you’re going to communicate. And then you say, at the end of the day, I’m going to follow up with you. So that’s what you do. You delegate. You say, this is what you need to do. Do you have any questions? Okay. And I’m going to follow up with you at the end of the day. Now this is where I see most entrepreneurs getting this wrong, and this is the part that makes me crazy. It is called abdicate. Now, abdicate kind of rhymes with delegate, but abdicate in the original context meant that a monarch or a king would renounce their throne. They would just say, that’s it, I’m done. And typically this would happen when they’re being attacked. So they realize, oh no, the castle’s going to fall. And they’re like, where’s the king? Where did the king go? And the king’s like, guys, I’m going to head down here to the dungeon area. I’ll see you guys in a minute. And then he just disappears. He just escapes. Yeah, he takes off. Right. So he’s like, but one last thing before I leave. Z, you’re in charge. I’ll be fine. And then that way, the guy who leads the charge is not the king, and the king escapes. That’s kind of the game plan. Abdicate today really means to fail to fulfill the job that you’ve undertaken. So what you do is if you abdicate to an employee, you say, employee, I want you to clean the restroom and I’m not going to follow up and I’m not going to be available for any questions. I’m not going to be able to train you, to coach you, to help you at all. You’re on your own, buddy. And then you don’t follow up and it doesn’t get done. And then you start to go, well, if you want it done right, you’ve got to do it yourself. And then you end up in this fail loop where you’re doing everything, and it’s not very good. Yeah, you’re working hard. I mean, you’re in there, you’re cleaning the bathroom, you’re doing the thing, you’re baking the cookies. You’re working hard for your money. Hard for your money. You’re hard for your money. But then what you’ve done is you’ve continued to solidify the fact that you now have your very own job. Job, J-O-B, from the root word, just over broke. Now, Vanessa, I want to ask you this here. Where do you see people getting this wrong, and what feed, what encouragement, what tips would you have? You’ve worked with hundreds of business owners with myself. You’ve traveled with me all over the planet. Where do you see the delegation versus the abdication going wrong, or maybe working hard versus smart? Cut a coach us through this. Well, first off, working hard versus working smart, make sure that the goal you’re going after, I mean, that this is a worthy thing, that it’s big enough. Oh boy. You’re spending your life and your time chasing this thing. If you were to reach your destination tomorrow, is it big enough of a goal? Because if you’re gonna spend the time chasing something or hunting something, you should rather hunt an elephant versus rabbits. Well, the one thing that you did for me early on when we first started dating, I noticed that you were very sage-like, kind of a wise woman. I think that was my word, in fact. I didn’t even know the word sage meant. That’s how dumb I was back in the day. I didn’t know… I think you use that to cook rabbit fat. Absolutely. Put sage on there and cook it up. That’s what you put on those groundhogs when you cook those. Oh wait, this isn’t a cooking show. I’m sorry. I digress. Go ahead. Can you eat a groundhog? Yeah, they’re… Hey everybody, don’t eat me! I’m a groundhog! Here’s the thing though. Seriously, Vanessa, I remember we were talking about cars one time. I go, why are they… At a certain point, why do you need a super expensive car? You were like, if there’s nothing aspirational, nothing to aim for, what would be the point of somebody moving beyond mediocrity? I remember going, whatever. You’re saying right now, if I’m listening right now and I am not aiming for something big, that’s the problem? I would say so because you’re going to spend the time anyways, right? You’re going to spend the time chasing this goal. Unless it’s going to be something that is just intrinsically fulfilling to you, then yes, go after it. But you’re going to be taking the time, we’ve done this, to chase little rabbits, you could spend the same amount of time and chase a big elephant. Well I tell you what, you might chase a rabbit or you might chase a woodchuck. Because a groundhog is also known as a woodchuck. I thought it was a hog, but it’s in the ground. How much wood could a woodchuck chuck if a woodchuck could chuck wood? Your brother’s name is Chuck. What’s up Chuck, how you doing? We’ll see if he sees his shadow tomorrow morning. All right, Chuck Zillner, stay tuned, Thrived Time Show. Broadcasting from the center of the universe, featuring optometrist turned entrepreneur, Dr. Robert Zellner, and USSBA Entrepreneur of the Year, Clay Clark, this is The Thrive Time Show. All right, welcome back to the number one business radio show on the planet. It’s The Thrive Time Show on your radio, and I’m telling you what, some of you said, hey, you went so fast, but I’d really like for you to go a little bit slow when you were talking about that whole groundhog thing, because we had like six people that are emailing in. They’re saying, hey, seriously, they’re emailing info at thrive15.com, and they’re going, did Clay literally believe that the groundhog was a hog? That’s the question you’re asking, basically. No, I’m just having a little bit of fun, but I will tell you, there’s nobody in the world who knows more about the origin of the groundhog, the hog from the ground, than Dr. Robert Zellner. This guy has been googling for several minutes and he’s been able to pull up some fun factoids that the humans out there who don’t have Google could not possibly find. So Z, please educate us about the history of the hog. Well, the groundhog is a member, it’s a rodent, member of a brown squirrel society known as Marmots. Oh wow. This is nice. Scientific name of Marmoto Monox. They were in Star Wars 2, the things that were clinging to the side of Han Solo, Millennium Falcon, his Falcon… No, no, no. Marmox? That’s not true. Warlox? That’s not verified. But he also has nicknames known as the Woodchuck, which we went over last… and also the Whistle Pig. The Whistle Pig? Yeah, and it’s a big deal because as you know, tomorrow morning, that little critter, Puxatawney Phil if you will, is going to decide how much more winter we have. And that’s kind of a big deal. It is sort of a big deal. Now Thrivers, I’m going to tell you this. The only thing that is a bigger deal than what our Groundhog friend is going to discover tomorrow is the Super Bowl on Sunday. And the two teams that are playing, you’ve got the New England Patriots are going to be competing, the world champion, multiple time champion, potentially the best team in America. America’s team, the Patriots, a team named after the patriotic spirit that made this country great. The dynasty will be competing against the Falcons. They’re going to be competing out there. They’re just going to be slaying the other team. It’s men with muskets fighting against weird black birds. It’s all-out war of man and musket versus birds. It’s not even fair. But the head coach of the New England Patriots, he is known for a couple of things. One, for allegedly deflating footballs. And two, he’s known for always winning. And so we have studied what makes him successful as a manager, and we’ve distilled it into my newest book called Do Your Job, A Look Under the Hoodie. Learn the 16 management secrets of Bill Belichick. Oh, there she be. There she be. And so we’re going to move into this next one here. See, this is principle number eight, which is chapter number eight. Understand the strengths and weaknesses of each team member. So if you’re listening right now, I want you to do is kind of an action item right now. I want you to go ahead and pull on over if you can. By the way, when I say pull over, I mean, you want to signal. I mean, you want to signal, then pull over. You want to get there into a parking lot of some kind. And what you want to do is you want to go ahead and take some notes on this here. Okay. So I want you to write down the names of at least five teammates. I want you to grade them on a scale of 1 to 10 on the four E’s. Jack Welch is the number one CEO in the history of America. He grew GE by 4000%. He tells you there are four E’s that you want to measure if you’re a manager. The four E’s. E number one is the energy. Z, the energy that the employee brings to the workplace. Energy. Two is their ability to energize other people. Not just personally be energetic, but to energize others. The third is execute. Can they get the job done? And the fourth is edge. Can they make the tough call? Edge. A little bit edgy. A little bit edgy. Yo, bro. I’m a little edgy, bro. In your mind, is edgy and froggy the same thing? Um, you know, slightly. They’re in the same family. So if I’m feeling froggy, I’m feeling edgy? Little bit. Little bit. Froggy is not one of the E words. At some point I’d like to devote an entire series of shows to the difference between froggy and edgy. Because that’s something that I… Drivers want to know. Drivers do want to know this. Now, here’s the thing Bill Belichick goes on to say. He’s talking about how, talking about players on the team. He says this, and Vanessa I want you to kind of break this down here. He says this, I think a smart guy can learn. Some guys can learn. It’s just like all of us. Some guys can learn electronics. Some of us can’t. Some people can learn something else. Some of us can’t. I mean, we are all wired differently. So he talks about some brutal honesty of being aware of your team. Talk to me about, Vanessa, from your perspective, why it’s so important for you to be honest about what the team members you currently have can do and cannot do. Yeah, I think, you know, I know that you and Z have touched on this before. The number one thing you want to do when hiring someone is hire for character and then you want to assess their skill. If someone has character, you can find a place for them, but if they are just so skilled and they’re awesome, but you can’t count on them to show up or to be honest or do the right thing, it’s not worth bringing into your organization. But once you have someone who has character, you need to look and don’t just, you can’t force, what is it, a square peg into a round hole. It’s not going to work. The employee won’t be happy and you won’t be happy with the results. But if you can take a moment to see, okay, this is their skill set and they don’t need to be involved with people. They need to be doing something where they’re alone and they can really have analytical thinking. You find the right place for them and it’s going to be better for them and your organization. You could put a square peg, you could force a square peg into a groundhog. Well you can. They frown on that kind of thing. One of the moves that I do, one of the moves that several business owners that I know do, which I think is a great move, if you’re listening out there going, what’s the move? I’ll tell you. Tell me the move. And that is that they do personality testing on all the new employees. And you say, what is it? Is that why you didn’t talk to me and made me wear that weird jacket for four weeks? Yeah, exactly. What? No, what you do is you sit them down and part of their, you know, part of their… Interview process. Interview process. Thank you, Clay. I was thinking across your brow. I am now inside your mind. I know. I like it here. Help me, help me Thrivers. Part of the interview process is that you have them take a personality test. And just like Vanessa was saying, and just like you’ve alluded to earlier, Clay, and that is what it does is it helps you find the right place. If they’ve got great character and they’re a good person, and they’re a giver, not a taker, listen to yesterday’s show to unpack that, but Thrivetimeshow.com. But if they’re the right person you want, you say, okay, now I’ve got several places where I could put them. Where’s the best use of this person? A personality test can help you with that. I will tell you, we went to, there’s a car wash place called Oasis car wash over there off of Memorial and like a hundred and fifth or something. Broadcasting live from the center of the universe. You’re listening to the Thrive Time Show. I think it’s 95th. I think it’s 95th and Memorial there. It’s on the, uh, yeah, it’s the 401st. So yeah. Okay, west side of the road there. And so you go over there, it says like 9050. And you go in there, and I remember walking in there one time to get my car cleaned. And I don’t know about you guys, but I’m not the kind of guy that likes to clean a car. I don’t want to sit there and wash that car. But I’m watching this guy, and he is, I’m watching him, I’m looking out the window, because you can watch your car being detailed. Oh yeah. And this guy’s just working it. I mean, he’s at the car wash, and he loves it. You get the feeling that he, that lather he’s getting himself into. Oh yeah, there we go. It’s just a soundtrack in his mind. Yeah, I mean seriously, this guy, he’s got the earbuds on and he’s just like, and he’s just polishing and working it. And I’m telling you, and then I watch him finish my car and he goes to the next car. And I don’t know how many cars, if you’re a detailer, Z, I don’t know how many cars you can detail an hour. But that guy was working it, man. Listen, that means I can detail a bunch right there. Come on. Z, if you were a car washer, how long would you make it? How long would you make it as a car washer? Oh, I’d make it about 37 minutes. Oh. So I’m just saying, if you’re listening right now, Thrivers, there are people in your office that want to clean cars. They like it. I’m just telling you, this guy I met him, he goes, sir, here are your keys. You could tell you took pride in the car. Oh, yeah. And I’m like, this is awesome. And you know, everyone’s tipping the guy $10. I’m going, this guy’s probably making $30, $40 an hour washing these cars. It’s unbelievable. Well, because he was doing what he should be doing, and he had a passion for it, and he enjoyed it, and it showed. I mean, nothing better than watching somebody work, doing an excellent job of it, and you know they’re just alive and they’re having a great time doing it. I mean, that’s just so rewarding. It’s so rewarding. It’s like me writing jingles for Oklahoma Joes that he rejects. I enjoy doing it. I’m passionate about it. Joe Davidson’s a great guy. He’s never told me directly, I’m definitely not going to use that jingle, but I’m still writing them. It’s like you’re making up Beans songs in the car with your kids. No one forced you to do that. No one held a gun to your head and said, sing a song about beans right now. I mean, you enjoy doing it. Thrivers, a lot of you are listening right now and you’re going, what was that song again? I’ll give it to you again. He goes, these are a few of my favorite beans. Now Thrivers, the thing is, you know you’re going to get that stuck in your head all week now. You’re going to be talking to people and you’re going to be going, these are a few of my favorite beans. You see, Robertson Tires, he’s got a great commercial. Ted Robertson. Oh yeah, great guy. Robertson Tires, hey, I get rolling with Robertsons. And I like to believe that when he created that song, he did it with a lot of passion. He did, I’m sure he did. Yeah, and so now I’m just trying to get that same passion for the Oklahoma Joe’s song that I’ve shamelessly ripped off from the Sound of Music. Well now we have to do one for Region Bank too. They’re one of our premium sponsors, so we’ve got to come up with one for them. I already have a song for them ready. When you show me the money? We come back, I’m going to play it. It’s a great song, Z. Oh, I can hardly wait. It’s going to be very, very good. Now the next move here, Thrivers, we’re moving on to Bill Belichick’s ninth management principle. It’s again, his ninth management principle. This is big because once you kind of know the skills and strengths of each player, he says here, you must put your team members in a position to perform at their peak. Not just get by, but at their peak. Z, talk to me about why you as the owner of the business or the manager have to really be detailed here. Because you’ve already done the personality test. You’ve done that, okay. You’ve got a good idea about the person. And they’re already doing a good job, but you realize, you know what, I might make them a little uncomfortable, but if I could reposition them over here, they could be great. Yeah, it’s one of my five A’s I break down, above and beyond. And what you want to do is you want to kind of push your employees a little bit. And one of the big things I agree with what Belichick is saying here is cross-training. You want to have them also trained in other areas and let them grow into your business. I tell you what, your first choice is you put them over here doing this and then as they grow they have doing more and more and more things that makes it more versatile more valuable to you someone calls in six and was not ready to do the job someone walks out on you something this person’s cross-trained they could step in and do it because when you own a business I tell you what your business is like a chain if the old the old saying and I know this is an old saying but it’s so very true and that chain is only as strong as your weakest link and to work on each one of those links and make them stronger. And that is through training, through coaching them up, and through cross-training them and putting them in role-playing scenarios where they have to have a little adversity because adversity is what kind of helps grow your employees. If you get a chance to go on YouTube, Thrivers, and I know you will, if you get a chance to look at the Patriots versus the Seahawks and you watch the interception that won the game for the Patriots, Bill Belichick knows his players and their strengths and weaknesses. So he recruits this guy, he signed a guy who was previously working at Popeyes Chicken. He signs the guy to be a defensive back. And when the Seahawks call a certain formation, Pete Carroll looks like he’s going to pass the ball. He is the league’s number one running back and he elects to pass the ball on I believe it was second down. If you get a chance to watch it on YouTube you’re gonna hear Belichick scream, Malcolm go, Malcolm go, and as soon as he calls the play Malcolm runs onto the field, the other guy runs off the field because he knows that Malcolm knows this play and understands how to make an interception here. They knew this was a play they practiced and so as soon as they saw that formation he goes Malcolm go and Malcolm sprints out there and he does exactly what he was supposed to do in practice net formation, which is to let the other defensive back set a pick screen and for him to run right behind him and intercept it. And it’s like all scripted, and it’s awesome, but Bill Belichick knew that even though this player was very good, he needed to get him off the field to get this other unknown guy who was lesser known, less talented or less skilled or less heavily recruited, and get him on the field for that particular play. Because he’d been training for that particular play. When he saw that, he brought that guy in. He was trained for it. He was ready for it. And what an unbelievable play. I mean, it really was. It’s unbelievable. I want to take you out of here, head into the break. Here’s another Bill Belichick quote here for you. He says this, some guys are football smart, and they’re not smart in other ways. Other guys get 1,500s on their SATs and can’t get a double team block right. Know that definitely in my experience. Sometimes it correlates, sometimes it doesn’t. I don’t think you just take it for granted. What he’s saying is someone might be book smart, but they might not be good at this particular skill set. So over the break, Thrivers, make a list of your teammates and try to figure out where is the right position for each player on your team. Thrivetimeshow.com. You’re listening to The Thrive Time Show. All right, Thrive Nation, welcome back inside the Box That Rocks where we’re broadcasting here inside the Thrive15.com world headquarters from the left coast of the Arkansas River inside of the direct center of the universe, Oklahoma. We’re right here. We’re so excited to be broadcasting out to you, to all the listeners in Singapore and Australia. We see you downloading the podcast and we love it. We love talking to you. We love helping you grow your businesses, and make sure you remember to share because caring is sharing. Now, Z, before we went into the break, we were talking about how we needed to have a theme song for Regent Bank, one of our super sponsors. Yes, we were talking about that, and you said that you had something to unveil after the break. I did, and the thing is, for any of you who are big football fans, as we head into the Super Bowl Sunday, you’ll notice that there’s a thing called NFL Films, where they take vintage game film, or they even take recent film, and they put it in slow motion, and there’s a man who narrates. And it’s just a great thing. And so what I’ve done is I’ve put together sort of a little tribute to Sean Copeland, the CEO and President of Region Bank. Oh, it’s not just a normal bank. No, no. This is Sean Copeland’s bank. This is where Tulsa’s Joel Osteen comes to work every day, high-fiving his team, lending money at a fair and reasonable rate, very limited fees, great service. It’s Tulsa’s business bank. It’s Regent Bank. Are you tired of a crappy bank, a second-rate bank, the kind of bank that will be stingy on the suckers? Oh, you are. And if that’s you, you must find yourself a Regent Bank. What kind of bank? A Regent Bank. And now you know, Z, the rest of the Regent Bank story. What do you think about that? I think that it’s awesome. It’s not a song. It’s more of a maybe a rap. I mean, it was a loose rap. I mean, we might call it a rapping song. A descriptive narrative. A descriptive narrative. And that it was, but I’m going to challenge you for tomorrow’s show, actually on Groundhog Day, to actually have a song for Region Bank. You know one thing I’ve been doing, I’ve been doing a lot of interpretive dancing to this song. That’s my part. See, it has kind of a beat that gets in there. You just start to… Oh yeah, there you go. On Facebook Live you can see this is the Region Bank dance where you kind of just… You randomly reach out like you have feather hands. You’re filling out your loan. Yeah, that’s Cresto’s credibility. Fill out that loan. Sean’s asked me to stop doing that. Sean is the CEO and president of Region Bank, a great sponsor. Stop doing that. Stop, stop that. One of the great things about Region Bank, Clay, is that there’s quite a few owners in it. There’s like over 100 business owners here locally that own a piece of the bank. That’s great because what that does is business owners are driving the boat. They’re saying, hey, listen, here’s what we want, here’s what we need, here’s what we’re going to do with this bank. And so it’s really owned by, run by, business people. It kind of sounds Trump-tastic. Yeah, and isn’t Regent Bank growing at some astronomical crazy rate when compared to all the banks? Astronomical crazy rate. It’s one of the fastest growing banks in the country. This is a fact. It’s a fact. This just in from our home office. Now this is the deal, Thrivers. To help get you ready for Super Bowl Sunday, we’re trying to teach you management mastery that you can use in your actual business, but also sort of get you prepared psychologically, physically, pseudo-spiritually for the game that will be played this Sunday with your New England Patriots versus some other guys. And so we’re moving on to the tenth principle here. This is value results over tenure. This is Bill Belichick, the 10th principle. Oh, this one drives me crazy. Results over tenure. Now, this is what Bill Belichick says. This is a notable quote, what kind of ties in. He says, we like to say that dependability is more important than ability. He likes to say that. Now, what are we talking about? What he’s saying is Bill Belichick looks at a player and says, what can you get done and will you do it consistently? Not how many years have you been on the team? Z, talk to us about this. It makes me crazy. I tell you what, any time in my businesses we’re ready for a promotion, it’s amazing, even to this day, after having my original business open for over 25 years, it’s amazing to this day how much the employees just assume it’s, well I’ve, looking around here, I’ve been here the longest of anybody currently in this department, so apparently, obviously, I’m going to be the next boss. I’ve been here now for eight years. Actually going on nine, so I’m ready, Z, for the promotion. How does my hair look for my promotional picture? Because my picture is just a matter of time. Everybody step back one step, because Big Daddy here is going to be your next boss. Are you going to judge me based off of my results? You know what? More times than not, and this I think just shows the character of some people. More times than not you actually evaluate that department and you pick the best who you feel is going to be the best manager of that department and then invariably, invariably you’re going to have someone get their little feelers hurt. I’ve been here longer than Billy and you promoted Billy over me and I’m upset. You know what I’m going to do? I’m going to quit and then I’m going to write bad reviews on you and I’m going to call channel the news and I’m going to report. This is just horrible. Absolutely. And then the thing is, Thrivers, if you’re going to have high expectations, Steve Jobs says people are often not used to an environment where excellence is expected. Again, Steve Jobs says people are not used to an environment where excellence is expected. And when he was growing Apple, he had to set this unbelievably high bar because he wanted to build the world’s best something. If you’re going to build Tulsa’s best something, or Chattanooga’s top something, or anything that is good, that’s high standard, you’ve got to hold people accountable. You must begin to value results over tenure. What happens is, your employees, your team, will watch you closely. And if you don’t expect that and value that and demand that, then guess what? What you’re gonna start to do is attract a lot of average employees. Because the A players wanna play with the A players. And if they see you not caring about and not disciplining someone who’s constantly doing something wrong, and you’re not valuing, you’re saying, oh well, she’s been here so long, I’ll look the other way. She or he can come in late, they can take a little extra long to lunch. Don’t worry about it. I know they’re on their phone, FaceTiming, booking, snapping their Insta thing, MySpacing, but it’s okay because she’s been here so long and well, good employees are hard to find. No, if you put up with it, your people will see that you put up with it and guess what? They’ll start doing it too. Vanessa, when you cheered in high school, you were on a top level team. What was the name of the high school that you went to, for all the Thrivers who do not know? It was back in the day, DuPont Manual. When you were cheering at a championship level, your team would travel around the country winning these NCAA tournaments consistently. Your coach did a crazy thing, which was he said, I’m going to focus on skill and not tenure. How did he do that? Yes, well, you know, it didn’t matter what year you were. I know the year that I joined the varsity squad, there were four freshmen who beat out four seniors. It was just over skill. I think that’s the way life works. If you’re competing for a job or any place in your life, it’s going to be based on the results. So nowhere can you go except for maybe a union where they’re going to say, well let me look at the amount of time that you’ve been there. But a business is going to value based on the results that you bring them. So if you’re listening right now, Thrivers, what I want you to do is I want to make sure that you’re being clear with your teammates about what you expect from them. Because it’s very hard if someone’s been working there a long, long time and you haven’t ever held them accountable and then you don’t promote them because they’re not performing, they didn’t even know they weren’t performing, that’s not a good thing. You want to be candid with your people. You always want to tell people where they stand in the business. That’s tough to do. Sometimes it’s a difficult conversation, but I know you can do it. And so Thrivers, in the meantime, Z and I are going to get some guacamole, we got to get some chips, we got to gather some accoutrements and get ready for Super Bowl Sunday. When we come back, we’re going to learn more about Bill Belichick’s management mastery. Live, local, now, you’re listening to the Thrive Time Show. All right, Thrive Nation, welcome back into the pre-Super Bowl conversation. We’re talking about, this is the Thrive Time Show, where we always talk about business without the BS. But today we have a little bit of a pivot, because we’re in the Super Bowl week, and so what we’re doing is we’re teaching you management mastery systems. Management mastery systems, how to become the most effective manager you could possibly be from the context of Bill Belichick. You see, Bill Belichick is one of the most successful coaches of all time. And this weekend, he’s going to attempt to lead the Patriots to yet another Super Bowl victory. And so, Dr. Z, I have the headlines here for you. Here we go. All right, let’s hear it. The New England Patriots have advanced to the Super Bowl for an NFL record ninth time in franchise history. The Patriots reached their eighth Super Bowl under the ownership of Bob Kraft, setting a new NFL record for the most conference championships as an owner. And then the other guys, whoever they are, hopefully will not lose too badly. That was the headline. Hopefully they don’t lose too bad. Hopefully they don’t lose too badly? Is that what you said? Their mothers will be there, and we don’t want them to lose too badly when other people are… Will they get a participation trophy? No, we would take that away as well. Oh my goodness. That’s just… This just in from Patriots Homerville. Well, you know what? I mean, not being a Patriot fan like you are, I mean, you are like an obsessive Patriot fan, which is really cool, but even not being one, I can still respect the job they do as a business. I mean, it’s amazing to see Bill Belichick run that team and to break down all of his moves that you’ve done in your new book, the 16 moves that Bill Belichick does in managing. If you take these same principles and apply them to your business, the one you started, the one you work in, the one you want to start, you apply these management philosophies in your business, you’ll be going to Super Bowl after Super Bowl after Super Bowl yourself. I mean, metaphorically speaking. Well, his principles are so simple, yet so hard to implement. They’re so simple, yet so hard to implement. So I’m going to move on to his next principle, which I love. This is from chapter 11 of the book. And he says, this is the principle, okay? Give a chance to unproven talent. So I want to just give you an example about this, okay? Tom Brady was drafted by the Patriots in the sixth round of the 2000 NFL Draft. He initially, this is the sixth round, this is the bottom of the barrel. He initially found himself as the team’s fourth quarterback on the depth chart and barely fighting for a roster spot. And if you look around the team, his kind of started from the bottom mentality of then rising to the top is sort of the culture they’ve created. And their Super Bowl MVP, the guy who, like, their big, I don’t know if he won the trophy, but I mean, the guy who saved the day and caught the big pass, Malcolm Butler, he was the guy working at Popeye’s Chicken that nobody else wanted. The Patriots were like, tough bounce. The kid found himself due to some decisions. He found himself at Popeye’s Chicken. Let’s give him one more shot. They’re just a team of second chances. I know you said that Tom Brady started from the bottom, and he definitely did. One thing that stands out to me is he always had a vision for himself. Bobby Kraft actually says when he met him and said, I know who you are. You’re my sixth round draft pick. He said that Tom Brady looked in his eyes and said, I’m the best decision this organization has ever made. He already knew and he told his friends, I will be the starting quarterback. He already had a vision for where he was going, but not only that, he applied himself with an insane work ethic. Even if you read about his diet to this day, what it is, it is insane. Him and his wife follow the same diet, but he said, I can’t be eating cheeseburgers and expect to be playing at 39. He knows I’m going to have to take it up a notch to be unlike anyone else and achieve what others cannot at my age. Now, Zee, I want to ask you this because you have given a lot of people a chance in your businesses that maybe somebody else would not. And some have really moved up and done some pretty big things. How much when you’re hiring do you look at somebody’s resume? It’s a non-regulated position. So obviously as an optometrist you can’t go, well, Clay, I see your potential. You know a little bit about the human eyeball. And so what I’m going to do is I’m going to say, don’t even worry about the education You’re unproven You’re unproven, but get out there and touch the eyeball. Do it. I’m gonna send you to Puerto Rico for a long weekend. You’ll be fine. You’ll be fine. Just do it. But I mean, talk to me in real life, in real life application. How much of the resume do you look at all the awards and degrees and accolades? And how much does it get down to, hey, does this person want it? Can they do it? Are they the right fit? Talk to me about that balance. I would rather have a six-round draft pick that doesn’t have the Heisman Trophy, doesn’t have all the accolades, wasn’t the best of the best, the brightest of the brightest of the brightest of the best. And I would rather have someone who has that little bit of a, you know, I’m going to show you. I’m going to prove to you. I’m going to outwork the next guy. I’m going to out-hustle the next guy. And I’m going to prove to you that the best decision you made was putting me on your team. I think that’s that’s very profound what Tom Brady said to Bob Kraft when he met him. I mean, that’s just that’s the attitude you look for. And unfortunately, you will never know if if Tom was taken in the first round, the number one overall pick if he would have had that attitude, he might have. I don’t know. I mean, I don’t know the man personally. I know you’ve hung out with him, Clay, on several occasions in my mind. Oh, I am. Oh, I am. I am with him now metaphysically So I don’t know but you see that over and over and over in football You see that over and over and over in life And that is that person that has a little bit of an edge a little bit of a chip on their shoulder and then you know What they’ve got something to prove, you know, people told them they couldn’t do it. You know, they got they got told Hey, you’re not smart enough. You’re not fast enough. You’re not quick enough. You’re not clever enough. You’re not what every fill in the blank. We’ve all you know we’ve all had that experience in our life at some capacity and and use take that instead of using it as the I guess I can’t. I was passed by by so many players that nobody wants me. I might as well. You know, in our regular time with Popeye’s, the thing about it is, though, use that and turn it into the positive energy. And Tom Brady is a perfect example of it. Now here’s this guy, what, he’s 87 years old and he’s playing in his 100th Super Bowl. And now the starting quarterback for your New England Patriots is Tom Brady. Wow. He’s got a walker out there. Tom, the field’s that way. Oh yes. Oh yes. No, but seriously, Drivers, I want to give you a story. I’m going to brag on a guy right now. And if you’re listening right now and you know this guy, you’ve got to send him a text. Send him a text if you know this guy. Eric Herman is a guy who I met years ago. He was working at Resurce, which is a great place. He was a guy who had a desire to make six figures. I remember talking to him and he’s like, hey, I’m over here doing my job, serving my bosses here and I’d like an opportunity to move to do something with my career that’s beyond where I’m currently at and we hired him with no sales experience, but he was coachable. Bingo. And so he said, show me the way. So what we do is we have sales scripts that we use at our company called Epic Photography, a proven sales process, a proven presentation. We had documented how to do it. We had recorded calls. We always record calls for quality assurance. So we had a model we could show them. Here are the best calls. You can listen to the best calls. And then here’s the script that you use to make the calls. So we gave him the tools, we gave him the training, and before I sold the business, he was the top, the best salesperson I’ve ever trained, ever. And he had no previous sales experience, and he was with us for about seven years, and I think he’s still with the business now. But all I’m saying to the Thrivers, if you’re listening right now and you want to become a top flight salesperson, you want to become the best there could possibly be, you can do it because in the world of business we’re always looking for unproven talent. I’ll tell you why. Because it’s cheaper. Oh, you said, I mean, it’s a better value. You’re exactly right. I mean, Tom Brady is a six round draft pick, costs him a lot less in salary than he, if he was been a first round draft pick. So when you can find those gyms down there that have, that don’t have all the accolades, don’t have all the thick resume, you can get them for less money. Who’s the quarterback of the Dallas Cowboys right now the head? That that Prescott now if you look up during the break I want to talk with the we come back and we’ll talk about this Let’s look at how much Tony Romo made last year versus Dak Prescott because I’m close I want to compare those two I just want to see how much does that salary difference is so I think they’re getting an incredible deal right now on Dak Prescott I don’t even know if they’re paying him. Are they even paying him right now. You know he He’s a volunteer? He is a volunteer, yes. It was fan night and some guy just showed a lot of talent. Next thing you know, Dak Prescott, the top quarterback on the team. Boom. You’re listening to the Thrive Time Show. All right, Thrive Nation, welcome back into the conversation. We’re talking today about how to become a management master like Bill Belichick, the hooded head coach of the New England Patriots, who will be playing this Sunday versus whoever in the Super Bowl for a chance to win yet another Super Bowl. And so we have distilled his management moves into a book called Do Your Job, a look under the hoodie of Bill Belichick. And we’re going through move by move. We’re going at a good, we’re hustling, Z. We’re hustling. We’re going at a rapid pace here. We’re getting through it. And now, Z, this next principle, this next principle, this next one here from Bill Belichick is give a chance to that unproven talent. We were just talking about that unproven talent. So we did some research into the break. We’re kind of comparing unproven talent, which is now the new quarterback, the starting quarterback for the Dallas Cowboys, Dak Prescott. That’s your team, the Cowboys. How much did he make this year versus the proven talent of Tony Romo? Roughly $600,000 to $20 million. I mean those are rough numbers. And at one point I believe that Tony Romo was the unproven talent. Yes, yes he was. And then when he became proven and did well, then he got his big contract and then he got injured and then Dak next up stepped in and did great. And now the big question is, what are they going to do? Do you keep Tony? How can you keep him? He’s $20-some-odd million against his salary cap. And for those of you who don’t follow football, this is not sports radio, but we’re having a little fun at Super Bowl week. Clay wrote a book on the management style of the coach of the New England Patriots. His name is Bill Belichick. You may be listening, who’s Bill Belichick? He does a wonderful job of managing, and his skill sets in managing are what every business man or woman should aspire to. We’re breaking down his 16 moves. This one about giving unproven talent a chance. There’s multiple reasons to do it. You find a diamond in the rough. You can design them at a lower rate. And you’re giving people a chance. Sometimes they’re hungrier and they’re feistier and they want to prove that they can do it and they’re coachable because they’re like, I don’t know what I don’t know and I just want a shot so I’ll do whatever. And you hand them a mop, it’s a great mop, and now make a phone call, make a phone call, okay now do this, do this, and they’re like, they’ve got a great attitude. Whereas the prima donna or the high-end talent, they’ll say, a mop. Well, I want to give the Thrivers out there an example of how Bill Belichick does this on a practical level year after year. So here’s an example. Every NFL team is given a salary cap. I don’t know if you know that if you’re listening, but every team has a certain amount of money they can spend, and the idea is to make parity common, to make it where the league consistently has a myriad of teams that could win. And so what happens is every team, it would be like every business in America had the same budget. And so Bill Belichick has to go, okay, we need a good lineman, but if we’re going to keep this all-star, this all-pro lineman, and we’re going to pay him more, now we’ve got to save money somewhere. So one of the things that he does is he looks for players that can play both positions and guys who are in the final rounds of the NFL draft, guys who are unproven talents. Yes. And so if you think about the receiving core on that team, it is the biggest group of randos you’ve ever seen, just the most random dudes that nobody else wanted. It’s consistently that way. And as I was reading the book, Belichick Brady, I was just dissecting his history and how he’s been able to win for almost two decades. One of the fun factoids I found is that one of their, his name escapes me, but one of their top linemen, he actually was a college wrestler with no experience playing football. And he watched the athleticism of him and he’s going, he’s telling his team, you know, this is the pre-draft and he’s like, we don’t have any money for a lineman and we need a good one to protect Tom. This guy’s like a heavyweight champion guy. He’s never played in the NFL, but I think, never played football, but I think that we could teach him because he’s agile and he’s a good grappler and that technique’s kind of similar and they’re like, are you kidding me? He goes, no, let’s get him. And then he watches another guy. He says, this is the guy back in the day who was the backup quarterback, Matt Castle, and he’s heading into the NFL draft and they needed to draft a backup quarterback. So he talks to the guys, and there’s guys, their full-time job, they’re the scouts, they travel around the country filming other players and trying to figure out which player is going to be the best and which player is going to be the one they should draft. And Bill Velichick says, hey, here’s the deal, I want to draft Matt Castle in the last couple rounds. And they go, he never played a down of football in college. He’s never played even one down of college football. How could you draft him? He did pretty well in high school. He scored high in all these different tests. So let’s take him. And that was the guy that ended up leading the team the year Brady was out to a playoff season. It’s just unbelievable. I’m proving talent. I’ll tell you what, you do. But the thing about it is that he just didn’t do randos. He did his research on them. He knew something about them. He knew their character. He knew that they had the bits and pieces he was looking for. And then he could bring them on and you know what he had a great system and he could plug them into a great system. You bring in unproven talent and you just say okay go make something happen. Go get them guys. Go get them tiger. Sounds great. They’re going to sit there and stare at you with you know like that deer in the headlight look like. The stronger the system the easier it is to integrate new talent. Bingo. Now Vanessa I want to ask you this because you have had, you know, when we were starting the DJ business, you worked at Office Depot. And you worked your way up to where you were in the copy center and you were making things happen. Broadcasting live from the center of the universe, you’re listening to the Thrive Time Show. Talk to me about your experience, maybe working there or other jobs, and how uncommon work ethic is. The real work ethic that’s kind of the backbone of America. How rare is it from your perspective? It’s kind of like the backbone, but it seems like there’s a lot of spineless people when it comes to work ethic in the workplace. Well, as a mom, I believe that you’re taught work ethic at home. And so I remember my dad always taught me whenever you start a job, you always arrive 15 minutes early, but you never check in the clock because you don’t want to charge them unless they say you just let them know I’m here until it says you know right after five minutes then you clock in and so you know you teach those work ethics you learn those work ethics at home and so that’s that’s what I always did and simply just by showing up being on time having a good attitude and doing whatever I was taught to do I was amazed wherever I went you just automatically kind of move up the food chain so I you know ended up running the Copy and Print Center. Well, they have an example that kind of reminds me of this. This whole example of work ethic is Randy Moss, one of the non-patriots, and he was their best receiver. He was like, this guy was awesome. He was setting all sorts of records. And the Patriots have a rule that you cannot ever speak negatively about a competitor or about your team during a press conference. And so they did the press conference. You can watch it on YouTube. And they ask Randy Moss about the game, and they’re supposed to be complimentary of the other team or they’re basically supposed to say something nice. And Randy Moss goes, I’m not here to talk about that. I’m going to talk about my contract and the way I’m being treated and I’m not happy. And so because they have a system, Bill Belichick, think about how crazy this is. He walks up to the number one receiver in the NFL on the team plane and says, this is your final game. And just it’s over because they don’t need to put up with divas because the system is so good. It’s next up. They do their research. They always have a pool of talent. The readily available guys who have been cut, undrafted, unproven people. But Vanessa, they can make that tough call. Yeah, and actually, even though he was such a great talent, keeping him on would have hurt the morale of the team, right? And it would have hurt the coach’s disrespect. So I think that’s huge if an organization can look at the people in their organization and know there’s people they have to draw, it might take a while to get them in during group interviews, but who have the right attitude and right work ethic and it will completely change your organization. Absolutely. When I’m evaluating an employee, when I’m evaluating talent, when I bring somebody on, I make sure they know that there’s five A’s that I’m looking at, that we are digesting, that we are dissecting I should say, and expecting from them. Right. You want to know them. I do want to know those five days my friend And these are the five days that bill Belichick wants also Yeah, and he is probably I don’t know a better manager out there than him seriously I mean the guy the guy runs his team like we all want to run our business first is attitude And we’ve talked about that already today second is accuracy You’ve got to be able to do the job correctly three is what you were just talking about, Vanessa. Attendance. Show up early. Be willing to stay late if you need to. Above and beyond. And this is, you know, Bill Belichick wanting his guys to play both sides of the ball. For those of you who don’t know, that’s offense and defense. Above and beyond. You’re saying, well, I’m just a quarterback. No, you’re a wide receiver today. You’re also a quarterback, okay? And appearance. Make sure you show up high and tight, sharp, neat and clean. You know that you’ve been the elephant in the room and you’ve been well-groomed. Now here’s the deal, here’s the deal, Thrivers. If you wanna learn management mastery, if you wanna go deep and you wanna learn everything there is to know about management, we have four ways we can help you. Four. One, we have these great radio shows coming out week after week, day after day. You can find all the archived ones on thrivetimeshow.com. Move number two, you can see, you can subscribe to the world’s best online business school, my friend. Without the BS, we’ve made it simple. You can search by mentors, you can search by topic. They’re little bite-sized, they’re like little Snickers fun size, like 15-minute little blinks, you know? You can binge watch all night long or you can just get in there like surgery and get what you need and go on with it. It’s $19 a month, and with our scholarship program, it can be even less than that. There’s no excuses. It’s affordable for everybody. We’re talking about less than $19 a month for many of you. We made it affordable. It’s a game changer. Now move number three is we have in-person workshops. Now when are these workshops? How can I find out more? Well, I’m telling you what, Thrivers. Go to Thrivetimeshow.com and there you will find all the information you need about our two-day in-person workshops, February 24th and 25th here in the Thrive15.com world headquarters. And you may say, I’m a doubting Thomas. I don’t know what’s going on. I don’t know. I believe these boys on the radio. I don’t know. I don’t know. I tell you what, you go to Thrive 15, Google Thrive 15 conference, and you’ll just watch review after review after review and go, can all these people be wrong? They’re all different people from all over the planet talking about their experiences. And the final thing is we have one-on-one business coaching. Sometimes you need a mentor to coach you so you can learn from mentors and not mistakes. So if in person, one-on-one coaching, learn more at thrivetimeshow.com. And as always Z, 3, 2, 1, boom! Alright JT, so hypothetically, in your mind, what is the purpose of having a business? To get you to your goals. So it’s a vehicle to get you to your destination. And would, you need profits to get there? I mean, when you have a business that’s successful, in your expert opinion, would you need profits to get you to your goals? Yeah, because if you have a $15 million business, but you have $15 million of expenses, it’s kind of pointless. Holy crap. All right, so the question I would have here for you, if you could take like, I don’t know, 10 minutes or less and see if you could save $3,000 a year by reducing your credit card fees would you do it yes absolutely oh crap why would somebody out there who’s listening right now who has a sane mind why would they not go to thrive time should I come forward slash credit dash card thrive time should I come forward slash credit dash card to schedule a 10-minute consultation to see if they can reduce their credit card fees by at least 3,000 bucks a year why would they not do it? Maybe because they don’t understand how you set the website. This tree is a symbol of the spirit of the Griswold family Christmas. That’s clear. Okay, so that could be true. So I encourage everybody to check out Thrivetimeshow.com forward slash credit dash card Thrivetimeshow.com forward slash credit dash card. What would be another reason why someone would not be willing to take ten minutes to compare rates to see if they could save $3,000 or more on credit card fees. Maybe they think it is a waste of time and then it won’t it’s not possible There’s somebody out there. That’s making more than three thousand dollars every ten minutes, and they’re like nah, that’s not worth my time It’s probably some someone out there, okay, I would think that. Well, I’ll just tell you folks, if you’re out there today and you’re making less than $3,000 per 10 minutes, I would highly recommend that you go to throttletimeshow.com forward slash credit dash hard. Um, it, because you can compare rates, you can save money and you know, the, the big, the big goal, in my opinion of building a business is to create time, freedom and financial freedom. And in order to do that, you have to maximize your profits. Holy crap. Now, one way to maximize your profits is to increase your revenue. Another way to do it is to decrease your expenses. It’s a profit deal. It takes the pressure off. JT, is there any other reason why somebody would not be willing to take 10 minutes to rates to see if they could save a total of three thousand dollars a year on average. I am at a loss and I cannot think of any other. Shampoo is better. I go on first and clean the hair. Conditioner is better. I leave the hair silky and smooth. Oh really fool, really. Stop looking at me, Swan! Let me tell you a good story here real quick. I actually years ago compared rates with this company here called IPS. It’s Integrated Payment Services. I scheduled a consultation. I don’t know if I was skeptical. I just thought, whatever, I’ll take 10 minutes. I’ll compare rates. I can’t tell. You can tell me I’m a doctor. No, I mean I’m just not sure. Why can’t you take a guess? Well, not for another two hours. You can’t take a guess for another two hours? And in my case, in my case, in my particular case, I save over $20,000 a year. Holy crap! Wow. Which is, you know, like groceries when my wife goes to the organic stores. Find everything you need today? Yeah. Great. Okay. Oh God. Everything okay ma’am? It’s just that you’ve only scanned a few items and it’s already 60 bucks. I’m so scared. Okay, I’m a trained professional ma’am. I’ve scanned a lot of groceries. I need you to stay with me. It’s just that my in-laws are in town and they want a charcuterie board. This isn’t going to be easy, so I need you to be brave, alright? What’s your name? Patricia. Patricia, alright. I need you to take a deep breath. We’re about to do the cheese. You know, that’s the difference between eating organic and not organic. So because my wife eats organic, I had to take the 10 minutes needed to compare rates to save the $20,000 a year on credit card fees just for one of my companies. One question, what’s the brand name of the clock? The brand name of the clock and sell the fireplace. I encourage everybody out there, go to thrivetimeshow.com forward slash credit dash card. You schedule a free consultation, request information, a member of our team will call you, they’ll schedule a free consultation. It should take you ten minutes or less, and they’re going to compare rates and see if they can’t save you more than $3,000 a year off of your credit card processing. You were hoping what? I wouldn’t owe you money at the end of the day. No, you don’t owe us money. Because at the end of the day, the goal of the business is to create time freedom and financial freedom, and in order to do that, you need to create additional profits. The number of new customers that we’ve had is up 411% over last year. We are Jared and Jennifer Johnson. We own Platinum Pest and Lawn and are located in Owasso, Oklahoma. We have been working with Thrive for business coaching for almost a year now. What we want to do is we want to share some wins with you guys that we’ve had by working with Thrive. First of all, we’re on the top page of Google now. I just want to let you know what type of accomplishment this is. Our competition, Orkin, Terminex, they’re both $1.3 billion companies. They both have 2,000 to 3,000 pages of content attached to their website. So to basically go from virtually nonexistent on Google to up on the top page is really saying something. But it’s come by being diligent to the systems that Thrive has, by being consistent and diligent on doing podcasts, and staying on top of those podcasts to really help with getting up on what they’re listing and ranking there with Google. And also, we’ve been trying to get Google reviews, asking our customers for reviews. And now we’re the highest rated and most reviewed pest and lawn company in the Tulsa area. And that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay, so 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now, our closing rate is about 85%. And that’s largely due to, first of all, our Google reviews that we’ve gotten. People really see that our customers are happy. But also, we have a script that we follow. And so when customers call in, they get all the information that they need. That script has been refined time and time again. It wasn’t a one and done deal. It was a system that we followed with Thrive in the refining process. And that has obviously, the 411% shows that that system works. Yeah, so here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals, more new customers last year than we did the first five months. Or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. It’s incredible, but the reason why we have that success by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews, that way we’ve really been able to come up with a really great team. We’ve created and implemented checklists that when everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really, really contributed to our success. But that, like I said, the diligence and consistency system has really, really been a big blessing in our lives and also, you know, it’s really shown that we’ve gotten the success from following those systems. So before working with Thrive, we were basically stuck. Really no new growth with our business. And we were in a rut. And we didn’t know… The last three years, our customer base had pretty much stayed the same. We weren’t shrinking, but we weren’t really growing either. Yeah, and so we didn’t really know where to go, what to do, how to get out of this rut that we’re in. But Thrive helped us with that. You know, they implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind, absolutely it’s been a grind this last year. But we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut, Thrive helped us get out of that rut. If you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action and you’ll get the results. It will take hard work and discipline, but that’s what it’s going to take in order to really succeed. We just want to give a big shout out to Thrive, a big thank you out there to Thrive. We wouldn’t be where we’re 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 services, you’re choosing to use a proven turnkey marketing and coaching system that will grow your practice and get you the results that you’re looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. Hello, my name is Charles Colaw with Colaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. Clay’s done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with Lee Crockrell, head of Disney with the 40,000 cast members. He’s friends with Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours on the day-to-day. He does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, and graphic designers, and web developers. They run 160 companies every single week. Think of this guy with a team of business coaches running 160 companies. 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, he doesn’t care what people think when you’re talking to him. He cares about where you’re going in your life and where he can get you to go. That’s what I like him most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best you. Clay has been an amazing business coach. Through the course of that we became friends. I was really most impressed with him is when I was shadowing him one time. We went into a business deal and listened to it. I got to shadow and listen to it. When we walked out, I knew that he could make millions on the deal and they were super excited about working with him. 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. And anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate anytime I’ve gotten nervous or worried about how to run the company or navigating competition and an economy that’s like, I remember we got closed down for three months. He helped us navigate on how to stay open, how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9, and we just want to give a huge thank you to Clay and Vanessa Clark. Hey, guys. I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys. We appreciate you and really just appreciate how far you’ve taken us. This is our old house. Right? This is where we used to live years ago. This is our old neighborhood. See? It’s nice, right? So this is my old van and our old school marketing. And this is our old team. And by team, I mean it’s me and another guy. This is our new van with our new marketing and this is our new team. We went from 4 to 14 and I took this beautiful photo. We worked with several different business coaches in the past and they were all about helping Ryan sell better and just teaching sales, which is awesome, but Ryan is a really great salesman. So we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts and actually build a team. So now that we have systems in place, we’ve gone from one to ten locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd, we’ve already grossed a little over 50 grand for the whole month and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship, and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us. Just thank you, thank you, thank you, times a thousand. The Thrive Time Show, two-day interactive business workshops are the highest and most reviewed business workshops on the planet. You can learn the proven 13-point business system that Dr. Zellner and I have used over and over to start and grow successful companies. 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 gonna leave energized, motivated, but you’re also gonna leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this, and because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big, get-rich-quick, walk-on hot coals product. It’s literally, we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, 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. We’re going to give you your money back if you don’t love it. We built this facility for you and we’re excited to see it. If we go back eight years ago, think about the number of clients you had back then versus the number of clients you have now. As a percentage, what has been the growth over the past eight years, do you think? We’ve got to inspire somebody out there who just doesn’t have the time to listen to their phone. up and down from about $10,000 a month up to about $40,000. It was up and down roller coaster. And so now we’ve got it to where we’re in excess of 100 clients. That’s awesome. And so I would have anywhere from five clients to 20 clients on my own with networking. But I had no control over it. Without the systems, you’re going to be victimized by your own business. For somebody out there who struggles with math, if you would say that your average number of clients was 30 and you go to 100, as a percentage, what is that? I have doubled every year since working with you. So I’ve doubled in clients, I’ve doubled in revenue every year. That’s 100% growth every year I’ve worked. Now, so, I’m looking, we’ve been good friends 7, 8 years and I’ve got doubled 5 times. Which is just incredible. I mean, the first time you do it, that’s one thing, but when you do it repeatedly, I mean, that’s unbelievable. We’re working our blessed assurance off this year to double. We’re planning on doubling again. We’re incorporating new, some new things in there to really help us do it, but we are going to double Again this year I started coaching, but it would go up and down clay That’s when I came to you as I was going up and down And I wanted to go up and up instead of up and down and so that’s when it needed a system So creating a system is you have nailed down specific steps that you’re going to take no matter how you feel, no matter the results, you lean into them and you do them regardless of what’s happening. You lean into them and it will give you X number of leads. You follow up with those leads, it turns into sales. Well, I tell you, if you don’t have a script and you don’t have a system, then every day is a whole new creation. You’re creating a lot of energy just to figure out what are you going to do. The best executives, Peter Drucker is a father of modern management, he said, the most effective executives make one decision a year. What you do is you make a decision, what is your system, and then you work like the Dickens to make sure you follow that system. That’s really what it’s all about. With a script here, we have a brand new gal that just came in working for us. She nailed down the script and she’s been nailing down appointments. Usually we try to get one appointment for every 100 calls. We make 200 to 300 calls a day per rep. She’s been nailing down five and eight appointments a day on that script. Somebody out there is having a hard time. Call Ms. Kripp! So she’s making how many calls a day? She’s making between two and three hundred calls a day. And our relationship is weird in that we do, if someone were to buy an Apple computer today, and or let’s say about a personal computer, a PC, the computer is made by, let’s say, Dell. But then the software in the computer would be Microsoft, let’s say, or Adobe or whatever that is. So I basically make the systems and you’re like the computer and I’m like the software. It’s kind of how I would describe our relationship. Tim, I want to ask you this. You and I reconnected, I think it was in the year 2000 and, what was it, maybe 2010? Is that right? 2011 maybe? Or maybe even further down the road, maybe 2013? 2012. Okay, so 2012 and at that time I had five years removed from the DJ business. And you were how many years removed from tax and accounting software? It was about 10-11 years. We met, how did we meet? What was the first interaction or some interaction where you and I first connected? I just remember that somehow you and I went to Hideaway Pizza. But you remember when we first reconnected? Yeah, well we had that speaking thing that… Oh, there it was. So it’s Victory Christian Center. I was speaking there. My name is Robert Redman. I actually first met Clay almost three years ago to the day. I don’t know if he remembers it or not, but I wasn’t working with him at the time. I asked to see him and just ask him some questions to help direct my life, to get some mentorship, but I’ve been working with Clay for now just over a year. The role I play here is a business coach, business consultant. I work with different businesses implementing best practice processes and systems that I have learned here by working with Clay. And the experience working here has, to put it real plainly, has been just life changing. I have not only learned new things and have gained new knowledge, but I have gained a whole new mindset that I believe, wherever I end up, will serve me well throughout the rest of my life. Since working with Clay, I have learned so much. I mean, I would like to say it was everything about business in terms of the different categories. I haven’t learned it all, but I’ve learned all about marketing. I’ve learned about advertising. I’ve learned about branding. I’ve learned how to create a sales process for organizations in any industry. I’ve learned how to sell. I’ve learned how to create repeatable systems and processes and hold people accountable. You know, how to hire people. It’s almost like every aspect of a business you can learn, I have learned a lot in those different categories. And then again, the mindset that I’ve gained here has been huge. You know, working here, you can’t be a mediocre person. You are a call to a higher standard of excellence, and then as you’re called to that standard here, you begin to see those outcomes in every area of your life. That standard of excellence that you want to implement no matter what you’re involved in. I would like to describe the other people that work with Clay are people that are going somewhere with their life. Marshall in the group interview talks about how the best fits for this organization are the people that are goal-oriented. So they’re on their own trajectory, and we’re on our own trajectory, and the best fits are those people where there can be a mutually beneficial relationship, that as we pursue our goals and we help the business pursue those goals, the business helps us pursue our goals as well. And so I’d say people that are driven, people that want to make something of their lives, people that are goal-oriented, they’re focused, and they’re committed to overcoming any adversity that may come their way. Clay’s passion for helping business owners grow their businesses is, it’s unique in that, I don’t know if there’s anyone else that can be as passionate. Whenever a business starts working with Clay, it’s almost as like Clay is running that business in the sense that he has something at stake. He’s just serving them. They’re one of his clients. But it’s as if he is actively involved in the business. Whenever they have a win, he’s posting it all over his social media. He’s shouting it across the room here at Thrive. He’s sending people encouraging messages. He can kind of be that life coach and business coach in terms of being that motivator and that champion for people’s businesses. It’s again unique because there’s no one else I’ve seen get so excited about and passionate about other people’s businesses. The kind of people that wouldn’t like working with Clay are people that are satisfied with mediocrity, people that want to get through life by just doing enough, by just getting by, people who are not looking to develop themselves, people who are not coachable, people who think that they know it all and they’re unwilling to change. I would say those are the type of people, in short, anyone that’s content with mediocrity would not like working with Clay. So if you’re meeting Clay for the first time, the advice I’d give you is definitely come ready to take tons of notes. Every time Clay speaks, he gives you a wealth of knowledge that you don’t want to miss. I remember the first time that I met Clay. I literally carried a notebook with me all around. I was looking at this notebook the other day actually. I carried a notebook with me all around and I just took tons of notes. I filled the entire notebook in about three or four months just from being around Clay, following him and learning from him. And then I would say come coachable. Be open to learning something new. Be open to challenging yourself. Be open to learning and adjusting parts about you Be open to learning and adjusting parts about you that need to be adjusted.