Business Coach | How to Avoid Silos & Bogus | How to Avoid the Common Management Mistakes & Pitfalls That Result In Mass Jackassery + Join Robert Kiyosaki & Eric Trump At Clay Clark’s March 6-7 Business Workshop!

Audio Transcription

15
Alright, guys I’ve been to the mountaintop and I got something to say. Alright, I’m unveiling the new long-term profit goal. Are you guys ready for this? Drumroll please. This is gonna blow your mind, okay? This is what we’re gonna do. This is good.

44
30 million dollars? There’s only two of us.

43
We made $63,000 in gross sales last year. That’s everything. Okay, look. I’m a visionary.

15
Okay, what you’re witnessing right here, this is leadership. I’m looking at where we’re going to be 20, 30, 40, 50 years from now. Did Henry Fonda, when he invented the Model T, were they sitting around going, How are we going gonna build this car? No, okay? They got their hands dirty,

15
they grabbed the bull by the horns,

9
and then they killed it.

43
Okay, so what’s the plan?

15
Step one, okay? We’re going to maximize efficiency. Number two, write this down. Number two.

13
♪♪ Write this down. Number two. Step three. Emulsification.

15
Listen, you guys follow those steps, we’re gonna hit our goal by the winter of 2032. Okay, what an incredible Christmas that’ll be. All right, so you guys know what you’re doing? No. Awesome, all right, I’m gonna hit the links. Oh, daddy likes.

20
Grab the duct tape and mentally prepare yourself for yet another mind-expanding knowledge bomb from America’s number one business coach clay Clark

2
Yes, yes, yes, and yes Jason it is a beautiful beautiful Saturday morning here at 6 18 in the morning and we just got off the phone with Morning Glory the the wonderful restaurant in Satellite Beach, Florida That’s right, and we also got off a call with Randy Antrikin with a PMH OKC to Great entrepreneurs, and I am fired up to be talking about this this concept

2
I want you to tee off on it as soon as I unveil the topic I want you to tee off on it because you’ve seen this I’ve seen this it is a bad thing a very bad thing for Business people. Oh, I call it silos and Bogus, you know, you’ve seen you’ve seen Milo and Otis. Yeah, but there are silos and bogus What is a silo a silos where you hire somebody and they say what’s my job description? And then you tell them well your job is to be the front desk guy. You know, you’re going to greet customers that come in.

2
You’re going to answer the phone. You’re going to greet customers when they come in and answer the phone. And then you’re going to clean every day. And here’s your checklist. And on the checklist, it’s, you know, answer the voicemails, respond to the emails, greet people when they come in, clean the bathroom. And then, the first time you ask them to do something else,

2
you say, hey, you know, is it possible, could you, on your way home, stop by Lowe’s and pick up a replacement part for the bathroom? We got a problem in the bathroom, could you pick up the replacement part? The first time you ask them to get

2
the replacement part at Lowe’s, or you ask them if they would be willing to say, hey, could you fold the towels for us? Or hey, could you do anything that’s not in that original job description? They say, that’s not my job. You’ve seen this, right?

11
I’m very familiar.

2
Give the listeners out there some examples, because you’ve managed Elephant in the Room, which is a multi-million dollar business, a men’s grooming lounge. You managed a great team of people there. How often did someone try to say, it’s not my job? O’Reilly Oh, a lot. For me, the biggest it’s not my job comeback was when I would stress the importance of getting reviews and getting testimonials from our customers. I immediately would get the response, oh, I

2
don’t remember that being on my end of the day or beginning of the day checklist, or that’s not on the hourly checklist. Is that really something I should be doing, or is that your job, and you just want help with that? Oh, no, no. How is it typically said? I want to hear, how is it said? When you ask someone to do something that is not on their daily checklist. How do they say it? How do they say it’s not my job? It’s not my job. Or do they say, are they more like passive aggressive

2
with it? How do they say it?

11
Unless you’re dealing with like, you know, the baddest of the bad, like the terrorist employee, which hopefully you’re not. Typically the response is always very nice, kind of a little passive. She’s like, oh, I didn’t know, was that supposed to be something that I do? I’m just not familiar with that. Are you sure that that’s something that I’m supposed to be? I thought I just cut hair.

2
But people say this to you.

38
Oh yeah.

2
Okay. Oh yeah. Now in our office, we have a culture where we don’t put up with that. True. Ah, explain to listeners out there about the kind of stuff that you did this week that’s not in your job description. Just share this week the stuff that you personally did that’s not in your job description, if

2
there is such a thing, as a business coach.

11
Um, let’s see, Tuesday or Wednesday? Wednesday, I went and bought a thousand diapers. You did? Yeah. Yeah, John, I was, I had an hour free and he’s like, hey, are you going to grab like, because typically I’ll grab like a gallon of water for myself

11
and him. He’s like, hey, while you’re out, I need you to grab 10 boxes of the biggest diaper boxes you could find. Why? Why did we do that? Because the summers, summers is, I don’t know how you say that plurally, but Ben and Amelia are expecting their first little one. Nice. Nice. And so my wonderful wife had the idea, hey, let’s get them something nice. And so we got them some diapers. We got them a gift there. Right. But I didn’t argue. I’m like, I’m not the diaper man. I’m not your doula. I don’t go grab those things for you.

11
The diaper, the doula. But other than that, let’s see. I’m going to fix a sink at the downtown location tomorrow. I stopped by to each of the shops to kind of grab them coffee and do an inventory to make sure everything’s good. Looked at the sound system at the Broken Arrow shop yesterday. How’d that sound, by the way? It sounds great. Those new Sonos speakers.

2
New Sonos speakers? Is it a game changer? It is. The bass is so clear. Oh, the bass up in that place. I’m so excited about it. Is it punchy? Is it pfft? In a good way. Not in a intimidating or over-the-top way. It’s nice. It sets a really cool tone. The energy’s definitely there.

2
So I want to break it down. I want to break down this into very specific action steps that our listeners can benefit from this on today’s Knowledge Bomb edition of how to deal with, that’s not my job. When an employee says that’s not my job, I want to give you specific moves you have to use. But first, I want to read a notable quotable to all of the listeners and I’d like for you to unpack it. Apparently, the guy upstairs is moving a bowling ball. Apparently. I thought it was thunder and I realized it was going off every 10 seconds. Yeah, the guy upstairs, and we have a a big building here about a 20,000 square foot building here off

2
of the Riverwalk in Jinx, America. And for those of you who’ve never seen our building, I would encourage you to check it out. It’s 1100 Riverwalk Terrace in Jinx, Oklahoma. So 1100 Riverwalk Terrace in Jinx, Oklahoma. If you Google Thrive Time Show, and Jinx, you should be able to find it. J-E-N-K-S. You should be able to find our building there. You can see it. But above

2
us, apparently somebody’s moving a bowling ball. Okay. But that’s not my job to push through this kind of adversity. Right. Okay. But no, seriously, Steve Jobs has a notable quotable. This is Steve Jobs, the co-founder of Apple, the founder of Next, and the former CEO of Pixar. He says, I noticed that the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 to 100. Given that, he says, again, I noticed that the dynamic range between what an average

2
person could accomplish and what the best person could accomplish was 50 or 100 to 1. Given that, you are well advised to go after the cream of the cream. A small team of A players can run circles around C players. So let’s talk about this for a second. Going back to elephant in the room, let’s praise somebody right now who is on the team who always goes over and above.

2
Who is that?

11
Well, sorry, I thought we were going to say it at the same time. We’re sharing a brainwave right there. But I was going to say Carly, because when you’re talking about people who go above and beyond, I’ve never had a conversation with that employee that’s ever resulted in, that’s not my job. It’s not in like a, you know, her versus them type of mentality. She’s just really good at what she does. She’s a really

2
good employee. This is what Steve Jobs has to say about about a player here. This is

4
Steve Jobs. Oh, Steve Jobs. Whoa. Come here. I didn’t let me try again. Which I didn’t know how to explain it then. But I’ve thought a lot about it since. Most things in life, the dynamic range between average and the best is at most two to one. Like if you go to New York City and you get an average taxi cab driver versus the best taxi cab driver, you’re probably going to get to your destination with the best taxi cab maybe 30% faster. In an automobile, what’s the difference between an average and the best taxi cab maybe 30% faster.

4
You know, in an automobile, what’s the difference between an average and the best? Maybe, I don’t know, 20%? The best CD player and an average CD player, I don’t know, 20%? So two to one is a big, big dynamic range in most of life. In software, and it used to be the case in hardware too, the difference between average and the best is 50 to 1, maybe 100 to 1.

4
Easy. Okay? I’ve, very few things in life are like this, but what I was lucky enough to spend my life in is like this. And so I’ve built a lot of my success off finding these truly gifted people and not settling for B and C players, but really going for the A players. And I found something. I found that when you get enough A players together, when you go through the incredible

4
work to find, you know, five of these A players, they really like working with each other because they’ve never had a chance to do that before. And they don’t want to work with B and C players, and so it becomes self-policing, and they only want to hire more A players. And so you build up these pockets of A players, and it propagates. And that’s what the Mac team was like.

4
They were all A players. And these were extraordinarily talented people. But there are also people who now say that they don’t have the energy anymore to work for you. Sure. Oh, I think if you talk to a lot of people on the Mac team, they will tell you it was the hardest they’ve ever worked in their life. Some of them will tell you it was the happiest they’ve ever been in their life. But I think all of them will tell you that it is certainly one of the most intense and cherished experiences they will ever have

26
in their life.

4
Yeah, they do. So, you know, it’s,

2
some of those things you are not sustainable for some. Okay. Some people. So let’s talk about this for a second. Again, how to deal with people that say, that’s not my job. How to deal with employees that say, Jason, I mean, how often

2
do you, when you were managing the shop, how often would you hear that? I mean, in the

11
store? More often than I’d like to admit, but, and it was funny is like, it would even come down to things that were actually on the checklist, like that were somebody’s job.

2
Like you know, the folding of the towels or mopping. So it’s on the checklist and then this is what I have found There’s like this is how people try to get out of doing their work that one they go Oh, is that is that my job? Is that my job is that your job? Then once you clearly point out it is on your checklist to do it even if it is then they go I’m really busy. Could you help me out? Yeah, it’s just it’s ridiculous So what I want to do is group interview every week. If you haven’t heard our shows about the group interview, listen to those shows.

2
You got to do it. You got to conduct the group interview. Conduct the group interview every week. Jason, when should we do it?

25
Every single week.

42
Okay. Why?

2
Well, because that’s one of the biggest pitfalls. I’m working are awesome, my systems are great, but the people

11
are the problem.

2
Right. They always are or they aren’t. It’s like the people are either the biggest resource or the biggest source of frustration. It always comes down to people problems. So I talk to him. I’m like, well, what’s your plan? He goes, well, I got to the point where – well, I asked him, when did you realize you wanted to replace your team? He goes, well when I got to the point where when I was walking into my own business and I didn’t want to be there. Because it’s not that I hate my job or what I do, he goes the people I have are not right for me. I can’t see the growth that I want to

2
see with the current people because I can’t change he’s doing two a week now but he’s passionate about finding and he knows it’s going to take time. You know like Steve said you know you may find it may take some time to find like five of those people but once you do they’re going to work together in harmony and it’s going to create that atmosphere that you as the entrepreneur will thrive in. So step one listen to our shows on the group interview but implement that group interview get that thing going on don’t stop it don’t stop you know this week we have somebody who said to me she says I really really want to work for you guys I’ve wanted to work I’ve watched you

2
guys on indeed glass door I’ve been following you on social me true story I’ve been following you guys I really want to work I mean really laying it on thick yeah and then we said we scheduled her first day, she’s going to put her two week notice in at her job. And then she decided to send in a text that she doesn’t want to come work here. And that’s fine because we have a pool of cool candidates to pull from. It’s true.

2
So, now action item number two. Action item number two, rank and yank your employees. Now this sounds rough, but that is the key to good sandpaper and the key to running a good business. You have some roughness in there, okay? So Jack Welch talks about how you want to take out a sheet of paper and you want to

2
rank all of your employees. You put the top 20%, those are A players. A players are the top 20%. Jason, what percentage of your people are A players? Percentage of my people, like the staff or like coaching clients? Well, that’s what I’m saying. The top 20% is that number. You can’t have, you have 10 employees, you gotta have the top 20%.

2
Don’t do this crap where you say that everybody on your team is an A player.

11
They’re all special in their own way, Clay.

2
Get out of here. That’s not possible. Okay, so top 20%. All right. And how do you know? These people get to work early. They stay late. They always do more than you ask them to do.

2
They love their jobs. They’re into it.

25
They’re fired up.

2
Right. They love it. Now, the B players. Oh, the B players lot of B players. You just have to have B players to make a company run. Now the B player, this is a curious individual, they, they’re valuable in the company, but they get to work right on time.

11
They’ll do the job, but that’s about it.

2
They get there right on time, they leave right on time. Right at five, they’re out. Yep, they’re always there time, they leave right on time. Right at 5, they’re out. They’re always there right at 9. They don’t really like to move up. They don’t like when you change things. They really hate when you change things. If you roll out a new price increase or a new package, how do they handle it?

11
I’ll tell you what, I’ve been working here for the past 10 years and the prices have been the same. And you know, when you do it, if you raise the prices, we’re going to lose people. And if we change the systems, that’s not how we used to do it back in my day.

2
If you give them a book to read, you say, hey, you know, if you want to get promoted That’s the universal sign are you a B player mm-hmm? Yes Like I remember I remember this a true story for elephant in the room we had a person I won’t mention their gender or anything specific, but they wanted to be a manager I Said okay cool. You realize you currently cut hair. Yeah, well if you’re a manager your base pay is Going to be Less because you don’t have tips like you have now true

2
So if you’re gonna make money as a manager you’re going to have to become a master of selling memberships. Right. And when you sell a membership I think you get like what’s the Commission right now? Right now it is 10, 15, and 23. To give some context to listeners their first haircut of elephant in the room is a dollar and if you’re happy you know we hope you are if you’re wowed, then we try to share with you about the membership options.

2
And then if the person at the front desk, the manager or assistant manager, sells a membership, they get a commission. So I clearly pointed out to this person, I think you know who I’m talking about, that if you’re a manager, to make a raise. And you get paid for every objective Google review you gather, you get paid for every objective video review

2
you gather, you get paid for your memberships, but you’ve got to be good at sales, because otherwise you’re taking a pay cut.

33
Right.

2
Oh, yeah, I know. I want to do it. I feel like I need to be a manager. And let me tell you what they did. They moved into that management position. Day one, didn’t sell a membership, went like 0 for five. 0 for four.

2
I called the person up, I said, hey, if you booked those four, you would have made about $65. But you didn’t book those four, so you didn’t get that. So you’re just getting your base pay. And I wanna make sure you’re clear, you also, you didn’t get any reviews,

2
so you didn’t make a lot of, you made far less today than you would have made cutting hair. Right. Oh yeah, absolutely.

13
I feel called to be a manager.

2
This goes on day two, day three, day four, and finally day five I said, hey look, you cannot be selling one out of ten. The quota is what, Jason?

11
It’s 55%. So not only is your pay dictated by how much you’re able to sell, but that’s in your job description. Like if you’re not breaking even, that’s bad for us.

2
And that’s your core job is to sell those memberships. Now, the first haircut’s a dollar, and we donate that dollar to compassion.com, which provides food and shelter and education for kids in need in third world countries. So we don’t even make a dollar on the first haircut.

2
No. in need in third world countries. Right. So we don’t even make a dollar on the first haircut. No, it costs us about 22 to $23 to do the haircut. You say, how does it cost $23 for a first haircut? Well, I mean, a person who works the front desk is getting paid.

41
Yep.

2
The person cutting their hair is getting paid. The lights are on.

33
True.

2
That costs money. lights on the sound paraffin hand if the whole experience so it does cost money and so this person I said hey person you’re like an a player cutting hair you really are but you you you uh do a great job cutting hair but you’re gonna have to get better at sales we’re gonna have to move on oh they got pissed yeah and why can’t people usually go back to a position after they’ve been promoted What why after someone’s been promoted to the next level and they clearly can’t do it at the next level Why is it almost impossible for somebody go back down to a so the ranking to the position they used to have?

33
well

11
It’s a two-part answer in Any good business if you were to promote somebody out of a role and that role that they were previously in needs to have somebody in that role, you would then fill that with the next best option. So two people are getting a promotion. So now you can’t go back to that job because somebody else who has proven themself to be worthy of it has it. So now you have to go back to another role. And that’s where interim two comes in. It’s like a whole, it’s like a pride thing. Yes. I went up and then I have proven

11
that I could not do what I said that I could do. So now I come back and it’s almost like a walk of shame. You walk back in and it’s just like, oh, it’s like when your friend says, oh, I can dunk, I can hit that dunk, raise the goal a little bit. they turn around it’s like a sulking solemn walk back like oh you said you could do it Carl but you can’t.

2
Now okay so let’s talk about this again so the top 20% do you need to motivate these people no. You simply give them merit-based pay where they can earn more if they do more and these homies will get to work early they’ll stay late and they will make money.

11
Oh they’ll find the motivation.

2
They’re motivated that’s that top 20% get out a piece of paper right now. If you own a company get out a piece of Paper right now piece of paper, but I’m driving. Okay, when you get back to the office get out a piece of paper I like to use an app fine use an app. I don’t care. Here’s what you need to do rank your 10 employees

11
the top

2
20% are the a player a players the middle 70% that’s the B players. Now work with me. B players, these homeboys and homegirls, they need to be motivated and they need to feel as if they truly belong. So Jason, those of you who listen to this show have gotten familiar with your voice and we’ve talked about the things you’re doing well on the show and how to get better. It’s been fun. Yeah, it’s been a lot of fun. But I don’t want to give you feedback. I never have to worry that you’re going to go. But why? But the B player, you tell a B player, you go to B player and say,

2
hey, B player, you were on that podcast last week, you don’t even acknowledge all the good things I do. Okay, let me make a list of all the good things you do. A players don’t need to be acknowledged. They just want to be financially compensated when they win. So again, A players, very different from B players. B players, oh man, they need that motivation. They need that motivational event.

2
They got to have like a, you got gotta bring in lunch for these people, you gotta cater some food, you gotta, you know, you gotta recognize how long they’ve been there. B players get super pissed if you don’t know how long they’ve worked there. Oh yeah. Oh, they love that.

2
They’ll go, Clay, I really love working here, they’ll say, and I’ll say, oh, that’s great, that’s great. I got no I don’t and they go I’ve been here like nine months God Knowledge You know the cool thing is I don’t even know how long I’ve been here

11
I was about to say that like you you have asked me a couple times over the past few weeks on the podcast Like how long have you been here? I could not tell you I say somewhere between two and a half and three years

2
I know I get three years. That seems I mean it seems it’s something we should say. Let’s just say moving forward that we’re trending three here. But we don’t think about it because we’re A players but B players man they want to and it’s like their birthday. Hey guys this is this is a B let me let me get into my inner B player. This is a B player.

32
Jason it’s my birthday today. Did you know that? Jason, you’re my manager, do you know it’s my birthday today?

11
I’ve had employees blow up, like not talk to me for hours.

2
Dude, it’s my birthday all day. All day, it’s my birthday.

11
Oh, it’s so good.

2
And again, I’m not saying they all talk like this, but this is just kind of how, just me in person, the B player. I’ll make a channel, my inner B player. Jason, did you know it’s my birthday today?

11
Oh no, I totally didn’t realize that.

2
Oh my gosh, how long have I worked for you?

11
How long have you worked for me?

2
You don’t even know that. Ah, ah, ah, and then they just stay in that doom loop because that’s a B player. But a B player needs to be motivated. They need to feel like they truly belong. And you don’t want to lose the vast majority

2
of your middle 70. True.

29
You want to improve them.

40
Yeah.

2
All right, now a C player. Now we all know what a C player is, but somebody out there has been to too much public school. You’ve been watching too much NPR. Your head has been in your ass for so long that you’ve forgotten what is up and what is down. This is the bottom 10%.

2
Now let me, let me, there’s no sugarcoating. These homies gotta go. Yes. This is the bottom 10%. Now let me tell you about these people. These people always miss deadlines.

25
Yep.

2
They always miss a deadline. Never on time. A never on time. And they always have a personal problem. Every time you talk to them, it’s like it’s depressing building rapport with them.

11
Whether you ask them, how are you doing today? Or if you ask them about, so the two areas where I always ran into the personal problems coming into it oh yeah just simply asking them how they are when they walk through the door or when you have to give them constructive feedback fine just fine yeah like hey you know clay um I realize you have been late this week so I am gonna work with you on nailing down that schedule and making sure that if you need accountability buddy I will I’ll call you 30 minutes before you have to be here just to make sure that you’re on your way.

2
They always have an addiction.

39
Yeah.

2
They always have a personal problem.

11
You don’t understand I was late because my baby daddy was over and we got in a fight and it ended at like 4 so I had no sleep.

2
And they get emotional about stuff like when Trump got elected or when Obama gets elected.

11
And they want to take the day off because of it.

2
Trump got elected or when Obama gets elected. And they want to take the day off because of it. Trump got elected. Or Obama got elected. And I remember it’s been a while since Obama was in office, but I’ve seen people do it on the other side too. Obama, he’s in office, it’s going to end the world. I got to take, I mean, you see that they’re always affected by the weather.

2
The weather’s a big thing for sea players. Which is hilarious. Was it Wednesday or Thursday? Wednesday’s when we got all that snow and ice out of nowhere. I walked in and I thought, oh man, it’s probably going to be like a ghost town. Everybody was here. Yes. All of our people got here because we have an office environment now where we, I’d say we have now, we’ve created a team where we probably have 95% A players. But if this is the first time going through this exercise You got to be honest with yourself here

2
You got to realize that Jack Welch was correct when he was running GE. He grew GE by 4,000% homeboys homegirls listeners he grew think about this. He grew GE by 4,000% and you know how he did it Differentiation this is his system. It’s called differentiation. Differentiation. Just get out a spreadsheet and rank your employees.

2
Top 20%, middle 70%. And that bottom 10%, you need to walk up to him right now. You’re walking, walking up to him. And you say, this is what you say.

38
You say, hey, hey, hey, hey, hey, hey, hey,

2
can we talk for a second? Yeah, sure. Here’s the deal. You’re late a lot. And you debate a lot when you have work that you’re supposed to do. And so what I want what I need to do, I need to do with you is I need to get to a place to where you’re not late a lot where you show up on time. And so because of that, I’m giving you a warning here. I’m just letting you know that

2
moving forward, you will not work here anymore if this continues so you’ve got to stop immediately being late and you have to stop always having a debate when you are told what to do and if you do not stop I’m gonna have to let you go I’m gonna I’m gonna have to let you go and when I let you go I’m sorry I have to let you go but I have to let you go you’re just gonna have to let you go. And when I let you go, I’m sorry I have to let you go, but I have to let you go. You’re just going to have to let you go.

11
Easy as that.

2
And that’s how it works. But if you try to mold a C player, because you want to mold them into the person they can be. If you want to fix them, how’s that going to go? How’s it going to go, Jase? How’s it going to go? It’s not going to go great. I heard Zellner say on one of the podcasts I was shadowing, and I love using this because I use it with all of my clients who have difficult employees, he said people change seldom. It’s not your job to change somebody, it’s your job to give them the tools and give them the structure that you would like for them to adhere to for your company, but it’s not your job to make the perfect employee. Now it’s good to mentor people but that only goes so far. And I know we have a lot of pastors that listen to this show

2
secretly and when the pastors listen to this show a lot of times they say yeah but I’m in ministry. It doesn’t matter. The top churches rank and yank people too. If the praise and worship leader is terrible and everybody knows they’re terrible and you keep them there, I say terrible. They’re either bad, just bad at performing, or they can’t be on time, or they miss rehearsals. Who are you hurting if you keep a bad praise and worship guy on your team?

2
You’re hurting your entire congregation and your entire church. I’m sure, and again, you’re not a Christian guy, but you’ve been to some church. I’ve been to quite a bit. And when you’ve gone to church, have you seen the, met the unfortunate praise and worship

11
leader? Every, so.

2
Oh no. I probably go to church maybe once or twice a year, depending on who is in my direct network, because I have friends and family who life. And I remember thinking, oh, this place, this popular place, it’s going to be all like, I pictured it being like Tony Robbins at first.

37
Yeah.

2
Just because I had never been. But when I went, I saw their stage production, their praise and worship leaders were on fire, and then Craig was not boring. And then immediately after that, I hate to name drop, but I went to, I won’t say the name because it’s too close. Too close. But it’s a South Tulsa, kind of bigger church, kind of elevated. I went there. Beautiful building, awful service. It was like a funeral. And it’s been like

2
that with everybody else. But yeah, no, so I’ve definitely experienced the worst and the best in my opinion when it comes to praise and worship. And it makes a difference. What I’m going to do is I’m going to cue up what I believe to be excellent praise and worship, and I’m going to play bad praise and worship, and maybe we can just kind of go through and figure out what is it that is excellent and what is it that is not excellent. I think sometimes people are good people, and we don’t want to judge, but the whole

2
congregation knows who’s good and who’s not. I mean the whole congregation knows. So this is bad praise and worship. Let me cue this up here and if this is you in this audio I apologize that this is you. Let me cue this up real quick. Here we go.

21
Okay good morning God’s people in three, two, one. Here we go, Pat. Here’s the one song.

19
Hey, well, good morning, church. Welcome to the house. We’re glad that you’re here. My name is Judas, but you guys can call me Traitor. I’m kidding. That’s a Bible joke.

35
All right, church, we’re going to sing a new song.

36
Here we know the lyrics.

35
It’s Jesus, Jesus, Jesus, 12 times.

11
Let’s go. You can experience worship in any way.

19
Come on, everybody sure feels like it. Woo! Yeah! Okay, that’s bad praise and worship.

2
This is good praise and worship, okay?

16
This is…

18
Does anybody love the God that we serve? Yes. He’s been kind to us.

13
He’s been wonderful to us.

25
We just love him with all of our heart.

13
This is Kanye West’s Sunday Service Choir. For the Lord our God is mighty. Yes, the Lord our God is omnipotent. The Lord our God, he is wonderful.

18
Lift it up to him and sing it.

13
Hallelujah. Hallelujah. Salvation.

2
Salvation and glory. Give him honor and power. They’re all on key. They all have a plan. They’re all in unison. Now here is another bad audio performance. Jason, maybe you can break down what makes this bad, I’m going to cue it up. Here we go. Get ready, Jason.

2
Is this Carl Lewis? William Hung. Oh, right. Performance of I Believe I Can Fly. What makes this so not great? There is a pitch problem. What? I can’t hear it. What do you mean? What do you mean? No, listen, this is what people are saying. This is what some churches are saying. Yeah, but that’s somebody’s daughter. That’s a good guy. He’s a good guy. He needs this job. This is his job. And you go, yeah, but it’s clearly bad. But he needs this job.

2
Like Carl can’t make a good sandwich. Yeah, but he needs this job. You say Trevor cannot sell anything. Yeah, but he needs this position. You’re mean to even question, how could you possibly suggest we should fire this guy? He’s putting his heart into it.

2
And you’re going, no, no, no, seriously, this guy is a terrible manager. Nobody respects him. Everybody’s late. He’s always late. Nothing ever gets done. He’s a bad accountant. Yeah, but he’s been here for 10 years.

2
This guy’s a bad account manager. He never calls his clients back. Yeah, but he’s the son of the owner. Oh, that’s a good one. The son of the owner. Look, this guy couldn’t manage a lemonade stand here, this guy. Yeah, but he’s the owner’s son. Yeah, this person is clearly a terrible performer. Yes, but it’s the pastor’s daughter.

2
Have you seen this before?

11
Oh, absolutely.

2
What happens when you protect a C player? When you protect a C player, you start to lose the respect of your B players are immediately out. But it also starts to affect how much work your A players want

34
to do for you.

11
Because they work with you

2
Well, because you provide that environment that they want to thrive in this because it becomes a big joke exactly exactly everyone’s going This guy’s not good. Everybody everybody knows he’s not good. Yep Except for who this guy? Yeah, and the person protecting him I think there’s Jason Jason, let’s talk about some of our clients who have held on to bad employees too long.

2
Don’t give us a specific name of the company. But just give us an industry where you’ve seen somebody holding on to someone who is terrible and they couldn’t grow until they were able to cleanse the colon and fire the sea plant

33
Contractors whether it be electricians. Yeah roofers

11
plumbers yes Remodelers yes, everybody in that industry has somebody and typically it’s oh, you know he’s my My sales guy is my brother-in-law’s nephew So I I don’t want to ruin that relationship, or he’s my father-in-law’s nephew, so I don’t want to ruin that relationship. Or he’s my father-in-law’s son.

2
So you don’t want to ruin that relationship, but you want to ruin the relationship with every one of your customers. Exactly. So all your customers get hurt, and your profit gets hurt. The ears of people get hurt. Now let’s go back here to Mr. Kanye and listen to this. I mean the reason why I knew when Kanye was building his Sunday service choir,

2
the reason why I knew it would be excellent is because he won’t put up with anything unless it’s excellent. That’s true. I mean he just will not. He’s not going to. So I want you guys to listen to this and tell me what makes

13
this excellent. Hallelujah, hallelujah We’ve won the war Hallelujah, hallelujah Hallelujah, hallelujah Hallelujah, hallelujah Hallelujah, hallelujah Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah,

13
Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah, Hallelujah,

2
It’s just a night and day difference. They can hold a rhythm without the drummer coming in for anything other than like you know a big like percussive like one hit. They’re on key so much it sounds like they’re fake. It’s yeah I mean and there’s just a night and day difference between A and C players. I try to give everybody some audio examples to try to make it hopefully an analogy we can all relate

2
to but again homework for you step one conduct the group interview every week right step two rank and yank determine who’s the a players the top 20% B players who are the B players who are the C players try to coach those B players that become a players yeah but the C players they will resent you they will get mad at you. They will be on in meetings. True. Yeah, they will always on in meetings. They will always oversleep. Now he’s coming in to where I was coming to work looking like death warmed over. I mean, they’re warmed up. They’re just they’re

2
just bad. Yeah. And you got to get them out of there because they’re killing your customers, they’re killing your profits. You just got to get rid of those C players. And that my friends is how you deal with employees that say that’s not my job. But if you’re out there today and you’re saying, you know what Clevis, Claytron Menendez, I need to take my life to the next level. Well quit being on the outside of the conversation and book your attendance at our next in-person Thrive Time Show workshop. It is the world’s highest rated

2
and most reviewed business workshop. You can find out more about it today by going to thrivetimeshow.com. That’s thrivetimeshow.com. And click on the conferences button. And when you click there,

2
you can see over a thousand video testimonials from great people who’ve attended the conference and I know it will change your life. And Jason are you prepared to end the show of the boom? Always. Because in just a moment we’re gonna get on the phone with a guy here who is a it’s a oh here’s what he does sheetrock installation. Nice. And he wants to become a client we might we might just have an opening this month maybe not we’ll see but I’m excited to talk to them. Yeah, it’ll be fun.

2
So here we go, without any further ado, three, two, one, boom!

13
Boom! Boom! Boom!

2
Stop what you’re doing and think about this for a second. What would happen if your company was suddenly able to generate exponentially more quality sales leads?

32
That would be incredible.

2
What would happen if your company came up at the top or near the top of the Google search engine results? Well, I would just feel overwhelmed with all that business. How many thousands of dollars in lost sales or millions of dollars in lost sales are you missing out on simply because your potential customers can’t find you when they go online to search for the products and

2
services that you offer. I refuse to think that thought because I don’t want any more business. Unless you are a dirty communist that hates money my new book Search Engine Domination will help you grow your business. In my new book, Search Engine Domination, we will teach you the specific steps that you need to take to dominate the search engine results. What do you mean by dominate?

2
You see, in my new book, Search Engine Domination, we will teach you the specific steps that you need to take to dominate search engine results. Download your free ebook copy today at thebestseobook.com. I repeat, that’s thebestseobook.com.

3
My name is Amy Baltimore and I am a CPA in Covington, Tennessee. I’ve been working with the Thrive team now for about a year. One of the first things that they did was to update my website and my search engine optimization. I prior had a website but I was not being found on Google and all of my new business was coming through referrals from friends, family, etc. and right away I started to see results.

3
People were calling and coming in saying that they found me on Google. They just googled CPA near me and there I was at

31
the top of the page. And so it’s been a great help to my business. Again you can

2
download your free ebook copy today at thebestseobook.com. Hey, this is Dustin Huff.

9
I’m with Keystone Harbor Marina. We joined Thrive back in January and have been working with these guys for about seven months. During that time period, we have moved up our Google rank through reviews and SEO processes that we’ve compiled through these guys.

9
Our leads have gone from about four a week to now 165 a week. So the process works. I will tell you from experience, once you begin, you have to stay with it. As long as you continually do this,

9
week in and week out, month in and month out,

2
you’ll continually grow. The system works, but nothing works unless you do. You’ve gotta take some action. Download the ebook for free today at thebestseobook.com. Hello my name is Daniel

17
with Daniel’s Heating and Air here in Amarillo, Texas. The way Google has affected my business, we have got a lot of calls from Google. Right now it’s July and we’ve had the best month ever and it took us about eight to ten months to get on top of Google and I’m glad we did.

2
Remember nothing works unless you do. You have to go to thebestseobook.com today. Download the e-book for free. Just download that e-book for free and

10
you’ll be off to the races. Hi my name is Christina Niemus. I’m the owner and operator of Angel Touch Auto Body and Detailing in Bourne, Massachusetts. We have been working with Thrive and their coaching for say eight to nine months. And it took us about six months, five to six months to get on the top of Google and with their help

10
with the website and marketing and the SEO and retargeting ads with Google and it has been phenomenal. We just have light and day business coming in, phone calls coming in, walk-ins, referrals, it’s just through the roof and we couldn’t be happier. At the moment we are up 50% this year from the previous year and not only is that part of our own hard work and diligence but also with the help of Thrive and what they’ve done for us and getting us on the top of Google and you know all their

10
knowledge and coaching. And yeah so super grateful, super pumped to see what the future holds for all of us. Thank you. ♪ This is your year to thrive ♪

12
♪ Success you will find ♪ ♪ Today is your day ♪ ♪ And now is your time ♪

2
Lazy hands make for poverty, but diligent hands bring wealth. Proverbs 10, four. I’m here to tell you, you can do it if you can just motivate yourself. 12th of masses had to cut off a few, so on the day D you and I could rendezvous.

2
A misshapen tree that I had to prune, I had to make cuts to be here daily at noon. So, like a tidal wave of knowledge monsoon, I could rain on the parades of those who doubt in you. Are you the next Rockefeller or the next guru? Or the next Dr. King who’s changing the rules? Balls are in your way, would you run right through? Like a running back, guess the one that’s up to you? I remember my days back in the dorm room

2
Tuned to the gloom like the temple of doom Overwhelmed with the doubts that try to consume My hope for the future that I could pursue But from the mountaintop now, I can conclude that you have what it takes if you want the view to win.

12
This is your year to thrive. Success you will find. Today is your day. And now is your time. It’s your year to thrive. Success you will find.

12
Today is your day.

30
And now is your time.

2
This moment is profound because you’re above the ground. Your road might have been rough, but what you’ve got now is now. We’re here to pick you up and to even show you how, but you’ve got to be resourceful with that old plow plow. Started from the bottom, but I worked my way up. Because by 4 AM, I’ve always been prayed up.

2
Rise and grind, now’s your time. Don’t dare let up You gotta get it, don’t quit it, till your seeds grow up

12
It’s your year to thrive Success you will find Today is your day And now is your time It’s your year to thrive Success you will find

12
Today is your day. And now is your time.

29
It’s your time.

2
We all have a wish, and we all want to win. But we cannot begin without self-discipline. If you fall on your face, get yourself up again. Attach yourself to goals, not fail with the friends. When the storm’s getting rough, and it’s scattering thee, you only be there with yourself and what you believe we believe in you but

2
not as much as God does if you’re going through hell he’s got nothing but love apply what you learn increase what you learn and in due time you got money to burn

12
apply what you’ve learned increase what you’ve earned and in due time you got money to burn sing it apply what you’ve learned increase what you’ve earned in due time you got money to burn sing it apply what you’ve learned increase what you’ve earned In due time you got money to burn In due time you got money to burn In due time you got money to burn

2
With this beautiful miracle, I’d like to shout down the doubters Kill the weeds that be killing your dream flowers Empower you to devour All the obstacles that make your sweet dreams sour As for me, I used to stut stut stutter But now I’m on the microphone smooth like butter.

2
If I can do it, I know you can too, but you must stick to it like postage do. And while Merton’s on the chorus, singing what he sings, I encourage you to dream big dreams. Today is your day, and now is your time. This is your year to thrive, success you will find. Today is your day, and now is your time.

12
Today is your day, and now is your time. Today is your day, now is your time.

1
Hello, my name is Mike Gonzalez, and I’m the plant manager of the Ash Grove Midlothian Cement Plant located approximately 30 miles south of the Dallas-Fort Worth Metroplex. As the leader of the plant, I’m very honored to be over 110 employees who make quality cement products for the Dallas-Fort Worth building materials market. Let me stage where we were in 2017. In 2017, we had a pretty good year, but it wasn’t great.

1
And we needed a chance to do even better on a P&L and requirements for production that were more ambitious than 2017 going into 2018. There was another thing that was was part of this issue that really led us to believe that we needed some additional outside help and that is the fact that after 135 years of being privately owned, we now were going to be

1
taken over by an international company called CRH. There was a lot of speculation, a lot of concern, a lot of apprehension going on with the whole takeover and the whole merger. And then in April of 2018, we also had another issue where because of that uncertainty, our workforce became part of a union organizing drive with the International Brotherhood of Boilermakers, which led them to believe that an outside party could do better to manage them than we could. So setting

1
that scene into 2018, let’s face it, it’s all about the people that make the difference in your organization. So I thought the best way to have our management group represent our people and also be able to make the quality products and also the profitability that we needed for our organization, and also be able to make the quality products and also the profitability that we needed for our organization, that was the best step forward. Clay came in and immediately started to work with us on the different levels of leadership.

1
First of all, me being the leader of the plant, it was very, very important that I answered the question that he asked of me. Mike, where do you want to go? And immediately, I knew in my head where we wanted to go, but that wasn’t translated down to either the managers or the employees that work for those managers. So the bottom line is, Clay said, you need to get that message out. So consequently

1
we worked on not only the vision, but also our core competencies. The vision was very, very easy because I had it in my head. I wanted to make sure that we had talented people. I wanted to make sure that we achieved manufacturing excellence. I also wanted to make sure that we had continuous improvement. We always wanted to move that needle over to the right and make sure that we’re constantly

1
getting better and better each year and ultimately every day. We also wanted to make sure that we had cost control. Let’s face it, everything’s about money and we needed to be able to be able to get that money back to our shareholders now that we were a publicly traded company. And then last but not least, I always say there’s three portions of a cement plant that make you better than just about anybody else.

1
That is safety, environmental compliance, and quality control. But I also added a fourth development or a fourth dimension into that, and that is to take care of our customers and make sure that we achieve customer satisfaction. So what Clay did, knowing my vision, he set out to look at you know what could we do to improve the plant. So we broke it down into three areas. I already talked about my leadership role, but also my department

1
managers who report to me. Now those folks are the ones that get it done and there’s an old phrase that basically goes like this, if you want something done right you do it yourself, but if you’re a manager that’s not the this. If you want something done right, you do it yourself. But if you’re a manager, that’s not the case. If you want something done right, you put in a system. And that’s what we were missing. We didn’t have systems that were repetitive, repeatable, or continuous, and could continue to make us better and better. So as my managers learned to put these systems into place, it became more

1
apparent that we were making progress and getting things done by using less time to get things done and to be able to focus more on a strategy of moving forward. So that really helped our managers. Some things that were accomplished were our environmental scorecard system, which no other plant in Ashgrove has at this time. Another part was getting a simple, you know, manufacturing monthly report so that we get all that information more quickly so

1
that we can close a lot more rapidly and we can get that information back to our shareholders. Other items like the attendance policy, which our hourly employees participated in, were all examples of systems that we could use that Clay really helped us to help develop and to implement. And then with our supervisors, a lot of them really came up through the ranks and really were folks that you know they knew that yeah I’m different than our hourly employees or our clock

1
employees or the shop level employees but how do I supervise? How do I best manage? And the answer to that is they are team builders. If you want something done right, you build a team and you get those folks to follow you to get to the results that are needed, get those things done. And that’s exactly what Clay taught those folks how to do, is to build a team. Look, I’ve been where you’ve been and I know where you want to go, so the bottom line is I can help you get there. I can help you get there because you want to either move up, get more money, move up in the

1
organization, whatever the care may be. So a lot of these items and things I’m telling you today were, you know, really, you know, novel ideas to some of us but not all of us. So the idea is that we get those systems, we get those team-building aspects, and we get that vision and core competencies, and we put them all together and it results with a better plant organization and a better sense of getting people to get involved

1
in moving forward. And it’s a cadence of accountability. We are trying to get things done, get things done on a daily basis. So that’s really the portion that we’re looking at right there. So moving forward, all of this is a lot of rhetoric and all of this is a lot of, well, you know, these are good results or good, good examples, but how does that really impact my bottom line? Well, let me tell you this. From 2017 to 2018, our biggest

1
issue was we’ve got to make a profit and we’ve got to be able to get that out the door. We’ve got to cut our costs and we’ve got to become better at what we do. Okay, so here are the results. Year on year, 2017 to 2018, our manufacturing of cement increased by 17%. Our cost reduction was 14%. And we are the only Ashgrove plant that was able to lead in five areas or become one of the top three. Number one, we’re in safety.

1
Number two, we’re in the tops in environmental compliance. Number three, we also did extremely well in quality control. We didn’t have a single quality incident with our customers the whole year. We’re number three in terms of our maintenance management, and then finally, in energy management, we’re number three in terms of our maintenance management and then finally in energy management we’re number one. So all of those things if you have an

1
organization, Clay can help you in that respect. So if you were to ask me a question, is Clay Starrs right for me to help us? I would say yes. I would say that basically he helped us develop systems, helped our supervisors, and helped me to become a better leader. So in closing, what I would tell you, if you want to go with Clay, I would say this final statement, don’t delay, go with Clay.

1
Thank you very much for your attention, and good luck with your year.

6
What I’ve seen from Clay and his group at Thrive is they’ll give you a simple system and it’s the simple systems are the ones that people can wrap their brain around. They’re the ones that people can work with on a day

3
to day basis. Hi there my name is Stephanie Pipkin. I am 24 years old and I own Black River Falls Cleaning Services. We opened in April of 2019 and it is now mid-June of 2020. So I wanted to talk today about the success and growth I have achieved by implementing the Proven Path with Clay Clark’s team and my business coach Luke from Thrive Time. It has been insane to say the least. I started working with them in mid-February of this year so we’re about four months in of working

3
together and it has completely transformed my business in pretty much every facet. So I’m gonna check my notes here. So in four months my leads have tripled. I was getting probably like two leads a week now I’m getting to check my notes here. So in four months, my leads have tripled. I was getting probably like two leads a week. Now I’m getting more in the like 10 to 15 leads a week. I have doubled my number of employees.

3
I’m now hitting the highest revenue weeks in the history of the company. Week to week, it seems like. We went from about six appointments today as our highest in February to now 14 to 15 appointments a day. And hiring quality employees has become much simpler and less stressful by using their systems

3
for hiring. I typically only get maybe two complaints a month if that and everybody shows up to work. I just have really high quality employees now especially in something people typically consider a high turnover type of work, you know, cleaning houses, cleaning businesses. I have amazing employees now and I get rid of the ones who are not so amazing and bring on new ones because of, you know, group interviews and interviewing every single week. It’s just been great and I don’t waste as much time on

3
low-quality candidates anymore. And your coach will hold you accountable, which I love. Again, the tough love is really great. Luke’s like a a stern father figure, but he’s also nice, but also stern when he needs to be, when I’m being lazy and not doing the things that I know I need to do because I don’t want to do them. So that’s just great. Worth every penny. I mean I’d pay him a million dollars a month if I can and

3
maybe someday I’ll be able to but I would just say go for it if it seems like a good fit just go for it. Do what they say even if you think it’s stupid or ridiculous just do what they say because it’ll work. You know, people, when they look at my business, you know, people in my town, they think I’m lucky. They think I’m just, you know, things just happen for me. And you know, maybe I am lucky, but it has a lot to do with hard work and, you know,

3
perseverance and, you know, working till you cry sometimes. That’s just being an entrepreneur, which if you’re a business owner you understand that, but it’s having this these systems in place of you know of course I’m gonna be successful. It’s an absolute because I have all this stuff in the background happening and I have Luke and Clay and everybody on their team working really hard to make sure that I’m a success and I can tell that they are just so excited every single week when I’m having all these wins and things like that. They’re so

3
excited for me. So it just it’s the best thing ever and I would suggest to anybody to work with them. So sorry for the long-winded reply but I just had so much to say and I could go on for hours probably about how amazing they are. But thank you to Clay and Luke and the entire team there, everything you guys have done for me. And I am so excited to continue to work with you

3
for years to come. Thanks so much for watching.

8
My saying is, if it’s important to you, hire a coach. And I think that’s one of the reasons people are not successful is they, you know, they eat a cheeseburger instead of hiring a coach. And so my coach pushes me, they’re younger than me,

8
they push harder, they’re trained. And as my rich dad always said, amateurs don’t have a coach, but professionals always have coaches. So I’ve always had coaches for whatever was important. My rich dad was one of those persons.

8
I wanted to learn how to play Monopoly in real life. So he was my coach.

2
Well, Carter, we have an opportunity here at the Thrive Time Show to work with some really great business owners, people that are actually serious about growing their company. They go to thrivetimeshow.com

2
and they reach out to schedule a free 13-point assessment. And oftentimes, I hop on the phone with these folks, and we figure out if they’re a good fit. And once we start working with a client, our goal is to help the client to actually grow

2
their actual business. And on today’s show, we’re joined with a man who we’ve had the opportunity to work with. The company’s called NWA Gutter Perfection. And my understanding, Carter, is that they’re up over 60%. Is that right?

28
I would say that’s correct, yes.

2
DJ, welcome on to the Thrive Time Show. How are you, sir?

14
Good, how are you doing, Clay?

2
I’m doing great. So for anybody out there who is doubting whether you’re a hologram or not. What’s the name of your company, sir? Gutter Perfection. How did you guys first hear about us?

27
Do you know?

14
It’s actually a friend of mine found out about your business conferences there, and then we went there. And I guess I was sold the first conference we went to.

26
If you go to nwagutterperfection.com, And I guess I was sold the first conference we went to.

2
If you go to nwagutterperfection.com, you can see they’re a real company, they’re a real business, they really are growing. What markets do you service there, DJ? For people out there that might be looking for your services, what’s the market area that you service?

14
Pretty much all in Northwest Arkansas, Bentonville, Springdale, Fayetteville, Rogers, the little surrounding towns there, too.

2
And again, if you go to the website here, folks, nwagutterperfection.com, you can see they are a real business, real people having real success. DJ, I really do appreciate your time today, sir. And we’ll talk to you soon.

6
What I’ve seen from Clay and his group at Thrive is they’ll give you a simple system. And it’s the simple systems are the ones that people can wrap their brain around. They’re the ones that people can work with on a day-to-day basis. And that simplicity brings power with it.

6
So it shocked me how simple some of the stuff is and at times I’m like why did not think about that? Workflow creation, systematic marketing and coaching has helped our church so much. You know the workflow creation is what it really is is they’re gonna look and see every moving part of your church of your ministry. What needs to be done and it’s going to go up on a massive board and so now what it does is it takes what you know needs to be done out of your heart and

6
out of your head, really takes the pressure, the stress off your shoulders, and it puts it on the board where your entire team, your ministry can see exactly what you want them to do every day. So they know this is the playbook, this is what we’re doing. And then there’s a laser sharp accountability with a meeting afterwards. Did it get done or not? Clay, you’re an entrepreneur. I’m an entrepreneur.

6
And as they say in stoic, the obstacle is the way I think YouTube is a tremendous educational platform for good and bad. So you’ve got to really can choose your teachers wisely as anything else. So the biggest best lesson sits in the back here. I think you do it a doctor Z does it. Once you learn something, if you really want to

4
learn it, you got to teach it.

2
I think it’s life changing for me and how I approach business. Could you explain octa nonverba what it means and how our listeners can apply it?

8
Clay, you gave me goosebumps, man. I’m glad to hit you as hard as it did. Octa non verba is the model of the US Merchant Marine Academy at Kings Point, New York. I had appointments with Naval Academy and Kings Point Merchant Marine Academy and Merchant Marine Academy’s model was octa non verba. In other words, don’t listen to what a person says,

6
watch what they do.

7
The first time that I ever met you, Clay, was at that first conference in Tulsa. And that was an incredible conference. And I was so impressed with just the whole thing, just the professionalism, you as a person, your business, your work ethic,

7
and really just who you are. And I was very impressed with all of that. And I thought, gosh, you know, this might be someone that I would really consider working with, like maybe he could really help me. And that’s really what got me interested

7
because I was so impressed with just the professionalism of all of it. And I learned a lot. I come about once a year to a business conference and I’d like to come more, but every year I try to come with my marketing girl with me and we-

2
You’re in McKinney, Texas, right? So how long have you been an orthodontist in McKinney, Texas?

3
So I’ve been an orthodontist for 26 years.

7
Practicing in McKinney.

2
And when you went to medical school, what percentage of the time in medical school or dentistry school, dental school, did they spend teaching you how to market and or grow your own practice?

7
Absolutely zero.

25
Zero?

7
Zero marketing skills.

24
Okay, okay.

2
And from what I talked to Andrew, you’re the coach who works with you, I’m always hearing that more and more patients are coming in from Google. Could you talk about that? How much of an impact does it have

2
having maybe a rebranded or updated website and Google leads coming in?

7
It has had a huge difference, absolutely huge difference in our patient load coming in. And you know, before I really wasn’t tracking really well, and that’s one of the things I learned from Thrive Time Business was how to track patients coming in, how to really,

7
how to see where they’re coming from. And at the time, I really didn’t know much about Google. And, you know, being an orthodontist for 26 years, I didn’t really know a lot of I kind of went through a time where I went through shock. It was really what I call culture shock, because the old ways of marketing were not working anymore.

7
And because I really didn’t know about online marketing. I really didn’t, I was still doing, you know, phone book ads and magazine ads and all of these things. And so Thrive Time has really helped. And I will say that it’s a process. It doesn’t happen overnight, but if you stay the course, you’re gonna see results because I’m absolutely convinced.

2
Dr. Christ, thank you for allowing us to take up some of your valuable time today. I really do appreciate you and I can’t wait to see it in person here soon.

7
All right, thanks so much, Clay.

8
Clay, my honor, my honor to be on your show and thank you for all you do. I hear the ripple effects from you are good ripple effects. You know what I mean? People rave about what they learn from you. So congratulations.

5
My name is Kevin Thomas, and the name of our company is MultiClean. We are a commercial janitorial service, and we serve the entire state of Oklahoma and Kansas, and soon to be Arkansas. We have probably grown probably five times.

5
We’ve added, I think when we first started with you we had 60 to 65 employees and now we have a little over 300 employees. Before we got involved with Thrive Time we didn’t really have any systems or processes in place. I’ve probably been to, in six, seven years I’ve probably been to 12 to 13 business conferences. Amazingly, each time I go,

5
I learn something new and I’m so excited to bring it back and show the team about marketing and how to implement, how to help you guys implement the SEO. And the coaching is just great because there’s accountability. And it’s just a fantastic way to grow your company. Having a relationship with Thrivetime, it’s just been amazing for Multi-claim.

5
Oh my goodness. It frees me up because then I don’t have to get, take a class on search engine optimization or, or, or learn marketing or shoot video. That’s not what we do. What we do is commercial janitorial service. And you guys were the experts on marketing and you teach me and hold my hand and show me how to do

5
it right.

1
And therefore, now my company is much, much larger.

2
Folks on today’s show, we’re joined by a real client. He may look like a male model. He may look like a hologram, but he’s a real person. He’s a longtime client. He’s a man that we consider to be a friend of the Thrive Time Show and a friend of mine. Ladies and gentlemen, please welcome to the show,

2
Kevin, welcome onto the Thrive Time Show. How are you, sir?

5
Clay, I’m doing great. Had a great Christmas holiday and I’m glad to be here.

2
Okay, so first question, can you tell us, what is your name, first and last name, and what’s the name of your company, sir? My name is Kevin Thomas, and the name of our company is MultiClean. We are a commercial janitorial service and we serve the entire state of Oklahoma and Kansas and soon to be Arkansas. And how long have we worked with you approximately at this point, sir? It’s been about six, seven

2
years. And you know, so many people reach out to me. I mean, literally every day. I just talked to a woman this morning. We get 10 to 20 people a day that reach out wanting to see if we can help them grow their companies.

2
And we only work with 160 clients. And I do that because I want to only work with people that are super coachable. And so this woman on the call today was asking me, she said, well, what’s the most important thing that you do, that you have to do to grow your company? And I was telling her, I said, that’s kind of like asking

2
a skilled chef what’s the most important ingredient to make great cookies. Is it flour? Is it eggs? Is it butter? It’s like asking a home builder what’s

2
the most important component to building a house. Is it the footings? Is it the frame? Is it the concrete? That’s like asking, it’s a great, maybe it’s a great question, but really it’s all of it. And so I really wanted to talk to you today about all of it, implementing all of it, growing multi-clean, how we’ve been able to do it. So first off, could you share what it’s like to have a coach that works with you every week, who’s committed to helping you improve your business by one or 2% every week?

5
Well, Andrew is my coach. And the great thing about having him as the coach is he keeps me accountable. Because sometimes when you’re the owner, there’s no one to be accountable to. And he keeps me on track. He keeps me tracking sales, tracking wins. If we have a loss, he helps me figure out what happened. He just keeps me being consistent with our processes, with our systems, which before we got involved

5
with Thrive Time, we didn’t really have any systems or processes in place.

2
And in terms of growth over these past six or seven years, I’m not looking for you to share the actual sales totals because you’re a larger company at this point, but could you share how much growth have you had over the past six or seven years?

5
We have probably grown probably five times. We’ve added, I think when we first started with you, we had 60 to 65 employees. And now we have a little over 300 employees.

2
So just to be clear, I’m making sure I’m taking notes here. You’ve grown five times. And you’ve grown from how many employees to how many employees?

5
About 60, 65 to well over 300 in that time frame.

2
So let’s unpack all the specific aspects of business growth. And I’m going to pull up a document so our listeners can see. What’s your website we can go to right now to look at while I’m pulling up this source document? What’s your web address, sir?

5
The website is multiclean, just like it sounds, multicleanok.com.

2
Multicleanok.com. Can I pull this up? And as I pulled up this source document, many people say, Clay, why do you pull up these documents? Well, contrary to popular belief, most successful people that I know use workflows,

2
they use documents, they use checklists. We don’t typically memorize things. And a lot of times people say, what? I say, yeah, as a business owner, I’m not going to try to impress you with my memory, but I am going to teach you proven systems.

2
And so when somebody goes to implement these business systems as a coach, we’re going to guide you through all of these processes. But it is, there’s a lot there to it. There’s a lot of steps. It’s step one, it’s step two, it’s step three, it’s step 807. It’s a lot of steps here.

2
And so as we’re going through this, I don’t want anyone to feel overwhelmed, but I just want people to understand it’s implementing all of these systems simultaneously that produces the success. So first off, establishing your goals. I’m not trying to have you hop on today’s show and share what your goals are necessarily,

2
but let’s start with step one. Why is it important for everybody out there to figure out clearly what your goals are?

5
Well, Clay, it’s important to have goals. Otherwise, you wouldn’t really know, you wouldn’t know where you’re going. You wouldn’t know if you reached a certain level of success. Unless you have a goal that you’re going for. And plus those goals for me anyway, they keep me motivated to to grow my company to grow my employees, to better my employees, and also to make my family stronger and better as well.

2
So we have those goals, that’s step one, we gotta have those goals. Goals for our faith, our family, our finances, our fitness, our friendship, our fun. And some of us are better in certain areas, some of us need help in other areas,

2
but we gotta have our goals. Second, we got to determine our break-even point. And I think that’s something that a lot of business owners don’t know. So I’m just going to be very clear with our listeners and kind of bare my soul. But when we work with a client like you,

2
we charge you $1,700 a month, and we make a 20% margin. So we make $340 a month per client. I know what my costs are. Kevin, you know what you pay me. It’s very clear my profit margin. Most business owners, though, when we start working with them, they don’t know their break-even point. Could you share why it’s important for you as an owner of a company now with 300 employees to know your break-even point?

5
Well, it’s really important because you don’t know if you’re making money. And you need to know what your, what your margins are going to be. You need to know what your cost is so that way you can take your profit and then turn that around and pay your overhead, pay your employees. And most of all, most importantly is to pay yourself. And because if you’re not paying yourself and if you’re not making an income, then the business is pretty much dead.

2
And again, I’m taking notes here. If it sounds like I’m a type of a novel, I’m not. I’m just taking notes so everyone can really dial into this. Now, box three, you have to know how many hours a week you’re willing to work.

2
Now, one thing about you bragging on you is you’re willing to do whatever you need to do, but you’re also super committed to your family. Again, I repeat, you’re very willing to do whatever you need to do, but you’re also committed to your family. So we’re recording this testimonial today on a Saturday. And virtually every entrepreneur I’ve ever met in my life, I don’t say virtually every entrepreneur I’ve ever interviewed in my life on this show, we’ve interviewed billionaires, multimillionaires. All of them are no stranger to working on Saturdays. just being realistic with yourself and your family about how many hours per week you’re actually willing to work? Well, as the owner, you have to be willing to work whatever it takes,

1
whether it’s eight hours or 15 hours a day. Since we’ve been in business for 31 years, we have a fantastic team right now. And so my hours have cut down. So I’m actually able to spend more time with my family because I have such a fantastic team and we have fantastic processes, but as a new owner, you just have to do whatever, whatever you have to do to get it done and eventually it will get easier, not much easier, but it will get easier.

2
Now we move on to this next box. You have to know your unique value proposition. Now, as a coaching platform, what we try to do is work with wonderful clients like you to help you stand out in the clutter of commerce. And one of the things that I found out about your business very quickly is you had a long history of running your business. I mean, you weren’t a startup. You had had a long history of success. And so I was telling Andrew, hey,

2
we need to document all of Kevin’s testimonials. We need to gather them in one place. We need to start getting Google reviews, objective Google reviews from real clients. We need to do that because, and I’m not, this is not a backhanded compliment.

2
You had a very good business, but you guys had not documented your client successes over the years. You didn’t have video proof that you guys did a good job. You didn’t have documented testimonials. You did not have objective Google reviews that matched the quality you provided. Can you talk about the importance of documenting your actual client testimonials and gathering those objective reviews?

5
Absolutely. That’s really huge in our growth. The fact that we are the the highest and most reviewed commercial cleaning service in the entire state of Oklahoma is is a very important thing. And it just shows proof of who we are when we get Google reviews. Also, when we do video testimonials, it’s real people giving real testimonials. It’s not a super, super professional.

5
It’s just a real person giving a real review. How about how they feel about multi-clean? And it’s just been a huge help to our business. When people, they get online, they look for a commercial cleaning service and usually they go to the maps page.

5
We’re right there all the time, and usually we get picked to give someone a quote. And that’s been really instrumental in the growth of MultiClean.

2
And again, this is not an event. This is an ongoing process, and every week we’re gathering objective Google reviews, objective video reviews. And again, that’s one of the ways you stand out in the clutter of commerce. The next is the branding. A lot of times we meet a business owner, Kevin,

2
and their website is in disrepair. Their website needs help. So I think about clients that we’ve had tremendous success with, brands like Shaw Homes. When we started working with Shaw Homes, by the way, Shaw Homes was just sold, but we started working with Shaw Homes.

2
They were around $14 million a year of sales, and we helped them to grow over $150 million in sales. So just to be clear, we helped Shaw Homes grow from $14 million in sales to over $150 million in sales. We work with wonderful brands like Oxifresh, where Oxifresh today now has over 550 locations. And branding really is just the perception that people have when they see your company

2
for the first time. Branding is your website, your print pieces, your logos, your business cards, your one sheets. Branding is the perception people have when they see your business for the first time. And I would encourage everybody out there to self-assess

2
yourself on a scale of 1 to 10. 10 being the highest, one being the worst. How highly would you rank your branding? Kevin, can you talk about the impact that’s made having professional branding working for you?

5
Absolutely. Branding is pretty key in the commercial janitorial service because there are a lot of startups that are very cheap and don’t really offer much service when we show up. Everything that we do is professional.

5
Our card looks good, our proposal looks good. We have a team here that continually communicates with a customer or potential customer. And so having that brand that, this is a professional company. We have a lot of respect out there amongst

5
our competitors and amongst our clients as well, because we have that the quality name goes with multi-clean, and that’s very important in this industry.

2
Now again, there’s somebody out there who needs to hear this. We’ve been working together for years, and every week, we’re improving the company, in my opinion, by one or 2%. So at the end of the year, you say, what did we do? Well, we made the company 50% better.

2
Every week we’re improving the company by one or 2%. Well, what are we talking about? At the end of the year, you’ve grown the company. At the end of the five years, you’ve five times larger. What do you say to somebody out there that’s looking to get rich quick? Somebody who’s looking for the one thing that will turn their business around and make them rich tomorrow, what would you say?

1
I would say, give it up on that idea because there’s no such thing as, it’s more like get rich slowly. That’s the only way to be successful is take your time, do it right, be patient, be a man or a woman of integrity and make good decisions for your company and just do

5
it right.

2
Now, step four, I’m going through this methodically, folks. Step number four, you define your unique value proposition. Got it. Okay. Step five, you improve your branding. Step six, you have to come up with a three-legged marketing stool. And with your business, we have clearly defined a three-legged marketing stool. What does that mean? A stool with three legs is stable. A stool with one leg is gonna fall over. It’s probably not even a stool. It’s more at that point, it’s sort of a monopod. But you have to have a three-legged marketing stool. So for your company, we have three things that we do.

2
And there’s some other things we do, too. But one is we really, really focus on search engine optimization by gathering the most objective reviews, writing original content, gathering video testimonials. Second, Dream 100. That’s where you reach out to your ideal and likely buyers

2
consistently. likely buyers consistently, you reach out to your ideal and likely buyers. And third, you know, you’re wowing your customers to the point that you’re generating word of mouth, the word of mouth is becoming it’s your intentional about wowing your customers, thus it creates word of mouth. Could you talk about the importance of having a three legged marketing stool for anybody out there that has a one legged marketing stool

2
or no intentional approach to marketing at all?

5
Well, Clay, the nice thing about the three-legged marketing is that we learned that from you at Thrivetime. We didn’t really know what we were doing. And so when we joined up with Thrivetime, we started doing the SEO, we got our website in order, got it all cleaned up so that when people search for commercial janitorial services, they find us.

5
Also, when they do find us, we’re topping Google reviews. And then also with the Dream 100, we have a database in our Excel and HubSpot that we’re continually going to and making cold calls. And the important thing about all that is that you can’t, you can’t just rely on one, maybe one day, one’s doing well, the next day, next month, another one is doing well. So it’s circular. At one point, one of them is always going to be doing well to help your company grow.

2
Now, once leads come in, you have to actually sell something. And this just in, if we don don’t sell our business will go to hell you know that most of our listeners know that too but I think there’s a lot of entrepreneurs out there that have a bias they think you know if I have a great idea it’ll sell itself if I build it they will come and they think that because they’ve watched Field of Dreams they think that because they’ve watched too many Tai Lopez videos they think that because they’ve watched get rich quick videos about click funnels and various other online I call it scam mockery but it’s where someone’s trying to get rich quick and I would just tell you that you if you build it they won’t come and a product is so good it still won’t sell itself you have to get out there and work it and so to do that you have sales

2
scripts you have recorded calls for quality control you have one sheets you have sales scripts, you have recorded calls for quality control, you have one sheets, you have pre-written e-mails, you have lead trackers, you have all of those things in place. Could you talk about the importance of having intentionally scripted calls and

2
intentionally recorded calls and intentional just being intentional about every aspect of your sales process?

5
Absolutely. We’re intentional with all that with our sales scripts. We have two ladies that are inside sales and they’re continually calling. They have a fantastic script that they use. The one sheet that we use, we give it and it compares us to other services.

5
Actually, that was designed by you guys at Thrivetime, which has been very helpful. And then our lead tracker, which Andrew and I go over each week, we kind of look, cause I don’t see all of the leads that come in,

5
but we go over the lead tracker and I’m able to see from beginning to end when the lead came in, where it is, is it in the bid process right now? And did we get it or do we not get it? And if we didn’t get it, that goes into another file for a follow up call in three to five months. And if you don’t have all those in some kind of a process, you’re just going to lose

2
all those potential leads. I hope that this podcast, this broadcast, can change somebody’s life. Now, in part two of today’s show, I am going to do a show specifically about how, if you have a great idea, it won’t sell itself. And part two of the show is going to start off with Steve Jobs. There’s old video footage of Steve Jobs telling you,

2
the viewer, telling me, the viewer, that, hey, a great product will not sell itself. And it’s powerful when you hear from other people who are actually achieving success, who did achieve success. I encourage everybody to pay attention and take notes, because we’re trying to help you achieve massive success. Step number eight, you have to know how much money it costs

2
you to acquire a new customer. You have to determine your sustainable acquisition costs. So just today, I mean, I talked to a wonderful lady today. I’m going to talk to a wonderful young man. I say a young man, a guy in his late 30s. I’m going to talk to a man in his late 30s today.

2
I talked to a woman this morning who’s super successful. And I know that whether they buy a ticket to a conference or not, or whether they become a client or not, Kevin, I know that our marketing costs to promote our conferences hover around $12,000 a month. What? Yeah. So I spend about $12,000 every month to market our business conferences. Why am I telling you that?

2
Well, folks do the math. If we have a conference every two months, so every 60 days, and we’re spending $24,000 to promote a conference, and we’re doing a conference every 60 days approximately, how much money does it cost me

2
for every person who’s in attendance? So let’s just kind of do some math for a second. I want to give people some real examples. So if I’m spending $24,000 this month, or over the next two months on promoting a conference, and we sell a total of 300 tickets,

2
that means it’s $80. It costs me $80 per customer, per conference attendee. And I’m not talking about the food we serve, Kevin. I’m not talking about the Eric Trumps, the Robert Kiyosaki, the Tim Tebows that come in to speak. I’m not talking about any of the workbooks we give the attendees. I’m just talking about the cost to get in front of our ideal and likely buyers, it comes out to about $80 per ticket buyer. And I think if you ask the average entrepreneur,

2
I know this because I’ve been doing business coaching for 20 years, the average client I talk to, the average potential client I talk to, they do not know what it costs them to get a new customer. Can you talk about that for a second? Why is it important to know how much money

2
it costs you at Multi Clean to get a new customer?

5
Well, Clay, it’s really important because you have a sales team, you have an outside sales team, inside sales team, and you have overhead costs along with startup costs for us, we have to start up with new equipment and all kinds of equipment to do the building, the bigger the building, the bigger the startup. It’s very important to nail that down on what it costs. Sometimes I have to reign in the team and say,

5
okay, we can’t buy all this brand new, this equipment, that equipment for this account. Thankfully, most of our startup costs are recouped within the first three to five months of starting a contract with a customer. But it’s very important to know that otherwise you’re just not at the

5
end of the month, you’re like, where all my money go. So it’s very important to know what that cost is.

2
Folks, I’m telling you, this is the kind of stuff they don’t teach at business school, but they should. Okay, so here we go. The next is you got it. This is stuff we have to do. We have to box number nine, step number nine. We have to create repeatable systems, processes, and file organization. Now, so many people, what’s interesting to me, Kevin, is so many of our listeners, they know about Dr. Z

2
and the auto auction. Or they know about me and the dog training business. Or they know about me in the haircut chain. And they go, Clay, did you grow up? Like, was your dad like the Zolhan? Was your dad really into hair? Is that how you got going? Or they’ll go, Clay, are you and Dr. Z really into cars?

2
Do you have like an automotive background? Or they’ll say, it’s z66aa.com. And Dr. Z, full disclosure, just did sell that business. So it’s now switching the branding over here to America’s Auto Auction. OK? And by the way, the company that bought his auto auction

2
bought it because it was successful. People look up Make Your Dog Epic. They go, did you have a dog training background? People look up Dr. Zellner and Associates. They go, is that because you guys are in love with the human eyeball?

2
And then what happens is people are left to think, are you successful because of luck? Or have you, Clay, have you and Dr. Z been able to combine to build, what, 14 multimillion dollar companies because you’re lucky? Because of your vast knowledge of the human eyeball and hair, dogs?

2
Or is it because you’re following a proven process? And that’s what I want to hammer home into everybody’s cranium right now. Everybody can do this, Kevin, but you’ve got to follow a system. What do you say to somebody who says, I just don’t know if I can do it? What would you say?

5
Well, I would say that before we had a relationship with Thrivetime, I don’t even think I knew what a process meant or what a process was. So, the coaches there have helped me put in some great processes in place to track sales to learn about. We have a software called HubSpot that you’re familiar with, Excel. And we have another software called High Rise that we use and it cracks all of our customers day by day. And without that, we would be lost

5
and floundering so poorly. But because of these processes in place, we’re doing so well, it’s all out of my brain because that’s where it was before. And now it’s not, now it’s all out of my brain because that’s where it was before and now it’s not. Now it’s in paper, it’s on our server so that we can draw to

5
it each week and that really helps in

1
our growth and the flow of the whole company.

2
I want to greatly respect your time. The final five minutes we have here, we’re going to crank up the speed a little bit here. But box number nine, we’ve created repeatable systems and processes.

2
We’ve documented these things so we can improve them over time. Box number 10, we’ve created management systems. I mean, what people on your team will do what jobs?

23
What?

2
Think about it, folks. If you have a company, what are you expecting your employees to do every day? What people on your team will not do their jobs? And what jobs are people doing well? Think about the people on your team.

2
What are they supposed to be doing on a daily basis? And what are they not doing on a daily basis? What are they being held accountable for? And at the end of the day, Kevin, if you don’t have checklists and documented expectations and some sort of merit-based pay, nothing’s going to happen. Why do you have to take the time to make the checklists and the processes and the description of what you want employees to do

2
and have some sort of merit-based pay system in place?

1
Well, if it’s not documented, then they won’t know what to do. And also, if it’s not documented, it’s really difficult to rely on all the employees to just think on their own, they need some help, they need, they need time to focus and, and to get things done that goes all the way from the lady that welcomes everyone in all the way up to our general manager, even to me, we have to

1
have documented expectations.

2
This is so powerful, folks, I’m hoping you’re learning something. This is I’m telling you folks this is the boring stuff that will make you rich. You see when the average person gets bored the great clients they bored down. What am I saying? When the average person gets bored the great the most successful people they bored down. You see a skilled athlete, you see a successful entrepreneur, they have focused on mastering these systems.

2
They have focused on mastering their craft. People like Larry Bird, the great NBA player, people like LeBron James, people like Michael Jordan, they practiced to the point that they couldn’t get it wrong. You don’t practice until you can get it right, you practice until you can’t get it wrong,

2
and that’s why you have to document these systems. Box number 11, you have to create a sustainable schedule. You have to have a schedule. Kevin, if you’re not doing the group interview, let’s say, every week, if you’re not interviewing potential client or potential employees every week,

2
if you’re not interviewing potential employees every week and you’re not having your weekly accountability meetings with your team, what’s going to happen if you don’t have a predictable, repeatable schedule in place? Well, nothing’s going to happen if you don’t have a predictable, repeatable schedule in place?

5
Well, nothing’s going to happen. That’s the key. Having the group interview has been great. We just hired a salesman in our Oklahoma City office to the group interview, which was fantastic. And also in Tulsa as well. But just having those sustainable schedules in place

5
is just great for the growth of the company.

2
Now, Kevin, I’ve got a wonderful client, I’ll be very vague, they’re based in Florida, and they were telling me, they said, Clay, I have a vacation coming up in California. And I said, that’s great. They said, no, it’s terrible.

2
I said, why is it terrible? They said, I haven’t been doing the group interview consistently, and I’ve kind of delegated that to somebody in my office that’s, I don’t really know what they’re saying. I just know that the group interview, I’m not involved in the process.

2
And I’m just looking at my calendar, and if we go on this trip to California, we’re gonna have some problems. What do you say to somebody out there who’s abdicating their hiring process or abdicating their sales calls?

2
I say abdicate, they’re not delegating. Delegate means to assign and then to follow up to make sure it’s done correctly. Abdicate means to just say, well, someone else is handling it. What do you say to somebody out there specifically that is

2
abdicating their hiring process, the group interview process, the process for recruiting employees?

5
Well, I love to be involved in all the group interviews. And usually when whenever there’s a group interview, there’s anywhere from four to 12 people. And the great thing about it is that within the first five minutes, you know the two or three that you want to keep. And so that saves me so much time because interviewing 12 people takes 12 hours. Interviewing 12 people in a group interview takes about an hour.

5
And I love that. I love saving time. I love saving money like that where I’m not having to spend all day interviewing people that may or may not even show up. And it’s just great. And I highly encourage owners to get involved in the hiring process. Group

1
interviews are very successful. I’m encouraged to do that.

2
And now again, so many people can hear this stuff and they go this is so overwhelming. There’s so much to do. Box number 12, you want to create human resources and recruitment systems, and we have systems for that. Box number 13, you want to look at your numbers. You have to measure what you treasure.

23
What?

2
You have to measure what you treasure. And by default, you will slack where you, this is important, you will slack where you don’t track. By default, you will slack where you don’t track, and you have to measure what you treasure. I hope this is sinking in for somebody. Casualness causes casualties. I want people to think about these words. Casualness causes casualties. You have to measure what you treasure. You will slack where you do not track. These are all things we’re going to teach you. Kevin, we’ve got to have accountability, though. And so anybody out there, I have a law firm

2
I’ve used for years, wintersking.com. The reason why I pay them on a monthly basis is I want to make sure that all my filings are correct, everything’s being done properly. I have an accounting firm called CCK. CCK, I’ve used them for years, over 10 years, actually.

2
And I’ve used them. And the reason why I pay them on a monthly basis is I want to make sure that I’m paying my taxes on time properly, that sort of thing. In any area of our life where we want to have improvement, I would argue you need to have a coach, whether it’s an accountant, whether it’s a lawyer. They have different names.

2
Sometimes they’re called a lawyer. Sometimes they’re called an accountant. people I know, a lot of my, this is true, some of my friends are former pro athletes. And they tell me, they say, Clay, as soon as I retired from my sport, I quit working out. And I go, OK, that’s fine. And they go, you know what I did this year? I said, what’d you do?

2
They said, I hired a personal trainer. And I said, what happened? They said, now I someone to hold us accountable. And then we need to have someone who has the tools. Can you talk to somebody out there that’s thinking about scheduling a 13 point assessment to talk to myself and our team about becoming a business coaching client?

5
Well, I remember when I had my first meeting with you, I thought, I have nothing to lose, absolutely nothing to lose except growth and After that 20 to 30 minute meeting with you I thought this is going to change the trajectory of multi clean and and it has and

5
Because the coaching is they keep you accountable and like I said earlier sometimes It’s hard to keep owners accountable because they think they know everything and and and we don’t. And and I so I’ve loved it. I’ve loved the coaching. I’ve loved having Andrew keep me accountable. And when sometimes I can’t make the meeting, we have phone calls. And it’s just been great. It’s

5
been good accountability. Even my wife says, no matter what, you’re never leaving Thrive Time.

2
Now, let’s say this somebody, you know how we live in a soundbite world. So if you could, I won’t page it too much into a corner here. But if you have 30 seconds, you know, and somebody said, Kevin, how has the Thrive Time show business coaching program impacted your business? Or how would it how could it impact somebody’s business? Kind of a 30 second overview or summary. How would you describe the

2
business coaching and how it’s impacted your business?

5
Well, it’s given me, it’s given me my why. And it’s taught me the importance of systems. It’s taught me the importance of family time and the F7 goals that you impress upon me all the time because you can be the owner of a company and work 100 hours a week and then you have no family. And so the Thrive Time relationship I’ve had now for six, seven years has done everything

5
to not only improve my business, but improve my life, improve my relationship with my son and my wife. And it’s just been fantastic. And I highly encourage if you’re thinking about growing your business and getting out of a rut to meet up with Clay and all the people at Thrivetime.

2
Final question I have here for you. I don’t know that people know this because I try to keep it secret. I don’t try to talk about it a lot, but this is just real. We charge people $1,700 a month. That’s what we charge people, $1,700 a month.

2
And people say, why do you charge that? Well, it’s a 20% margin. And that’s what we do. Now we have some clients that we partner up with. We make a percentage of the growth and frankly I make a lot of my wealth by teaming up with clients and these sorts of things. But when I was building my company DJConnection.com, I remember when I met with the Yellow Page guy, he told me it was going to be $2,500 a month to buy a Yellow Page ad. I mean this is over 20 years ago, 25 years ago. And that amount was wild. So I got a job at Applebee’s, Target, and DirecTV.

2
That was my get rich system as I went to work. That was my life hack. I got a job at Applebee’s, Target, and DirecTV. But I think everybody needs a little bit of a hand up, maybe not a hand out, but a hand up. And that’s how we make the packages affordable. It’s $1,700 a month. 1-7-0-0.

2
It’s less money than it costs to hire a minimum wage employee. Also, it is month-to-month, although most of our clients are with us for basically until they sell the company. Our average client is with us for over six years. But we do have scholarships. We work with a couple clients a month where if they need help financially,

2
we work with them at a discount. What do you say to somebody who’s thinking about coming to our next workshop with Eric Trump or Robert Kiyosaki or Tim Tebow or whatever workshop we have coming up? What do you say to somebody who’s on the fence right now? They’re going, I’m thinking about scheduling a 13-point assessment.

2
I’m thinking about buying a ticket for an in-person workshop. Kevin, what do you say to them?

5
I would say do both. I’ve probably been to, oh, in six, seven years, I’ve probably been to 12 to 13 business conferences. And amazingly, each time I go, I learn something new. And I’m so excited to bring it back and, and show the team about marketing and how to implement how to help you guys implement the SEO. And the coaching coaching is just great because there’s accountability. It’s just a fantastic way to grow your company. Having a relationship with Thrivetimes,

5
it’s just been amazing for multi-claim.

2
I don’t know that we talked about it, but we do the photography, video, web, search engine, online ads. From a peace of mind perspective, what does that do for you as an owner knowing that, hey, it’s a flat rate I’m paying, and I have a team that

2
handles all of that for me, the graphic design, the photography, the search engine, the web development, the strategy? What does that do for you?

5
Oh my goodness, it frees me up because then I don’t have to take a class on search engine optimization or, or, or learn marketing or shoot video. That’s not what we do. What we do is commercial janitorial service. And you guys were the experts on marketing and you teach me and hold my

5
hand and show me how to do it right.

1
And therefore now my company is much, much larger.

13
Kevin, I really do appreciate your time for anybody in the Oklahoma area. and therefore now my company is much, much larger.

2
Kevin, I really do appreciate your time. For anybody in the Oklahoma area, anybody in Kansas, I believe you said you said Kansas, Oklahoma. What other states are you in now, Kevin?

5
We’re in Oklahoma and Southern Kansas, and this in 2025, we are looking to open an office in Northwest Arkansas.

2
I encourage everybody out there, check out the website right now. I’ll pull it up one more time, folks. That website is multicleanok.com. That’s multicleanok.com. If you’re looking for a commercial cleaning service

2
that you can trust, go to multicleanok.com. Kevin, thank you so much for your time, sir. I hope you have a great rest of your day.

4
Thank you, Clay. Bye-bye. Which, I didn’t know how to explain it then, but I’ve thought a lot about it since. If you, most things in life, the dynamic range between average and the best is at most two to one. Right, like if you go to New York City

4
and you get an average taxi cab driver versus the best taxi cab driver, you know, you’re going to get to your destination with the best taxi cab maybe 30% faster. In an automobile, what’s the difference between an average and the best? Maybe 20%? The best CD player and an average CD player, 20%? So 2 to 1 is a big, big dynamic range in most of life. In software, and it used to be the case in hardware too, the difference between average and the best is 50 to 1, maybe 100 to 1.

4
Easy. Okay? Very few things in life are like this, but what I was lucky enough to spend my life in is like this. And so I’ve built a lot of my success off finding these truly gifted people and not settling for B and C players, but really going for the A players. And I found something. I found that when you get enough A players together, when you go through the incredible work to find, you know, five of these A players, they really like working

4
with each other because they’ve never had a chance to do that before. And they don’t want to work with B and C players, and so it becomes self-policing, and they only want to hire more A players. And so you build up these pockets of A players and it propagates. And that’s what the Mac team was like. They were all A players. And these were extraordinarily talented people. But there are also people who now say that they don’t have the energy anymore to work for you? Sure. Oh, I think if you talk to a lot of people on the Mac team,

4
they will tell you it was the hardest they’ve ever worked in their life. Some of them will tell you it was the happiest they’ve ever been in their life. But I think all of them will tell you that it is certainly one of the most intense and cherished experiences they will ever have in their life. Yeah, they did. So, you know, it’s some of those things you are not sustainable for some people. Clay Clark is here somewhere. Where’s my buddy Clay?

22
Clay’s the greatest. I met his goats today. I met his dogs. I met his chickens. I saw his compound. He’s like the greatest guy. I ran from his goats, his chickens, his dogs.

21
So this guy’s like the greatest marketer you’ve ever seen, right? His entire life,

2
Clay Clark, his entire life is marketing. Okay, Aaron Antis, March 6th and 7th. March 6th and 7th, guess who’s coming to Tulsa, Russia?

16
Ooh, Santa Claus?

2
No, that’s March. March 6th and 7th, you’re going to be joined by Robert Kiyosaki. Robert Kiyosaki! Best-selling author of Rich Dad, Poor Dad. Probably the best-selling, or one of the best-selling business authors of all time and he’s gonna be joined with Eric Trump. He’ll be joined by Eric Trump. We got Eric Trump and Robert Kiyosaki in the same place. In the same place. Aaron, why should everybody show up to hear Robert Kiyosaki? Well you got billions of

2
dollars of business experience between those two, not to mention many, many, many millions of books have been sold. Many, many millionaires have been made from the books that have been sold by Robert Kiyosaki. I happen to be one of them. I learned from the man.

2
He was the inspiration. That book was the inspiration for me to get the entrepreneurial spirit

16
as many other people.

2
Now, since you won’t brag on yourself. I will you’ve sold Billions of dollars of houses am I correct that is true and the book that that kick-started it all for you Rich dad part of the author the best-selling author of rich dad port at Robert Kiyosaki the guy that kick-started your career Yeah, he’s gonna be here. He’s gonna be here I’m um and now Eric Trump people don’t this, but the Trump Organization has thousands of employees. There’s not 50 employees. The Trump Organization, again, most people don’t know this, but the Trump Organization

2
has thousands of employees. And while Donald J. Trump was the 45th president of these United States and soon to be the 47th president of these United States, he needed someone to run the companies for him. And so the man that runs the Trump Organization for Donald J. Trump, as he was the 45th president of the United States and now the 47th president of the United States is Eric Trump. Eric Trump is here to talk about time management, promoting from within, marketing, branding,

2
quality control, sales systems, workflow design, workflow mapping, how to build, I mean everything that you see, the Trump hotels, the Trump golf courses, all their products, the man who manages billions of dollars of real estate and thousands of employees is here to teach us how to do it. You are talking about one of the greatest brands on the planet from a business standpoint. I mean who else has been able to create a brand like the Trump

2
brand? I mean, look at it. And this is the man behind the business for the last, pretty much since 2015. He’s been the man behind it. So you’re talking, we’re into nine going into 10 years of him running it. And we get to tap into that knowledge. That’s going to be amazing. Now think about this for a second. Would you buy a ticket just to see Robert Kiyosaki and Eric Trump? Of course you would. Of course you would. But we’re also going to be joined by Sean Baker. This is the best-selling author, the guy who invented the carnivore diet. Oh yeah. Dr. Sean Baker. He’s been on Joe

2
Rogan multiple times. He’s going to be joining us. So you’ve got Robert Kiyosaki, the best-selling author of Rich Dad, Poor Dad, Eric Trump, Sean Baker. The lineup continues to grow, and this is how we do our tickets here at the Thrive Time Show. If you want to get a VIP ticket, you can absolutely do it. It’s $500 for a VIP ticket. We’ve always done it that way.

2
Now, if you want to take a general admission ticket, it’s $250 or whatever price you want to pay. And the reason why we do that is because we want to make our events affordable for everybody. I grew up without money. I totally understand what it’s like to be the tight spot. So if you want to attend, it’s $250 or whatever price you want to pay. That’s how I do it. And it’s $500 for a VIP ticket. Now, we only have limited seating here with the most people we’ve ever had in this building was for the Jim Brewer presentation. Jim Brewer came here, the legendary comedian Jim Brewer came to Tulsa and we had 419 people that were here. 419 people. Yeah. And I thought to myself, there’s no more room. I felt

2
kind of bad that a couple people had VIP seats in the men’s restroom. Oh no, I’m just kidding. But so I thought, you know what, we should probably add on. So we’re adding on what we call the upper deck or the top shelf. So the seats are very close to the presenters, but we’re actually building right now. We’re adding on to the facility to make room to accommodate another 30 attendees or more.

2
So again, if you want to get tickets for this event, all you have to do is go to Thrivetimeshow.com, go to Thrivetimeshow.com. When you go to Thrivetimeshow.com, go to thrivetimeshow.com. When you go to thrivetimeshow.com, you’ll go there, you’ll request a ticket, boom. Or if you wanna text me,

2
if you want a little bit faster service, you say, I want you to call me right now. I just texted my number, it’s my cell phone number, my personal cell phone number. We’ll keep that private between you, between you, except for everybody. That’s my private cell phone number. It’s 918-851-0102.

2
918-851-0102. I know we have a lot of Spanish speaking people that attend these conferences. And so to be bilingually sensitive, my cell phone number is 918-851-0102.

16
That is not actually bilingual. That’s just saying Juan for a Juan. It’s not the same thing.

2
I think you’re attacking me. Now, let’s talk about this. Now, what kind of stuff will you learn at the Thrive Time Show Workshop? So, Aaron, you’ve been to many of these over the past seven, eight years. So let’s talk about it. I’ll tee up the thing and branding? Oh yeah, we’re gonna dive into, you know, so many people say, oh you know, I got to get my brand known out there, like the Trump brand, right? You want to get that brand out there. It’s like, how do I actually make people know what my business is and make it a household name? You’re gonna learn some intricacies of how you can do that.

2
You’re gonna learn sales. So many people struggle to sell something. This just in, your business will go to hell if you can’t sell. So we’re gonna teach you sales. We’re gonna teach you search engine optimization. How to come up top in the search engine results. We’re gonna teach you how to manage people. Aaron, you have managed, no exaggeration, hundreds of people throughout your career and thousands of contractors and most people struggle with managing people.

2
Why does everybody have to learn how to manage people? Well, because first of all, people are, you either have great people or you have people who suck. And so it can be a challenge, you know, learning how to work with a large group of people and get everybody pulling in the same direction

2
can be a challenge. But if you have the right systems, you have the right systems, you have the right processes, and you’re really good at selecting great ones. And we have a process we teach about how to find great people. When you start with the people who have a great attitude, they’re teachable,

2
they’re driven, all of those things, then you can get those people all pulling in the same direction. So we’re going to teach you branding, marketing, sales, search engine optimization. We’re gonna teach you accounting, we’re gonna teach you personal finance, how to manage your finance, we’re gonna teach you time

2
management, how do you manage your time? How do you how do you how do you get more done during a typical day? How do you build an organization? If you’re not organized? How do you do? How do you do organization? How do you build an org chart? Everything that you need to know to start and grow a business will be taught during this two day interactive business workshop. Now let me tell you how the format is set up here to get books. This is a

2
two day interactive 15. Think about this, folks, it’s two hours, two days, each day starts at 7am. And it goes until 5pm. So from 7am to 5pm, 5 p.m., two days, it’s a two-day interactive workshop. The way we do it is we do a 30-minute teaching session, and then we break for 15 minutes for a question and answer session. So Aaron, what kind of great stuff happens

2
during that 15-minute question and answer session after every teaching session? I actually think it’s the best part about the workshops because here’s what happens. I’ve been to lots of these things over the years. I’ve paid many thousands of dollars to go to them. And you go in there and they talk in vague generalities

2
and they’re constantly upselling you for something, trying to get you to buy this thing or that thing or this program or this membership. And you don’t, you leave not getting your very specific questions answered about your business or your employees or what you’re doing on your marketing.

2
And what’s awesome about this is we literally answer every single question that any person asks. And it’s very specific to what your business is. And what we do is we allow you as the attendee to write your questions on the whiteboard. And then we literally, as you mentioned,

2
we answer every single question on the whiteboard. And then we take a 15 minute break to stretch and to make it entertaining when you’re stretching. This is a true story. When you get up and stretch, you’ll be greeted by mariachis.

2
There’s gonna probably be alpaca here, a llamas, helicopter rides, a coffee bar, a snow cone. I mean, there’s just- You had a crocodile one time.

16
That was pretty interesting.

2
You know, I should write that down and I’m sorry for that one guy We lost the crocodile we duct tape this its face so that right we duct tape No, it was a baby crocodile and duct tape Yeah duct tape around the mouse so it didn’t bite anybody but it was really cool That’s what that thing around and I should I should do that. I should we have a small petting zoo that will be assembled It’s gonna be great. And then you’re in the company of hundreds of entrepreneurs. So there’s not a lot of people in America today. In fact, there’s less than 10 million people today, according to US Debt Clock, that identify as being self-employed. So if you have a country

2
with 350 million people, that means you have less than 3% of our population that’s even self-employed. So you only have three out of every 100 people in America that are self-employed to begin with and when Inc. Magazine reports that 96% of businesses fail by default, by default you have a one out of a thousand chance of succeeding in the game of business. But yet the average client that you and I work with, we can typically double this. No hyperbole, no exaggeration. I have thousands of testimonials to back this up.

2
We have thousands of testimonials to back this up. We have thousands of testimonials to back it up. But when you work with a home builder, when I work with a business owner, we can typically double the size of the company within 24 months. Yeah.

2
Double, and you say double? Yeah, there’s businesses that we have tripled. There’s businesses we’ve grown eight X. There’s so many examples. You can see it thrivetimeshow.com. But again, this is the most interactive, best business workshop on the planet. This is objectively the highest rated and most reviewed business workshop on the planet. And then you add to that Robert Kiyosaki, the bestselling author of Rich Dad Poor Dad.

2
You add to that Eric Trump, the man that runs the Trump Organization. You add to that Sean Baker. Now you might say, but Clay, is there more? I need more. Well, okay, Tom Wheelwright is the wealth strategist for Robert Kiyosaki. So people say, Robert

2
Kiyosaki, who’s his financial wealth advisor? Who’s the guy who manages, who’s his wealth strategist? His wealth strategist, Tom Wheelwright, will be here. And you say, Clay, I still, I’m not gonna get a ticket unless you give me more. Okay, fine. We’re gonna serve you the same meal both days. True story. We have, we cater in the food and because I keep it simple, I literally bring in the same food both days for lunch. It’s Ted Esconzito’s, an incredible Mexican restaurant. That’s gonna happen. And Jill Donovan, our good friend, who is the founder of Rustic Cuff. She started that company in her home,

2
and now she sells millions of dollars of apparel and products. That’s rusticcuff.com. And someone says, I want more! This is not enough!

8
Give me more.

2
Okay, I’m not going to mention their names right now because I’m working on it behind the scenes here. But we’ve got one guy who’s given me a verbal to be here and this is a guy who’s one of the wealthiest people in Oklahoma and nobody really knows who he is because he’s built systems that are very utilitarian that offer a lot of value he’s made a lot of money in the uh it’s the uh it’s where you rent it’s short not it’s where you’re renting storage spaces he’s a storage space guy he owns this what do you call that the rental the uh storage… Storage space? Storage units. This guy owns storage units. He owns railroad

2
cars. He owns a lot of assets that make money on a daily basis, but they’re not like customer facing. Most people don’t know who owns the mini storage facility or most people don’t know who owns the warehouse that’s passively making money. Most people don’t know who owns the warehouse that’s passively making money. Most people don’t know who owns the railroad cars. But this guy, he’s giving me a verbal that he will be here. And we just continue to add more and more success stories. So if you’re out there today and you want to change your life, you want to give yourself

2
an incredible gift, you want a life-changing experience, you want to learn how to start and grow a company, go to Thrivetimeshow.com. Go there right now. Thrivetimeshow.com. Request a ticket for the two-day interactive event. Again, the day here is March 6th and 7th. March 6th and 7th. We just got confirmation.

2
Robert Kiyosaki, best-selling author of Rich Dad, Poor Dad. He’ll be here. Eric Trump, the man who leads the Trump Organization. no upsells. Aaron, I could not be more excited about this event. I think it is incredible and there’s somebody out there right now you’re watching and you’re like but I already signed up for this incredible other program called Smoke Your Way to Thin. I think that’s gonna change your life. I promise you

2
this will be ten times better than that. Looks like I picked the wrong week to quit smoking. Don’t do the Smoke Your Way to Th way to thin conference that is I’ve tried it don’t do it Yeah, chain smoking is not a viable. I mean it is life-changing It is life-changing if you become a chain smoker it is life-changing best weight loss program though right not really So if you’re looking to have life-changing Results in a way that won’t cause you to have a stoma, get your tickets at Thrivetimeshow.com.

2
Again that’s Aaron Antis, I’m Clay Clark, reminding you and inviting you to come out to the two-day interactive Thrivetimeshow workshop right here in Tulsa, Oklahoma. I promise you it will be a life-changing experience. I promise you it will be a life-changing experience. We can’t wait to see you right here in Tulsa, Oklahoma.

Transcribed with Cockatoo