Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com
Join Clay Clark’s Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More.
**Request Tickets & See Testimonials At: www.ThrivetimeShow.com
**Request Tickets Via Text At (918) 851-0102
See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/
Download A Millionaire’s Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE:
www.ThrivetimeShow.com/Millionaire
See Thousands of Case Studies Today HERE:
www.thrivetimeshow.com/does-it-work/
No, Jake, no venue 24, because you can’t talk right now.
Okay, cool. Well, all of our partners said cool, and literally, it’s been a little crazy.
I would definitely recommend that second or that third package. Those packages are regularly $800 and $900. However, with the price threshold this week, the price of X is $600.
We all know that.
Nice little buzz in the room.
Nice little buzz in the room. It’s getting pretty crazy now.
I black out from like 3 to 9, and then at 9 o’clock I wake up and there’s a bunch of
money on my desk.
I don’t know where it came from. I’ve got to remind myself that we’re working. It’s a lot of fun.
It’s hard to sort. Do you just use the money to heat your home?
You don’t know what to do with all the extra money?
That’s one way to do it, but a lot of times, you know,
we just want to make sure to get to the right person.
Hmm. Makes sense.
All of our photographers will be dressed professionally,
in a shirt, tie, professional business attire. We’re going to want to allow you and your guests. You know what I’m saying? Okay, point number five. We are the only photography company operating a two-week program for every wedding that we shoot.
They say that the average number of times a wedding portal
will be five times.
Which is why we are so excited to offer it. That shows link.com, I think it is.
And because of the overall size of our group,
Oh yeah.
and it’s a great part of our program.
So if you want to know what they want,
you can deliver it to us.
This is my can of fish and we’ll have to leave it. What was it?
Think about the time you guys take after the honeymoon,
or essentially two weeks after the wedding.
You could be anywhere doing a lot of different things, but you chose to be here.
Some shows don’t need a celebrity narrator to introduce the show, but this show does. In a world filled with endless opportunities, why would two men who have built 13 multi-million dollar businesses altruistically invest 5 hours per day to teach you the best practice business systems and moves that you can use? Because they believe in you. And they have a lot of time on their hands. They started from the bottom, now they’re here. the former US Small Business Administration’s Entrepreneur of the Year, Clay Clark, and
the entrepreneur trapped inside an optometrist’s body, Dr. Robert Zilner. Two men, eight kids, co-created by two different women, 13 multimillion dollar businesses. We started from the bottom and we’ll show you how to get here
Started from the bottom, now we here We started from the bottom, now we here We should fly Started from the bottom, now we’re at the top Teaching you the systems to get what we got
Colton Dixon’s on the hoops, I break down the books See, bringing some wisdom and the good looks As the father of five, that’s why I’m alive So if you see my wife and kids, please tell them hi It’s the CNC, up on your radio And now, 3, 2, 1, here we go!
We started from the bottom, now we’re here. We started from the bottom, and we’ll show you how to get here. We started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, and we’ll show you how to get here.
We started from the bottom, now we’re here. We started from the bottom, now we’re here.
Yes, yes, yes, and yes! You are in for a ten minute laser show, Thrive Nation. We are joined here today with Wes Carter, the attorney of choice for many, many successful companies and his firm, Winters and King, that he’s a part of. Represents TD Jake’s, they’ve represented Joyce Meyer, they’ve represented Pastor Craig Rochelle, some big names out there.
And we’re here with Oklahoma’s largest home builder, Aaron Antus over there. So we’ve got Aaron Antus over here in the corner. We got Wes Carter over here rocking the mic. So we got an attorney, we got a marketing director, and then we have the new guy. The new guy. The new guy. What we’re talking about today is once you nail it, scale it. Unpacking the ultimate Shaw Homes sales machine. We’re unpacking the ultimate Shaw Homes sales machine.
So let’s get right into it here. Aaron Antus, how did you and I first meet, and when did you and I first meet? We met in 2016. There was a gentleman named Steve Currington that introduced us, and he introduced us because he said, hey, you know that one home building company who will remain nameless on this show? Yes. Is just crushing it and just killing it in sales, and that is your arch nemesis?
And I said, yeah, I know exactly who they are. He said, would you like to meet the guy who’s been helping them with their sales and marketing? By the way, he just basically doesn’t work with them anymore, so you could potentially move in and start working with him. I went, yes, I would like to meet that guy. To demystify that real quick, whenever I work with somebody, I have a relationship with
somebody. The relationship I have with Shaw Holmes is a little bit unique and I have a relationship with Aaron Antus, that’s my point guy. But I know of Glenn Shaw and I respect him and I know of and I’m getting to know Chuck Ramsey more, but I have a relationship with a guy. At the previous person, the guy I had a relationship with moved out of the day-to-day operations
which then the relationship was broken, so I don’t keep a relationship with a company unless I have a contract. I decided to make myself a free agent. I did that. And so, you and I met, and at that time, during January of that year, do you remember approximately how much sales you did in new home sales during January of the year before you and I met,
approximately, or maybe?
Yeah, yeah.
It was less than a million dollars. Less than a million dollars of sales. I looked at it the other day, and I think it was $323,000, because I was doing this comparison just recently. And just to be fair and safe, to the listeners know, in the world of home sales, for every home builder, the lowest month of the year is typically January.
Is that correct?
Yeah, it’s a slow month.
Do you have seasonal parts of sales over there at Winters and King? I mean, do you find there’s more legal stuff at the first of the year or at the end of the year? Or is it pretty even all year?
The very end of the year, sometimes people are trying to get stuff done or started before the end of the calendar year. But in our business, it stays fairly steady.
Okay, so fairly steady, but for you, it’s very seasonal. Yeah, a lot of realtors are sleeping all through January and February. They wake up in March, so it contributes to our world. So and then if you could share with the listeners, how much sales did you do this January? So this is January 2020. And January of 2016, you did 300,000.
How much sales did you do in this January of 2020?
12.8 million. 12.8 million.
Now Wes, if you can help me with the math on there, I’ll let you kind of look it up and use a calculator if you want, but we’re going to go from 300,000 to 12 million. So if we went, 300,000 fits into a million roughly three times.
About.
So it’s 36 times more sales this January than last January.
Yeah.
Is that correct?
Yeah, actually it’d be almost 38 because it was 12.8 million, so yeah, about 38.
That’s a boom.
Okay, so now we talk about that. That is a boom. That deserves a boom. So I want to break down the nine steps we had to take in order to do this together. You did your part, I did mine. One, we had to have an optimized website.
Why do we have to be top in Google? Why do you have to dominate the search engine results? Apparently, people have replaced the word search with the word Google. Instead of, I’m going to search for that, I’m going to Google it. So it’s a thing now. Business Insider says that 90.8% of humans use Google to search for products and services.
90.8. So step one is getting in leads. Step two, you had to have a no-brainer because people knock on the website. They’re interested, but they don’t fill out the form unless you’re offering something beyond the norm. What’s the hot offer that you make over at Shaw Homes?
Right now, if you are purchasing from us during this month, you will get $15,000 in free upgrades. So step one, you got the websites optimized. Two, you used your experience of knowing what would work and my experience knowing that we need a hot offer, and we came up with a no-brainer. Step three, you relentlessly advertise. According to the book, the Retargeting Playbook by Adam Burke, the average person has to see an ad 4.7 times per month before they convert.
Advertisement. We’ve been pretty consistent with those ads. Do we turn them off? Never. We keep them on? Always. Okay, so we got the optimized website, the no-brainer ads. Now the leads come in. Now we have to have a script. You and I have worked on the scripts. You’ve been selling homes.
Before I even met you, I think you had done like $700 million of homes or $800 million of homes.
Yep, I was about $750 million when we met.
And you had those scripts. You already had them. Yeah. And I just helped you simplify. You already had those scripts. Yeah, I think you definitely made them better, and I can be humble and say that.
Okay. And you added some that I was missing. So now you’ve got the scripts, and now when someone fills out the form, we have to have a sales team that hits their key performance indicators. So now you’ve chosen to outsource the calls, and our team averages about 300 outbound calls per eight hours.
There’s two people that each make 300 calls a day, relentlessly calling those leads to set appointments. Have you seen the appointments go up on the average since the calls have been going up?
Oh, for sure.
So we got those in step one, optimize the website. Step two, no brainer. Step three, advertisements that work and we keep them on. Four, the scripts. Five, the key performance indicator, managed sales people are hitting their numbers. Step six, it’s the follow up. Now here’s where it gets fun. This is where we can introduce our new guest in a moment. Oh, so good. Follow ups where you say, I know you know what to do, but are you doing it? So we put cameras up in the homes, call recording.
And by the way, if you think it’s weird, there’s cameras at Target. Wes, have you seen the cameras at Target? There are cameras.
I have.
There’s cameras everywhere. Cameras everywhere. So when you watch the person on the camera not following the system, you’re forced to get to the fork in the road that says, does the person not know what to do? Or are they choosing not to do?
Is it my fault or your fault?
Yeah, there you go. And Aaron, to a fault, is probably the most gracious, kind guy that doesn’t want to fire people.
You want to keep them around.
I would like to. And so we’ve gone further if you realize certain people know what to do but they’re choosing not to do it. Am I correct Aaron? Oh yes those people don’t work here anymore but yes. And so whenever you prune the tree it creates room for new growth. When you fire somebody it creates opportunities for somebody else. Yeah. When somebody chooses to throw away their opportunity it creates another opportunity for somebody else. Enter in the man that was
teaching my kids how to flip. He’s a gymnastics teacher at Oral Roberts University, a graduate I believe. He served in the military. He did, a Marine. And my wife said, that guy’s got a great energy. And he was a client, I worked with him with his tumbling business.
And when he decided to exit the partnership and to do something else, to go from being a self-employed person to becoming an employee, I said to him, hey, why don’t you call, and I gave him the numbers of four or five people that I knew that owned companies, and you were one of
them.
Yep. When you met him, when you met Colton, what did you see in him that said, this guy would do well within the systems of Shaw Homes? Well, first of all, he’s a Marine, so he’s used to, yes sir, whatever you’d like me to do, sir. Hoorah.
So, he was all about that, and I know military guys like to follow the path, and they’ll respond to the person in command. And so I saw that. I saw a ton of warmth and energy in a person who genuinely cares about other human beings. But you also saw a guy that had never done home sales, who was previously coaching cheerleading and tumbling. Yes, he actually did a backflip shortly after I met him and I was like, wow.
And how much sales did he do in the month of January? Because remember, in 2016, the whole company did $300,000 of sales. How much did Colton Cruz do in sales during the month of January? If we’re counting all contingencies, about $6 million. What’s a contingency? So somebody who still has to sell their house first before we can start building the home.
And then without contingencies, it’s about 3.5 million. So if you, without contingencies, people that are just free and clear, you pay these guys a 1.75% commission, is that right? Or 1.5? 1.77. 1.77.
So if we do the math, 1.77% of 6 million, which would be the homes with contingencies, that means that he could have made $106,200 during the month of January.
Yes.
Is that real?
That’s real.
That’s real.
And then there are… I’m pinching myself. There’s a huge smile on his face right now. Now, is he the top sales guy on the team or at the bottom? Is he in the middle? Where does he fit into the team right now in terms of sales just this month? I mean, well this month he would be the top guy.
And just so you know, he started in August, which is just a little over… it’s five months ago is when he started. So he’s really kind of brand new and still learning how to do this. But because we have a lot of good training and systems in place, he was able to just plug in and kind of skyrocket to the top with a great attitude. And he’s the guy who follows it exactly the way that we tell him to do it.
And first first couple months, he kind of questioned some of that and was like, are you sure that’s how, but I’ve got this great new idea of some other things we could do. And finally one month I said, would you stop with the idea festival? I don’t need new ideas. I already know what works. Just do this.
There it is.
And then he went, right.
100%.
And that’s when he went, yes, sir.
Right.
I mean, that’s a little bit. That was pretty much what was happening. The music and everything. And so, if we’re going to praise, we have to kick them in the crotch too.
Yes.
To be fair and balanced. So then, we have a follow-up, step six. Step seven though is a weekly sales meeting. Yes. That’s the relentlessness, that weekly sales meeting. Step eight, you’ve got to have sales tools, like one sheets, like print pieces, people
can see a path that walks people through the home buying process. There’s a lot of visuals we’ve had to create together. John Kelly helped on a lot of that as well. Huge help. And then tracking. You’ve got to actually track the numbers.
Now in a company where there are poorly designed systems, we interviewed the legendary Harvard business professor Clayton Christensen on this podcast before his recent death, unfortunately. And he talked about how in a company where there are not systems, it takes forever to train people and they’re expensive to train people. So, Wes, I want to get your take on this. How often do you see a small business owner that maybe you’re working with, you’re guiding
them from a legal perspective, and maybe you hear them fretting, worrying, lamenting that a key person or two, usually they go in twos, would be leaving and that they’re like, oh, what am I going to do? How often do you see where a company is super worried about the non-compete and the non-solicitation to the point where they know all of our sales are going out that door if that person leaves?
A lot. We’re not even talking about small business. I work with some small businesses that are on the other side of that and national companies are coming after them because they know that one sales guy will take half the state with them because it’s all about relationships. It’s not just a small business, it’s a large business.
It’s like a universal principle that without having those processes and procedures in place, you’re relying on that one person keeping them happy. And then what happens then? They’ve got you over a barrel. And so, you know, they decide to leave you. They’re going to pay more than you want to, or they’re going to leave you in a lurch,
or just all kinds of bad stuff happens.
So I want to make sure anybody watching this or listening to this gets this idea. When we build systems, when I build systems for my clients, they create freedom for both parties, not one party. So at some point, if Colton says, you know what? I want to go back into the tumble game. I want to get back into the cheer world.
I want to go back into the military. I want to buy a boat. I want to be out on the water exploring the Mediterranean. I have a new vision. My wife and I are moving to Alaska to live in one of your houses without paying rent. If he came in, you would be sad that he as a person would be leaving because you like
him.
He’s a great guy. But you wouldn’t care in terms of the business because it’s like next. Because he can teach anybody the system, so it creates freedom for him to leave if he needed to. So he’s not held hostage. Oh, we got a group interview this week.
And you’re not held hostage. Somebody out there is thinking about coming to work for Shaw Homes right now, or somebody is thinking about trying to build a system like you have now. Let’s unpack this. You tell me the hardest parts for you. Was it hard to optimize the website with our help?
No. Was it hard to create a no-brainer?
No.
Was it hard to manage the online ads? No. Was it hard to write the scripts?
No.
Was it hard to track the key performance indicators and get people on the phone?
No. Was it hard to follow up every week? No.
Was it hard to do weekly sales training?
No.
Was it hard to make sales tools that work?
No, it was fun.
Was it hard to track the numbers? No. So what’s the hard part in growing a company by 38 times? What was the hard part? What is the hard part? The hardest part is to humble yourself
as an expert in your industry, which I considered myself an expert in our industry. I mean obviously having sold hundreds of millions of dollars prior to meeting you, I had definitely came with an ego of I know what I’m doing. This guy can’t tell me how to do my business because he’s never worked in my industry before. And so what I quickly found out was actually he’s got some really great ideas because he’s worked with so many different types of businesses, so many different types of industries that he brings a fresh perspective
to an industry that I’ve been in all my life and couldn’t see the things I couldn’t see. And so I loved that about it and I very quickly was looking at other clients you were working with and I saw some people resistant to change, resistant to new ideas, who would falter and not do well. And then I watched others who were open to change and would be humble about looking at new perspectives, and I was watching massive growth with those other companies. So I also, like I mentioned at the beginning, you had been working with someone who was
a major competitor to us, and I watched them come on the scene as a company that was brand new and explode onto the scene. And that’s hard to do in our industry because it takes a lot of time typically to grow like that. And they had exploded onto the scene. So I was already ticked because I knew what you did with them.
And I’m like, okay, I got to know what to do with our stuff. And I want to make sure we get this idea. There was a, Wes, do you remember watching the Dream Team, the first Dream Team? And do you remember the story about what Michael Jordan and Scotty Pippen did to Tony Kukoc? Do you remember the story, or did you ever hear that story?
I don’t think I ever heard that story.
The owner of the, or the general manager for the Bulls was going to bring on Kukoc to join the Bulls. And to get him, he was the best player in, I think, Croatia at the time. And so he decided to offer Scotty Pippen dramatically less money, and he was gonna give that money,
the remaining money, to Michael Jordan, Scotty Pippen, and to Tony Kukoc. But the only person taking a pay cut was Scotty Pippen. And Scotty Pippen’s like Michael Jordan’s guy. And so Jordan was really mad about the thing. If you look it up on, it’s worth watching on YouTube.
It just happened, Tony Kukoc destroyed by Michael Jordan. So Michael gets the guys in the locker room and he says, here’s the deal guys. I don’t want Tony Kukoc, he’s the top scorer in European basketball. I don’t want him to touch the ball during the entire game and I’m not going to stop until he cries because his parents are here. So this is, and they’re like, what?
Because he just signed on the Bulls and Jordan was pissed. If you watch it, it’s the craziest thing ever. It’s like ravenous, it’s like wolves that are just on a stake. It’s crazy. So Jordan gets on him, and he’s not even worried about offense. He just will not let him touch the ball.
It’s deny ball, deny ball, just on him. And Ku Koach is never… He can’t even keep up. He’s athletic, but he can’t keep up. He’s knocking the ball loose every time. He’s batting the ball away. He’s talking to him when he’s out of bounds.
He’s following him off the court wild. Well then Pippen switches to him, and they just keep doing this. We’re on the third quarter, the shoulders are…this is the best player in Europe. He kind of starts to cry. He’s like, hmm. And then Jordan keeps talking, saying horrible, crazy things.
He could trash talk.
And they said that it almost destroyed his career, because he lost so much confidence. I think he had zero points on something like four attempts. Michael at the end of the game is like clapping in his face. They won by like 50 points, and Jordan was still…I think they’re up by 50. He calls a timeout to stop them. He just is like, wow.
And I don’t know how to explain that ferocity, but that’s sort of like my mindset to growing a client. If I work with a client, I just want them to win, and I don’t want anyone else to win. Because I want my client to win. And so we aggressively went down that path together for the past three, four years together. And I want to get Colton’s take on this.
Now working in a system where you have a guy who’s kinder than me, Aaron, who’s built systems, working with me, and there’s kind of that intensity, there’s that creativeness, that collaboration, you’ve now got all the tools, the systems, the follow-up, the no-brainer, the website. How hard has it been for you
to learn the Shaw Homes sales system?
Not at all, actually. So, like you said, I came from teaching kids how to flip, and now I’m selling homes. And from day one, Aaron was on a video teaching me how to be my own CEO. So it was like how to basically run my own
part of the company. Yep. And he was just giving me the tools to do everything I needed to do. And it’s been fantastic. And so that was like a two week deal
where I’m watching videos and learning first hand, shadowing people. And then I get put out in the model home and it’s like, there was no fear whatsoever
because he covered everything.
Have you ever worked at a job where there are no systems?
Absolutely.
How’s that?
Terrible. I just think there’s a big difference. I think people don’t understand this. We talk about bad employees a lot because this is an entrepreneur show, but Wes, there are bad bosses. I have certainly been one early in my career where I had nothing written down.
Everything was like a spiritual epiphany. It was all just in my mind. It was just sort of all here. I am sure, Aaron, you’ve never been there. Talk to me about this, Wes. Do you see this?
Is this an epidemic problem?
Is this what- It’s a lot. I mean, one of the things I always talk to people about, well, the people who can handle these kind of conversations, is they want to determine an employee. This so-and-so, they’re emotional. We’ll let them out.
And something we talk about on the show, the first thing you do is look in the mirror. If the employee is not doing something, have you set expectations? Have you shown them the tools they need to do that for you? A lot of times, unless you’ve gone down this road and done these things, a lot of the problems you’re facing with your staff are your own doing. You’re not putting the processes in place. You’re not putting the procedures in place. They don’t know what you expect from them. Or you’re a moving target. Every day you come with a new idea, a new system. We’re going to change it this time.
They just can’t keep up with all these wild things you’re throwing on the wall to see
if it will stick. I was pretty emotional this morning because Jocko Willink agreed to be on our podcast and the guy started Square. I came into work today thinking, I didn’t say this of course, this is before my meta time, but I’m thinking, and then we’re going to open up conferences on other planets. And then the aliens will be…
I had all the… Seriously, it was like, and then we’ll disappear and tear it up, fire it up. I mean, we are just fired up. Coach Martians. But then there’s been days where, like, Seth Godin recently, he’s a great guy. By the way, Seth, if you’re watching, you’re a great guy.
But I asked Seth to be in my new book, you know, to be featured in there, and he has the right to say no. He said no. And it’s like, you don’t want to broadcast the emotions to the team. So I try to keep it kind of stoic or on the up and up. But I’m not perfect at it, but that’s the goal.
We have time for one more tip from you, Aaron Antus, and for anybody looking to work at Shaw Homes right now or anybody out there that wants to apply for you. What kind of person should apply to work at Shaw Homes? What kind of person is Colton? What kind of person is going to make it here and do well in their first five months? Who frankly just should not apply.
Yeah, I would say the person who has got warmth and energy in their personality, which is definitely Colton has that in spades, and somebody who is willing to follow a system off a cliff, knowing that the company behind them already figured it out for them. We’ve done it a few thousand times. We don’t need somebody to tell us how to do it. We already know how it works.
And so that kind of person is going to have incredible success like Colton has. And then somebody who really cares about other people. Because Colton has that, like I said. And then the person who would not do well in our company, that is going to be the person who has a new idea every day. The bad toll, the old toll.
And they have a stone face. No matter what you say, you can crack a joke and they just stare blankly at you like a zombie. That doesn’t do well because people ultimately buy from people they like and trust. And so they have to like you, which means you have to smile from time to time. Have you not found it?
This is so cool, but when you guys have surveyed people who have bought houses from you and you follow up, and I know you guys do that a lot, do we not constantly hear that people say, I really like the person I met. It’s like, why did you decide to buy with Shaw Homes? I read the reviews and I like the salesperson. Don’t you hear that a lot?
Yes, I hear that and that they enjoyed our process a lot because we actually make it fun to go look at homes and buy a home. It shouldn’t be a painful, arduous task like getting a root canal. It shouldn’t feel like that. It should feel like you’re at a carnival and you’ve got a guide taking you on it and it’s just a blasty blast.
And tag team is performing, whoop, there it is, while Jim Gaffigan is serving ice cream
cones.
That’s what kind of party we’re talking about. Yeah. Now, Colton, what are you doing, this is my final question for you, what are you doing during a model home all day? Someone says, I’m thinking about working at Shaw Homes. What are you doing all day?
How do you fill your time? Are you doing yoga? Are you polishing granite countertops? Are you testing the plumbing?
What are you doing? I’m not. No, I’m waiting for somebody to walk in while I’m not dealing with a client face-to-face. I’m making phone calls. I’m going back and working with all the clients that I’ve already scheduled model home tours
with. How many calls a day?
75 calls a day Shunda that’s so good so and you know whenever you’re working with a client there’s a lot going on in the background that you have to get for them you know if they’re looking for a custom option we got to send that in and get approvals for that and so there’s a lot of work on the on the inside but got to get those those calls in per day yeah networking with realtors that’s a big that’s a big one
so when I first came on Aaron explained to me that it’s like a rocket ship. And he’s like, I want you to go to YouTube right now, and I want you to type in NASA rocket taking off. And so that’s what I did. He’s like, this is all the fuel that you’re burning at the very beginning. But once you get through that fuel, then you’re just on your cruise zone.
No pun intended for my last name. Oh, wow.
You’re just cruising.
That’s impressive. I know, right?
I didn’t say cruise. That’s amazing.
Right, right.
You’re just cruising.
Continue on, cruise missile.
And now this is after you’ve dealt with realtors and it’s like, I’ve never even met you. I’ve talked to you on the phone and you’re sending me people, which gives me money. So I’m happy with it.
I think everybody out there, you say, what am I supposed to do as a result of this? Go through the checklist and ask yourself, do I have an optimized website? Do I have a no brainer? Do I have ads that are on relentlessly or do I turn them off when I get emotional? Do do I have sales scripts that I actually use do I have key performance indicators? I hold my people accountable for do I follow up or do I abdicate do I have weekly sales training meetings?
Do I have sales tools that make sense or are they all in my head? And do I have tracking and if you have those things in place? Congratulations your Shaw homes and everybody out there. We want you to to grow Except if you’re in the home building business in Tulsa, Oklahoma. So if you’re out there in Tulsa, Oklahoma City, we hope that you don’t suffer bodily harm.
We hope you’re okay. We just hope that you have an emotional injury that’s hard to put a finger on that causes you to want to just open up a lemonade stand and just shut it all down. Yeah. That’s very nice. Because we only work with one person in each city, and we work with Shaw and now Oklahoma
City and Tulsa. And we like to end each and every show with a boom, so Colton, are you psychologically prepared to end with a boom?
I am so psychologically.
Wes, are you legally prepared to end with a boom?
I’m doing it.
Aaron, I mean, you know, from a perspective of a guy who’s sold almost a billion dollars of homes now, are you ready to do the whole billion dollar boom thing?
Boom shakalaka.
Oh, here we go. In three, two, one. Boom. Well, folks, if you want to grow a successful company, one thing that’s going to have to happen is you’re going to have to market that business. You have to build a winning brand like they’ve done at Oxifresh.com.
You’ve got to focus on great branding, step one. Step two, you’ve got to market to your ideal and likely buyers. Step three, you eventually have to sell something, and that will involve scheduling something or answering the phones or calling people back. And if you’re out there today and you want to know how to do it, nobody runs a call center more effectively than the good folks at Oxifresh.com.
And here to talk about it is the franchise brand developer with Oxifresh, Matt Klein. Welcome to the Thrive Time Show. How are you, sir?
I am doing good, Clay. Thanks.
So, Matt, let’s dial into this a little bit. When somebody goes to Oxifresh.com, first off, I mean, you have, what, 500 plus locations now? What, five? How many locations or territories of Oxifresh are now open?
Yeah, we’re just over 500 locations now across the country and Canada. And when
we say locations, that means territories that are being run. And so if somebody does a search, let’s say for Jefferson City carpet cleaning, and they’re looking for Jefferson City carpet cleaning quotes because they live in Jefferson City, eventually they’re going to run into Oxifresh. When they do run into Oxifresh, you guys are there. I see Oxifresh right there coming up in the search results. This is Jefferson City, Missouri. There’s many other markets. I’m
just trying to show people an example. If people do a search for Jefferson City carpet cleaning, they’ll find Oxifresh. There it is coming up in the search results. Boom. Once somebody, a potential customer, goes to the website, they visit the website, that’s really when the action begins here. Again, getting to the top of Google, that’s a challenge. Branding a website so that it looks credible, that’s a challenge.
But then, once people actually go to the website, Matt, people fill out that form, and then what happens next for your franchisees? What does that experience look like, and what part of that is handled by the
local carpet cleaning franchise owner? So for the customer when they go online they don’t even have to fill out a form they can just engage with us in two ways. They can call the local number there or ring into the scheduling center then they can take them through the quoting process, answer questions they have and be able to effectively book that job on the franchisees behalf. They’re not booking appointments for us to go give quotes, they’re booking the job itself. So the next interaction is to actually go
clean. Okay. So that’s one way. Or they can go right on to the online scheduler and it will prompt them to go step by step, right? What do you need cleaned? It’ll already grab where they came from for marketing purposes and for tracking. It’ll say what do they need cleaned, how many rooms, stairs, hallways, and it’ll actually break down everything and then give them the current price quote. And they can do two things. They can either get that quote for their records or they can actually click and book that job.
And the software is smart enough to know where they’re at, what their zip code is, who the right franchise, what that pricing structure is. It’ll actually allow them to, the time slots, the earliest time slots to where they’re looking so they can actually book that job. So very technically about 30, in some cases 40% of all jobs are booked without any human to human interaction.
It’s just software, marketing software, put on the schedule,
and then we’re all good to go. And so again, this is stuff you handle for all the franchisees. So you guys, I’m going to break down some of the systems you have in place here. First off, you have call scripts.
You have a call script. Why don’t you allow the call center reps, the great people that work at Oxifresh, to just answer the phone willy-nilly? Why do you have a call script in place? Because the script keeps the call on track, right? We need specific information so that we can
actually not only get that process done quickly because the more time on the phone to each person is the less time to answer, right? To the next customer. So the script allows them to stay on, it’s repetitive, they can essentially, once they get really acclimated to the job, they’re not kind of bouncing all over the place. They know exactly what they need to collect. It’s all documented.
And also too, it allows the customer to get through that process without a bunch of like empty air, right? They get all their questions answered very quickly. They can get what they need in terms of quote. They can look where it is on the schedule, right?
Part of an effective scheduling center is to be on and off the phone quickly, but also effectively, right? If you’re spending seven to 10 minutes per customer, that’s a very inefficient scheduling center.
And again, you guys handle all of this. So if I’m out there today and I buy an Oxifresh franchise, I mean, you’re handling all this. Step two, call recording. Matt, why do you guys at Oxifresh.com, why do you record the calls, you know,
for the franchisees and for the customers?
People make mistakes, it happens all the time. We have customers that will call us, they’ll tell us the wrong zip code, right? Or they’ll get a letter wrong on the address. Or they might even get the phone number wrong. And so if we can go back and look at it all, or double verify and check, we can actually
solve some problems. Also, too, it’s a good checks and balances, by the way, if a customer’s trying to do something they shouldn’t be. For instance, let’s just say a customer wants five rooms and a staircase.
They call the scheduling center, they get five rooms and a staircase.
We go there, when we get there, they say,
no, the scheduling center said they’d do 10 rooms. It’s like, okay, no problem. Let me just make sure we didn’t make a mistake. We pull all the calls, we record them. And so we can literally say like, yeah, no, you didn’t. You wanted five rooms.
If you want 10 rooms, we could do that. Here’s the price for it. But you mentioned that’s the price you get is for five rooms. So it’s a checks and balances for the technicians in the field.
So they’re not trying to be the bad guy in front of that customer.
Again, this is all stuff that you guys provide for your franchisees, and I encourage anybody out there, I’m telling you, if you’re looking for a turnkey franchise that handles this kind of stuff for you, that’s what they do at Oxifresh. Now, step number three, install daily follow-up.
What? I mean, at the call center, it turns out, Matt, you guys have managers that walk around and make sure your call reps are doing what they’re supposed to do daily. It’s not a weekly thing, it’s not a monthly thing,
it’s daily follow-up. Why do you guys have a daily follow-up culture
there at Oxifresh.com? Well, because you can’t really monitor things if you’re not tracking it, right? So like we have just random call screening to make sure that like the right things are being asked, the right information is being collected. You can cross-reference that with the job that was booked. Because if you are doing a job and basically no one ever looks over your shoulders, you’re eventually just going to figure out a way to do it yourself.
And that’s not necessarily the most effective way. You’ll probably just create behavior that’s easy for you but not efficient to the job itself. So knowing someone’s watching and looking at it keeps you accountable for the processes that we put in place. And it’s all for the betterment of the customer experience when they actually book the job.
And again, folks, this is, I’m hammering this because I met so many people I know, they say, well, what’s the value of buying an Oxifresh franchise? I mean, one, you guys handle all of the marketing. You guys handle all of the branding. You offer, you provide all of the sales systems. There’s so much you guys provide on an ongoing basis.
If you’re out there today and you want to own a business where you don’t have to manage all these aspects of your business, Oxifresh will do it for you. However, if you own your own business and you don’t own an Oxifresh, you have to implement these systems. Number four, you’ve got to have weekly training. You guys have weekly training. You guys have to train more often than once a week. But Matt, I mean, you guys aren’t afraid to pull aside a rep and to give them a correction or to give them
some coaching, to coach them up. I think a lot of people think, oh, I hired somebody. Now they’re just going to follow the system perfectly. Talk about that. Why do you guys have a training culture there at oxyfresh.com?
Because it’s not like owning your own company, right? Like we are essentially establishing an infrastructure that allows for you to be efficient. If the actual infrastructure that we’ve put in place is not efficient, it does the opposite of what it was intended to do. The fact that when they become a franchise, you have a experienced, qualified person that’s taken hundreds or sometimes thousands of calls to answer the phones for you would
in itself be a more efficient thing than if you just hired someone and you try to train them on the language, it’d take a long time. So the reason that we have to do monitoring and training all the time is because some people fall behind or maybe they’re not hitting their numbers, right? I mean, we basically have an entire platform that shows how many jobs are booked, time on per call, closing percentage, like all these things so that we can bonus the scheduling center reps off performance, right?
So there’s some incentive there for them to keep on top of that chart because they make more money and in doing that they book more jobs. So it’s a win-win environment, but we owe it to the franchisees to book things in an efficient manner. If it’s not efficient, then what’s the purpose?
Again, folks, this is, I’m hoping everybody out there is taking notes. This is powerful information. If you’re out there today and you want to establish a best practice call center, scheduling center, sales team, this is how you do it. This is how you do it. Weekly metrics. Matt, step number seven, you got to have weekly metrics. I mean, you guys know the idea that you’re supposed to measure what you treasure and you do. Talk to me about what kind of metrics you’re tracking
there with the Oxifresh.com call center. Yeah, calls in, drop-off rate, close percentage, time on jobs, folks that call in and either like, we call it saving, like somebody needs to cancel but it’s saved and put back on the schedule for whatever reason, right? Like your daily goals have to kind of add up to your weekly goals, which add up to your monthly goals. And so each level of that is just tracking like where we’re at, at this period of time
compared to last year or compared to last week. So the weekly metrics just does the same thing, right? It keeps us accountable. If you start to slip as a company and you’re not managing your kind of metrics from week to week or month to month or even day to day,
what will happen is months will go by and you’re not realizing that every day you’re a little less efficient booking less jobs, every week less job. And in a grand scheme of a year,
that will be a ton of lost revenue for everybody.
And again, Matt, this is stuff, I mean, you have over 500 locations, this isn’t something you came up with yesterday. How many years has Oxifresh.com been around?
Since 2006, we started franchising. So we’ve been one of the fastest growing franchises for a long time.
Now we’re one of the most established franchises in history.
Now, folks, look at this real quick here. Again, if you’re trying to build a successful business, you’ve got to have some sort of scheduling center, call center, some sort of sales team that is tightly managed there. Next, you want to create an environment and a culture that inspires success. You have an office building there that you guys are located in. You’re in Lakewood, Colorado.
I’ve had the opportunity to work with John Barnett, the founder of OxiFresh. I’ve known John since college, and I’ve helped him since almost the beginning there and I know that a big thing for him early on was finding a credible office building, a wonderful location that would inspire confidence. He’s very intentional about the words on the walls and the diagrams and the branding and everything about it.
There’s an office environment designed to inspire success. Talk to us about, talk to the listeners out there about the importance of, you know, when you hire employees, why you want to provide a work environment that does inspire success?
Well, because if you hate going to work and the offices dungy and the people you work with suck, and it’s like, then you have no incentive to go to work. It’s not an environment where you want to be there. If you have an environment like OxyPresh, where there’s, you know, clean drinking water and people are there and everyone’s got the same goal. And, you know, then when you get there like nobody wants to
really like a lot of people don’t want to go to work right so like we already kind of know that and that’s gone across the entire world but if you can create an environment that’s better than your what you’re who you’re competing with out there in the market, then that’s the thing off your list you don’t have to worry about, right. And so you can you can take that
question to anyone that’s ever had a job and they can probably think of things that they like to do with their current or past employers and things they don’t. So people have all worked for people that aren’t great or environments that suck and it just it’s not a great environment where you can be free thinking and you can try hard. Also the environment has a lot to do with how you’re paid. Incentivized pay structures create an environment where your effort is directly tied to your
paycheck. That’s something that you don’t get in a lot of jobs. You just get paid for the time that you work and it seems very kind of monotonous. This is incentivized space structures really helps that environment too.
I don’t know if people are taking notes here folks, but you should be. That was some profound stuff. Again, merit-based pay. It totally changes the game here. Matt, step number six, you know, we can, we create that environment that inspires success. Step number seven, we want to market to current customers.
You guys do a great job reaching out to your current customers to stir it up and to generate more leads. Talk about that. I mean, if somebody hired you to clean carpet six months ago you guys at OxyFresh do a really good job staying in touch with people that have purchased
something from you in the past.
Yeah, it’s really hard to get a book of business that stays consistent, right? So if you’re not the person that’s consistently interacting with your already existing customer base, you’re leaving the door open for somebody else to take them. Right, especially in our industry
where we have loyal customers, but you have to build the loyalty. If you just have them one time and you never communicate with them again, there’s a decent chance they’ll forget who you are, they’ll go back on the internet,
they’ll try to find a company, right? So if you have things like emails and text messages, you leave things in the home and you’re targeting them throughout the year and multiple touch points, I think it’s like seven touch points at least,
you’re there when they need you, right? And they also remember, oh yeah, OxyPress, we used them last time, they did a great job. You don’t give them an opportunity to go look for other companies. So it’s already hard enough for small businesses to create an initial group of customers. But if every year all of your customers are brand new, you’ll never grow. And in fact, you’ll probably go backwards because it’ll become extremely
difficult. So if you can maintain a high level of repeat customers, you’ll be able to be more financially productive because now you’re not paying for those people a second time, but also trust you more, they’ll spend more money and they’ll give you more reviews. So a return customer is so, so valuable to industry, especially in the service-based
industry.
Again, folks, if you buy an OxyPress, you don’t have to do any of this. But if you have a dental practice or a law firm or a haircut or business or whatever business you’re involved in, some of my clients are home builders, home remodelers, dentists, doctors, lawyers. You’re going to have to do all this, folks. Now, if you don’t want to do all this, you can buy an Oxifresh
and they’ll do it for you. But it has to be done. Step number eight, you’ve got to have pre-written emails. Any time that you can have a pre-written email, pre-written email messages, it’s so important. Matt, talk to the listeners out there.
Why do you guys at Oxifresh take the time to have pre-written email messages? Yes the same thing it’s a
touch point that allows because not everyone goes and pays attention to their text not everyone pays attention to social media not everyone pays attention to stuff that you leave them when you when you’re at the job so you have to all kind of mediums of communication with customers emails a big one because on there most people book jobs or not most but a lot of people book jobs on the online scheduler so if you can send them something like hey, it’s been nine months since your last appointment
Here’s a great coupon to take advantage of that from that email They can literally click that email go and apply the coupon book that job right there You’re trying to capture customers as quickly and effectively as possible So if you leave out any mediums of communication, you’re leaving a lot of jobs on the table. I
Encourage everybody I encourage everybody out there to think about all the mediums of communication because you guys have done that. Matt were you going to add something else there sir? No I wasn’t, no that’s exactly it. The same thing applies for text messages. So step number nine install that pre-written text message system. Step number ten you have to hire, inspire, train, and retain people and I don’t think people understand how difficult
that is. Let me tell people a true story that happened today. Matt, perhaps you can relate. I had an employee that came to work today that was upset about nothing that I did. There’s nothing that I did to cause them to be upset. I’m sure you can’t relate to this at OxyFresh.
And so they’re upset about various things going on in their life that have nothing to do with me, but does that impact the way they communicate with others? Yes. Does that impact their ability to do their job, yes. Could that create a toxic work environment if not dealt with promptly, yes.
And Matt, that’s in my opinion the big trade-off of having employees. And if you’re out there today and you have a call center and you have 10 employees or 20 people, or in the case of OxyPress, you have 500 locations, so you have a large team of call reps, somebody has to manage those people. Somebody has to buy them an occasional lunch. Somebody has to say, great job.
Somebody has to know their name. Man, I think a lot of people think, oh, I’m just going to outsource it. I’m just going to outsource it. Man, how often do you hear somebody who tells you, you know what, the reason why I’m not going to buy an OxiFresh is I’m just going to outsource my calls to some homeboy in Malaysia. I’m going to outsource my calls to some dude in college out of his dorm room.
My daughter’s going to work on the weekends. How often do you hear where people think they’re gonna outsource the team?
Yeah, I mean, hiring people is just so misunderstood. From the outsourcing thing to why don’t I do it myself to I keep hearing nobody wants to work anymore, which is a pretty popular thing that I hear, which is I want people to really change the way they talk about that.
When you have a business owner that says nobody wants to work, they need to change that statement to nobody wants to work for me, right? Like one of the most important marketing efforts that a company can make is how you’re seen by potential employees, right?
Like actually putting the work in and creating a job posting that describes a job, what it’s going to take, responsibilities, right? Expectations, things, how you’re gonna get paid, room for growth, right? Benefits, like if you haven’t taken enough time
to create a job post that’s intriguing to somebody, you’ve already lost the game. And this is where people lose it. So actually hiring the right people, but following up on that, that’s the first step. If you have employees, you’ve gone through the process
of hiring them, you spent the money, you spent the time, you’ve gone through the resume, you’ve done some, in our case, ride-alongs, you’ve spent time. If you then just don’t speak to these people and see how their day is going, see how their family is going, if you don’t have enough contact with your employees to understand without asking them if they’re having a bad day, you probably don’t have a good understanding
or a good pulse on your company. Those people will eventually not like you as an employer because they know you don’t care because you don’t care enough to actually ask them how they’re doing. have conversations with them, ask them what they need to be successful in your company. Right, like these people are trusting you
for their paycheck and you’re trusting them to do the jobs who deserve that paycheck. Right, it’s only in your benefit if you spend time understanding what your employees are good at, more importantly what they’re bad at,
and either helping them engage in resources to make them better at their job, or get rid of them, right? Because if you don’t, they’re gonna leave anyways because they know that you don’t care, right? It’s very simple.
Like it’s, you know that old saying, like you to somebody else that you want done to yourself, right, like treat people the way you wanna be treated. In employment, you should treat them the way you wanna be treated and you should ask them questions
and actually be an employer that cares. That’s an environment of success. Without that, your employees will take advantage of you, steal from you, they’ll say bad things about you because they deserve to do that because you didn’t create an environment for success.
Now, with the limited time we have here, I want to hit these final two aspects that I believe you need to have in place to build a successful call center. Having helped many companies do this over the years, I’m just telling you folks, all these steps have to be in place here.
You’ve got to create a merit-based pay system. We talked about that, Matt, you mentioned that ahead of time and just for the sake of time. I mean, you have to pay people based on performance, not just a flat hourly pay. You have to do that.
And then step number 12, you have to have a frequently asked manual or a frequently asked document that your employees can search, a frequently asked questions document or manual or portal or place they can go to get their answers, almost like a Google but for your business.
Matt, any thoughts on the merit-based pay or the FAQ documentation or the FAQ tools?
The merit-based pay is so important. If you have 10 people working the same job, you can guarantee that some people are going to work harder than others. If you look across the room and you see that five people haven’t done anything today and they get the same amount of pay as you do, then why the hell would they stay there, right? It’s not an environment where they can feel like their effort is worth anything. So what’s gonna happen is they’re either gonna leave or
they’re gonna start working like the other folks and your business is gonna take the hit. Right? Merit-based pay puts the effort in front of the person and they decide how effective they want to be. And like when I started doing merit-based pay on my business, I didn’t have people asking me for raises anymore. I had people proactively telling me what they didn’t do in that pay period because they knew that they slacked. Right? So it totally turns the table on pay structure and raises and Expectations right so merit best pay
I think it if you can ever do it you must because if not you’re gonna have so much like slack in the Projecture you know it’s you Matt tonight my good friend of Phil Presley He’s an assistant coach for the Boston Celtics, and I was with him last night and I said, Phil, where are you going? Phil Pressey, where are you going to tonight? He says, I’m going to Denver. I’m headed to Denver.
We’re going to be playing. That’s Phil Pressey, now an assistant coach for the Celtics. He’s been a buddy of mine for years. By the way, he’s 5’9 and played three seasons in the NBA, which is pretty crazy. Matt, we’re looking at it. So I was getting mentally prepared to play you guys because it’s the Celtics versus the Nuggets. And I’m looking up some of the pay and it turns out
they pay the best players more than the players that aren’t as good. Turns out at the highest levels of sports, man, why would they do that?
Well, if you watch the NFL anytime in the last couple days, they were showing the amount of incentives that players were getting by hitting certain mile markers, right? So if you get a thousand yards rushing and you get a million dollars, that’s beneficial to both parties. One, you’re a productive person on the team. Two, you have something to strive for, right?
If you don’t have that incentive and 700 yards will give you the same amount of pain as a thousand, then you know, minus the competitive aspect of sports, like there is no incentive for you to do anything, right? If you’re the best at your sport,
other people on your team are going to try to be the best too. So, everyone’s going to become better because the best guy gets paid the most. And that’s in every job. I mean, people typically, outside of government, they don’t just get great jobs for no reasons. Usually, they’ve worked there, their past experiences have gotten them there, and everyone
else below them wants to be there. So it should make them try harder.
This is just powerful stuff, folks. I’m hoping everybody out there is taking notes. Matt, we talk about call center management. The final thing I wanted to clarify here is you’ve got to have that frequently asked document or manual. You just want to…
And it’s a thing you always are building. But, you know, Matt, if people… If a new call rep starts working at Oxifresh and a customer says, can you clean this kind of surface or that kind of surface? Or can you clean this kind of property or that kind of property? Do you use these kind of chemicals or that kind of
chemicals? Are you going to be there? People have so many questions that customers have and those are frequently asked questions. Matt, talk about the importance of having a manual in
place for these things. Well, you have to because especially for us, right, let’s just make it said it could be types of surfaces that we can clean. It could be the language of things. It could be kind of one-off situations. If they can’t refer to something that can quickly get them the answer, that means that somebody else has to answer the question, which means you gotta put that customer on hold. It creates an environment that’s not smooth,
that customers don’t trust you. When they call a company, you don’t have the luxury of a company of having the time where someone’s learning. When we put them in the schedule center, we put them in to start answering phones on their own, they’ve already been through like 30 days
of training, so they can ask those questions, but referring back to like some form of template or pre-written things we know that they’re gonna run into, they can basically look at it, answer the question, and get on with it, so it streamlines the process of them being able to answer questions and book the job,
which makes their time for booking go to order, which means they can book more jobs, so which means they can make more money. It all goes into how you have that incentivized performance by giving them the tools to be successful. If you don’t give them the tools to be successful,
they will figure out a way to do it on their own. It’s going to be super inefficient
and you’re not going to have any level of reporting
to be able to pay them that much.
So Matt, if somebody’s watching right now and they say, okay, enough. I don’t want to build all these systems. I’d rather buy a business that’s been proven to work. I want to learn more about buying an OxyPress carpet cleaning franchise.
What’s the call to action? What do you say to anybody who goes to Thrivetimeshow.com forward slash Oxifresh? If they go there, if they fill out the form at Thrivetimeshow.com forward slash Oxifresh, what do they need to know, sir?
They just need to fill out their information. We’ll get in contact with them. We’ll start to have initial conversations just to discover like what they’re doing now, what they’re trying to do, what their goals are.
You know, it could be someone
that didn’t even know franchising existed. It could be something where they didn’t know that our franchise existed. It could be something where they said, well, I’ve always had a job, so I’ve never thought I could own a company. That person should call us. It cost $0 to explore the opportunity of franchising with OxyPresh. Whether you do it or not is another story, but I can’t tell you the amount of people in my decade plus doing this that had no clue that this was a potential income stream for them until we kind of went
through the process. So you know you don’t have to go with Oxfresh but it’s a great opportunity to understand the opportunities out there that people just don’t know are sitting right there for them.
Matt Klein you’re a tremendous American. I encourage everybody go to Thrivetimeshow.com forward slash Oxifresh Thrivetimeshow.com forward slash Oxifresh and Matt we’ll talk to you next week sir. All right thank you very much. Take care brother, bye bye.
I started a business because I couldn’t work for anyone else. I do things my way. I do what I think is in the best interest of the patient. I don’t answer insurance companies. I don’t answer to large corporate organizations. I answer to my patient and that’s it.
My thought when I opened my clinic was I can do this all myself. I don’t need additional outside help in many ways. I mean, I went to medical school, I can figure this out. But it was a very, very steep learning curve. Within the first six months of opening my clinic, I had a $63,000 embezzlement.
I lost multiple employees. Clay helped us weather the storm of some of the things that are just a lot of people experience, especially in the medical world. He was instrumental in helping with the specific written business plan. He’s been instrumental in hiring good quality employees, using the processes that he outlines
for getting in good talent, which is extremely difficult. He helped me in securing the business loans. He helped me with web development and search engine optimization. We’ve been able to really keep a steady stream of clients coming in because they found us on the web. With everything that I encountered,
everything that I experienced, I quickly learned it is worth every penny to have someone in your team that can walk you through and even avoid some of the pitfalls that are almost invariable in starting your own business.
I’m Dr. Chad Edwards
and I own Revolution Health and Wellness Clinic.
Hi, my name is Tim Johnson. I’m the owner of Tuscaloosa Ophthalmology, as well as Southern Eye Consultants, two ophthalmology practices in Tuscaloosa, Alabama. And I’m a client of Clay Clark. He asked me to answer a couple of questions.
The first question was, how did I hear about Clay Clark? I am a big fan of business podcasts and his podcast popped up as a recommended listening. So I started listening to the podcast. I was a little suspicious or skeptical because I thought there was going to be like an upcharge or an upsell, but the idea of the month-to-month canceling really appealed to me and I kept waiting for the shoe to drop and for the upsell or for the scam to come in but it never did. It’s very legitimate. Since working
with Clay, I’ve gotten a much firmer grasp on how business works. Even in medicine, business is business. I’ve learned a lot about marketing, especially how Google reviews work and how important that is. That’s very important even in medicine. At least once a week, if not every day, I get a new patient because somebody Googled eye doctor in Tuscaloosa, or ophthalmologist in Tuscaloosa.
And you’d be amazed how many patients just look for an eye doctor that way. And so he’s really changed our business. Our business has grown a lot, maybe 15% to 20% this year. And so we’re really grateful for the things he’s done for our business.
And the last question was, when did I perfect the laugh? I would say that you can never perfect the laugh, you just keep working at it. And it just keeps getting better and better each day. But you gotta keep working at it. Look at this cute baby.
What a great baby.
Quality baby. That’s a healthy baby.
Okay.
Prime Nation, on today’s show, I’m very excited for you to hear this success story about this wonderful couple that, Sean, I would describe them as they are killing the game in the most non-violent way possible. They’re killing the game in the most non-violent way possible. They are blowing up in a good way. Folks, I’m telling you, these folks are really growing their business, and what makes them
great is they’re really kind, hardworking, diligent people, and we’re honored to serve them. We’ve got Jenny and Mike here joining us. Jenny and Mike, welcome to the Thrive Time Show. How are you two? Hi.
Thank you. Good. We’re doing well.
Okay.
Now, I’ll start with you, Jenny, because frankly, Sean likes you more.
No, I’m just kidding. So, let’s start with you. So, how did you first discover us and the business coaching that we provide?
So I was listening to different podcasts about business. I was starting up our business and so you were the first one to pop up on our podcast on Apple. I think Apple is what I was on. And so I started listening to you. I got on your website and I was just a little girl starting a business and I said, I’m going
to ask this guy to be my coach and I don’t think I’m going to get a shot. But sure enough, within a week, he called me.
Now who is this cute, cute child here? But Micah, who is this cute kid here?
It’s Lennon Rose.
She is about to be 10 months old.
I hate to do this to you, but can you kind of hold up the baby to the camera a little
bit?
This is probably…
Oh, look at this cute baby. What a great baby. Quality baby. That’s a healthy baby. Okay, so Mike, can you tell us, what’s the name of your website there?
I think people want to look you up and verify you’re real people that don’t just happen to have a cute baby.
Yeah, our website is newconcept.healthcare.
Newconcept.healthcare, so newconcept.healthcare. I’m gonna pull it up right now, folks, so we can all verify that they’re not just a couple who’s taking advantage of the cute baby they have to get a podcaster. This is a real couple,
because I’m pulling it up here. So this is the website, it’s newconcept.healthcare. And can you tell our listeners, what services do you guys provide at newconcept.healthcare?
So we offer more functional medicine. So we offer IV therapies, we offer hormone replacement therapies. We also do acute care. We do pretty much everything, but we’re very much alternative.
So we believe in medical freedom, and that’s what we offer.
And you guys, you reached out. Do you remember that initial consultation there? Do you remember, Mike, that initial consultation? Do you remember what that was like?
Yeah, it was actually pretty overwhelming that we started in this business with absolutely
nothing and we had the opportunity to work with a five-time chef?
Well, you know, the one thing I always try to do is, you know, my father, great guy, may he rest in peace, he worked his tail off like so many people do, and there was no real economic result that was achieved from it. There wasn’t any, you know, he had a college degree, he’s working two jobs. I remember he’s late 30s, he’s working at Domino’s delivering pizzas, working at Quick Trip, he worked at furniture stores.
And I always try to look at every new client we have as though I’m talking to my dad, you know, because like, what would, what would my dad, you know, what could he have learned at the age of 37 that could have changed the financial trajectory of his life? You know, and I try to look at it that way. And so you guys, I paired you up with Sean. You’ve been working with Sean, I believe Sean, since October of 2020.
Is that correct, Sean?
I think that’s when they started their business.
It wasn’t until about April of 2021. And at that point, from that point to now, Sean, how much growth have you guys achieved from 2021 to now? Do you know that number?
Yeah, I mean, we’re sitting at 2023 revenues were $821,000. And there in October of 2020, like they only had a few months, but they made about $95,000 by the end of 2020. And then we grew significantly that first year, about 375%, to $588,000. And we continued to grow there ever since, all the way up to where we’re getting close to the million dollar mark at this point here, just like three years in.
Jenny, how would you describe the growth? Would you say you’ve doubled, or you’re five times larger?
How would you describe that?
Oh, no.
I definitely feel the growth. There’s been some growing pains and you guys have helped us through that too. So it’s been amazing. It’s been amazing to help people because that’s what I’m passionate about.
And you guys have really helped us expand and tell people what we’re about.
So step one here, we did, we do this with all the clients. I’m gonna walk people through the steps. We really needed to nail down your branding. And that’s a big thing because, you know, branding is to humans what clothing is. So as an example, you know, you wake up today, folks, if you run around and you’re streaking through life, you’re probably not going to get
a lot of conversations started. So we all have to be intentional about, you know, what are we going to wear? Are we going to wear a tie? Are we going to wear a polo? Are we going to do makeup? Are we not? So people, they judge us based on our appearance. And so we really had to get a website built. We had to optimize the online brand. Jenny, we do it all included for our clients.
So we don’t refer you to another vendor. We do it all. Can you talk about the impact that that has made on the business?
Oh, for sure. Just the website itself, it looks it looks so great. We would never have been able to make it look that great. The way you optimize everything and keep us with Google, just where people search us and we’re the first people that come up. And that’s actually how we’ve established our business and started offering some of the things that we offer is because of the tags that we have.
I didn’t originally start off as doing IV therapy, but due to people Googling healthcare functional medicine, I had three phone calls in a week that said, hey, do you offer IV therapy? And it was very interesting. And I was like, well, no, but I can. And so it was because of you guys
that that kind of snowballed and took effect. So yeah, there’s a lot that you guys have done for us.
Now, Sean, we’re working with these wonderful clients here. I’ll pick on Mike here. You know, you always say great things about Mike and Jenny. You’re always, what makes them good to work with? Because I want to make sure for anybody out there, if you go to thrivetimeshow.com,
I consistently offer a free 13-point assessment. I’ve been doing that since 2005. I do it without reservation. There’s no obligation. But there’s usually about one to two knuckleheads a week that will fill out the form and probably 20 really great people that fill out the form.
And then we only take on 160 clients. And so I don’t want anyone to waste their time. What makes Mike so great to work with?
Well, Clay, I mean, you, when I first started coaching, you taught me about these, you know, these two types of business owners. There’s the happy hopers out there and then there’s the diligent doers. And I think these guys are a great example of the diligent doer. They continually apply effort to work on their business, not just in their business. They consistently show up to their meetings.
They track all of the critical numbers of their business and they are, they’re aware of what’s going on with all of their employees. They’re paying attention to all the little things going on. They’re keeping all the plates spinning, and they ask great questions. They actually really do make a great effort consistently to apply our systems and help their business grow.
It’s been working. So step one, we get the branding nailed down. That’s the website, the print pieces, the logos, the business cards. But then you have to develop that online reputation. Now that can be a tough thing to do, Jenny, and I’m not, this isn’t a backhanded compliment, I’m just saying, but for people that are humble and very kind, of which I would put Jenny in that category, sometimes asking for reviews is more difficult because you almost feel like you’re self-promoting. I’ve never had this conversation with you, but when you, has that been difficult for you to ask people to give you video reviews and Google reviews after you provided the service or was that easy for you to do?
It was not. It’s not easy. It still isn’t easy. It is. It’s difficult because you feel like you’re begging for something even though you know you did the right thing. So it is. It’s difficult for me. It’s just my personality type, but we get it done
anyways. I’ll find this for the diligent, kind customers we work with. It’s very difficult sometimes to ask for those objective reviews from real customers. And I find that from my clients I’ve worked with that are sort of like self-described barbarians. I had a guy years ago I worked with, I won’t mention his name or his industry, but I’ll just say he’s obsessed with physical fitness.
And he told me, he says, I’m kind of a business barbarian. You tell me what to do and I will slay the dragons. And I’m like, okay, you need to get Google reviews from everybody you’ve ever worked with. And he’s like, oh, I’m on it. And this guy’s just shamelessly calling through his phone and just lighting people up going, give me a review. Come on, give me a review.
Why would you not give me a review? I’m like, go ahead, dial it down a little bit. So again, you guys are humble, diligent doers. You’re the ideal person here. So I appreciate you sharing that. The next thing we had to do is we had to create a no-brainer. Now, a no-brainer is an offer so good, so amazing that people simply cannot say no to it. Now, I won’t mention the name of the company, but I worked years ago, and I still work with this company, they’re a medical company, they’re doing well now. And for whatever reason, they put on their website, first initial consult, 497.
And he went to one of these like borderline spiritual motivational conference things where Jesus isn’t described, but they kind of talk about metaphysical alignment and getting your woosah, getting in your groove, alignment, no friction. And he came back and he’s like, Clay, I believe in the seventh, the number of completion. I go, I agree.
He says, four is the number that’s urgent. I’m like, okay. Not, and I go, what? He’s like, I don’t want tire kickers. So I’m gonna do 497 for my first consult. That way I don’t deal with the tire kickers.
And I’m like, doc, I love you so much. You’re a doctor, I love it. You don’t have any customers though. That’s why you came to me, you don’t have any customers. So why don’t you do a first free consult? Say, I’m not going to do it.
I’m going to kick out Sean the tire kicker. I’m sure you’ve never seen this with a client. Oh, never. And so, now what makes it worse is his wife also went to the Metaphysical Alignment Motivational Jackassery Festival, and she was like 497 is the number. I had a dream about it.
I’m like, yeah, you probably talked about it all weekend. You probably are subconsciously thinking about it. You’re probably creating a neural pathway related to 497. And so anyway, after about a year, he finally says, okay, I came to your conference and I saw a person that did the first consult for a dollar,
I’m gonna go with that. And now his business is blowing up. Could you talk about your no-brainer, your first consult for a dollar? How has that helped you having that no-brainer offer?
Yeah, so it gets people in. And so when we get people in, we know that we’re doing a good job and we know that we’re trustworthy and our healthcare is superior to most. So just getting people in for that dollar, because a lot of people are nervous about going to the doctor or they don’t trust healthcare system, and so they know that they can come
in, they’re only going to spend a dollar, they can figure out whether or not they trust us, figure out whether or not we’re the place for them, and we know 100% of the time we will be. So it’s really helped us just get people in
and get people to trust us more.
Now, once somebody fills out the form, folks, there’s a linear pathway here. I’m trying to give you a visual here. So you establish your revenue goals, you figure out your numbers to break even, you figure out how many hours a week you’re willing to work.
Even though you have a cute baby, you got to figure out how you’re going to get it done. Step number four is you define your unique value proposition. What makes you unique? And that’s something you and Sean have worked on together.
You improve your branding. Now you’re coming in contact with humans. Business is a contact sport. I love this part. That’s when you start marketing. You launch your marketing.
You have your online ads. You optimize your website. You begin to come up top in the search results. You start to get leads. Do you remember what it was like, Jenny, when you first got your first online lead?
Do you remember the first one where you’re like, it’s working? Do you remember that moment?
Yeah, it was almost like we wanted to, well, we did celebrate because it finally had happened. And then as soon as the first one came in, the second one came in. And like I said, it was almost a growing pain experience. We have so many leads so fast.
So it was great. And we still celebrate every lead that we get.
Now, Mike, the next step is you have to make sales scripts. We recommend to every client that the calls are recorded for quality assurance. You have a sales script, call the calls are recorded for quality assurance. You have a one sheet that tracks your pricing, you have pre-written emails,
you begin tracking. Sean’s always bragging about you guys with tracking. Mike, how has it helped to have tracking in place where you can see, you know, how does that help you? Well, it’s really a
good benefit because, you know, at the end of the week, you know what your income was, you know what your leads was. So wherever we’re lacking in, we can quickly adjust and make that adjustment and make it work for the next week.
Now, when you, if you don’t have tracking, uh, folks, this is a true story. It’s kind of a sad story. So I’ll, I’ll speak in generality. Sean, I talked to a guy the other day, this Sheriff Terrible spray, long-time client, and he got motivated. He said he set up a trade show.
I didn’t tell him he’s doing that.
It’s fine.
You don’t have to tell me, but he set up a trade show. I think he was going to try to surprise me with the fruit of the trade show. So he set up the trade show and he gets on the call. His energy’s kind of off. And I’m like, are you okay? Yeah, dude, fine.
What’s wrong? Hi, just, I don’t know. I’m like, your lead sheet, we’re getting, you know, 10 to 15 leads a week. It’s very consistent. Revenue looks good. He’s like, yeah, I’m in a tight spot.
We’re in a tight spot. Why are you in a tight spot? He says, I did a trade show. You did a trade show? Yeah, I got roped into four. I did a thing where you get the billboard, you get the trade show, you get the magazine
ad and I did the trade show and we got no leads. And I go, what kind of trade show did you do? And he said, well, I went to the whatever trade show. And Sean, what I find is that there’s the emotional excitement about being on the billboard, being on the magazine cover, be, you know, and he got called by one of these kind of scam.
I call it a scam mockery or jackassery. They call you and they go, boop, boop, boop, boop. Hey, is this Sean?
Yeah, this is Sean.
Sean, yeah, we noticed that you have an incredible healthcare company, and we want to honor you by giving you the Yadda Yadda of the Region Award. It’s the Yadda Yadda, it’s a prestigious award. We’d like to meet with you.
Can we meet with you?
Yeah.
So now I meet here. Now, Sean, again, I’m not wearing a phone, but I still like the phone voice here. So now, Sean, so because we’re so honored, we’re inviting you to a plated dinner to honor your greatness, your humbleness.
And it’s going to be $1,000 a plate for you and your wife. Did you want four seats or eight? Most people do eight. Oh, I guess just four. That does include a glossy magazine feature in, we’ll just call it like Missouri local top doctor Jack Assery. It’s a great magazine. And you’re also on the, you’ll be on a billboard. We’ve teamed up with the billboard. It rotates
through your, hey, don’t get too excited. And just because we’re honored. We’re not, you know, again, we’re just honored now. Did you want to do the four, four tickets? Yeah, absolutely. Now the way it works is it’s going to be a four payments of 4,000 for a total of 16,000. And that’s—no, I’m serious! And now they’re in the trade shows!
And he’s going to the trade show, and there ain’t nobody there. There is nobody there! To be technical, nobody was at this trade show. I mean, everybody was not at the trade show. He’s got photos of him and his wife and his team in an empty booth, and he’s got a magazine, and no leads are coming, and he was so excited to tell me.
I’m sure you’ve never encountered this sort of thing, Virginia. Have you, you know, Jenny, have you ever seen a situation where that sort of shamockery advertising has been entered into your world in some capacity?
I’ve been there. I’ve been exactly where, what you’re talking about, and I’ve set up everything and paid employees and I felt like I was nothing more than a free pin show. The only people that were there were people looking for free pins.
Oh, I know, and it feels terrible, and then you kind of have to sell it to yourself all day. Guys, we’re getting our name out there. Shank, you pass the megaphone back there.
Right behind you.
Yeah, because I always tell people, when I get your name out there, what you do is you just run outside and say, all right, come visit New Pants Up Health Care. And people go, why are you yelling at me? I’m trying to shop for my groceries.
New Pants Up Health Care.
Get my name out there.
Is this effective? It appears it’s effective. That leads to buying Frisbees, branded Frisbees, Goozies. You know what I’m saying, branded pens.
Yes.
All of a sudden, you buy these things. Sean, you know what I’m talking about.
Oh, yeah.
Okay. So now we have to do, and I’m going to show you, this is kind of the back end of one of my companies, called Elephant in the Room. And you do a search for eitrlounge.com, and then you go to forward slash staff. I’m not going to give you the password, folks, but you log in. And these are all the systems needed to run the haircut chain.
Now, one thing I thought was very interesting is Truth Social, President Trump’s social media platform. The other day they were disclosing Newsweek was disclosing the revenue of it. And I just want people to know this because I think I just full disclosure, I’m a very conservative person, but I just want people to see this. This is just something to look at.
Truth Social, they declared in their filing that they did $3.3 million of revenue and had $49 million of losses, which by the way, that’s very normal for a tech startup company. Their users are going up and they’re having an… There’s a reaction in the marketplace. People are actually putting more money in. They’re investing. The stock price is going up.
But I don’t know anybody that I’ve met in my life, I’ve never met a client that can afford to bring in $3.3 million and lose $49 million. So like for my haircut chain, we have five locations, we bring in more than $3.3 million and this just in, we don’t spend $49 million. So we have to, we call it a lean startup. You got to keep that thing lean.
And so when you go to eitrlounge.com forward slash staff, every document needed to manage the business is here. So the opening checklist for the manager, you click here, boom. This is what the manager has to do to start the day. Everything is documented. And that’s kind of where we’re at right now
with Jenny and Mike’s business. We’re in the process of building all those checklists. Sean, what kind of checklist have you built so far? Oh, man, we have a whole page. Their staff page is pretty built out. We’re really getting there.
I think more right now it’s getting, correct me if I’m wrong, we need some managers in there so we can free you guys up from the business. And so we have a lot of the worker level systems, we’re just now working on more of how do we get those manager level systems and find those high quality managers. Now let me give Jenny a little mentor moment here, this will be helpful for you. I’m going to hop on a flight in about two and a half hours, three hours to go to Denver.
And I got to go to Denver to meet with the founder of Oxifresh.com. This is a brand we’ve worked with and helped them to grow to 550 locations now. 550 locations. And if you type in carpet cleaning floats, we’re the world’s highest rated and most reviewed company in the world. In the world.
Okay. 274,000 reviews. We’ve been holding this idea in our mind for 15 consecutive years. I’ve been working on this, Sajan, before I met you. We just were to grind in, okay? Yeah. And the biggest challenge that the locations have is managers.
Finding a good manager. And I tell people this, and it never goes over well, but hopefully eventually it will. I’ll keep refining it, refining the idea. The kind of person that enjoys conflict but also likes people is a good manager. Let me try that again. The kind of person that enjoys conflict, but also likes people is a good manager.
And I have found it’s not so much trainable as it’s findable. So as an example, where we’re getting ready to head out to Denver, Sean, you know my personality type. And you know that I have to pack all this stuff to get ready to go.
You saw my suitcase out there. Yep. How many times do you think I’ve followed up with the people involved in the trip so far before leaving?
Oh, man, it’s it’s probably on your to-do list and you’ve checked it off like probably at least five times today I would think and what kind of things do you think I might have put on my checklist to travel to Denver? First off just making sure that the timing is working Making sure that you have all the stuff that you need making sure that you have double of the stuff that you need in case Something gets broken Making sure that the people who who are there know you’re coming and when you’re going to
be there. Keep going.
Do you think I’m checking a bag?
Oh, yeah, you’re probably not checking a bag.
There it is.
You’re going to get lost.
Right. No. And am I, you think I’m catching a flight a lot earlier than I need to be there? Way earlier. Yeah, if I’m having a meeting tomorrow, which I am, I’m leaving today at 1230. So this is, that’s the sort of paranoia that makes management possible.
So I have literally called, I said, all right, I’m getting on the 1230 flight. We’re meeting tomorrow. I should be in by like four o’clock Denver time. Our meeting’s tomorrow. If that flight gets delayed and the next one gets delayed and the next one, I’ll still be there.
I’ve got backup phone chargers. I have a rule, everybody going with me. You cannot check a bag. I want to check a bag. Can’t check a bag, why? Because it could get lost.
This is real. I’m not, I am completely paranoid. And that is the paranoia is what makes the businesses run. And I asked my staff every day, guys, elephant in the room, did you guys get a review? And they say, yeah, we got a review. You asked me 10 minutes ago.
Okay, I’ll talk to you in four minutes. You hear me say that. I’ll say, I’ll talk to you in five minutes. And I’ll do it. And it’s a follow up of, because I have to make sure that the checklists are being followed. The reviews are being followed.
We’re a licensed business. People don’t know that. Haircare, you’re licensed by the state, so we have certain cleanliness standards. We could have random people from the state show up. So we got checklists.
And I follow up, and it doesn’t bother me to follow up with the same adult who’s in their 40s six times within a 50-minute span of time. It doesn’t bother me. But most people, that bothers them.
And so, have you found that, Jenny, that a lot of people don’t like to follow up? Have you found that, or is that just something unique to me?
Um, I found that they don’t like to follow up. No, people don’t like to follow up. It’s a almost like an awkward communication thing that people try to avoid. Yeah. And it’s not necessarily that you’re being mean or any type of way, but that’s, I feel like that’s probably the way that we feel when we continuously follow up, like we’re having to step on people’s toes, but really we’re
not, we’re just getting the job done. My mentorship moment for you is it’s probably the same feeling you have when you ask for reviews Yeah, it’s probably the same so I’m just saying and then and if Mike you ever play football or a sport of some kind Yeah, I just play soccer. Okay soccer. So like when you what position did you play? Goalkeeper goalkeeper. Okay, so is it gold is a great great example I didn’t know you’re a goalkeeper, but when you’re a goalkeeper and someone’s kicking that ball at you fast, I mean, just the ball’s coming in there,
I mean, people can really kick a soccer ball fast. There are certain people that wanna be a goalkeeper, but they kinda avoid the ball, they try to hide from it, they flinch, you know what I’m talking about? But you actually would lunge into it, am I correct?
Right.
I mean, you’re aggressive, right? I mean, you’re like, you had, for some reason, you enjoyed it.
Yeah. Right? I’m getting 100 miles an hour fastball.
Did you ever see somebody who tried to be a goalie, I’m not looking for a name here, but somebody who would kind of hide from the ball?
Yeah.
This is the same thing for management. Like, as a manager, you have to want, like, you have to sort of seek out conflict, but like people. So I’ll say things like, OK, it’s 8 o’clock. I need to make sure you put out the flags in front of the elephant in the room store today, Mr. Manager.
Put out the flags that draw the attention by the road. Put out the flags. And I’m going to call you in 10 minutes to follow up. Call him in 10 minutes. Are the flags up? Can you send me a picture?
They’re like, do you not trust me?
Absolutely not.
I trust nobody.
Go ahead and send him. And then I’ll call him back 30 minutes later. Hey, did you get Google reviews? Yeah, we got one Google review. You know, the quote is 10. Yeah, I’ll call you back in two minutes.
Call him back. Hey, did you get a review? It’s been two minutes. I know. I’ll tell you what. I’ll call you back in an hour.
And my whole day is just following up. And then over time, the culture happens where people go, he’s going to follow up. And now the people that like the follow up, like to work there and it’s become a great thing. And that’s where we’re kind of at right now, I think,
is we’re getting into the follow up phase. Do you have call recording in place there, Mike? Do you have the call recording for quality assurance installed yet?
Yes, we do.
And are you learning some things?
Yes.
It is very hard to train people on call on recording.
It’s serious.
Yeah.
That’s something we got to do. Now we’re just going through the workflow. And then the wowing the customers. What Sean is saying is that your patients are consistently wowed. Now, I don’t know if that’s because Sean is your hype man,
or if that’s a real thing. But it seems like people are actually wowing. They’re being wowed right now. People, when they come in, this is, if you look at the workflow, they buy something, right here, we have to wow them. You’ve got to create that wow moment.
And again, if you want to download this diagram, folks, just go to thrivetimeshow.com forward slash millionaire, thrivetimeshow.com forward slash millionaire. You can download it from my newest book called A Millionaire’s Guide to Becoming Sustainably Rich. You got to create that wow moment.
I mean, amidst the checklists and the tracking, at some point here, you’ve got to create a moment that wows people where they go, wow. So I’m trying to get everybody’s creative juices flowing here. So if you have a restaurant,
I work with a restaurant in Florida right now, a great restaurant. They say, welcome in. Is it your first time? They say, yeah, it’s my first time. Oh, well, hey, you get free appetizers on us today and one free adult beverage. Welcome in. And that every time it’s that wow. And then when you come back later and ask for a review or, hey, what entree do you want? Guess what? People become generous with how they buy. Another example, I work with an auto auction. The auto auction says your first time that you buy from the auto auction, you only have to pay
a dollar more than the actual cost of the vehicle just to wow people, to get that going. I happen to work with a carpet cleaning business, carpet cleaning business, and what they do is they say, hey, the first time we clean your carpet will be any competitor’s price and it will be at least half off of our normal price. And they go, okay, great. You got to have that wow moment.
What are you guys doing, Jenny, to wow your customers there?
Well, there are things that we do. We will oftentimes like give samples of certain things because we know they work. We have a lot of supplement sales that we do. Again, the dollar consult is a wow moment because we will spend some, you know,
10 to 15 minutes explaining how we’re different. And I feel like they’re wowed because of that. Also, our services are so much different. We spend time in the room with our patients. We listen to them. They’re not just a number.
And a lot of times people have never experienced that. So there’s a lot of wow moments, I think, for all of our patients.
I understand that 59% of your customers are now from word of mouth. Is that accurate?
Yeah.
That’s huge.
Yeah. Well, and with the customer acquisitions cost, too, I’ve heard you say this before, Clay, that if you’re advertising and you’re doing a good job wowing at the same time, they compound each other and you’ll end up having two to three word of mouth referrals from those patients that are wowed for every one lead you have from advertising. We measured and tracked that they had this last year.
For every dollar they spent on advertising, they were able to bring back in $4.61. So that’s a 461% return on their marketing investment.
It’s incredible stuff. And the great news is as we build these systems, if you guys ever wanted to franchise or license or open up multiple locations. If done properly, you should be able to scale it. It should be very repeatable, very duplicatable. Other things you guys have done, you’ve implemented a database to keep track of your customers,
you’re gathering objective video reviews. You guys are really checking all the boxes. I’d like for you, if you can, Jenny here, to give a word of encouragement for any of our listeners out there that are a little bit on the fence right now and they’re going, you know, I have thought about scheduling a free consultation, but I, I don’t know, I hear it’s $1,700 a month. Can you maybe explain your thoughts, what you’d say to anybody who’s a friend of yours
or family that asks you about the value about the business consulting?
Oh, well, I would say that the $1,700 a month is an excuse not to have someone to mentor you. It’s kind of like being in a gym when you need a trainer. We’re not always perfect, and business owning is not easy, and you need a mentor. I’ve never missed the $1,700 a month, even when I was only six months in,
when we started with you guys. I’ve never even considered it a loss. It was scary at first to make that, but that wasn’t an excuse. I knew I needed someone to guide me through this, and you guys have guided us through this through the entire thing, through employees, through income, through spending, through
all of it. We come through so many problems. There are a lot of problems that are established when you have a business. You become very overwhelmed very fast, and you need somebody that you can call who’s successful, who’s been there, that says, you’re not crazy. This happens to all of us.
Here’s what you do about it. It’s been the best decision that we’ve made.
Final question I have here for you, as far as having a turn, like a one-stop shop. Years ago, I hired a business consultant who was great, and he would say things like, and I’m not ripping him, I’m just telling you what would happen. He would say, Clay, you got to work on your business and not in it. I’m going, that’s true. He goes, you got to delegate to elevate. That’s true. Clay, your website is not optimized. And I’m going, this is great, fresh perspective. I go, Bruce, could you help me optimize?
No, I don’t optimize. Could you help me work on it? No. Could you help me make a checklist? No. Do you make, do you help me with the print pieces
that I need to make? No.
Can you make a video?
No. Do you help me with my online ads? No. Clay, and he would use that. He was kind of an Eastern, he’s an Eastern, Northeastern American guy.
And he used to say, Clay, baby, let me tell you what. I don’t, I don’t, I don’t make print pieces. What am I, a print piece guy? I’m not a web guy. We know what I am. I’m a work on the business guy.
You gotta find a good web guy. So every meeting we would have would result in me having to find another vendor to pay another $8,000 to, to build the website, 4,000 to make the video, 5,000 to do. So every time you give a recommendation, it would lead to another cost.
Can you maybe explain the value of having a flat monthly fee?
Yeah, I don’t have to ever worry about it. Like I know if I need the website updated, it’s a text away. I know if I’m having trouble with an employee, it’s a text away. I know if I need financial advice, it’s a text away. Again, we meet every single week and all our questions are answered and we’re held accountable to what we need to be held accountable for. It really works for us.
Jenny and Mike, thank you guys for your time so much. I really do value your time. I appreciate you guys being here today. On part two of today’s show, we’re gonna tee up another success story because we want people to know it is possible, despite the financial jackassery plaguing our nation right now,
it is possible to become successful and you guys are a living example of it. Thank you guys for bringing your baby on the show. We’ll talk to you soon.
Hey, this is Dr. Jay Schroeder
from Health First Chiropractic here in Franklin just outside of Nashville and just wanted to record kind of my experience with Thrive over the last 16 months I think it’s been almost 18 months with these guys. They have really helped me turn my clinic around, my clinics around. I came to Thrive in February 17. I could say 16 months later I don’t know where we’ve been without these guys, but I know where we’re at now. We’ve got systems in place that make the practices no longer reliant on me being there for them to be successful. That was a huge goal of mine when I first talked to them.
We’re working towards our financial goals. We’ll be going on vacation next week not worrying a bit about what’s happening with my two practices because I know the systems that we put in place is going to make them run as if I was there so I don’t know what else to say but thank you guys I love I look forward to my weekly coaching calls and just it’s always something that I get out of those that I can plug in or talk to an employee and it’s just the 2% you know they talk about 2% all the time you know I improved my 2% I can’t do it
all at once but that 2% over the last 16 to 18 months has made a huge difference for for my life my family our practices and again just the stress level that we were at compared to now it has been life-changing so thanks guys really appreciate all you do and look forward to the next 16 to 18 months and beyond.
Thanks.
Hey, I just wanted to take a minute to talk about Thrive15 and what they’ve done for me. My experience with them started with a weekend seminar. I was just kind of feeling stuck and just needed something to light my creative juices. And a friend of mine recommended I go check them out, and I did, and certainly nothing short of amazing, not just that weekend seminar as far as what it did for me.
But based on that, I wanted to learn more about what they could do to help me, and there’s no doubt, without their help, I don’t know if I would have got where I wanna go, and even to the point where I am now. If you are someone who is looking to start a business or expand your current business, I highly recommend you give these guys a look as they will at
least give you an idea of what it is going to take to get you from where you are now to where you want to go in the future. I am a guy with big vision and I just didn’t quite know how to get from point A to point B and they are certainly helping me get to that point down the road. If you look at this board behind you, this is all stuff that they’ve made me think about, if you will. So, yeah, give them a look.
I think it’ll be well worth your time.
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, 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 because I was so impressed with just the professionalism
of all of it. 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. We always learn something. We always learn something.
I think next year I’m going to bring my husband because he really needs to come too.
Okay, Thrive Nation, on today’s show I wanted to share with you a story about a good person who’s growing a good business by treating their customers the way they want to be treated. She’s a long-time client. We’re honored to serve her and help her grow her business, and I want you to hear a great success story. So, that being said, Dr. Stephanie, welcome onto the Thrive Time Show.
How are you?
Hi, I’m doing great. Thank you so much, Clay.
Well, first off, I’m going to pull up your website, so tell all the listeners what’s the name of your website so we can verify that you are, in fact, a real orthodontist.
Okay, my website is smileshollywood.com.
Okay, smileshollywood.com.
smileshollywood.com, yes.
I’m gonna pull this up real quick here. And as I pull this up, I’m gonna ask you a little bit about your background because you’re doing really well. You’re based in McKinney, Texas. When did you have that vision to become an orthodontist?
What age were you where you thought, you know what, I want to become an orthodontist?
Well, that had to have been when I was visiting my own orthodontist, Dr. Jim Bowley, who’s retired now, but was an awesome, great orthodontist and one of the greats, really. But what’s funny is that I actually wanted to be a medical doctor first. I used to go into his office and he’d say, Stephanie, you don’t want to be a medical doctor. You want to be an orthodontist. And I said, no, I don’t, Dr. Foley.
Why are you saying that? And he started telling me all of the great things about dentistry and why it’s so great because you don’t have to deal with people dying on you. You don’t have to deal with sick people. You get to make people look amazing and beautiful by straightening their teeth and you leave with happy patients. And you know, he talked me into it and I thought, that sounds like a great job.
So that’s really how I became an orthodontist.
And you’re in McKinney, Texas, right? So how long have you been an orthodontist in McKinney, Texas?
So I’ve been an orthodontist for 26 years.
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? Absolutely zero.
Zero? Zero marketing skills.
Okay, okay. And so one of the great things that I love about working with you is, you know, we get to help you grow your business, but you know, you get to be more of who you are. I mean, you get to help more patients
and help more people create great smiles. And then we get to do some of the nitty gritty stuff that maybe isn’t your highest and best use. And so I wanted to focus on some of the things you’ve been able to accomplish together over these few years here.
First off, from a branding perspective, I really do feel like your website is first class. And from when 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 having maybe a rebranded or updated website and Google leads coming in?
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, 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.
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. I started out with 97 reviews. Now we have almost 600 reviews.
And you know, it takes a long time to get those reviews and you have to really work diligently and you know, sometimes I was like an old mule and just stuck my feet in and said, no, I don’t want to do that. And he said, trust me, it works. And I just kept going and he kept pushing. And I’ll tell you what, it’s really working.
We’re getting a lot of patients from Google and it’s fantastic.
Now, as far as gathering patients from the Google search results, you know, there’s a couple of things that have to happen. I mean, one, you’ve got to have the most content. There’s four variables. One, you have to have the most original HTML content or text. Second, you have to have the most objective reviews from real customers.
Third, your website has to be in constant mobile compliance where we’re updating the website to meet the current updated guidelines of the ever-evolving Internet. And then we’ve got to make sure your website is canonically compliant, where it basically
follows all Google’s rules.
How much has that helped your peace of mind, knowing that you have a team that’s helping you update your website every month and that you don’t have to do that?
It is a huge relief, an absolute huge relief, because I know that these things are being done. The SEO is being done properly. The backwriting under the website is being done properly and increasing, and we’re relevant every single day. We’re relevant because I know these things are happening.
And before, I actually was trying to do some of these things on my own, and, you know, I’m not the best writer, and then I realized why am I doing this myself? Because, honestly, I don’t have the time, and so it’s really a great relief to know that these things are being done and that they’re working.
And I saw when I first started with Thrive Time, I was probably 11 or 12. I was working with an SEO company at the time, and I was probably coming up 11 or 12, which is really the second page when somebody brings you up on the computer.
But now I’m at two, I’m at three, I’m at four, depending on the keywords. So I am more happy.
And again, if we do a search for orthodontist in McKinney, Texas, we can find you right there in the top three Also, if you move past the three pack of the top three there We can also find your site in the search results and again. It’s not a result of luck It’s not a result of some sort of woo-woo plan. It’s it’s specific actionable processes But the next thing I want to talk about is just overall lead tracking and dream 100 marketing
I think a lot of times people, not you, but other people, entrepreneurs, none of our listeners, we might market based on feel. So if we feel like we’re not getting enough leads, we might feel the need to go market. And if we feel like we’re overwhelmed with leads,
we might feel the need to not market. But one of the things that we try to teach to our wonderful clients like yourself is the importance of implementing a consistent and implementable plan, a consistent and practical plan. Could you talk about the importance of tracking your leads
and then also just consistently doing those marketing systems like the Dream 100 that do produce fruit?
So the Dream 100 has really been a great addition. We were doing something similar to that, but really not with the concerted effort and doing it on a regular basis. We were kind of doing it a little more haphazardly and I really have noticed a difference because when you are visiting dentist’s office and you are developing a relationship with them and they are seeing you on a regular basis every week or every two weeks, the staff starts to remember you
and so you never know, a patient may come in tomorrow and you just dropped by their office with a goodie today. today, you know, and then they are going to think of you whenever it’s time to refer for an orthodontist. And that’s really made a big, big change in our practice, too. And we track every single one of those, so we know how many Dr. X sent over, and we know
how many Dr. Y sent over. So we know our top referrers, and we know the ones that we need to kind of get to know
better and help them send to us too.
There’s somebody watching this right now who’s a doctor, a dentist, a lawyer, and they’re going, I don’t know if the Dream 100 works. What do you say to that person who’s sitting down with you right now and they go, you know, I just don’t know if that works.
I say it definitely works. And you definitely do have to get out and meet the dentist yourself at least one time, even if you just, some of the, some of the dentists I couldn’t actually just go meet, you know, to have lunch. They didn’t have lunches. So I just actually went by the office myself. I took a little goody with me, you know, a muffin or something, and I’d go by maybe right
before lunch and just introduce myself. And then when my gal would come by every week or every other week to deliver things to their office, they at least knew who I was, I had introduced myself, and we found that we started getting patients that way. So it definitely helps.
Now, the next thing I want to talk about is this hiring. I don’t know if you’ve ever felt like this. I’m sure you have. It’s probably just me. But whenever you have a garden that you plant, I’ll pull up a picture of a garden so we can all picture it in our minds.
Whenever you plant a garden, there’s probably some initial excitement. You go, you know what? I’m going to plant these tomatoes. I’m going to do it. I’m going to get after it. This is my year.
I’m going to get the garden going. I’m excited. I’m going organic. Let’s go. Well, what happens is, is over time, people stop pulling the weeds. They stop tending to the garden.
And over time, the garden becomes like an overgrown monster garden. The garden starts to become something that looks like a mistake, something that looks like an uh-oh, something where your neighbor’s there, you’re going to mow that thing? And it gets bad. And the same thing is true with employees.
If you have a team of people that work for you on your payroll, and you’re a business owner, it turns out that the average American today, for whatever reason, and I’m going to pull some stats here so people don’t think I’m crazy, the US Chamber reports that 75% of employees steal from the workplace.
What? That’s the US Chamber reporting that 75% of employees steal from the workplace. You might say, really? Yeah. And 85% of employees, 85% of employees lie on resumes, meaning that they just make up some statistic on their, they throw it on their resumes. 85% of employees are, again, are lying on their resumes. I’m pulling this up here, folks. But there are, there’s a certain group of employees that they just lie on their resumes.
Called 85% of job applicants lie on their resumes. And 75% of employees steal from the workplace. So in your business, you have a great staff and you want to keep it that way. So you can’t hire the thieves. You can’t hire people that lie on their resumes. So that 85% of the population that lies on the resumes, they can’t work for you.
And that 75% of the population that steals from the workplace, they can’t work for you either because you want to wow your customers. Can you talk about embracing the processes that we teach of the ongoing hiring processes and just always recruiting new people?
Absolutely. So we have taken on really the task of making sure that we have every single day at any one time, there is going to be an ad out there for any position in our office. And occasionally we’ll have somebody come in and we’ll have them just do a little half a day or something.
And what’s really interesting is that even my employees, even when I’m not needing someone, my employees will be like, why are we having somebody come in, do a working interview, you know, and everybody gets really nervous. But it actually also helps them get on their best behavior again. So, but it’s like if you always have someone waiting in the wings, then should you have someone that drops off? Maybe their husband gets transferred and they’re a wonderful employee, but it’s just now they
have to move and now you’ve got someone that you can hire. Or if you have someone that’s like what happened in my office where it was an inventory day and doctors weren’t there and she decided to go work out and hang out with her boyfriend for five hours and then forgot to clock out. So that’s called stealing.
Yeah, and recently, and these are just real examples I’m sharing with people, I’ve had some of my really, really nice employees, two of them decided to have a baby and start a family. And so I’m not going to hold an employee hostage. I’m not mad that they decided to move on. But you get to a place where if you’re not careful, folks, you’re going to find yourself
in a kind of a defensive posture where you’re not going to be able to cover the appointments, the obligations, the customers that are reaching out to you. So if you’re out there today, hiring has got to be a process and not an event. So again, just recapping, the branding, the marketing, the search engine optimization, the hiring, the tracking. I want to talk about retargeting ads. Retargeting ads, whenever somebody goes to your website, we’ve got to have ads that follow people around the internet. So that way people constantly see
Smiles Hollywood, Smiles Hollywood, Smiles Hollywood, and that creates top of mind awareness. Can you talk about how important it is for you to know that you have a team of people thinking about those kind of things so again you don’t have to.
Absolutely and I think just being a Thrivetime customer really makes you feel like you’re taking care of in so many different areas because I didn’t even know what those ads were when I first became a client. I didn’t even know. I remember thinking, I wonder how you get to have an ad when you’re going to your bank account and then all of a sudden this thing pops up, you know, for some brand of sunglasses that you were just looking at.
I thought, how do you get those ads? You know, how do you even find out about them? And so these are the ads that you guys fixed us up with and they’re fantastic. And I do know that they do bring in patients.
Now coaching is an ongoing process. Every week, Andrew meets with you. Every week, and this might sound shocking for folks out there, but every single morning our coaches have to meet with me at 6 in the morning And I asked them every morning. I say how’s your client doing and I go over all 160 clients it’s a real thing I go over 40 clients every single day I go over the checklist of all 40 clients every day, and we do that for you do every single morning
So every week we review the files of all 160 clients to make sure you guys are thriving you’re growing You’re not backsliding, everyone’s doing well. Could you talk about the importance of having somebody who, A, helps you track, but also kind of pushes you to be your best?
Well, that has been a lifesaver because honestly, well, I kind of learned it on myself because Andrew was good about pushing me and he would say, okay, well, did you meet with your staff about this or that?
And I said, oh yeah, I didn’t quite do that. And so he was really good about reminding me that I needed to meet with my staff once a week or once a day, whatever it was, depending on the item. But I found, like, for instance, with my front desk girl, she was fantastic, but she was supposed to be following up on leads. She was supposed to have a lead list.
And so every week I would call her and say, hey, how’s that lead list?” And I would actually have Andrea on the phone with me and we would talk and she kind of would say, yeah, yeah, they’re good. And then finally I think she got it. She realized I need a list and so I think she realized Dr. Christ is going to ask me every week and I better get organized here.
And so she actually came up with her own lead list in her own little system, which was fantastic by the way, and it’s helped us tremendously at the front desk. And anytime we go over the lead list, because I have several, I have about three employees that have lead lists, different kinds of lead lists, and she is fantastic.
I never have to worry about her lead list. The other two, I have to check theirs, but… And that’s the thing, is I think you start to really hold your employees accountable, and Andrew helps hold me accountable and make sure that I’m doing everything
I’m supposed to be doing, because let’s face it, life gets busy. You know, and I mean, I’m a mom and I’m a wife and I have all kinds of other things going on too. And so I want to have a thriving business, but you have to put the work into your business. And it’s nice to have someone there prodding me along
when I get lazy.
Now you’re one of these wonderful folks where most of our clients, they actually come to the workshops, they also do coaching. And so you’re somebody who’s been to the conferences, you do the weekly coaching,
you’ve seen the whole experience. I guess, you know, some people describe our coaching system as life-changing or they focus on the numbers. How would you describe how the one-on-one coaching in conjunction with the conferences has impacted maybe you and or your business?
Well, 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, 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 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 always learn something. We always learn something and I think next year I’m going to bring my husband because he really needs to come too. And he’s been going along with this with me and he’s thinking, wow, this is really working for you. Maybe I need to come.
So we’ve loved it.
So if somebody is watching right now, they’re on the website, they go to thrivetimeshow.com. They’re thinking about scheduling a free consultation or they’re thinking about coming to a workshop. What do you say to somebody out there that’s on the fence thinking about coming to a conference,
and or scheduling a free 13-point assessment?
Well, I say absolutely do it. Absolutely do it. And I will say that it’s a process. It doesn’t happen overnight. But if you stay the course, you’re going to see results, because I’m absolutely convinced.
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 you in person here soon.
All right, thanks so much, Clay. Clay Clark is here somewhere. Where’s my buddy, Clay?
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. So this guy’s like the greatest marketer you’ve ever seen right his entire life. Clay Clark his
entire life is marketing. Okay Aaron Antis on March 6th and 7th March 6th and 7th guess who’s coming to Tulsa Russela. Santa Claus? No that’s March March 6th and 7th you’re gonna 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 going to be joined with Eric Trump. He’ll be joined by Eric Trump.
We’ve 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’ve got billions of 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. He was the inspiration. That book was the
inspiration for me to get the entrepreneurial spirit, as many other
people. 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 Poor Dad. Rich Dad Poor Dad, the author, the best-selling author of Rich Dad Poor Dad, Robert Kiyosaki, the guy that kick-started your career, he’s going to be here. He’s going to be here.
I’m bummed. And now Eric Trump, people don’t know 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 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, 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 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 ten 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. Dr. Sean Baker, he’s been on Joe 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.
Now if you want to take a general admission ticket, it’s $250 or whatever price you want to pay. And the reason why I do that 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, but 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. And I thought to myself, there’s no more room. I felt kind of bad that a couple people had VIP seats in the men’s restroom. No, I’m just kidding.
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. 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, you’ll go there, you’ll request a ticket, boom.
Or if you want to text me, if you want a little bit faster service, you say, I want you to call me right now. I just texted my number. That’s my cell phone number. My personal cell phone number. We’ll keep that private between you, between you, me, everybody.
We’ll keep that private. And anybody, don’t share that with anybody except for everybody. That’s my private cell phone number. It’s 918-851-0102. 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. That is not actually bilingual. That’s just saying one for a one.
It’s not the same thing. I think you’re attacking me.
Now, let’s talk about this. 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 then you tell me
what you’re going to learn here, OK?
OK.
You’re going to learn marketing, marketing and branding. What are we going to learn about marketing and branding?
Oh, yeah.
We’re going to dive into, you know, so many people say, oh, you know, I got to get my brand known out there, like the Trump brand. 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 going to learn some intricacies of how you can do that. You’re going to 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 going to teach you sales. We’re going to teach you search engine optimization, how to come up top in the search engine results.
We’re going to 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. 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 could be a challenge. You know, learning how to work with a large group of people and get everybody pulling in the same direction can be a challenge. But if 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, 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 going to teach you accounting. We’re going to teach you personal finance, how to manage your finance.
We’re going to teach you time management. How do you manage your time? 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 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. Again, folks, this is a two-day interactive 15…think about this folks, it’s two days. Each day it starts at 7 a.m. and it goes until 5 p.m. So from 7 a.m. to 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-answer session. So Aaron, what kind of great stuff happens during that 15-minute question-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 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. 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, 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. And this is a true story. When you get up and stretch, you’ll be greeted by mariachis. There’s going to probably be alpaca here, llamas, helicopter rides, a coffee bar, a snow cone. I mean, you had a crocodile one time.
That was pretty interesting. You know, I should write that down. And I can do that. Sorry for that one guy that we lost.
The crocodile, we duct taped its face.
We duct taped it. It was a baby crocodile. And we duct taped. Yeah, duct taped around the mouth so it didn’t bite anybody. But it was really cool passing that thing around and testing it.
I should do that.
We have a small petting zoo that will be assembled. It’s going to 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 U.S. Debt Clock, that identify as being self-employed.
So if you have a country with 350 million people, that means you have less than 3% of our population that’s even self-employed. So you only have 3 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 1 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 the size. No hyperbole, no exaggeration. I 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. And you say double? Yeah, there’s businesses that we have tripled. There’s businesses we’ve grown 8x. There’s so many examples. You can see it throughout timeshow.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.
You add to that Eric Trump, the man that runs the Trump Organization. You add to that Sean Baker. Now you might say, Clay, is there more? I need more! Well, Tom Wheelwright is the wealth strategist for Robert Kiyosaki.
So people say, Robert 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’m not going to get a ticket unless you give me more! Okay, fine.
We’re going to serve you the same meal both days. True story. We cater to food. And because I keep it simple, I literally bring in the same food both days for lunch. It’s Ted Escovedo’s, an incredible Mexican restaurant.
That’s going to happen. And Jill Donovan, our good friend, who is the founder of Rustic Cuff. She started that company in her home. 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. Give me more. Okay, I’m not gonna mention their names right now because I’m working on it behind the scenes here. But we’ve got one guy who’s giving 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, it’s where you rent… it’s short term… it’s where you’re renting storage
spaces. He’s a storage space guy. He owns the… what do you call that? The rental… the…
A storage space?
Storage units!
That’s what you call it, yeah. This guy owns storage units, he owns railroad 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 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, you want to change your life, you want to give yourself a 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. DriveTimeShow.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. Robert Kiyosaki, best-selling author of Rich Dad, Poor Dad. He’ll be here. Eric Trump, the man who leads the Trump Organization. It’s going to be a blasty blast. There’s no upsells. Eric, 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. You think that’s going to change your life? I promise you this will be ten times better than that.
It’s like I picked the wrong week to quit smoking.
Don’t do the Smoke Your Way to Thin conference. That is, I’ve tried it, don’t do it. 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. It’s not the 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. Again that’s Aaron Antis. I’m Clay Clark.
And 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.