Business Coach | How to Design a Life That You Will Love + Breaking Down Proven Principles Taught By the Most Successful Business Coach of All-Time, Bill Campbell + Join Tebow At Clay Clark’s June 5-6 Business Conference

Audio Transcription

Transcribed with Cockatoo

(Speaker 3)
All right, here we are on the chicken show. What is this incredible silkie’s name?

(Speaker 20)
This one actually doesn’t have a name yet. We haven’t named any of them yet. Can we name the silkie right now?

(Speaker 42)
We can, but I can’t tell them apart.

(Speaker 3)
Oh, the secret.

(Speaker 9)
Yeah.

(Speaker 20)
Oh, the secret.

(Speaker 3)
Let’s go ahead and let’s follow you to the coop of truth. Come to the coop of truth. Come to the poop of truth. Okay. Alright, so you don’t even know this baby’s name?

(Speaker 20)
No, I don’t.

(Speaker 3)
Wow, how do you deal with it? How do you deal with the guilt?

(Speaker 51)
I took it out.

(Speaker 3)
How do you deal with the feelings of guilt not knowing the name of each and every one of your silky chickens? But seriously, can we get some more silky chickens? I’m fine with that. Can we get some more silky chickens? How many you think mama let us get how many more This right here is the incredible coop that you purchased with your own money With mom, but it’s called Havana’s house

(Speaker 3)
It’s an incredible coop and let’s go and look at your coop. Let’s get into it Show us a tour.

(Speaker 42)
Give us a tour.

(Speaker 20)
What’s going on in here?

(Speaker 43)
Okay, so these are little silky babies.

(Speaker 44)
We ordered 10, we got 11. And they’re just the cutest.

(Speaker 51)
They got a bonus?

(Speaker 48)
You mean we bought 10?

(Speaker 21)
Yes, and none of them even died or anything.

(Speaker 43)
They’re healthy.

(Speaker 29)
Look at his little puff.

(Speaker 44)
Look at him, he’s so healthy.

(Speaker 50)
His little puff.

(Speaker 49)
Look at him, he’s so healthy! He’s a little puff! Look at that mop!

(Speaker 3)
It’s a mop that can’t stop!

(Speaker 1)
Is he the only one that’s rocking a puff right now?

(Speaker 4)
There’s two, there’s that guy and this guy right here.

(Speaker 49)
Oh, give me a close up.

(Speaker 29)
He’s the puff buddy.

(Speaker 47)
Let me see it.

(Speaker 44)
Yes!

(Speaker 42)
I’m zooming in, I’m trying to zoom in.

(Speaker 3)
I’m new to using my phone, let me just try to…

(Speaker 47)
Oh, look at that.

(Speaker 16)
That’s a nice puff.

(Speaker 48)
Wow.

(Speaker 47)
Bam.

(Speaker 43)
Bam.

(Speaker 3)
Let’s see if we can convince mom to order another order of silky chickens.

(Speaker 20)
They’re the best.

(Speaker 15)
I love these guys so much.

(Speaker 3)
Real quick, introduce everybody to Tom.

(Speaker 2)
Okay, this is Tom, the girl.

(Speaker 46)
She’s a girl.

(Speaker 45)
And she’s like the best person.

(Speaker 3)
She’s a tomboy, is what she is.

(Speaker 44)
Yes. And she’ll sit down probably, if you pet her.

(Speaker 43)
You want to sit down, Tom?

(Speaker 42)
Very, very nice.

(Speaker 15)
Some shows don’t need a celebrity narrator to introduce the show. But this show does. Two men. Eight kids. the show. What this show does, two men, eight kids co-created by two different

(Speaker 7)
women, 13 multi-million dollar businesses. Ladies and gentlemen, welcome to the

(Speaker 17)
Thrive Time Show. Yes, yes, yes, and yes.

(Speaker 1)
Dr. Breck, how are you doing, my friend?

(Speaker 10)
I’m doing very well, thank you. How are you doing, Clay?

(Speaker 3)
Well, I’m glad that Jason could make it here without certain death, because apparently en route, in transit to the Man Cave Studios, where there’s a lot of construction going on back there, you stepped in, just explain to the listeners what happened. So you know in like Indiana Jones, like the movie that made people afraid of quicksand,

(Speaker 10)
I think I stepped in my first little thing of quicksand.

(Speaker 3)
I am so sorry for not warning you about the mud out there.

(Speaker 10)
It’s okay, I should have known better. I’ve been here after it’s rained before. I typically always wear like

(Speaker 1)
snow boots today. I decided to wear like slip-ons that were one size too big. So I owe a public apology to Jason right there. That’s one deduction of a mega point for me to start the show. Now we are keeping score though. So hopefully I get some mega points back. We’re talking today about Bill Campbell, the subject of the new book called The Trillion Dollar Coach. Now, if you are out there today and you do not know the name Bill Campbell, you’re certainly not alone, because most people don’t know about this man, because he was considered to be Silicon Valley’s secret business coach. But I encourage you to go to trillion dollar coach calm It’s trillion dollar coach calm and there you will see the new book written by Eric Schmidt the CEO of Google

(Speaker 1)
Now this this guy let me just tell you what what kind of an impact this guy has made throughout his career He’s worked with companies that you know, but you just don’t know about him, because he volunteered to work for free. So, this man worked for free. So, the vast majority of his success that we’re going to talk about today is previously, it’s never been discussed, because Bill just didn’t really want to celebrate his wins, and the Silicon Valley CEOs were kind of secretive

(Speaker 1)
people. But let me just tell you the impact he had. Bill Campbell was the business coach for Apple’s co-founder, Steve Jobs.

(Speaker 3)
Have you ever heard of Steve Jobs there, Jason?

(Speaker 34)
I think I know the name.

(Speaker 10)
It sounds familiar.

(Speaker 3)
That’s a mega point.

(Speaker 26)
OK.

(Speaker 1)
Also, he was the business coach for Jeff Bezos, the founder of Amazon. Also, the coach for Sheryl Sandberg, the chief operating officer of Facebook. He was known as the best business coach of all time, and that is why, after his death, he died due to health-related issues. Eric Schmidt, Alan Eagle, and Jonathan Rosenberg decided to team up and to write a book documenting

(Speaker 1)
how he impacted them. But let me explain this to you. Bill Campbell worked with the companies during their growth phases when they were just little baby businesses and he worked with them all the way until they grew into now companies that exceed a market value of over $2 trillion. And this book interviews the 80 people who Bill impacted the most. And we’re not talking

(Speaker 1)
about people you don’t know. I’m talking about the top venture capitalists of all time. I’m talking about Sheryl Sandberg in the book. I’m talking about Tim Cook, the CEO of Apple. I mean the who’s who of business is all featured in this book. But let’s start off kind of talking about the early life of Bill Campbell. He was born on August 31, 1940 and was a legendary, grew to become a legendary business coach, but

(Speaker 1)
he started off being a football coach. Let’s start there. Dr. Breck, you played football.

(Speaker 3)
I did.

(Speaker 24)
In high school.

(Speaker 3)
Yes, I do. What do you think are the parallels between football and business from a coaching perspective?

(Speaker 10)
I think there’s a lot of parallels. I mean, you’ve got to motivate people, you’ve got to have a good game plan, you’ve got to be able to execute, you know, the determination, the follow-through, being able to see what you’re doing wrong, analyze it, then correct it, and sometimes on the fly. And

(Speaker 1)
so yeah, I think there’s a lot of parallels. Well at a certain point Bill Campbell decided to leave coaching football and to get into corporate America. And throughout his career, he had a lot of success himself. He went on to become the chairman of the board at Intuit. He went on to become the vice president of marketing and the board of director for Apple.

(Speaker 1)
He was also the CEO of Claris and Intuit from 1994 to 1998, the CEO of Intuit from 1994 to 1998 the CEO of Intuit from 1994 to 1998 and a company called the Go Corporation Which he successfully sold to AT&T now the Gorknow the Go Corporation was the pioneer in the tablet technology So a lot of the stuff you see now on your smartphones and the tablets. That’s what the Go Corporation was all about So Bill decided that he wanted to become a full-time business coach So let’s start there Jason if you were a full-time business coach who had already achieved a lot of wealth,

(Speaker 1)
how much do you think you would charge your clients? If you’re sitting down with Steve Jobs and Steve’s like, well, being that I have one of the most valuable companies in the world and you’re trying to help me, how much do you want to get paid?

(Speaker 3)
How much do you think is a fair amount? Fair amount for me would be weird because I would just want it to be like livable. I’d like to enjoy my job but also meet all of my needs. So somewhere that would just be

(Speaker 10)
comfortable for me.

(Speaker 1)
Well Bill went for the low, low price of free.

(Speaker 32)
Nice.

(Speaker 1)
Which is interesting because I don’t think anybody else would do that.

(Speaker 10)
Yeah I’ll answer that quick. I would go a little higher than probably just meet my needs. My needs would probably go up a little bit.

(Speaker 41)
Really?

(Speaker 1)
Yeah. Well, this is the notable quotable from Bill Campbell. I want to read to you. He says this. He says, I don’t take stock. I don’t take cash. And I don’t take from anyone. I don’t take stock. I don’t take cash. And I don’t take from anyone. I love that. That was his whole mantra, his whole aura, his whole energy. And people might say, well, why did he do it? Why did he do it? He said that it was his way to give back. To quote Tim Cook, the CEO of Apple, Tim Cook says, Bill’s passion for innovation and teamwork

(Speaker 1)
was a gift to Apple and the world. Trillion Dollar Coach has captured his tireless spirit so future generations can learn from our industry’s greatest leaders. This is what Sheryl Sandberg has to say about the book, Trillion Dollar Coach and Bill Campbell. She said, Bill shared his wisdom generously, expecting nothing but the joy he got from teaching others. I was privileged to have him as my coach for several years. Many times since then when asked for advice by others, I think of Bill and try to live up to the example he set.”

(Speaker 1)
John Doerr, one of the top venture capitalists of all time, the chairman at Kleiner Perkins, writes, Bill was a world-class listener, a Hall of Fame mentor, and the wisest man I’ve ever met. His ambitious, caring, accountable, transparent, profane humanity built the culture at Google and dozens of other companies into what they are today

(Speaker 1)
Love was Bill’s distinguishing trait. He got love and he got family. I miss you coach Susan the CEO of YouTube writes whenever I had a tough decision to make I think about Bill Campbell What would Bill do I owe him so much? He had a gift for helping people to realize their full potential and getting organizations to work well together. Trillion Dollar Coach, the book, does a great job of capturing what made Bill special to me and others. The current CEO of Google writes, whenever I saw Bill, he gave me perspective about what

(Speaker 1)
really matters. At the end of the day, it’s the people in your life. Bill had such strong principles around community and how to bring people together He used those principles detailed in the book trillion dollar coach to form the foundation of Google’s leadership training So all of our leaders can continue to learn from Bill So I want you guys to think about this for a second the same coach

(Speaker 1)
Was working with the founders of Square and Twitter, Jack Dorsey, Google, Apple. That’s a lot of big, Amazon. Huge. I mean, think about this. By a little quick survey, Dr. Breck, did you buy something on

(Speaker 3)
Amazon this week?

(Speaker 10)
Yes.

(Speaker 1)
Oh, OK. That’s a mega point for you. Jason, did you buy anything this week off of Amazon,

(Speaker 3)
either personally or for a business?

(Speaker 19)
I think four days out of this week I did.

(Speaker 3)
Unbelievable. That’s a knowledge bomb. And it made the point. Now, think about this. Jason, have you used Google in the last 24 hours?

(Speaker 34)
I used Google within the past 15 minutes.

(Speaker 1)
Right. Okay. Dr. Brick, have you used Google within the past 24 hours? Yes. Okay. Now, another question. These are profound questions. Think about this. I mean, everybody listening here has probably used one of these products we’ve mentioned already. Now, how many of you have used, Dr. Brick, have you ever used Intuit or TurboTax or that program? There we go again. What about Square? Jason, have you used Square or Twitter? I have used Square more than I’ve used Twitter, but I’ve used both This is unbelievable you talk about an impact

(Speaker 1)
I mean this guy was shaped the the world as we as we know it so much of what we are using today was shaped By a guy we’ve never heard of right another example of Ben Horowitz This is the man who built and sold ops wear to Hewlett-Packard for 1.6 Billion dollars of cash rights no matter who you, you need two kinds of friends in your life. The first kind is one who can call you when something good happens.

(Speaker 1)
And you need someone who will be excited for you. Not a fake excitement, veiling envy, but a real excitement. You need someone who will actually be more excited for you than he would be if that happened to him. The second kind of friend is somebody who can call you,

(Speaker 1)
who you can call when things go horribly wrong. When your life is on the line and you only have one phone call, who’s it going to be? Bill Campbell is both of those friends, Ben Horowitz. So again, Bill Campbell, we’re talking about a guy who is so massive, so successful, such an impact, but people are going, I’ve never heard

(Speaker 1)
about this guy. I don’t know a single thing that he’s taught people. Can you get some specifics? Okay. So what I did today is I decided to do a deep, deep, deep dive into Bill Campbell, watching interviews, listening to podcasts. By the way, there’s a great new interview that just came out with Tim Ferriss and Eric Schmidt, the author of Trillion Dollar Coach and the CEO of Google, where he interviews him about Bill Campbell.

(Speaker 1)
Oh, nice.

(Speaker 3)
So I want to put a link to the Tim Ferriss show on our show notes, because that is an entire podcast devoted to Tim Ferriss interviewing Eric Schmidt about his relationship with Bill Campbell. We’re going to go through the 14 principles, and Dr. Breck, this is how we’re gonna do it. I’m gonna read the principle. I’d like for you to kinda break it down, explain what that means to you.

(Speaker 3)
And then we’re gonna read a notable quotable from Bill Campbell himself. So principle number one, know that great products drive success. Everything else is just a supporting function.

(Speaker 10)
Dr. Breck, as a chiropractor, how important is it to actually have a great service? I think that that’s everything. I mean for me that adjustment is the most important thing that happens during your visit in our office. We have a lot of additional therapies, additional things that go along with, but at the end of the day you strip it all back. The one thing that has to happen is that adjustment of your spine to allow your nervous system to function properly.

(Speaker 3)
Now I don’t care what kind of business this is. I don’t care what kind of business you have. Just think about this for a second. Have you ever met somebody, or have you ever been in a spot, I’m just asking you rhetorically Thrive Nation, have you ever been in a spot where your product sucks, but your marketing is awesome. Have you ever been in a spot where your marketing is tremendous,

(Speaker 3)
but your product sucks? Well, I could think of an example just yesterday. I went to a local business, I won’t mention their name, and I went there, and the person who I talked to at the front desk, I said, how was your day? And she responded, well, it’s another day, you know. I, well, you just getting here for your shift or you’re wrapping it up? She’s just getting here.

(Speaker 3)
I’m like, OK, my kids are with me and they’re watching this person just hate their job. Well, I don’t care how good the marketing is for that company. Right. That brick and mortar business. I don’t think anybody had a positive reaction with this person. Right.

(Speaker 3)
Now, I can contrast that to, yesterday I went to Sprouts to get some stevia and kombucha

(Speaker 1)
for my wife.

(Speaker 3)
Oh yeah, that’s good stuff. And everybody I met there was very upbeat, very kind, very nice, and the food quality’s good.

(Speaker 1)
Yeah, right. But what if their marketing was great, Jason? What if their marketing was great, but you walked in and the food quality wasn’t great

(Speaker 3)
and the person working there wasn’t nice.

(Speaker 10)
I would immediately turn around and go to Whole Foods.

(Speaker 3)
So homework here, on a scale of 1 to 10, I want everybody to ask, I want everybody to pretend that you have a Bill Campbell as a business coach. I’m going to teach you some of the Bill Campbell moves here. I want you to rate yourself on a scale of 1 to 10, with 10 being the highest and 1 being the lowest. Think about the service quality of your business. Scale of one to ten, ten being awesome, one being the worst, and write down a number. Because

(Speaker 3)
what if your service quality today is a seven? What if it’s a six? What if it’s a one? What if it’s a ten? What if you’re at a nine and you’re very, very close to wowing people? Jason, what did we just introduce today to all of the Elephant in the Room stores, or this week to all of the Elephant in the Room stores? A little perk, a little tweak. What was one thing we introduced

(Speaker 3)
into the service experience? Members can now bring their sons in

(Speaker 10)
to get their haircuts with them.

(Speaker 26)
Mm, mm.

(Speaker 3)
Now, what was one more thing we did? It tastes good. So across all three shops, South Tulsa, we did away with those boring butter mints and we replaced them with Andy’s mints. Oh, and what else did we do? Oh, and then at Downtown, we did away with those butter mints and replaced them with

(Speaker 34)
See’s candy.

(Speaker 3)
Oh, and then in Broken Arrow, what are we attempting to do? Broken Arrow, we just threw them all in the trash and replaced them with famous Amos cookies. because we’re trying to take the service level to a whole other realm, right? Called the wow. Yeah. Now let’s go back to these Bill Campbell products. Apple.

(Speaker 3)
How many of you have ever bought an Apple product? Like an Apple phone, an iPhone, and you get that sweet, sweet box, and you just look at it as though it’s like a majestic gift from the Lord. And then you hold onto it for 10 years. Don’t you? Just the majestic gift from the Lord. And then you hold onto it for 10 years. Don’t you?

(Speaker 36)
Just the box.

(Speaker 10)
Just the box. Right, you wanna start playing with the box.

(Speaker 3)
But I mean, okay, now Google, think about Google.

(Speaker 1)
Jason, why do you like Google and not Yahoo?

(Speaker 10)
Google takes me exactly where I need to go and they just, they found a way to figure out their algorithm to where they’re faster

(Speaker 3)
and just overall better. And I don’t have to get news updates about random crap I don’t care about. Dude, that’s huge for me. I don’t want to go down the internet black hole of like, and I don’t even want to know what’s going on with most things. I mean, I don’t want to know, I don’t want the negativity of the world to block out what I’m searching for in Google. I really don’t care about who’s upset about Trump or Obama. Obama, I just want to search for Tulsa dog training and find a good trainer for my dog.” That’s right. Every time you log on, it’s just that beautiful

(Speaker 3)
graphic. They don’t swarm you with terrorist attacks or what people are voting for. It’s just great. It’s unbelievable. That’s the kind of stuff you’re going to find with the companies that Bill Campbell coached. Now, principle, well, let me read the notable quotable here from Bill Campbell. This is Bill Campbell. This article is featured in Forbes and I will make sure I put a link on the show notes. It says, first of all, I don’t really take the company to coach unless the founder is passionate and really wants to create something durable. Once you get the founder and the CEO, you

(Speaker 3)
just want to find out what makes them tick. You’re trying to understand what they want to get out of their management team. Then you try to spend time with the team and then put processes in place. I’m not going to tell Larry Page and Sergey Brin how to do their search engine algorithms at Google. I’m just trying to bring what they’re doing to life. So think about that.

(Speaker 3)
He’s not getting in there as a coach and saying, this is how you should code your website. No, what he’s doing is he’s saying, hey, let’s get the management team rolling in the same direction. That’s what he would do. Now, principle number two is trust your managers and make sure they trust their subordinates.

(Speaker 1)
Dr. Breck, what does that mean?

(Speaker 10)
Trust is huge. I mean, you’ve got to trust that everybody knows their job and is doing their job, and that flows from the top all the way down. So I mean, you know, in that you got the managers and then the people below, but yeah, it starts at the top.

(Speaker 3)
I don’t know if anybody out there can relate to this, but I can. God, it’s terrible when you have somebody doing management and you don’t trust that they’re actually doing their job. Right.

(Speaker 40)
It’s awful.

(Speaker 3)
It is awful.

(Speaker 10)
When you go and- Well, and you take steps to prevent that with the video cameras, surveillance, for security, and then also the call recording.

(Speaker 3)
I 100% agree with what Dr. Brecht just said. You put in the call recording, Clarity Voice is a program we recommend, you put in the video cameras, I agree with all that and I want to just pile on with this. Jason, elephant in the room, if we have to write somebody up for breaking a policy, where do we have to put that file? We send that immediately as soon as it’s been signed by who it’s being documented for, by the management, and by a third party so we can just verify all the information.

(Speaker 3)
We immediately upload that to our disciplinary folder in Dropbox. Now, I can tell you this though. I’ve had situations before where I’ve had to deal with an unemployment situation and I go to look for the files and they’re not there. And I ask the manager, hey, where are these? And they say, I forgot.

(Speaker 3)
Well, that really kills trust because I have to go back and verify every time. Just as recently as yesterday, I was looking for some core source documents on Dropbox and a member of my team was like, oh yeah, they’re there, they’re there, yes, yes, and they’re not there. And so that’s tough. And that’s why you just gotta trust but verify.

(Speaker 3)
You gotta trust but verify. Because if you just blindly trust, really puts you in a bad situation. When you assume it makes a boop out of you and me. All right, notable quotable from Bill Campbell coming in hot.

(Speaker 3)
This one was featured in Inc. Magazine with an interview with Jeffrey James that reads, the one thing I learned from Steve is to hire a great person for every single job in your company. Every person has to be great. You can’t just accept mediocrity because you have, it’s a low-paying position. You just can’t. There’s somebody else out there that can take the job and do something really wonderful with it. I really hire good people and count on them to provide me with the knowledge and understanding

(Speaker 3)
of the position that I don’t have.” So I want to make sure we’re getting this. If you’re out there and you have people on your team, I want you to rate right now on a scale of 1 to 10 your trust in your managers. 10 being all I trust my managers. One being not so much.

(Speaker 3)
I want you to write down why. Now on a scale of one to ten, you can rate your managers on a scale of one to ten. Ten Jason being like, wow, I really trust my managers. One being not so much. And then answer the question, why? Now question number three, rate your employees.

(Speaker 3)
Rate those employees on a scale of one to ten. Ten being the best, one being the worst. And why? Why? This is so big. Now principle number three from Bill Campbell.

(Speaker 3)
I’ll tell you a little Bill Campbell story here. He believed in a structured life. He believed in living a structured life. Now let me give you an example about Bill Campbell. Did you guys know that Bill Campbell woke up every day at 5 30 in the morning he went to work out it’s 6 a.m. to 7 then he went to work from 8 to 2 every single day mm-hmm Jason do you know what he did after 2 o’clock every 2 p.m. what did he

(Speaker 3)
do he went to coach soccer volunteer soccer coach he would you know what would happen if you text the guy or called the guy he would ignore it right yes cuz he said I want to be 100% present. He called this concept 100% listening, 100% being present. He was obsessed with having the same repeatable schedule and not being interrupted.

(Speaker 3)
He wanted to be uninterrupted when working with the kids and uninterrupted with his wife and uninterrupted with the business. Jason, can you talk to us about the importance of being uninterrupted when you’re greeting a customer up front at Elephant in the Room or being in a staff meeting? Oh, it’s super important. So with all of my coaching meetings on Mondays or the days that I’m at Elephant, open to close, so Tuesdays, so back to back, those days I know that I have to be 100% engaged in any of the coaching clients, but then also 100% engaged in any of our newer returning customers to Elephant. Because I know that the second that I break my attention from them,

(Speaker 3)
they feel undervalued and I feel like I’m not doing my job. Because when it comes to the coaching client, that hour of power is theirs. I’m supposed to help them along their path and they want to be able to confide in me, trust me, but also know that I’m there for them. So I tell every member of the team after the elephant meeting, hey guys, from 9am to 4, you can’t contact me. If it’s a burning fire, here’s where you go, here’s who you contact, or I trust you to handle it.

(Speaker 3)
And then Tuesday is the same thing. Elephant people coming in, I put my phoneck, I want to get your take on this because you see patients at your clinic and you have to stay on time. Yes, it’s important. How many patients do you guys see

(Speaker 3)
in a typical day maybe up there?

(Speaker 10)
65, 70.

(Speaker 1)
So if you go to drbreck.com, D-R-B-R-E-C-K.com, drbreck.com, and you live in the Tulsa area and you schedule your first exam over there. Your first exam, your first adjustment, the x-ray, the whole deal.

(Speaker 3)
Is it free?

(Speaker 10)
It is free. If you go to our website, basically there’s a coupon there that makes it free.

(Speaker 3)
It’s free? Yeah. Drbrek.com. So if you go there, your first exam is free. You’ve been doing this for a long time. You have 65 patients a day. What would happen if you got distracted and decided to take personal phone calls while

(Speaker 1)
helping adjust patients?

(Speaker 10)
Well, I mean there’s a number of things. So even before the phone call, if I’m distracted, then you’re really not getting that quality service that we were talking about just a minute ago. So it’s present time consciousness. I mean that’s been my mantra, what I’m all about ever since day one. Because when I’m delivering that adjustment, it’s heart to heart and soul to soul.

(Speaker 10)
I mean, there’s an energy connection. It’s not just mashing on bones. But yeah, I mean, I do not answer my phone. My family knows. Don’t call me unless, you know, even if the house is on fire, call the fire department. You know, but I mean, if they call back to back, they know if it’s not a true, true emergency,

(Speaker 10)
I’m still not going to answer the phone, but I’ll get to it as quickly as I can. If it’s not a true emergency, don’t even call twice.

(Speaker 1)
You’ve set it up where if they absolutely need to get a hold of you, they can call your

(Speaker 10)
office. They can call the office. The ladies will let me know, hey, there really is an emergency.

(Speaker 3)
That’s very different than the most of the world. But yeah, in my office, nobody, yeah, I mean, that moment is yours. That’s very different than the rest of the world.

(Speaker 34)
Oh yeah.

(Speaker 3)
The rest of the world never does that.

(Speaker 39)
Yeah.

(Speaker 3)
My kids aren’t playing in the corner. I had a funny story that I need to share, but it’s far enough in the past where I can share it, but I will give no details as to who it may be You’re horrible. This guy pulled me aside and he says, Hey man, I was here today. I was you know, my wife and I were, you know, kind

(Speaker 3)
of do you know, we’re kind of just, you know, doing a little way. And I get a phone call and I’m like, what? What? He’s like, I get a phone call and I am like, oh, you did

(Speaker 3)
no, no, no. You answered the phone? He’s like, well dude, I saw the call coming through and I’m like, no, no. And I go, you do this a lot, don’t you? You do this a lot. And he says, well, the other day, I mean, just the other day, we were kind of, we were doing a little, you know. And then the phone rang and I’m like, get out of here!

(Speaker 10)
That’s horrible. Horrible.

(Speaker 1)
He wouldn’t turn his phone off at night. Jeez. do you sleep with your phone on?” He goes, yes. I’m like, well, how often do you get woken up with like a ding or a update or a ding? He goes, all the time. I don’t recall

(Speaker 3)
having a full night’s sleep.

(Speaker 10)
A lot of people say you shouldn’t even charge it and you’re like in the same room. You should be in another room.

(Speaker 3)
So I’m just saying out there, live a structured life. Think about the things you’re going to say no to, create those new boundaries. Now, principle number four, Bill Campbell wrote, spend your days doing, not planning. This is an example from Bill Campbell’s life. He liked to spend his Saturday mornings planning, and then he liked to go 90 miles an hour during the week. But he spent his weekend replanning. Every Saturday, replanning, recalibrating, refocusing.

(Speaker 3)
But then during the week week he would just go.

(Speaker 1)
Dr. Breck, when do you do most of your strategic planning?

(Speaker 10)
I do it in the morning. And so, like him, my schedule is very similar. A lot of people will ask me if it seems boring or mundane, but it really doesn’t. It’s a matter of I know where I’ve got to be when and what’s going on. And so I’m not guessing or trying to figure it out in the last moment.

(Speaker 10)
But then, yeah, we take some extra time on the weekend to work on the business and not in the business.

(Speaker 3)
You know, Bill Kamels has another principle I want to share with everybody. It’s a principle called, he says, your company must have unifying products and principles. Principle number five. This is important because every company has its own culture, and as a coach, his job was not to create his own culture. His job was to figure out the culture that Steve Jobs wanted to create, or that Jeff Bezos wanted to create, and then to help make sure that was unified.

(Speaker 3)
As an example, there are a lot of people out there that should not ever apply for a job to work with me, ever. And I would say there are some people, probably eight out of 10 people out there would hate working for me. There is one young lady who,

(Speaker 3)
I think it was her husband wanted to apply for a job working for us, and she says, “‘My husband would absolutely love it there. And I’m like, this person has known me for a long time. She’s like, okay, cool.

(Speaker 3)
Another young lady, this is probably about two, three years ago, I remember she pulled me aside and goes, my fiance wants to work here, but you cannot hire him because he would hate you real fast. So Jason, talk about the culture that we have up in our office. What kind of energy, what kind of culture, what kind of speed, how does that go? Everything is so fast. But speaking to the last principle, having a structured life, you make it well known if you join the Thrive team or the Elephant team, every day is structured

(Speaker 3)
the same way. Here’s your job, here’s what you do. All of Team Thrive gets a to-do list every morning. They’ve got it on their clipboard, so they know exactly how it flows. As soon as we get out of our first meeting, it’s just 90 miles an hour, boom, boom, boom. But it’s also still positive. You and John walk around saying such encouraging things like, did you make any calls yet? And you just keep the ball rolling. But it’s still fun. But at the same time, we do work in an environment where it’s do or die. Like it’s in the words of , it’s either hell yes or hell no. And I love that. I thrive in those because I love chaos. I love energy. I love excitement. There’s you get a gong if you close a deal. Yeah. There’s like a bell that rings when you set appointments. There’s the victory lap high five and everybody five. We have

(Speaker 3)
employees that we get music over the energetic music. It’s a it’s a fast paced culture and some people would love it some wouldn’t but Bill Campbell is just talking about you’ve got to have a unifying product and principle. Another example we had a young lady who worked with us for about a month and Jason she hated me. No I’m serious like she would look over at me leaving the eye of death and we had a guy that applied for a job you know shortly after she left yeah and

(Speaker 1)
he goes hey I worked with her at her previous job.

(Speaker 31)
And she told me that she hated you, which let me know I would love working for you.

(Speaker 1)
Because I hate her. I mean, it’s just an interesting concept. So principle number six, it is imperative that you stop in fighting as soon as it arises, which goes back to the Bill Campbell that have a portable. I don’t take stock and I don’t take boop so you know he worked as he worked for free mm-hmm and his as his way to give back right but if you listen to the interview with Tim Ferriss Eric Schmidt explains in great detail Bill realized that usually the biggest problem facing a company is not fighting from the outside it’s usually internal implosion. Dr. Breck what kinds of

(Speaker 1)
I know your team now there’s never any infighting in your company and there’s certainly never any in our companies there Jason but what kind of infighting

(Speaker 10)
hypothetically may one find within a company? Well thankfully yeah when I do hire I mean one of the things I tell them is, because mostly I work with women, and I just say hey, this is a drama-free place. And you know, I mean we are a family, and we’re close, and we spend a lot of time together,

(Speaker 10)
but man, we are going to squelch any kind of drama as soon as it arises. Because we’re just not gonna harbor it, do it because it does it destroys the vibe it destroys the energy and and so yeah we do we I immediately bring whoever parties are involved or what comes up as fast as I get a hold of it I bring him in my office and say hey let’s get down to the bottom of this let’s resolve it and move on otherwise somebody

(Speaker 3)
needs to leave yep um I’ll just give you some examples of stuff that I’ve seen kill cultures that it’s a little too close to home for me but I’m just gonna give a lot of them yep just a lot and maybe Jason you can put notes some of these on the show notes here on principle number seven one it’s when an employee passively aggressively decides to not follow dress code yeah so it’s you have a dress code everyone should

(Speaker 3)
wear a tie. And one employee, you know, I’ve been there a long time, I don’t want to. That’s one. I just see dress code and fractions. But it’s not an aggressive, like, I’m not going to do that. They don’t ever come to you and say, I’m not going to wear that tie.

(Speaker 3)
They just stop. Right. Another example is lateness, where it’s a minute late, you know, one day it’s a minute late, and then four minutes late, and then seven minutes late, and then it’s a half hour late. And I think subconsciously the person who’s a little bit late doesn’t even think about it, but over time it becomes a new normal and then that becomes a problem. Third, right now,

(Speaker 3)
we live in a culture of social media, and it’s been brought up to me a lot. People say, I’m not building up my own brand. I hear this a lot, like very much. People say, I’ve been working with you for two years, five years, six years, nine years, eight years, one year, six months, and I’m not building up my own brand. And the NBA, National Basketball Association, they’re having a huge problem with this right now.

(Speaker 3)
It’s that each player wants to build up their own social media following more than they wanna win sometimes. You get a lot of people though, whether it be stylists, whether it be graphic designers, whether it be photographers,

(Speaker 3)
they wanna build up their own brand, and so it sends mixed messages to the consumer because they’re like, look, you’re a photographer who works for you full time as an employee. They have their own company over here on the side. And they’re promoting their stuff they did on the side.

(Speaker 3)
And the stuff they did on the side looks better than what they’re doing for you. And so I’m going to call it that. There’s a lot of that. Another cultural issue is…

(Speaker 10)
And of course, you’re not paying them to build their brand.

(Speaker 38)
Yes.

(Speaker 10)
You know that’s the key. I mean those owners of those athletes aren’t paying them to build their own brand.

(Speaker 1)
You are 100% correct. Another area of infighting is when employees are using LinkedIn, Facebook, and Indeed during the day. Right, on your dime, they’re on Facebook reading tips for how to get a raise while they’re working for you half the time. You see that a lot.

(Speaker 1)
Another example of infighting, working with family. Where you have a family member, let’s say you have a family member working for you and one family member is supposed to be doing graphic design, let’s say. They don’t get their job done. Well, you have another family member who’s their boss and they just hide the jackassry of the other employee. You have one family member who’s supposed to maybe be helping you with accounting and

(Speaker 1)
you have another family member who’s supposed to be managing them and they just sort of skirt over it. Hiring family, that’s so weird. Because when you work in a company and your boss is the daughter of the founder, it can be tough to see how you could ever get promoted because you’re like, well, this guy’s daughter is my boss, what’s my chance to get promoted?

(Speaker 1)
I mean, hiring family, it can get weird, hiring family. Other examples of infighting is people who refuse to save files the right way as they have their own naming convention.

(Speaker 3)
What happens when you can’t find a core document, Dr. Breck?

(Speaker 10)
Oh, it’s awful. That is horrible. Actually my sister who runs a child care facility for a major hospital in Oklahoma City, she just had to let somebody go. She was kind of telling me about it, but they do have a centralized system to where that person cannot delete, they can’t take files with them, certain things that they’re not

(Speaker 10)
able to do. It’s strategic, but it’s so smart. If they have two weeks, they can do a lot of damage on their way out the door, for sure.

(Speaker 3)
I’ve got another example that’s pretty, pretty crazy. It would be hiring hookers from the workplace. This has happened at least-

(Speaker 10)
Never gonna happen at my office.

(Speaker 1)
This has happened at least twice that I know of in my companies. Yeah. Where you had an employee during the day literally going on to Craigslist or to order pot or drugs or prostitutes during the day. Other causes of infighting is when you have clients that hire your employees or employees who flirt with the idea of wanting to go work for your clients. So I’ve seen this one.

(Speaker 3)
This was one that-

(Speaker 10)
Especially in your business.

(Speaker 1)
I could definitely see that. Dude, all the time Yeah, I remember what private four or five years ago We had one guy working for our team and I it was on camera, but he’s talking to the customer He’s like, so what do you guys pay at your business? They’re doing like a photo shoot together You know, well we pay, you know start at this rate that rate. Well, I’d love to come work for you Or is that weird aura? Another cause of infighting is discussing religion or politics. So let’s do both real quick just to show how this works.

(Speaker 3)
So Jason, you get to play the character of you with your real religious beliefs.

(Speaker 10)
I was born to play that role.

(Speaker 3)
Okay, and I’m going to play mine with my real religious beliefs, okay? Yes. And the only difference is, in real life, you and I don’t get into debates. True. But I’m just going to show how this could happen real quick, okay? Yeah. So, Jason, did you just see that new article on CNN about how people can’t pray at work?

(Speaker 34)
I did not.

(Speaker 10)
I don’t read CNN, nor do I subscribe to anything.

(Speaker 3)
I just think it’s crazy that we cannot pray at work.

(Speaker 10)
I mean, that’s totally cool, but I don’t see the point

(Speaker 3)
in wanting to pray at work. I never see you praying at work. How come you don’t pray at work?

(Speaker 31)
I am not a religious man.

(Speaker 17)
I’m just here to do my job.

(Speaker 3)
Well, it’s okay if you want to go to hell. Yeah, if you believe the construct of hell? I’m saying I don’t believe in anything, homie. Where do you get off? And then all of a sudden it’s like, okay, well, fine. And then throughout the day, though,

(Speaker 1)
instead of asking, Jason, could you help wash the towels?

(Speaker 3)
Yeah.

(Speaker 1)
I might think things like, well, hopefully he can pass me the clean towels before he burns in hell! I mean, there’s that kind of right, but there’s a lot of that, right? Another example. Let’s go with, this will be a good one. People right now who are in favor of building a wall.

(Speaker 1)
Dr. Brecht, let’s pretend that you are anti-wall and I’m for wall. Okay, so here we go. Dr. Brecht, did you see that article yesterday on Fox about the new wall? The Pentagon’s giving Trump a billion dollars to build the wall.

(Speaker 10)
I know, that’s ridiculous. I can’t believe they’d waste that kind of money.

(Speaker 3)
I know! We should have started building the wall years ago. We’re wasting so much money allowing these illegals to come in. There’s so many illegals. I feel like our country is populated with sick birds. No, these people just want to come here and work. Who else is going to do the job? Why do we need to build a wall? I’m just trying to keep people out. Did you steal my food out of the microwave, you son of a

(Speaker 3)
… Anyway. I actually saw a great photo of Tim Redman. He’s on a cruise right now, and

(Speaker 10)
it’s at Senior Frogs and says, the fun side of Trump’s wall. I was like, that’s pretty

(Speaker 3)
clever. There gets ugly. It does every time. Every time. Another cause of infighting, I’m just listing them all out here. Jason, let’s do this one. You’re my manager, and I cut hair. How’s it going, Jason? It’s great.

(Speaker 3)
Man, it’s kind of slow today a little there. You’ve seen that discussion. Multiple times. Oh, that’s a hot one. See, this is infighting. This is infighting. This is what it is. Through and through. Over and over all the time. Another cause of infighting. Hey, Jason, when are we going to get our company headshots? Because I noticed that you got headshots and I did not get headshots and I noticed that you got them and I did not Get them. When are we gonna have company headshots? Mmm. Where do you get?

(Speaker 3)
Right. It’s it’s constantly my am I wrong here? No, dr. Brick business cards Uh, hey, how come um, Sarah has business cards and I don? Where do you get off? It’s a constant.

(Speaker 1)
So all I’m saying is you just, you gotta be, you gotta stop being fighting.

(Speaker 10)
Making me do some of the dumbest stuff.

(Speaker 3)
It almost always is. Yeah. Okay. Now principle number seven, determine your cultural values from the outset and then model them. Bill Campbell.

(Speaker 3)
Bill, you know, was obsessed with keeping a set schedule, which is why he personally had a set schedule. He always got to, woke up at 5.30, always worked out from 6 to 7, always showed up to work on time, 8 o’clock to 2, and then never answered the phone when he was gone. I think it would be really, really easy for him to preach that, but to actually do that is where you start to see the culture develop.

(Speaker 3)
Culture is nothing but, culture is what you start to see the culture develop. Culture is what you allow to grow. That’s what that word means. It’s what you allow to grow. What you allow to grow within your organization. But Dr. Breck, talk to me about this.

(Speaker 1)
You can’t preach being on time if you’re not on time.

(Speaker 10)
Right. Right? Well, and I think a lot of times you’ll have some kind of a great business mantra or kind of your, what’s the word? Values, mission statement. Yeah, your mission statement, your values. And then you don’t actually follow through with them. It’s great and it’s a slogan on the wall, but nobody actually performs or

(Speaker 10)
lives by it at all. You’ve just completely undermined everything you work to try to do to create that. It’s just walking hypocrisy. It’s like when people always say say be the change you want to see

(Speaker 3)
yeah but but don’t ever change. You’re not. Now speaking of Gotti, principle number eight, he says don’t manage, Bill Campbell says don’t manage your team via email. Yes. I’m gonna read a long notable quotable from Bill Campbell and as I read it I want the listeners to just marinate on this this appeared in Inc magazine article by Mr. Jeffrey James Bill Campbell on email

(Speaker 1)
Remember he’s working with Google

(Speaker 18)
Apple

(Speaker 3)
Amazon

(Speaker 37)
Facebook

(Speaker 1)
Intuit The biggest companies and they’re all tech companies and the coach that is endorsed by all of these people is telling you to get off the email. This is what he says. He says, one of the greatest boom and busts of technology, of the technology era, is electronic mail. It’s one of the greatest things that’s ever been constructed anywhere. It’s also a crutch. Email is one of the great, great things that’s ever been constructed and invented. And I’m a full supporter of it, but it’s got to be used wisely.

(Speaker 1)
I worked with an executive who managed by email. He’s read a report or something in his email folder and disagree with it, then send a memo saying something like, I think this is the stupidest thing I’ve ever read. And he blasted out to six people who had been on the group. As a result, each person in the group who wrote him another, would then write him another two- to three-page email

(Speaker 1)
message explaining why the report wasn’t stupid. Everybody would end up spending 45 minutes thoughtfully banging out an electronic answer. And it invariably turned out that when he blasted criticisms like that out onto the network, he would find out that they were right and that they had thought the situation through very carefully. The executive was just not

(Speaker 1)
aware of all the reasons that they had got to that point because he did not follow the process. I tried to tell this guy that the electronic criticism was very insensitive. It was pretty insensitive. I suggested that he, that he, I suggested he into the committee that we sit down and say, look I really don’t like this and let me tell you why. And then they’d get a chance to say, well let me tell you the problem. I don’t know how many hours we wasted answering electronic messages

(Speaker 1)
just to address something that could have been settled during a brief hallway conversation.

(Speaker 3)
Bill Campbell.

(Speaker 34)
Absolutely.

(Speaker 3)
Just stop using the email to manage. I see it all the time. I remember we used to have a video company. And we had different managers in the video company, but when you edit a wedding video, it’s like a one-hour video, a 30-minute video, you have to send the video

(Speaker 3)
to someone who QCs the video. Their job is to watch the video and to check for errors. That’s what you do. Your job is to watch someone else’s video that they edited, doing their very best, and to find errors in the video.

(Speaker 3)
Right, that’s the job. I mean, to find errors. So I remember we had one QC-er who used to always email the responses instead of talking to somebody. And he would say, Point one, name spelled wrong. Point two, words don’t match music.

(Speaker 3)
Point three, it would be great if you could ever get that right. Now I’m never commenting on the other, you know, 55 things that were right. So the person who would edit it would get mad.

(Speaker 10)
Yeah, only getting the negative.

(Speaker 3)
So this is what would happen. They would edit the name and get that right. Then they would go in and edit the voices to match. But then intentionally at the end of the video they would write, screw you. Then the QC-er would go, love it, thanks for making the changes. Then the employee would write back, well if you weren’t an idiot you would have actually watched the video, so don’t criticize me for making errors because you didn’t even watch

(Speaker 3)
the video. Because if you did, you’d see at the end I said screw you. And it would all be via email. It would be almost explosive. And I’m just telling you, email is absolutely the worst way to communicate with people. It should only be used to confirm what was said.

(Speaker 3)
It should not be used as a way to discuss or to assign action items.

(Speaker 1)
Because Jason, how often when you get an email do you not even know what the person’s talking

(Speaker 36)
about?

(Speaker 3)
Yeah, I never know what they’re talking about, because with, at least this is my personal take on it, anything as far as text-based communication, so text message for work or email, I will only ever text or email if it’s good news. I will always call if there’s a discussion that needs to be had, or if bad news needs to happen, it’ll be a face-to-face meeting or a phone call, because an email or a text always comes through is either insincere, there’s no tone, and so people will take it how they think. It’s like, well, he says a lot of things and he may have mispunctuated here, so he must be mad at me, what did I do wrong? And then they start to stew, or the tone just comes across as passive aggressive, whether the intent was there or not. So I

(Speaker 3)
try to just unsubscribe to all of that, and if it’s good news, send it through so it can be quick. But sometimes it may take longer to make 10 phone calls as opposed to CCing 10 different people, but you can be more specific, you can be more detailed, and there’s that human element to it. That way, everybody leaves on the same page. Bill Campbell was a huge fan of starting off every meeting with building rapport, essentially celebrating wins or going over good things that happened. And that for me has been the hardest part

(Speaker 3)
of growing a company. Is having wins to start a meeting or rapport. Because on a human level, just me, I don’t like that. So I just don’t. I’ve had to learn that.

(Speaker 10)
So you just want to dive into the meat of whatever we’re meeting about.

(Speaker 3)
I mean, this is how I am. If I close a deal, let’s say, and you said, good job on that deal. Good job. Good job. You did a good job. Yes. I don’t know what to do with that feedback. So I’m always like, yes, or okay. But I don’t really process that emotion very well. I’m always like, okay, that is, thank you. But I do process the emotion of like, hey, we could do this better. Or hey, here’s what we could do to make that better. Or hey, I just don’t do well with praise. And I thought for the longest time that everybody else was like

(Speaker 3)
that. And I found that probably 99% of humans are the other way around. O’Reilly See, I feel you on that, though. If somebody gives me a compliment, like I was talking to Clay Stairs on Tuesday, and he gave me a very, very nice compliment on how I’m doing coaching, and I kind of just stood there and nodded, and I was like, your shirt is nice, but I can celebrate somebody else’s wins

(Speaker 5)
like to the moon and back.

(Speaker 1)
And so I would just say when you start off your meeting, though, you do have to start off with that rapport. If you have to deliver criticism, make sure you do it face to face or over the phone with some nuance.

(Speaker 3)
Dr. Breck, you had a hot take there.

(Speaker 10)
Well, I mean, kind of back to the email thing. One of the things I’ve always told my team is that if the exchange is more than one and two back and forth, then it needs to be a conversation. If you can, face to face, and if not, definitely a phone call. But also, going back to the struggle with the praise, I would say some of that is because both of you guys are self-driven.

(Speaker 10)
And so you get that internal motivation to keep driving and keep going. A lot of people don’t have that. And so, yeah, depending if you’re not really self-motivated and driven from internally, then you need those external cues to say, hey, keep going, you’re doing a good job. But I mean, that’s just an individual thing.

(Speaker 1)
I think that most people, most people are not internally driven and I’ll give you some examples of me behaving badly. This would be… Those are your favorite examples. Well I just think it’s important that the

(Speaker 3)
listeners… Those are my favorite examples. I think listeners could learn from some self

(Speaker 15)
deprecation you know. Some shows don’t need a celebrity narrator to introduce the show. But this show does. Two men. Eight kids, co-created by two different women. Thirteen multi-million dollar businesses.

(Speaker 3)
Ladies and gentlemen, welcome to The Thriving Time Show. Yes, yes, yes, and yes.

(Speaker 1)
Dr. Breck, how are you doing, my friend?

(Speaker 10)
I’m doing very well, thank you. How are you doing, Clay?

(Speaker 3)
Well, I’m glad that Jason could make it here without certain death Yeah, apparently in route in transit to the man cave studios where there’s a lot of construction going on back there Yep, you stepped in what we just explained to listeners what happened So, you know in like Indiana Jones like the movie that made people like afraid of quicksand I think I stepped in my first little thing of quicksand. I am so sorry for not warning you about the mud out there. It’s okay I should have known better I’ve been here after it’s rained before I typically always wear like

(Speaker 10)
snow boots but today I decided to wear like slip-ons that were one size too big. So I

(Speaker 1)
owe a public apology to to Jason right there that’s one deduction of a mega point for me to start the show. Now, we are keeping score, though, so hopefully I get some mega points back. We’re talking today about Bill Campbell, the subject of the new book called The Trillion Dollar Coach. The Trillion Dollar Coach. Now, if you are out there today and you do not know the name Bill Campbell, you’re certainly not alone, because most people don’t know about this man, because he was considered to be Silicon Valley’s secret business coach. But I encourage you to go to trilliondollarcoach.com. It’s trilliondollarcoach.com, and there you will see the new book written by Eric Schmidt, the CEO of Google.

(Speaker 1)
Now, this guy, let me just tell you what kind of an impact this guy has made. Throughout his career, he’s worked with companies that you know, but you just don’t know about him, because he volunteered to work for free. So this man worked for free. So the vast majority of his success that we’re going to talk about today is previously, it’s never been discussed, because Bill just didn’t really want to celebrate his wins and the Silicon Valley CEOs were kind of secretive people. But let me just tell you the impact he had. Bill Campbell

(Speaker 1)
was the business coach for Apple’s co-founder Steve Jobs. Have you ever heard of Steve Jobs

(Speaker 3)
there Jason?

(Speaker 1)
I think I know the name. It sounds familiar. That’s a mega point. Okay. Also he was the business coach for Jeff Bezos, the founder of Amazon. Also the coach for Sheryl Sandberg, the chief operating officer of Facebook. He was known as the best business coach of all time, and that is why, after his death, he died due to health-related issues. Eric Schmidt, Alan Eagle, and Jonathan Rosenberg decided to team up and to write a book documenting

(Speaker 1)
how he impacted them. But let me explain this to you. Bill Campbell worked with the companies during their growth phases, when they were just little baby businesses, and he worked with them all the way until they grew into now companies that exceed a market value of over $2 trillion. And this book interviews the 80 people who Bill impacted the most.

(Speaker 1)
And we’re not talking about people you don’t know. I’m talking about the top venture capitalists of all time. I’m talking about Sheryl Sandberg in the book. I’m talking about Tim Cook, the CEO of Apple. I mean the who’s who of business is all featured in this book. But let’s start off talking about the early life of Bill Campbell.

(Speaker 1)
He was born on August 31, 1940 and was a legendary, grew to become a legendary business coach, but he started off being a football coach. Let’s start there. Dr. Breck, you played football in high school. What do you think are the parallels between football and business from a coaching perspective?

(Speaker 10)
I think there’s a lot of parallels. I mean, you’ve got to motivate people, you’ve got to have a good game plan, you’ve got to be able to execute, you know, the determination, the follow-through, being able to see what you’re doing wrong, analyze it, then correct it, and sometimes on the fly. And so, yeah, I think there’s a lot of parallels.

(Speaker 1)
Well, at a certain point, Bill Campbell decided to leave coaching football and to get into corporate America. And throughout his career, he had a lot of success himself. He went on to become the chairman of the board at Intuit. He went on to become the vice president of marketing and the board of director for Apple. He was also the CEO of Claris and Intuit from 1994 to 1998. The CEO of Intuit from 1994 to 1998. And a company called the Go Corporation, which he successfully sold to

(Speaker 1)
AT&T. Now the Go Corporation was the pioneer in the tablet technology. So a lot of the stuff you see now on your smartphones and the tablets, that’s what the Go Corporation was all about. So Bill decided that he wanted to become a full-time business coach. So let’s start there. Jason, if you were a full-time business coach who had already achieved a lot of wealth, how much do you think you would charge your clients?

(Speaker 1)
Like if you’re sitting down with Steve Jobs and Steve’s like, well, you know, being that I have one of the most valuable companies in the world and you’re trying to help me, How much do you want to get paid? How much do you think is a fair amount? Fair amount for me would be weird because I would just want it to be like livable. I’d like to enjoy my job but also meet all of my needs. So somewhere that would just be

(Speaker 3)
comfortable for me.

(Speaker 1)
Well Bill went for the low, low price of free.

(Speaker 32)
Nice.

(Speaker 1)
Which is interesting because I don’t think anybody else would do that.

(Speaker 10)
Yeah, I’ll answer that quick. I would go a little higher than probably just meet my needs. My needs would probably go up a little bit.

(Speaker 3)
Really? Yeah.

(Speaker 1)
Well, this is the notable quotable from Bill Campbell. I’m going to read it to you. He says this. He says, I don’t take stock, I don’t take cash, and I don’t take boop from anyone. I love that. That was his whole mantra, his whole aura, his whole energy. And people might say, well, why did he do it? He said that it was his way to give back. To quote Tim Cook, the CEO of Apple, Tim Cook says,

(Speaker 1)
Bill’s passion for innovation and teamwork was a gift to Apple and the world. Trillion-dollar coach has captured his tireless spirit so future generations can learn from our industry’s greatest leaders.” This is what Sheryl Sandberg has to say about the book Trillion Dollar Coach and Bill Campbell.

(Speaker 1)
She said, “‘Bill shared his wisdom generously, expecting nothing but the joy he got from teaching others. I was privileged to have him as my coach for several years. Many times since then, when asked for advice by others, I think of Bill and try to live up to the example he set.” John Doar, one of the top venture capitalists of all time, the chairman at Kleiner

(Speaker 1)
Perkins writes, Bill was a world-class listener, a Hall of Fame mentor, and the wisest man I’ve ever met. His ambitious, caring, accountable, transparent, profane humanity built the culture at Google and dozens of other companies into what they are today. Love was Bill’s distinguishing trait. He got love and he got family. I miss you, coach. Susan, the CEO of YouTube, writes, whenever I had a tough decision to make, I think about Bill Campbell. What would Bill do? I owe him so much. He had a gift for helping people to realize their full potential and getting organizations

(Speaker 1)
to work well together. Trillion Dollar Coach, the book, does a great job of capturing what made Bill special to me and others. The current CEO of Google writes, whenever I saw Bill, he gave me perspective about what really matters. At the end of the day, it’s the people in your life. Bill had such strong principles around community and how to bring

(Speaker 1)
people together. He used those principles, detailed in the book, Trillion Dollar Coach, to form the foundation of Google’s leadership training. So all of our leaders can continue to learn from Bill. So I want you guys to think about this for a second. The same coach was working with the founders of Square and Twitter, Jack Dorsey, Google, Apple, Amazon. Think about this. By a little quick survey, Dr. Brecht, did you buy something on Amazon this week?

(Speaker 10)
Yes.

(Speaker 3)
Oh, okay. That’s a mega point for you.

(Speaker 17)
Jason, did you buy anything this week off of’Reilly Yes. O’Reilly Oh, okay. That’s a mega point for you. Jason,

(Speaker 3)
did you buy anything this week off of Amazon, either personally or for a business?

(Speaker 19)
O’Reilly I think four days out of this week I did.

(Speaker 1)
O’Reilly Unbelievable. That’s a knowledge bomb and a mega point. Now, think about this. Jason, have you used Google in the last 24 hours? O’Reilly I used Google within the past 15 minutes. Right, okay. Dr. Brick, have you used Google within the past 24 hours? Yes. Okay, now, okay, another question. These are profound questions. Think about this. I mean, everybody listening here has probably used one of these products we’ve mentioned already. Now, how many of you have used, Dr. Brick, have you ever used Intuit or TurboTax or that program? Yes. There we go again. What about Square? Jason, have you used Square or Twitter?

(Speaker 10)
I have used Square more than I’ve used Twitter, but I’ve used both.

(Speaker 3)
This is unbelievable. You talk about an impact. This guy shaped the world as we know it. So much of what we are using today was shaped by a guy we’ve never heard of. Another example, Ben Horowitz, the man who built and sold Opsware to Hewlett Packard for $1.6 billion of cash, writes, no matter who you are, you need two kinds of friends in your life.

(Speaker 3)
The first kind is one who can call you when something good happens, and you need someone who will be excited for you. Not a fake excitement, veiling envy, but a real excitement. You need someone who will actually be more excited for you than he would be if that happened to him. The second kind of friend is somebody who you can call when things go horribly wrong.

(Speaker 3)
When your life is on the line and you only have one phone call, who’s it going to be? Bill Campbell is both of those friends. Ben Horowitz. So again, Bill Campbell. We’re talking about a guy who is so massive, so successful, such an impact, but people are going, I’ve never heard about this guy. I

(Speaker 3)
don’t know a single thing that he’s taught people. Can you get some specifics? Okay. So what I did today is I decided to do a deep, deep, deep dive into Bill Campbell, watching interviews, listening to to podcasts by the way there’s a great new interview that just came out with a Tim Ferriss and Eric Schmidt the author of trillion dollar coach in the CEO of Google where he interviews him about Bill Campbell Oh, so I’m gonna put a link to the Tim Ferriss show on our show notes because that is a entire podcast

(Speaker 3)
Devoted to Tim Ferriss interviewing Eric Schmidt about his relationship with Bill Campbell. We’re going to go through the 14 principles and Dr. Breck, this is how we’re going to do it. I’m going to read the principle. I’d like for you to kind of break it down, explain what that means to you. And then we’re going to read a notable quotable from Bill Campbell himself.

(Speaker 3)
So principle number one, know that great products drive success. Everything else is just a supporting function. Dr. Breck,

(Speaker 1)
as a chiropractor, how important is it to actually have a great service? I think

(Speaker 10)
that that’s everything. I mean for me that adjustment is the most important thing that happens during your visit in our office. We have a lot of additional therapies, additional things that go along with, but at the end of the day you strip it all back. The one thing that has to happen is that adjustment of your spine to allow your nervous system

(Speaker 10)
to function properly.

(Speaker 3)
Now I don’t care what kind of business this is. I don’t care what kind of business you have. I don’t, just think about this for a second. Have you ever met somebody, or have you ever been in a spot, I’m just asking rhetorically Thrive Nation, have you ever been in a spot where your product sucks, but your marketing is awesome?

(Speaker 3)
Have you ever been in a spot where your marketing is tremendous, but your product sucks? Well, I could think of an example just yesterday. I went to a local business, I won’t mention their name, and I went there, and the person who I talked to at the front desk, I said, how was your day? And she responded, well, another day, you know. I’m like, well, are you just getting here for your shift or are you wrapping it up? She goes, just getting here. And I’m like, okay. And my kids are with me and they’re

(Speaker 3)
watching this person just hate their job. Well, I don’t care how good the marketing is for that company, that brick and mortar business, I don’t think anybody had a positive reaction with this person. I can contrast that to, yesterday I went to Sprouts to get some stevia and kombucha for

(Speaker 1)
my wife.

(Speaker 3)
Oh yeah, that’s good stuff.

(Speaker 1)
And everybody I met there was very upbeat, very kind, very nice, and the food quality

(Speaker 10)
is good.

(Speaker 3)
Yeah, right. But what if their marketing was great, Jason? What if their marketing was great, but you walked in and the food quality wasn’t great and the person working there wasn’t nice?

(Speaker 10)
I would immediately turn around and go to Whole Foods.

(Speaker 1)
So homework here, on a scale of 1 to 10, I want everybody to pretend that you have a Bill Campbell as a business coach. I’m going to teach you some of the Bill Campbell moves here. I want you to rate yourself on a scale of 1 to 10, with 10 being the highest and 1 being the lowest. Think about the service quality of your business. Scale of 1 to 10, 10 being awesome, 1 being the worst, and write down a number. Because what if your service quality today is a 7? What if it’s a 6? What if it’s a 1? What if it’s a 10? What if you’re at a nine and you’re very, very close to wowing

(Speaker 1)
people? Jason, what did we just introduce today to all of the Elephant in the Room stores, or this week to all of the Elephant in the Room stores? A little perk, a little tweak.

(Speaker 3)
What was one thing we introduced into the service experience? Members can now bring their sons in to get their haircuts with them. Mmm. Mmm. Now, what was one more thing we did? It tastes good. Oh, yeah. So across all three shops. South Tulsa, we did away with those boring butter mints and we replaced them with Andy’s mints. Oh, and what else did we do?

(Speaker 10)
Oh, and then at downtown, we did away with those butter mints and replaced them with See’s candy.

(Speaker 3)
Oh, and then in Broken Arrow, what are we attempting to do? replace them with famous Amos cookies. Oh! And the reason why we’re doing this is because we’re trying to take the service level to a whole nother realm, right? Called the wow. Yeah. Now let’s go back to these Bill Campbell products. Apple. How many of you have ever bought an Apple product? Like an Apple phone, an iPhone, and you get that sweet, sweet box, and you just look at it as though it’s like a majestic gift from

(Speaker 3)
the Lord. And then you hold on to it for 10 years. Don’t you? Just the box. The box! Right, you want to start playing with the box. But I mean, okay, now Google. Think about Google. Jason, why do you like Google and not Yahoo? Google takes me exactly where I need to go and they just they they found a way to figure out their algorithm to where they’re faster and just overall better. And I don’t have to get news updates about random crap I don’t care about right that’s huge for me. I don’t want to go down the internet black hole of like and I don’t even want

(Speaker 3)
to know what’s going on with most things I mean I don’t want to know I don’t want the negativity of the world to block out what I’m searching for in Google. I really don’t care about who’s upset about Trump or Obama. I just want to search for Tulsa dog training and find a good trainer for my dog. Every time you log on it’s just that beautiful graphic. They don’t swarm you with terrorist attacks or what people are voting for. It’s just great. It’s unbelievable. That’s the kind of stuff you’re going to find with the companies that

(Speaker 3)
Bill Campbell coached. Now, let me read the notable quotable here from Bill Campbell. This is Bill Campbell. This article is featured in Forbes, and I will make sure I put a link on the show notes. It says, first of all, I don’t really take the company to coach unless the founder is passionate

(Speaker 3)
and really wants to create something durable. Once you get the founder and the CEO, you just want to find out what makes them tick. You’re trying to understand what they want to get out of their management team. Then you try to spend time with the team. And then put processes in place. I’m not going to tell Larry Page and Sergey Brin how to do their search engine algorithms

(Speaker 3)
at Google. I’m just trying to bring what they’re doing to life. So think about that. He’s not getting in there as a coach and saying, this is how you should code your website. No, what he’s doing is he’s saying, Hey, let’s get the management team rolling in the same direction. That’s what he would do. Now. Principle number two

(Speaker 1)
is trust your managers and make sure they trust their subordinates. Dr. Breck, what

(Speaker 10)
does that mean? Trust is huge. I mean, you’ve got a, you’ve got to trust that everybody knows their job and is doing their job, and that flows from the top all the way down. So I mean, you know, in that you’ve got the managers and then the people below, but yeah, it starts at the top.

(Speaker 3)
I don’t know if anybody out there can relate to this, but I can. God, it’s terrible when you have somebody doing management and you don’t trust that they’re actually doing their job. It’s awful.

(Speaker 10)
It is awful. It is awful. Well, and you take steps to prevent that with the video cameras, surveillance, for security, and then also the call recording.

(Speaker 3)
I 100% agree with what Dr. Brecht just said. You put in the call recording, Clarity Voice is a program we recommend, you put in the video cameras. I agree with all that, and I want to just pile on with this. Jason, an elephant in the room, if we have to write somebody up for breaking a policy, where do we have to put that file? We send that immediately as soon as it’s been signed by who it’s being documented for, by

(Speaker 3)
the management, and by a third party. So we can just verify all the information. We immediately upload that to our disciplinary folder in Dropbox. Now I can tell you this though, I’ve had situations before where I’ve had to deal with an unemployment situation and I go to look for the files and they’re not there. And I ask the manager, hey, where are these? And they say, I forgot.

(Speaker 3)
Well, that really kills trust because I have to go back and verify every time. Just as recently as yesterday, I was looking for some core source documents on Dropbox and a member of my team was like, oh yeah, they’re there. They’re there. Yes, yes. And they’re not there.

(Speaker 3)
And so that’s tough. And that’s why you just got to trust but verify. You got to trust but verify. Because if you just blindly trust, it really puts you in a bad situation. When you assume it makes a boop out of you and me. All right, notable quotable from Bill Campbell coming in hot.

(Speaker 3)
This one was featured in Inc. Magazine with an interview with Jeffrey James that reads, the one thing I learned from Steve is to hire a great person for every single job in your company. Every person has to be great.

(Speaker 3)
You can’t just accept mediocrity because you have, it’s a low-paying position. You just can’t. There’s somebody else out there that can take the job and do something really wonderful with it. I really hire good people and count on them to provide me with the knowledge and understanding of the position that I don’t have.

(Speaker 3)
So I want to make sure we’re getting this. If you’re out there and you have people on your team, I want you to rate right now on a scale of 1 to 10, your trust in your managers. 10 being, oh, I trust my managers. One being, not so much. I want you to write down why. Now on a scale of 1 to 10, you can rate your managers on a scale of 1 to 10.

(Speaker 3)
10 Jason being like, wow, I really trust my managers. One being not so much. And then answer the question, why? Now question number three. Rate your employees. Rate those employees on a scale of one to ten. Ten being the best, one being the worst.

(Speaker 3)
And why? Why? This is so big. Now, principle number three from Bill Campbell. I’ll tell a Bill Campbell story here. He believed in a structured life. He believed in living a structured life. Now, let me give example about Bill Campbell.

(Speaker 3)
Did you guys know that Bill Campbell woke up every day at 5.30 in the morning. He went to work out at 6am to 7. Then he went to work from 8 to 2. Every single day. Jason, do you know what he did after 2pm? What did he do?

(Speaker 1)
He went to coach soccer.

(Speaker 3)
Volunteer soccer coach.

(Speaker 35)
He would.

(Speaker 3)
I like this guy so much. Volunteer soccer coach he would And you know what would happen if you text the guy or called the guy he would ignore it right yes He said I want to be a hundred percent present He called this concept a hundred percent listening hundred percent being present He was obsessed with having the same repeatable schedule and not being interrupted He wanted to be uninterrupted when working with the kids and uninterrupted with his wife, and uninterrupted with the business. Jason, can you talk to us about the importance of being uninterrupted when you’re greeting

(Speaker 3)
a customer up front at Elephant in the Room, or being in a staff meeting? O’Reilly Oh, it’s super important. So with all of my coaching meetings on Mondays, or the days, I know that I have to be 100% engaged in any of the coaching clients, but then also 100% engaged in any of our newer returning customers to Elephant because I know that the second that I break my attention from them, they feel undervalued and I feel like I’m not doing my job because when it comes to the coaching

(Speaker 3)
client, that hour of power is theirs. I’m supposed to help them along their path, and they want to be able to confide in me, trust me, but also know that I’m there for them. So I tell every member of the team after the Elephant meeting, hey guys, from 9 a.m. till 4, you can’t contact me. If it’s a burning fire, here’s where you go, here’s nobody in front of me, but if I’m with a coaching client or an elephant client or customer, that’s all their time. Dr. Breck, I want to get your take on this because you see patients at your clinic and you have to stay on time. Yes, it’s important.

(Speaker 3)
How many patients do you guys see in a typical day maybe? 65, 70. So if you go to drbreck.com, and you live in the Tulsa area and you schedule your first

(Speaker 1)
exam, your first adjustment, the x-ray, the whole deal, is it free?

(Speaker 24)
It is free.

(Speaker 10)
If you go to our website, basically there’s a coupon there that makes it free.

(Speaker 3)
It’s free? Yeah, drbreck.com. So if you go there, your first exam is free. You’ve been doing this for a long time. You have 65 patients a day. What would happen if you got distracted and decided to take personal phone calls while

(Speaker 1)
helping adjust patients?

(Speaker 10)
Well, I mean there’s a number of things. So even before the phone call, if I’m distracted then you’re really not getting that quality service that we were talking about just a minute ago. So it’s present time consciousness. I mean that’s been my mantra, what I’m all about, ever since day one. Because when I’m delivering that adjustment, it’s heart to heart and soul to soul.

(Speaker 10)
I mean, there’s an energy connection. It’s not just mashing on bones. But yeah, I mean, I do not answer my phone. My family knows. Don’t call me unless, you know, even if the house is on on fire call the fire department you know but I mean if they call back-to-back they know if it’s not a true true

(Speaker 10)
emergency I mean I’m still not gonna answer the phone but I’ll get to it as quickly as I can but if it’s not a true emergency don’t even call twice right

(Speaker 1)
and you’ve set it up where if they absolutely need to get a hold of you

(Speaker 10)
they think call your office they can call the office, the ladies will let me know, hey there really is an emergency. That’s very different than the most of the world. In my office, that moment is yours.

(Speaker 3)
That’s very different than the rest of the world. The rest of the world never does that. My kids aren’t playing in the corner. I had a funny story that I need to share, but it’s far enough in the past where I can share it, but I will give no details as to who it may be because otherwise people will go, you’re a horrible person. This guy pulled me aside and he says, hey man, the other day my wife and I were kind

(Speaker 3)
of doop-a-doop-a-doop, we’re kind of just doing a little doop-a-doop-a-doop. I get a phone call and I answer. I’m like, oh, you did. No, no, no. You answered the phone. He’s like, well, dude, it was like I saw the call coming through. And I’m like, no, no. And I go, you do this a lot, don’t you? But you do this a lot. And he says, well, the other day, I mean, just the other day, It’s horrible. He wouldn’t turn his phone off at night. Jeez. And I’m like, so do you sleep with your phone on?

(Speaker 3)
He goes, yes. I’m like, well, how often do you get woken up with like a ding or a update or a ding? He goes, all the time. I don’t recall having a full night’s sleep in years.

(Speaker 10)
A lot of people say you shouldn’t even charge it and you’re like in the same room.

(Speaker 3)
You should be in another room. So I’m just saying out there, live a structured life. Think about the things you’re gonna say no to, create those new boundaries. Now principle number four, Bill Campbell wrote, spend your days doing, not planning. This is an example from Bill Campbell’s life. He liked to spend his Saturday mornings planning,

(Speaker 3)
and then he liked to go 90 miles an hour during the week. But he spent his weekend replanning. Every Saturday, replanning, recalibrating, refocusing. But then during the week he would just go.

(Speaker 1)
Dr. Breck, when do you do most of your strategic planning?

(Speaker 10)
I do it in the morning. And so, like him, my schedule is very similar. A lot of people will ask me if it seems boring or mundane, but it really doesn’t. It’s a matter of I know where I’ve got to be when and what’s going on, and so I’m not guessing or trying to figure it out in the last moment. But then, yeah, we take some extra time on the weekend to work on the business and not

(Speaker 10)
in the business.

(Speaker 3)
Bill Kamosa has another principle I want to share with everybody. It’s a principle called, he says, your company must have unifying products and principles. Principle number five. This is important because every company has its own culture, and as a coach, his job was not to create his own culture. His job was to figure out the culture that Steve Jobs wanted to create, or that Jeff

(Speaker 3)
Bezos wanted to create, and then to help make sure that was unified. So, as an example, there are a lot of people out there that should not ever apply for a job to work with me. Ever. And I would say there are some people, probably eight out of ten people out there would hate

(Speaker 3)
working for me. There is one young lady who, I think it who her husband wanted to apply for a job working for us and she says, my husband would absolutely love it there. And I’m like, this person has known me for a long time. It’s like, okay, cool. Another young lady, this is probably about two, three years ago, I remember she pulled me aside and goes, my fiance wants to work here, but you cannot hire him because he would hate you real fast. So Jason, talk about the culture

(Speaker 3)
that we have up in our office. What kind of energy, what kind of culture, what kind of speed, what kind of, how does that go? Everything is so fast, but like speaking to the last principle, having a structured life, you make it well known

(Speaker 3)
if you join the Thrive team or the Elephant team, every day is structured the same way. Here’s your job, here’s what you do. All of Team Thrive gets a to-do list every morning. They’ve got it on their clipboard so they know exactly how it flows. As soon as we get out of our first meeting, it’s just 90 miles an hour, boom, boom, boom. But it’s also still positive. You and John walk around saying such encouraging things like, did you make any calls yet? And you just keep the ball but it’s still fun but at the same time we do work in an environment where it’s do or die like it’s in the words of it’s either hell yes or hell no and I love that I thrive in those because I love chaos I love energy I

(Speaker 3)
love excitement there’s you did a gong if you close a deal yeah there’s like a bell that rings when you set appointments there’s the victory lap high-fiving everybody five we have employees music over the energetic music it’s a it’s a fast-paced culture and some people would love it some wouldn’t but Bill Campbell is just talking about you’ve got to have a unifying product and principle another example we had a young lady who worked with us for about a month and Jason she hated me no I’m serious like she would look over at me leaving the eye of

(Speaker 3)
death and we had a guy that applied for a job shortly after she left.

(Speaker 19)
And he goes, hey, I worked with her at her previous job and she told me that she hated you.

(Speaker 3)
Which let me know I would love working for you because I hate her. I mean it’s just an interesting concept. So principle number six, it is imperative that you stop in fighting as soon as it arises Which goes back to the Bill Campbell that of a quotable. I don’t take stock. I don’t take cash, and I don’t take boop So you know he worked his he worked for free mm-hmm and his as his way to give back right? But if you listen to the interview with Tim Ferriss

(Speaker 3)
Eric Schmidt explains in great detail, Bill realized that usually the biggest problem facing a company is not fighting from the outside, it’s usually internal implosion. Dr. Breck, what kinds of, I know your team now, there’s never any infighting in your company, and there’s certainly never any in our companies there, Jason, but what kind of infighting, hypothetically, may one find within a company?

(Speaker 10)
Well, thankfully, when I do hire, I mean, one of the things I tell them is, because mostly I work with women, and I just say, hey, this is a drama-free place. And, you know, I mean, we are a family, and we’re close, and we it. We’re not gonna do it. Cause it does, it destroys the vibe.

(Speaker 10)
It destroys the energy. And so, yeah, we do. I immediately bring whoever parties are involved or what comes up as fast as I get ahold of it. I bring them in my office and say, hey, let’s get down to the bottom of this.

(Speaker 10)
Let’s resolve it and move on.

(Speaker 3)
Otherwise somebody needs to leave. Yep. I’ll just give you some examples of stuff that I’ve seen kill cultures that it’s a little little too close to home for me, but I’m just going to give a lot of them. Yep. Just a lot. And maybe Jason, you can put notes. So he’s on the show notes here on principle number seven one. It’s when an employee passively, aggressively decides to not follow dress code. So you have a dress code, everyone should wear a tie. And one employee, I’ve been there a long time, I don’t want to.

(Speaker 3)
That’s one. I just see dress code and fractions. But it’s not an aggressive, like, I’m not going to do that. They don’t ever come to you and say, I’m not going to wear that tie. They just stop. Another example is lateness, where it’s a minute late, you know, one day it’s a minute late, and then four minutes late, and then seven minutes late, and then

(Speaker 3)
it’s a half hour late. I think subconsciously the person who’s a little bit late doesn’t even think about it, but over time it becomes a new normal and then that becomes a problem. Third right now, we live in a culture of social media and it’s been brought up to me a lot. People say, I’m not building up my own brand. I hear this a lot, like very much. People say, I’ve been working with you for two years, five years, six years, nine years, eight years, one year, six months, and I’m never, I’m not building up my own brand.

(Speaker 3)
And the NBA, National Basketball Association, they’re having a huge problem with this right now. It’s that each player wants to build up their own social media following more than they want to win sometimes. You get a lot of people though, whether it be stylists, whether it be designers, whether it be photographers, they want to build up their own brand. And so it sends mixed messages to the consumer because they’re like, look, your photographer

(Speaker 3)
who works for you full time as an employee, they have their own company over here on the side. And they’re promoting their stuff they did on the side and the stuff they did on the side looks better than what they’re doing for you. And so I’m going to call that, call this a lot of that. Another another cultural issue is of

(Speaker 10)
course you’re not paying them you know to build their brand. Yes. You know that’s another I mean those owners of those athletes aren’t paying them to build their own brand. You

(Speaker 1)
are 100 percent correct. And another area of infighting is when employees are using LinkedIn Facebook and indeed during the day. So what happens is they’re on Facebook reading tips for how to get a raise while they’re working for you half the time. You see that a lot. Another example of infighting, working with family.

(Speaker 1)
Where you have a family member, let’s say you have a family member working for you and one family member is supposed to be doing, I don’t know, like graphic design let’s say. And they don’t get their job done. Well you have another family member who’s their boss and they sort of just hide the jackass or get the other employee. You have one family member who’s supposed to maybe do help you with accounting. And you have another family member who’s supposed to be managing them and they just sort of

(Speaker 1)
skirt over it. Hiring family, that’s so weird. Because when you work in a company and your boss is the daughter of the founder, it can be tough to see how you could ever get promoted because you’re up like well this guy’s daughter’s my boss What’s my chance to get promoted? I mean hiring family I’m gonna get weird hiring family other

(Speaker 1)
Examples of infighting is people who refuse to save files the right way As they have their own naming convention what happens when you can’t find a core document dr. Rick. Oh, it’s awful

(Speaker 10)
that is horrible actually sister, who runs a child care facility for a major hospital in Oklahoma City, she just had to let somebody go. She was kind of telling me about it, but they do have a centralized system to where that person cannot delete, they can’t take files with them, certain things that they’re not able to do. It’s strategic, mean it’s strategic

(Speaker 10)
But it’s so smart because yeah, I mean they can on there You know if they have two weeks they can do a lot of damage on the way out the door for sure

(Speaker 1)
I’ve got another example. That’s pretty pretty crazy It would be um hiring hookers from the workplace This has happened at least ever gonna happen at my office This has happened at least twice that I know of in my companies. Where you had an employee during the day literally going on to Craigslist or to order pot or drugs or prostitutes during the day.

(Speaker 1)
Other causes of infighting is when you have clients that hire your employees or employees who flirt with the idea of wanting to go work for your clients.

(Speaker 3)
So I’ve seen this one. Especially in your business.

(Speaker 10)
I could definitely see that.

(Speaker 3)
Dude, dude, all the time. I remember probably about four or five years ago we had one guy working for our team and it was on camera, but he’s talking to the customer and he’s like, so what do you guys pay at your business? Because they’re doing like a photo shoot together. this rate, that rate, well I’d love to come work for you maybe. And there’s that weird aura. Another cause of infighting is discussing religion or politics.

(Speaker 3)
So let’s do both real quick just to show how this works. So Jason, you get to play the character of you with your real religious beliefs. I was born to play that role. Okay, and I’m gonna play mine, my real, with my real religious beliefs, okay? Yes. And the only difference is, in real life,

(Speaker 3)
you and I don’t get into debates. True. But I’m just gonna show how this could happen real quick.

(Speaker 33)
Okay?

(Speaker 3)
Yeah. So, Jason, did you just see that new article on CNN about how people can’t pray at work? I did not. I don’t read CNN nor do I subscribe to anything. I just think it’s crazy that we cannot pray at work.

(Speaker 10)
I mean that’s totally cool but I don’t see the point in wanting to pray at work.

(Speaker 3)
I never see you praying at work. How come you don’t pray at work? I am not a religious man. I’m just here to do my job. Well it’s okay if you want to go to hell. Yeah, if you believe the construct of hell is real, then we can have that argument, but I’m not. Are you saying you don’t believe in the construct of hell?

(Speaker 34)
I’m saying I don’t believe in anything, homie.

(Speaker 3)
Where do you get off? And then all of a sudden it’s like, okay, well, fine. And then throughout the day, though, instead of asking, you know, Jason, could you help wash the towels. I might think things like, well hopefully he can pass me the clean towels before he burns in hell. I mean there’s that kind of, there’s a lot of that, right?

(Speaker 3)
Another example, let’s go with, this will be a good one. People right now who are in favor of building a wall. Dr. Brecht, let’s pretend that you are anti-wall and I’m for wall. Okay, so here we go. Dr. Breck, did you see that article yesterday on Fox about the new wall? The Pentagon’s giving Trump a billion dollars to build the wall.

(Speaker 10)
I know, that’s ridiculous. I can’t believe they’d waste that kind of money.

(Speaker 1)
I know! We should have started building the wall years ago. We’re wasting so much money I feel like our country is populated with sick birds. No, these people just want to come here and work.

(Speaker 10)
Who else is going to do the job?

(Speaker 17)
Where did you get all? Why do we need to build a wall? I’m just trying to keep people out.

(Speaker 3)
Did you steal my food out of the microwave, you son of a…

(Speaker 10)
I actually saw a great photo of Tim Redmond. He’s on a cruise right now, and it’s at Senior Frogs and says, the fun side of Trump’s wall. That’s pretty clever. There we go. So all I’m saying is that there is that’s true

(Speaker 1)
is that you if you could talk if you talk religion or politics it’s going to divide a room. It gets ugly. It does every time. Every time. Another cause of infighting. I’m just listing them all out here. Jason let’s do this one. See if you’re my manager. Yeah. And I cut hair. Yep. How’s it going Jason. That’s great. Man, it’s kind of slow today a little bit. I’ve got about a half hour here. Quick question for you. How much do you get paid? Oh, see right there. You’ve seen that discussion.

(Speaker 31)
Multiple times.

(Speaker 3)
Oh, that’s a hot one. See, this is infighting. This is infighting. This is what it is. Through and through. all the time. Another cause of infighting. Hey Jason, when are we gonna get our company headshots? Because I noticed that you got headshots and I did not get headshots and I noticed that you got them and I did not get them. When are we gonna have company headshots? Where do you get off? Right, it’s constantly, am I wrong here? No. Dr. Brick, business cards. Hey, how come Sarah has business cards and I don’t? Because I know that I’ve been with you a little bit longer and I pretty much believe I should

(Speaker 3)
have business cards too, right? Where do you get off? It’s a constant.

(Speaker 1)
So all I’m saying is you just got to stop infighting.

(Speaker 10)
It’s making me do some dumb stuff.

(Speaker 33)
Almost always is.

(Speaker 3)
Okay, now principle number seven. Determine your cultural values from the outset and then model them. Bill Campbell. Bill, you know, was obsessed with keeping a set schedule, which is why he personally had a set schedule. He always got to woke up at 5.30, always worked out from 6 to 7, always showed up to work on time, 8 o’clock to 2, and then never answered the phone when he was gone. I think it would be

(Speaker 3)
really, really easy for him to preach that, but to actually do that is where you start to see the culture develop. Culture is nothing but what … Culture is what you allow to grow. That’s what that word means. It’s what you allow to grow, what you allow to grow within your organization. But Dr. Breck, talk to me about this.

(Speaker 1)
You can’t preach being on time if you’re not on time.

(Speaker 32)
Right.

(Speaker 10)
Right? Right. Well, and I think a lot of times, you know, you’ll have some kind of a great, you know, business mantra or, you know, kind of your, what’s the word? Values, mission statement. Yeah, your mission statement, your values. And then you don’t actually follow through with them. Like, it’s great and it’s a slogan on the wall, but nobody actually, you know, performs or lives by it at all. Like you’ve just completely undermined everything you work to try to do to create that or you know it’s just walking hypocrisy. It’s like when people always say be the change you want to see.

(Speaker 3)
But don’t ever change.

(Speaker 31)
But you’re not.

(Speaker 1)
Now speaking of Gandhi, principle number eight, he says don’t manage, Bill Campbell says don’t manage your team via email. Yes. I’m gonna read a long notable quotable from Bill Campbell and as I read it I want the listeners to just marinate on this. This appeared in Inc. magazine article by Mr. Jeffrey James. Bill Campbell on email. Remember he’s working with Google, Apple, Amazon, Facebook, Intuit, the biggest companies, and they’re all tech companies, and the coach

(Speaker 1)
that is endorsed by all of these people is telling you to get off the email. This is what he says. He says, one of the greatest boom and busts of technology, of the technology era, is electronic

(Speaker 30)
mail. It’s one of the technology era, is electronic mail.

(Speaker 1)
It’s one of the greatest things that’s ever been constructed anywhere. It’s also a crutch. Email is one of the great, great things that’s ever been constructed and invented. And I’m a full supporter of it, but it’s got to be used wisely. I worked with an executive who managed by email. He’s read a report or something in his email folder and disagree with it,

(Speaker 1)
then send a memo saying something like, I think this is the stupidest thing I’ve ever read. He blasted out to six people who had been on the group. As a result, each person in the group who wrote him another, would then write him another two to three page email message explaining why the report wasn’t stupid.

(Speaker 1)
Everybody would end up spending 45 minutes thoughtfully banging out an electronic answer and it invariably turned out that when he blasted criticisms like that out onto the network he would find out that they were right and that they had thought the situation through very carefully. The executive was just not aware of all the reasons that they had got to that point because he did not follow the process. I tried to tell this guy that the

(Speaker 1)
electronic criticism was very insensitive, it was pretty insensitive. I suggested that he, that he, I suggested he and to the committee that we sit down and say, look, I really don’t like this and let me tell you why. And then they’d get a chance to say, well, let me tell you the problem. I don’t know how many hours we wasted answering electronic messages just to address something that could have been settled during a brief hallway conversation. Bill Campbell.

(Speaker 1)
How much growth have you had from the since, you know, for since you and I

(Speaker 3)
first met to now as maybe as a percentage or something?

(Speaker 2)
Oh, gosh, I’m guessing but at least 400% since we started and that was

(Speaker 9)
through COVID. Our sales are four times higher than they were since we started.

(Speaker 1)
I just want people to reflect on that for a second, because I talk to people every day, Lindsay, who come into my place, just like you do, people that come in, they’re not maybe not feeling healthy, and they come to you for treatments. People come into my life and they go, my husband and I, we’re contractors, we’re dentists, we’re doctors, we’re lawyers. I just got off the phone with a lawyer,

(Speaker 1)
who’s, he’s a great lawyer, he went to college, he’s checking all the boxes, he has the degree, no customers. guy, literally, I just talked to a guy just a moment ago. And he’s in a different state. And he’s going, I have the degrees. I’ve got the accolades, I’ve got the resumes, I don’t have any customers. And you can tell he’s right on the verge of a breakdown in need of a breakthrough. What do you say to

(Speaker 1)
somebody who can kind of maybe feel like they’re overwhelmed

(Speaker 3)
with this whole entrepreneurship thing?

(Speaker 2)
I say it’s doable. I have a husband that has a high demand career. He works 80 hours a week in the fall. We have seven children together. They’re all active in sports. So I know what a full plate looks like and it’s not impossible to be successful as an entrepreneur. You’ve got to follow the recipe. You may feel like Clay’s given some advice that feels redundant, but it does work and it doesn’t require you to completely Leave your other obligations alone. I’m at my kids sports. I’m there for them on the weekends

(Speaker 2)
I get them carpooled everywhere and I still own a

(Speaker 9)
Multi-million dollar business now, I’m gonna get into the details

(Speaker 3)
I want everybody to listen to what I’m saying. But as I’m getting into the details, please understand, folks, everything I’m saying does not matter if you don’t wow your customers, OK? So everything that I’m saying to you right now is predicated on the premise that you will wow your customers.

(Speaker 3)
OK, Thrive Nation, on today’s show, I am so fired up for you to meet two people. cheesecake business I work with based in Oregon, who’s doubled her company in the last 12 months, and you’re going to love the story. And the second business, actually the first one on today’s show, we had the opportunity to work with this wonderful company for years.

(Speaker 3)
And one half of the team behind the scenes that makes Revitalize Medical Spa happen is today’s guest, Lindsay Blankenship. Welcome to the Thrive Time Show. How are you? I’m doing good, thanks. Hey, well I’m gonna pull up your website real quick

(Speaker 3)
because I want people to know that you’re not a hologram and you’re a real person. So Revitalize Medical, that’s the business, RevitalizeMedicalSpa.com. Tell us about the services that you guys provide there

(Speaker 9)
at RevitalizeMedicalSpa.com? Well, we provide all of your basic aesthetics like Botox and Juvederm fillers, all sorts of different brands of toxin fillers as well. And then we’ve added hormones, wellness, weight loss, peptides, that’s kind of really the niche that I’ve sprung into that I just love and adore and watching people feel better about themselves again and feeling like they’re 20 again. So we do everything. We love women feeling like themselves again.

(Speaker 3)
Let me ask you this. If we go back to when you were 20 again, did you wanna run a medical spa when you were, and I know you’re still 20, but did you have that vision when you were 19 that you wanted to run a medical spa?

(Speaker 3)
Or how did you arrive into this wonderful, thriving business that you’ve built?

(Speaker 9)
Well, I think it’s a little bit of a God thing. I never wanted to be a business owner. I always wanted to be a doctor, little girl. I discovered PA school as an option that seemed to fit me better. And then I met another PA who is my business partner now, and we just decided to get trained in Botox together, do it on the side and we treated people right, have great customer satisfaction and so it just exploded into this huge business with three locations. So we couldn’t be

(Speaker 2)
happier now but neither one of us had the entrepreneurial dream when we were 20.

(Speaker 3)
What is a PA? For people who don’t know that language, that nomenclature, what

(Speaker 9)
does PA stand for? PA is a physician assistant so I describe it to my kids as kind of in between a nurse and a doctor. We can prescribe, we have much more privileges than an RN but not quite as many as a full-fledged MD. We can’t do surgery by ourselves but we can do all the aesthetics and weight loss and wellness and take care of people. So that’s who we are.

(Speaker 3)
Now, for a lot of our listeners, we’ve got about a million people a week that will download the show. Obviously, there’s some listeners that will listen to two shows and some will listen to one. But there’s about a million people

(Speaker 3)
a week that will download this broadcast on the various channels. A lot of them live right here in Tulsa, Oklahoma. Some of them don’t. For anybody who’s in the Tulsa area, tell us about the services that you provide. Maybe kind of for anybody who’s going, they’re not at all familiar with your industry. Or maybe who’s your ideal and likely customer or buyer?

(Speaker 3)
Who’s a good fit for you guys at RevitalizeMedicalSpa.com?

(Speaker 2)
Well, we treat men and women, but mostly women. You know, as you start to notice differences in aging, whether that’s physically on your face or in your body or how you feel. So pretty much, you know, 35 and up is kind of our prime market, but we do have some 20 year olds,

(Speaker 2)
we have some 80 year olds, but mostly that kind of mid-age mom that’s not feeling like she used to and just wants to freshen up, like I said, on the outward appearance or from the internal aspect.

(Speaker 1)
Now I can say this, you and I have worked together long enough now, I think it’s been about five years and I know people that have gone to your facility that speak very highly of your facility. How did you originally come in contact with us and my team? Do you remember how that happened?

(Speaker 1)
Or how did you initially come in contact with us?

(Speaker 2)
I know it was Krista, my business partner. She’s the other 50% of Revitalize. She had a connection, word of mouth. I think it was somebody that was elephant in the room,

(Speaker 9)
connection, maybe, I don’t know.

(Speaker 1)
A haircut business, okay. Yeah, and I just wanna encourage somebody, there’s somebody watching today’s show and they feel like you. They feel like, wow, I’m a mom, I never wanted to be an entrepreneur, I’m a dad, I somehow have found myself

(Speaker 1)
being an entrepreneur. And you guys, over the past five years, I mean, you guys have had tremendous growth and now you’re opening up your third location. So I’ve got a few questions here for you. One is, how much growth have you had since you and I first

(Speaker 3)
met to now, maybe as a percentage or something?

(Speaker 9)
Oh, gosh.

(Speaker 2)
I’m guessing, but at least 400% since we started.

(Speaker 9)
And that was through COVID.

(Speaker 3)
So just to be clear, you’re saying you’ve grown four times larger than you were since you and I’ve met. That’s a real?

(Speaker 9)
Yes, our sales are four times higher than they were since we started.

(Speaker 1)
I just want people to reflect on that for a second. Cause I talk to people every day, Lindsey, who come into my place, just like you do, people that come in, they’re maybe not feeling healthy, and they come to you for treatments. People come into my life and they go, my husband and I, we’re contractors,

(Speaker 1)
we’re dentists, we’re doctors, we’re lawyers. I just got off the phone with a lawyer who’s, he’s a great lawyer, he went to college, he’s checking all the boxes, he has the degree, no customers. What do you say, the guy, literally I just talked to a guy just a moment ago, and he’s in a different state, and he’s going, I have the degrees, I’ve got the accolades, I’ve got the resumes, I don’t have any customers.

(Speaker 1)
And you can tell he’s right on the verge of a breakdown in need of a breakthrough. What do you say to somebody who can kinda maybe feel like they’re overwhelmed

(Speaker 3)
with this whole entrepreneurship thing?

(Speaker 2)
I say it’s doable. I have a husband that has a high demand career. He works 80 hours a week in the fall. We have seven children together. They’re all active in sports. So I know what a full plate looks like. And it’s not impossible to be successful as an entrepreneur, you’ve got to follow the recipe. You may feel like Clay’s given some advice that feels redundant, but it does work and it doesn’t require you to completely leave your other obligations alone. I met my kids sports, I’m there for them on the weekends, I get them carpooled everywhere and I still own a

(Speaker 9)
multimillion dollar business.

(Speaker 1)
Now I’m going to get into the details. I want everybody to listen to what I’m saying. But as I’m as I’m getting into the details, please understand, folks, everything I’m saying does not matter if you don’t wow your customers, OK? So everything that I’m saying to you right now is predicated on the premise that you

(Speaker 1)
will wow your customers. Every advice I’m giving you henceforth only works if you wow your customers. Number one, step number one, you’ve got to be intentional about gathering testimonials from real customers that really like you. And I’m going to give you a backhanded compliment. You’re like the best kept secret in Tulsa.

(Speaker 1)
You guys do such a great job, and customers love you, but it’s not in your nature to brag on yourself. And so the process of gathering actual testimonials from actual customers, that’s been something you’ve learned to do. Could you talk about that for a second?

(Speaker 1)
Because before I met you, you were already wowing your customers. It just, we needed to gather case studies and testimonials from real people.

(Speaker 3)
Could you talk about that?

(Speaker 29)
Sure.

(Speaker 9)
Yes, Chris and I are medical people. We are not salespeople. And we hate asking people for things. But it works. And they’re happy to do it if they love you. And if you treat people right, they love you. And sure enough, the majority of our referrals are from Google reviews or video testimonials. And they don’t, they really don’t mind helping you out when they love you. People love to talk about what they love.

(Speaker 1)
Now, tracking. Again, none of this matters if you don’t wow your customers, which is what you do. You have to track. We measure what we treasure. So your husband is in a profession

(Speaker 1)
where they track the amount of points that are scored. Anybody out there who watches sports, if you’re watching a game that matters, they’re keeping score. But for some reason in business, people don’t track they don’t they don’t measure by default. Can you talk about the importance of measuring what you treasure and you and your business partner diligently tracking the numbers every week?

(Speaker 9)
I think what’s helped us with tracking the most is encouraging each other when when you feel like you’re going through the motions and you’re working your tail off and not realizing how much you’re growing. The tracking is vital. Also seeing where leads are coming from and knowing all this Google review stuff is actually working is vital. I think knowing where our money’s going is important and just

(Speaker 2)
kind of blindly doing it without knowing any of this is not helpful in your growth.

(Speaker 3)
And working with you, one thing just to be very transparent with our listeners, I charge you a flat monthly fee. You know what the fee is going to be every month. It’s a flat monthly fee. That’s how I work.

(Speaker 3)
But there’s a lot of vendors, and I’m sure you’ve dealt with them in the past over these last few years, that if you’re not careful, they’re going to send you some just today. I got a massive invoice, over $5,000 from a vendor that I never agreed to. And it’s usually in those professional services. It’s normally in the legal and the accounting and the real estate.

(Speaker 3)
And they hit you with these fees. And if you’re not careful, if you don’t fight for your profitability, nobody will. Could you talk about that a little bit? Because, again, we’re flat rate. That’s what we charge you. It’s a flat rate. But I’m sure you’ve started to see

(Speaker 3)
vendors try to solicit invoices and charge you for things. Could you talk about that, about watching your numbers?

(Speaker 9)
Absolutely. I think greed is so dangerous. And other people that claim to be helping you or contracting with you see your sales or see some very intimate information like your bookkeeping and all of a sudden they think they deserve more or a percent

(Speaker 9)
of your gross sales or whatnot. And so I think finding the right fit is super important. I think knowing the fees up front and making sure you’re signing or not signing contracts is vital, especially as you grow, because people want a piece of your money.

(Speaker 1)
Well, in the final five minutes I’ve got you here today, I want to ask you this here. For anybody out there that hasn’t been to one of my conferences before or hasn’t worked with us before, I always hear horror stories,

(Speaker 1)
as recently as just a moment ago from this attorney. And he’s like, I went to this guy’s conference. Next thing you know, it’s like $7,000 a month once you add up all the fees. And it’s just this crazy contract I found myself in. And he was struggling to even grasp the idea that we do month to month, and it’s flat rate. How long do you work with your clients? I’m going well the average clients usually with us until they sell the brand I mean six years or seven years or I don’t know being oxy fresh has been 18 years

(Speaker 1)
Could you talk about the impact that’s made on your business knowing that you know that we’re a flat rate

(Speaker 3)
And you don’t have to think about them all the stuff we do in the background for you

(Speaker 9)
Yes, it’s super important, and I think When we do analyze our tracking and our costs and where we can cut costs, our business coach is never on the table as far as that goes, because we know it’s a flat rate. You’re not gonna hike up prices on us. And all the recipe you’ve given us for success is working. So and just the accountability, like, we would probably slack a little bit on those video testimonials if you weren’t at us weekly about it. But I think it’s important, and it’s invaluable, the price you pay.

(Speaker 1)
Now, I have two final questions for you. You have a great team. For anybody out there, if you haven’t been to the website, I encourage everybody out there. This is a pro tip for everybody out there. If you’re watching today your friends, go to their websites.

(Speaker 1)
It helps increase their rank in the search engine. So I encourage everybody, no matter where you’re watching from, go to revitalizemedicalspa.com. But when we go to your website, you have a great team. And that’s why I try not to tell you, my wife is a cheerleading mother. We have kids in cheerleading and I try not to tell anybody at all that I work with you. I just I watch it happen. And I hear people all the time brag about, Oh, my gosh, that’s the place to go. If you they’re awesome. They’re great. But you have

(Speaker 1)
great people. You have great people. Could you talk about why you’re so intentional about who you hire there at your

(Speaker 9)
business? I think we had to learn the hard way. We hired some bad apples to finally find the good apples. Our team is amazing. You’ve got to find like-minded people. I think our patients, too, make the business. I think we’ve learned to be picky with who our market is, you know? And some people want a look that we don’t want to give,

(Speaker 9)
and so we tell them, and we’re not scared to turn away clients and say, we’re probably not your best fit. So that helps a lot, finding your ideal and likely market and being specific with that and picky and same with your employees. That’s so important.

(Speaker 9)
Don’t settle, don’t ever settle because it’ll bite you in the butt.

(Speaker 3)
Now, my final question I have here for, I’m pulling it up right now, and I’m gonna show you some data. You’re a smart woman, you’re an analytical person, you look at things, so I’m not assuming you just to blindly believe these numbers, but this is the US debt clock.

(Speaker 3)
This is the website that tracks the national debt, and you might see people post about this. We’re gonna try to focus on these numbers, on one number in particular. In a country of 341 million people, Americans, we only have 8.9 million self-employed people. Now, just to give you some background on this, folks, just some perspective, if 10 percent of our population was self-employed, we would have 34 million self-employed people. But we don’t. And so if 3 percent of our population

(Speaker 3)
was self-employed, we would have 9 million self-employed people-ish. But we don’t. Folks, we are talking about, we only have, you know, 2 percent-ish of the American population that is self-employed. And then, according to Inc. Magazine, this is going to blow someone’s mind here, according to Inc. Magazine, and the U.S. Chamber has their own studies too, but 96 percent of businesses fail. Think about that. I mean, by default, most people have no idea where they’re going.

(Speaker 3)
And so, and by default, they fail. So as you are triumphantly opening up your third location, can you talk about just the peace of mind you have knowing that you’re following a proven plan? Because everybody else by default seems to be guessing and failing.

(Speaker 3)
And you guys are following this plan. You’re doing it week after week. Now you’re opening up the third location. Can you talk about just maybe the peace of mind you feel following a proven plan?

(Speaker 9)
It’s worked. It’s worked, you know, through three locations. And we’re about to move into this brand new building for our third location. And because it’s worked historically in the past, we just trust it’s going to keep working. We always, at the end of the year, when we’re looking at our total sales,

(Speaker 9)
it always blows us out of the water. It’s way over what we predicted or shot for. And it’s because we follow the process. We do the work, and it works.

(Speaker 3)
Now, I’m not going to mention your husband, what he does, but I’m just gonna say this. You guys are great people. I think your husband is first class. I think you’re great. You and one of my clients in Oklahoma City are the only people that I know who have seven kids.

(Speaker 3)
I have five kids. I’ve read stories about people that have more than six kids. But you guys have seven kids. You’re doing it. Everybody out there, I’m telling you, if Lindsey can find time to do it, you can do it too. Lindsey, final 30 seconds, I’ll give you the final word. What do you want to say to everybody out there

(Speaker 3)
who’s watching today’s show, maybe feeling a little overwhelmed, struggling to find the time to do it. You’re doing it. What would you say to anybody out there watching?

(Speaker 9)
Well, thank you, first of all. too, and he’s awesome. My biggest advice is don’t give up. You can do it one day at a time, one step at a time. Again, I work 28 hours a week now, and I have seven kids and this multimillion dollar business that we just keep opening more locations, and it’s doable. We do the hard work. We don’t slack off in any department, but it’s worth it, and I wouldn’t trade being my own boss for anything in the world.

(Speaker 1)
Well, it’s an absolute honor to serve you. And I appreciate you carving out time. And just so people know, you’re having massive success. I called Lindsay. I said, is there any way you can hop on the show to encourage some of our listeners?

(Speaker 1)
She did not call me. She’s a very humble person behind the scenes and I just was, I appreciate you stepping out of your comfort zone to be here with us. Thank you so much. Thank you, thank you, thank you.

(Speaker 3)
Take care, bye bye.

(Speaker 28)
Bye.

(Speaker 2)
Well, I can say just from this last January to last January, if you just took that month with our online shipping orders, we grew 240%. I would say two things and you did not pay me at all to say this, but I would say two things, and you did not pay me at all to say this, but I would definitely go to one of your conferences, because what I tell people,

(Speaker 2)
it’s not a motivational conference, it’s an action-packed conference, and you’re gonna learn the steps to grow your business

(Speaker 8)
and scale it if you want.

(Speaker 14)
If your mom has a sweet tooth, you might wanna listen up. We recently talked to an Albany-based cheesecake company led by a mom with an inspirational story and some delicious decadent cakes. Check it out. I’m joined now by the owners of Beloved Cheesecakes,

(Speaker 14)
Jen Jacobson-Brusa and Gabe Jacobson. Thank you both for coming on.

(Speaker 24)
Welcome.

(Speaker 27)
Thank you for having us.

(Speaker 3)
Thank you so much. Folks, on today’s show, we have the pleasure, the honor, to be joined with a real longtime client of mine, a wonderful lady. She’s built a wonderful business called BelovedCheesecakes.com. Jen, welcome to the Thrived Time Show. How are you?

(Speaker 8)
I’m doing good. Thanks for having me, Clay.

(Speaker 1)
Hey, I was good. wanted to interview on today’s show is that at the conference we did, the last conference we did, you came up for a while. We had you do kind of a question and answer session. And we had one particular conference attendee that was telling me they were very inspired by the fact that you are just on your grind. You’re implementing these action items.

(Speaker 1)
And they were saying that they felt, through hearing you talk about how you were embracing the grind and diligently implementing the action steps that we’ve been coaching you through, it inspired them that they too could do it. So I wanted to ask you first, how did you originally hear about us or the coaching program that we offer here at the Thrive Time Show?

(Speaker 8)
My first time hearing about you was at the Reawaken America tour in Oregon of 2022.

(Speaker 3)
OK, and we’ve worked with you since that time, and it’s been really spectacular to watch you grow your business. For the listeners out there that aren’t familiar, I’m going to pull up your website. It’s belovedcheesecakes.com, belovedcheesecakes.com.

(Speaker 3)
Tell us about the business, how many locations you have, and just kind of give us a little bit of familiarity into your business there.

(Speaker 8)
Yeah, so I started Beloved Cheesecakes five and a half years ago as a brick and mortar in a small town, Silverton, Oregon. And that was eight months before the lockdown. And anyways, I ended up having you come on board, and we’ve been growing.

(Speaker 8)
We now have two brick and mortar locations, have an online presence, and now I’m in a prestigious like bougie grocery store and 20 different restaurants and growing.

(Speaker 3)
So let’s talk about it real quick here. Jack Welch, the CEO of GE, and I’m not trying to paint you into a corner and I don’t expect you to be a Jack Welch expert, but he did grow GE by 4,000%. He’s also the best-selling author of a book called Winning. He wrote the following quote.

(Speaker 3)
He said, you’ve got to eat while you dream. You’ve got to deliver on short-range commitments while you develop a long-term strategy, envision and implement it. The success of doing both, walking and chewing gum, if you will. Get it done in the short range while delivering a long range plan and executing on that. Man, I wish more entrepreneurs could hear that quote

(Speaker 3)
and understand it. As it relates to your business, and as it relates to you being a coaching client of ours, talk to us about the balance between having the big vision of where you’re going and then also needing to answer the door when a new consumer, new customer comes

(Speaker 3)
in, shipping the cheesecakes out, hiring staff. Talk to us about the balance of thinking about your long-term vision and also your short-term daily demands.

(Speaker 2)
Yes, well, what I’ve learned from you and the business conference is how important it is to have a schedule and if you don’t have a schedule your schedule is going to run you having your to-do list and that’s what it is it’s not I can I in the past have been easily distracted with the busy things you know and I have to stay focused. I’ve learned that from you as well.

(Speaker 2)
There’s so much I’ve learned from you. Just today, I’m having to work the front. I’m dealing with customers, but I’m also having to make sure that we have everything taken care of for next week and have our inventory and supplies

(Speaker 2)
and all that ready for next week. So it’s just staying on task, not getting sidetracked, and being able to say, I mean, I just had customers come in and they know me and they’re like, oh, hi, I haven’t seen forever and I’m like, I’m so sorry, I have a call I have to take, you know?

(Speaker 3)
So it’s just staying on task. Now I’m gonna pull up the, kind of the,

(Speaker 1)
I’m gonna go 90 miles an hour because that’s what it’s like being an entrepreneur. So I’m gonna go 90 miles an hour because that’s what it’s like to be an entrepreneur. And I’m gonna walk people through this path that we’re guiding you down,

(Speaker 1)
the path that you’re going down and the path that’s producing success for you. goals. Jen, 90 miles an hour, why do you have to know your goals as an entrepreneur every single

(Speaker 8)
day? Well, if you don’t have your goals, then what are you shooting for? It’s like, you’re not, you’re not making, I’m not, I’ve never been a basketball player, but you’re not making the

(Speaker 4)
shot. You’re just like throwing the ball and just hope it goes wherever. So you’ve got to

(Speaker 3)
know where you’re shooting and have your goals for that. Now, I’m not fishing around for you to tell me the answer on this, but I want the listeners to know, you know your break-even point. You have to know how many customers you need just to break even. Maybe it’s not the most fun to think about that,

(Speaker 3)
but every entrepreneur needs to know the numbers. Box number three, you have to know how many hours you’re willing to work. And you’re somebody who will outwork almost anybody. You are a very hard worker, a diligent worker. You’re also a business owner. You’re also a mom. Let’s talk about that because the Bible in Genesis and Exodus, it talks about working six days a week and resting on the seventh. I think most Americans today don’t

(Speaker 2)
work more than 40 hours a week. Let’s talk about the grind. It’s real. We now are in this bougie market called zoo pans market here in the Portland area And we have to deliver to them so we have to be up at 4 30 in the morning on Wednesdays and be delivering and then Wednesday we had an event that went and started at 5 we went until 10 at night So we didn’t get home until 11 30, and that’s what you have to do. You have to keep digging the ditch I know it won’t be like this forever. But right now you just have to

(Speaker 8)
Keep doing it

(Speaker 1)
Now the next area the next box and I want to brag on you for this Um, a lot of clients come to me and they say hey, you know I don’t really have a unique value proposition You guys had already box number four had already established step number four, a unique value proposition. Beloved Cheesecakes, you had already developed the flavors, the product, a great dessert item. I didn’t need to help you with any of that.

(Speaker 1)
You’d already had that in place. I think the one thing we had to work together on, though, was to gather objective reviews from happy customers. Now when people go to belovedcheesecakes.com, we’ve got a large variety of happy client testimonials, objective reviews on Google, video reviews,

(Speaker 1)
and you can’t fake that stuff. Can you talk about the importance of A, having a unique value proposition, and then B, gathering reviews from real people so that other people know about your unique value

(Speaker 3)
proposition?

(Speaker 2)
Well, definitely. We have an amazing product that we’re consistent. It’s high quality. We have our no-brainer, which is free cheesecake samples. And I try to tell a lot of my business friends, offer something for free, or like how

(Speaker 2)
you do $1 for your first month of coaching.

(Speaker 8)
And then what was the second part of the question?

(Speaker 3)
No, I’m sorry to do a two-part question, but I mean, one is you already had a great product, but I think one thing you and I have worked on together is making sure that the world knows it’s great by gathering objective reviews. And before I met you, I think you had,

(Speaker 3)
people loved the product, but there wasn’t a lot of online evidence that people did.

(Speaker 2)
No, there wasn’t. And I’m going to be honest, the first month coaching with you, I thought this is so dumb. Why am I focusing on Google Reviews? But I’m so glad that I focused on it. We’ve got amazing reviews. And it does make a difference.

(Speaker 2)
It keeps us up in the algorithm. It keeps us up on people find us all the time through Google searching for best dessert or cheesecake. And then it is. You want real experience. You want people to actually share and not be fake.

(Speaker 4)
So I look at reviews.

(Speaker 3)
Now, since you and I have met, have you noticed an increase in the amount of online traffic or online orders or online purchases? Because again, you already had a great product before you and I met.

(Speaker 1)
And have you seen an increased amount of online traffic?

(Speaker 8)
Oh, 100%. Increase in online traffic, increase in walk-ins. I mean, it’s everything that I’ve implemented. Having you as a coach, if I wasn’t doing the action steps that you share with us, then I wouldn’t be where I’m at today. And I mean, I think of steps that you share with us, then I wouldn’t be where I’m at today.

(Speaker 8)
And I mean, I think of myself without you in my life, and there’s no way. I would not have known about the Dream 100. I wouldn’t have known about the Google reviews, the images, the SEO, the more images, more reviews. I wouldn’t.

(Speaker 3)
And you’re in, what’s so fun, and why I called you today, I said, we have to get you on the show, is here we had an entrepreneur you’ve never met before, and I won’t mention his name, but he was coming to our conference almost depressed about where he was at with his life and his business. And he came to the conference because his family is so successful.

(Speaker 3)
So his family said, look, look here, buddy. You should come to this conference. And so he is a member of the same family, different business, and he’s like, wow, my family’s having success. I must, there must be something wrong with me.

(Speaker 3)
I don’t know why I’m not having success. And when you came up and had the courage to just share about, wow, this is a grind, It inspired him to take action and it’s been unbelievable the success it’s had on him. Box number five, branding. You guys have great branding. Everybody out there, if you want to see great branding, go to BelovedCheesecakes.com, order

(Speaker 3)
a cheesecake and you’re going to see great branding. I’m talking about the packaging, the way the product shows up, the way the product tastes, the follow-up process, the way you call consumers if they have questions. Branding is a big thing. Branding is what consumers think about when they think about your business.

(Speaker 1)
Can you talk about the importance of being intentional about your branding?

(Speaker 2)
We are very intentional with our branding. So we are all about having a high quality, consistent product and giving excellent customer service. So we do a handwritten note with every cheesecake that is shipped, we call our orders. I mean, that’s kind of a dinosaur age of people calling

(Speaker 2)
on the phone nowadays, but we call and thank them for their order, verify it, confirm it. And that’s what we wanna be branded for, is having exceptional customer service and exceptional product and just even coming in like going to

(Speaker 2)
their Your conference I can try to tell everyone to go to the conference But you have to go and experience it and it’s the same thing with beloved cheesecakes I can tell you all about it You can experience the taste of it, but there it’s different when you actually come in our building and that’s another exceptional Brand that we have we have signs all over the walls and that’s our branding

(Speaker 3)
Inspiration now the final five minutes we have you here again We’re gonna go 90 miles an hour because that’s the way entrepreneurs go you broke away from your very busy day to do this interview And I appreciate you doing that a three-legged marketing stool You have to have a consistent turn, repeatable way to get customers. Now, in your business, we do the Dream 100, where we reach out to our ideal and likely buyers and we let people know about the product, aka the gourmet grocery store, podcasters,

(Speaker 3)
influencers, that kind of thing. The second leg is we gather objective reviews from happy consumers and we also write search engine content to come up top. So leg number one is Dream 100 Marketing, leg number two is online marketing, and leg number three is signs and wonders. You have compelling locations, you put up signage that makes sense, you’re always offering

(Speaker 3)
the consumer a no-brainer offer for first-time customers. Can you talk about the mental stress that has gone away by knowing that you have a three-legged marketing stool of things that work? Because so many of my coaching clients tell me, they say, Clay, before we started working with you we were trying everything and we didn’t know what would work and now we’ve got three things that do work. Could you talk about that, the importance of having a three-legged

(Speaker 2)
marketing stool in place? Yeah, well I think it does because when you’re hit as a small business owner, you have the people that have magazines, and they want you to be in their ad or your radio stations. And before I knew you, I was investing and bleeding with these radio ads and magazines. And it’s very simple. We have our Google reviews, we have signage, we have the SEO, we have all of these things

(Speaker 2)
and we track how, we ask every single person how they hear about us. And so we have a spreadsheet and we’re able to keep track of how people are hearing about us. And so we can see where our marketing dollars are a value. And we have returning customers and so many people come in because they see the signs, and

(Speaker 2)
then the Google reviews, you know, so it is important. And it’s simple. It’s, we make it so much harder by, you know, doing

(Speaker 4)
all the other fluff, I guess. And

(Speaker 3)
now I’m not gonna I don’t want to page you to a quarter. I’m not looking for a hard number, I’m not going to, I don’t want to page you to a corner. I’m not looking for a hard number. I’m just trying to build somebody’s encouragement. They can do it. If you had to think back two years ago, two and a half years ago, in terms

(Speaker 3)
of the amount of online business you’re generating now, people that find you from the internet, whether it be locally or online, from out of state, How much kind of an increase do you think you’ve seen in online or traffic that’s generated from search engine optimization, that kind of thing, than maybe two years ago?

(Speaker 8)
Well, I can say just from this last January to last January, if you just took that month

(Speaker 2)
with our online shipping orders, we grew 240%.

(Speaker 3)
It’s so great. If you’re out there, folks, I get emotional. Coughing it up here, allergies. If you look up Jen and her business, you are a very approachable, very normal person. But you’re in the grind.

(Speaker 3)
And so my final two questions I have for you. Question one, what do you say to any entrepreneur out there that’s stuck? They feel like, oh my gosh, I have so much that I need to do. And in this case, this young man came to a conference and his own family’s there with him.

(Speaker 3)
He’s feeling like he’s not keeping up, like he doesn’t have what it takes. And your message encouraged him so much, he felt like he could do it. What do you say to somebody out there

(Speaker 26)
that feels kind of stuck?

(Speaker 8)
Well, I would say two things. And you did not pay me at all to say this, but I would definitely go to one of your conferences. Because what I tell people, it’s not a motivational conference. It’s an action-packed conference, and you’re gonna learn the steps to grow your business

(Speaker 8)
and scale it if you want. And then also, we do here at Beloved Cheesecakes, we have our to-do list, but we’ve taken six of the to-do list items, seven of them, make them our priority for the day,

(Speaker 8)
and at least to check off those seven items, six, seven items a day. So that way you are doing a little bit every day and you’re seeing a dent in your to-do list as it keeps growing.

(Speaker 3)
Now, final question I have here, and I know you have to get back to your shop because it’s a very busy day there at BelovedCheesecakes.com. A lot of our listeners, you know, they look for a great gift idea. They want to get their spouse something for maybe an anniversary. Somebody’s dating somebody.

(Speaker 3)
They’re looking for a gift. Maybe they’re going to take a gift to a family member. Maybe it’s a birthday, Valentines, Fourth of July, Christmas, Thanksgiving, whatever the holiday is, and I encourage everybody out there to check out your products, but what should everybody check out if they have yet to experience belovedcheesecakes.com?

(Speaker 8)
I would say check out our mini cheesecakes. You can get those, they’re four-inch cheesecakes, and you can pick up to four kinds. That’s our ultimate sampler. You could do that. But yeah, we have Easter coming up. We have Mother’s Day.

(Speaker 8)
We have graduations, all of those things coming up. And it does make such a unique gift

(Speaker 2)
to give to someone that has everything.

(Speaker 3)
Jen, thank you so much for your courage, A, to come up at the conference and share your story. I’d encourage so many people. And B, thank you so much for your courage, A, to come up at the conference and share your story. I encourage so many people. And B, thank you for carving out time amidst your very busy day to be on the Thrive Time show today.

(Speaker 3)
I encourage everyone to go to BelovedCheeseCakes.com. That’s plural, BelovedCheeseCakes with an S. BelovedCheeseCakes.com. Jim, thank you so much.

(Speaker 7)
Have a great day too. Bye-bye. Play, my honor, my honor to be on your show. And thank you for all you do.

(Speaker 3)
I hear the ripple effects from you are good ripple effects.

(Speaker 22)
You know what I mean?

(Speaker 7)
People rave about what they learn from you. So congratulations.

(Speaker 1)
Sean, guess what’s happening on June 5th and 6th

(Speaker 3)
right here in Tulsa, Russia. We are probably gonna have an amazing business conference

(Speaker 13)
here at Tulsa, Russia.

(Speaker 3)
Yes, we’re joined by Tim Tebow. Tim Tebow is going to be joining us right here at the Thrive Time Show World Headquarters June 5th and 6th. He’s a very successful football player, obviously a Heisman Award winner, but he’s also a very successful entrepreneur. Now, when you work with real clients, Sean, real clients you really work with to help them grow their companies. Do you ever hear a business owner tell you that they didn’t have time to get something done?

(Speaker 13)
Every day.

(Speaker 1)
How often is not having enough time a problem for business owners?

(Speaker 13)
All the time.

(Speaker 3)
It’s almost like maybe 90% of the issues as people are trying to grow their company. Well, Tim Tebow is going to come join us here at the in-person Thrive Time Show two-day interactive business workshop. And he’s going to teach us time management and his approach to personal self-discipline and getting things done. Also at the workshop, I’ll put up on the website so people can see it here. Also at the two-day interactive workshop, Sean, we are going to be, oh, there it is.

(Speaker 3)
We’re going to be teaching accounting, systems creation, marketing, human resources, how to hire, inspire, train and retain great people, accounting, social media advertising, search engine optimization. Sean, what’s the area where most clients ask you for help the most? Is it generating leads?

(Speaker 3)
Is it hiring people? What’s the biggest issue that most business owners have by default before they come to one of our workshops? Well, I think it’s management because time is the most valuable resource for these business owners and being able to manage their time is the first thing. Once they get that under control then generally the numbers you

(Speaker 3)
know being able to track their business and be able to make the best decisions based on numbers rather than emotions is a big area. We teach all of this stuff at the business conference, particularly you, Clay. You love to hammer on time management. It’s my favorite part of the conference. Now, I’m going to pull this up real quick here because we’re going to go through it. If you’re not excited, I want to get you excited about what we’re going to cover at the workshop

(Speaker 10)
here.

(Speaker 3)
Okay. All right. The two-day interactive workshop. This is my 20th year hosting workshops. So I’m telling you folks, we’re in rare form here. So one is the idea of establishing your revenue goals. I think most entrepreneurs don’t know their revenue goals.

(Speaker 1)
Would you agree or am I off my rocker?

(Speaker 3)
No, that’s totally a very important point we do with every one of our new clients that come on board is we have to establish the revenue goals. And generally speaking, we have a vague idea, but not an exact idea that can be engineered down into the daily goals for sales.

(Speaker 13)
And so that’s a really big one.

(Speaker 3)
Now next is the break-even numbers. What kind of sales do you have to do to even break even? Third is how many hours per week do you want to work? What is your ideal schedule as an entrepreneur? Box number four, how do you stand out in the clutter of commerce? What makes your company unique from all the different businesses? In a world of brown cows, herds of brown cows,

(Speaker 3)
proverbial brown cows, the analogy of brown cows, how can you be the purple cow that stands out? How can you be the squeaky wheel that gets the oil? Box number five, branding. How do you improve the perception that people have of you, your business, your brand? Box number six, marketing, your three-legged marketing stool. What is a turnkey way for you and your company

(Speaker 3)
to generate leads so you can succeed? Because if you don’t have any leads, your business will bleed. If you can’t sell, your business will go to hell. You’ve got to generate leads. Sean, how often do business owners by default tell you they have a hard time generating leads?

(Speaker 3)
It’s almost all of the time. It’s really a huge struggle. And many times, they may be creating leads, but just through word of mouth. So they get to a point where we’ve implemented systems, and then they need to create more leads,

(Speaker 3)
but they’ve never had to do it. So there’s a lot of different scenarios where business owners are like, how do you create leads? Something we hammer on at the conference a lot. Box number seven, box number seven, create a sales conversion system. Again, box number seven, create a sales conversion system. Sales scripts, recorded calls, one sheets,

(Speaker 3)
pre-written emails, lead trackers, all of the sales tools, the sales print pieces, the one sheets, the big screens that you see inside the business, whether you’re a doctor, you’re a dentist, you’re a lawyer, you’ve got to have sales systems in place. We help you with that.

(Speaker 3)
Box number eight, what does it cost you to get another customer? Step number eight, what does it cost you to actually acquire a customer? Step number nine, it’s hard to build organization if you’re not organized. We’re going to teach you how to create repeatable systems, processes, file organization. Box number 10, we’re going to teach you how to manage people, real people on the planet

(Speaker 3)
Earth. This just in, we’re going to teach you how to manage real people on the planet Earth. Box number 11, how to create a resources systems for recruiting, hiring, training, and retaining great people. Box number 13, accounting, this just in. We have to cover accounting.

(Speaker 3)
It’s not how much you make, it’s how much you keep. We’re gonna cover all the accounting things you need to know and step 14, finally, what is the point of even achieving success? We’re gonna go over the, what is the point of even achieving success, how to design a life that you’re excited about, how to design a life where you carve out enough time for your faith, your family, your finance,

(Speaker 3)
your fitness, your friendship, your fun, and where you’re going to spend your focused time. We’re going to go through that, all this and more. Now, the workshop, Sean, it’s June 5 and 6. It’s a two-day interactive workshop. And tickets, we always do it. or whatever price that someone can afford. Sean, why do we let people name their price? Why do we have scholarship tickets available if somebody

(Speaker 3)
can’t afford the $250 general admission ticket?

(Speaker 13)
Well, we don’t want anybody to miss out on it. You could be at a startup phase, or you could be way along in your business. But we want to make it accessible for everybody. I think it actually goes back, too, to a story of your dad. And it goes all the way back to how you’ve always done this as a business coach, trying

(Speaker 13)
to make sure that your average people out there have access to the things that work.

(Speaker 3)
Now 7 AM to 5, Sean, why do we go from 7 to 5 both days? I mean, it’s 10 hours a day, 20 hours of training over two days. Why do we do 10 hours a day, Sean, of back-to-back workshops. We do a 30-minute teaching session, we do a 15-minute question and answer session, and then we take a break.

(Speaker 3)
30 minutes of teaching, 15 minutes of question and answer, then we take a break. Why do we do that format, Sean?

(Speaker 13)
That format is so that we can keep people engaged and not just sitting there listening, but also getting involved. We really encourage people to ask questions, and that’s really where the juiciness of the conference comes out. You can put your personal situation and your questions on the board and Clay will tee off and give you direct advice.

(Speaker 13)
Even without being in our coaching program, you can get direct coaching from Clay. It’s really a very engaging format. I enjoyed it a lot.

(Speaker 3)
Sean, final 60 seconds pop quiz here. What date is the conference? June 5th and 6th, 2025, this year. Question number two, who’s our keynote speaker coming to the conference there, Sean? Tim Tebow is our keynote speaker.

(Speaker 1)
Sean, question number three, how much does it cost to come to our in-person, two-day interactive

(Speaker 3)
business workshop right here in Tulsa, Oklahoma? I think it’s, did you say it’s $250 or whatever you can afford? That’s right, $250 or whatever you can afford? That’s right, $250 or whatever you can afford. Sean, how do you spell Eric Trump backwards? Uh, P-U-R-T-C-I-R-E. Ooh, that took a long time. I’ll have to listen to this. All right, again, that’s Sean Lohman. I’m Clay Clark, inviting you to come join us at the

(Speaker 3)
in-person Thrive Time Show two-day interactive workshop June 5th and 6th right here in Tulsa, Russia, Tulsa, Oklahoma. Sean, I really am excited to have this event. I’m excited to see you at the event June 5th and 6th right here in Tulsa, Oklahoma. Tim Tebow, baby. It’s Tebow time in Tulsa, Russia.

(Speaker 24)
You could be anywhere doing a lot of different things, but you chose to be here. Clay Clark is here somewhere. Where’s my buddy Clay? Clay is 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.

(Speaker 25)
I ran from his goats, his chickens, his dogs.

(Speaker 24)
So this guy is like the greatest marketer you’ve ever seen right his entire life Clay Clark his entire life is is marketing

(Speaker 11)
Hey guys Luke Erickson here with the Thrive Time Show as you can see behind me We’ve got all kinds of energy going on people are starting to show up for the conference and it is hot in this place. We got grill guns over here, we’ve got people playing the drums, we’ve got a fire breather, and man people are so excited as they come in. Conference is kicked off, this house is packed. We’ve got Aaron Andis with Shot Loops up there, we’ve got Steve Erickson with Total Ending Concepts up there, talking about what is possible when you just implement, when you implement, when you do the process. So exciting, people are going crazy.

(Speaker 11)
Guys, Luke Erickson with the Thrive Time Show here with you. It is day two and the energy is high. People are so excited to be showing up. The team is ready. Come on, let’s see what it’s like to go on in for day two. Follow me. I’ll tell you what, people are so excited to be here for day two. It is going to be incredible. Cannot wait to see what today has in store. Yeah! Yeah! Yeah!

(Speaker 18)
Yeah! Yeah! Yeah!

(Speaker 11)
Yeah! me and that’s too techy for me. Well our experts are breaking it down for people so that you can clearly understand how to come up top in Google. It’s doable,

(Speaker 23)
it’s possible.

(Speaker 11)
Now we’re in the middle of a break and what we like to do is we like to give you as much tangible and relevant information from about the start of the hour for 45 minutes. Then we take approximately a 15 minute break to allow people to connect with other entrepreneurs around them, bathroom break, and also use this time to just really digest all of the good information that you’re receiving the whole time.

(Speaker 11)
Right behind me, we’ve got Bob with his grill gun melting an ice sculpture. It is awesome. The ice sculpture represents our life, right? It’s here for a time, but we all need to have the sense of urgency to implement the things that we’re learning so that we can make the most of the time that we have.

(Speaker 6)
I heard about it on the podcast. I started listening to the podcast, became a fan, and then figured out about the workshop. I own an insurance and financial services agency, and I was hoping to learn from the workshop systems and processes. I’m big on systems and processes, and always learning better ways

(Speaker 6)
to run a business more efficiently. The atmosphere’s second to none. It’s a high energy, really cool atmosphere to be around. Contagious, I would say. Just something every entrepreneur, I think, would appreciate and love.

(Speaker 6)
I’d say humorous, high energy, and full of substance, which I think is the key. A lot of business coaches or seminars maybe are high on motivation and making you feel good but don’t have a lot of substance that you can take back and implement. You know the following Monday where his does man has a lot of valuable things. I must say like I came to this is my second workshop. The first workshop I took back really the importance of a group interview. I used to spend hours and hours interviewing people, screening resumes, and that saving

(Speaker 6)
my time on that part is valuable. It was that and then the sales scripting that have been two major things just so far. Man, I think they’re missing out on, you know, expert advice from somebody who’s been there, done that, built companies, has learned a lot of lessons. That’s what I’m always looking for is somebody that I can learn from, that’s ahead of where I am. And I think if you choose not to come, you’re missing out on a lot of good advice that could help your business.

(Speaker 1)
Hi, I’m Aaron Antus with Shaw Homes. I first heard about Clay through a mortgage lender here in town who had told me what a great job he had been doing for them and I actually noticed he was driving a Lamborghini all of a sudden so I was willing to listen. In my career I’ve sold a little over 800 million dollars in real estate. So honestly I thought I kind of knew everything about marketing and homes and then I met Clay and my perception of what I knew and what I could do

(Speaker 1)
definitely changed. After doing 800 million in sales over a 15-year career, I really thought I knew what I was doing. I’ve been managing a large team of salespeople for the last 10 years here with Shaw Homes. And, I mean, we’ve been a company that’s been in business for 35 years. We’ve become one of the largest builders in the Tulsa area and that was without Clay. So when I came to know Clay I really thought, man there’s not much more I need to know but I’m

(Speaker 1)
willing to listen. The interesting thing is our internet leads from our website has actually in a four month period of time has gone from somewhere around 10 to 15 leads in a month to 180 internet leads in a month. Just from the few things that he’s shown us how to implement that I honestly probably never would have come up with on my own. So I got a lot of good things to say about the system

(Speaker 1)
that Clay put in place with us, and it’s just been an incredible experience. I am very glad that we met and had the opportunity to work with Clay. So the interaction with the team and with Clay on a weekly basis is honestly very enlightening.

(Speaker 1)
One of the things that I love about Clay’s perspective on things is that he doesn’t come from my industry. He’s not somebody who’s in the home building industry. I’ve listened to all the experts in my field. Our company has paid for me to go to seminars, international builder shows,

(Speaker 1)
all kinds of places where I’ve had the opportunity to learn from the experts in my industry. But the thing that I found working with Clay is that he comes from such a broad spectrum of working with so many different types of businesses that he has a perspective that’s difficult for me to gain because I get

(Speaker 1)
so entrenched in what I do. I’m not paying attention to what other leading industry experts are doing and Clay really brings that perspective for me. It is very valuable time every week when I get that hour with him. From my perspective the reason that any business owner who’s thinking about hooking up with Thrive needs to definitely consider it is because the results that we’ve gotten in a very short period of time are honestly monumental.

(Speaker 1)
It has really exceeded my wildest expectation of what he might be able to do. I came in skeptical because I’m very pragmatic and as I’ve gone through the process over just a few months, I’ve realized it’s probably one of the best moves we’ve ever made. I think a lot of people probably feel like they don’t

(Speaker 1)
need a business or marketing consultant because they maybe are a little bit prideful and like to think they know everything I know that’s how I felt coming in, I mean we’re a big company that’s definitely one of the largest in town. And so we kind of felt like we knew what we were doing. And I think for a lot of people, they let their ego get in the way of listening to somebody

(Speaker 1)
that might have a better or different perspective than theirs. I would just really encourage you, if you’re thinking about working with Clay, I mean, the thing is, it’s month to month. Go give it a try and see what happens. I think in the 35-year history of Shaw Homes, this is probably the best thing that’s happened to us.

(Speaker 1)
And I know if you give them a shot, I think you’ll feel the same way. I know for me, the thing I would have missed out on if I didn’t work with Clay is I would have missed out on literally an 1 an 1800% increase in our internet leads. Going from 10 a month to a hundred and eighty a month, that

(Speaker 1)
would have been a huge financial decision to just decide not to give it a shot. I would absolutely recommend Clay Clark to anybody who’s thinking about working with somebody in marketing. I would skip over anybody else you were thinking about and I would go straight to Clay and his team. I guarantee you’re not going to regret it because we sure haven’t.

(Speaker 4)
My name is Danielle Sprick and I am the founder of D. Sprick Realty Group here in Tulsa, Oklahoma. After being a stay-at-home mom for 12 years and my three kids started school and they were in school full-time, I was at a crossroads and trying to decide what do I want to do. My degree and my background is in education, but after being a mom and staying home and all of that, I just didn’t have a passion for it like I once did. My husband suggested real estate.

(Speaker 4)
He’s a home builder, so real estate and home building go hand in hand, and we just rolled with it. I love people. I love working with people. I love the building relationships. But one thing that was really difficult for me was the business side of things. The processes and the advertising and marketing. I knew that I did not have what I needed to make that what it should be. So I reached out to Clay at that time and he and his team have been extremely instrumental in

(Speaker 4)
helping us build our brand, help market our business, our agents, the homes that we represent. Everything that we do is a direct line from Clay and his team and all that they’ve done for us. We launched our brokerage, our real estate brokerage, eight months ago. And in that time, we’ve gone from myself and one other agent to just this week,

(Speaker 4)
we signed on our 16th agent. We have been blessed with the fact that we right now have just over 10 million in pending transactions. Three years ago I never would have even imagined that I would be in this role that I’m in today building a business having 16 agents. But I have to give credit where credit’s due. And Clay and his team and the business coaching that they’ve offered us has been huge.

(Speaker 4)
It’s been instrumental in what we’re doing. Don’t ever limit your vision. When you dream big, big things happen.

(Speaker 5)
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 insurance companies. I don’t answer to large corporate organizations.

(Speaker 5)
I answer to my patient, and that’s it. My thought when I opened my clinic was I can do this all myself. I don’t need additional outside help in many ways. I mean, I went to medical school. I can figure this out. But it was a very, very steep learning curve. Within the first six months of opening my clinic, I had a $63,000 investment. I lost multiple employees. Clay helped us weather

(Speaker 5)
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.

(Speaker 5)
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

(Speaker 5)
invariable in starting your own business. I’m Dr. Chad Edwards and I own Revolution Health and Wellness Clinic.

(Speaker 7)
Clay, my honor, my honor to be on your show and thank you for all you do.

(Speaker 3)
I hear the ripple effects from you are good ripple effects.

(Speaker 22)
You know what I mean?

(Speaker 7)
People rave about what they learn from you. So congratulations.

(Speaker 12)
And we went from expecting maybe 250,000 this year to we’re at 400,000. So congratulations. ago and we went from expecting maybe $250,000 this year to we’re at $400,000. That’s what we’re gonna hit or exceed. So we’re pretty excited about that. It’s been pretty much just listening to what they have to say. Their hiring process has just really been incredible as far as finding good quality help and the just the accountability of meeting up with them

(Speaker 12)
weekly and like such good insight the resources they have for specific business questions it’s all been really incredible it’s been a great experience

(Speaker 16)
so I’d recommend it to anybody. What I’ve seen from Clay and his group at Thrive is they’ll give you a simple system and And it’s the simple systems are the ones that people can wrap their brain around. They’re the ones that people can work with on a day-to-day basis.

(Speaker 21)
Hi there.

(Speaker 2)
My name is Stephanie Pipkin. I am 24 years old, and I own Black River Falls Cleaning Services. We opened in April of 2019, and it is now mid-June of 2020. So I wanted to talk today about the success and growth I have achieved by implementing the Proven Path with Clay

(Speaker 2)
Clark’s team and my business coach Luke from Thrive Time. It has been insane to say the least. I started working with them in mid-February of this year, so we’re about four months in of working together and it has completely transformed my business in pretty much every facet. So I’m gonna check my notes here. So in four months my leads have tripled. I was getting probably like two leads a week, now I’m getting more in the like 10 to 15 leads a week. I was getting probably like two leads a week, now I’m getting more in

(Speaker 2)
the like 10 to 15 leads a week. I have doubled my number of employees. I’m now hitting the highest revenue weeks in the history of the company, week to week it seems like. We went from about six appointments today as our highest in February to now 14 to 15 appointments a day. And hiring quality employees has become much simpler and less stressful by using their systems for hiring. I typically only get maybe two complaints a month if

(Speaker 2)
that and everybody shows up to work. I just have really high quality employees now, especially in something people typically consider a high turnover type of work You know cleaning houses cleaning businesses I have amazing employees now and I get rid of the ones who are not so amazing and bring on new ones because of You know group interviews and higher interviewing every single week. It’s just been great and such a I don’t waste as much time on low quality candidates anymore.

(Speaker 2)
Your coach will hold you accountable, which I love. Again, the tough love is really great. Luke is like a stern father figure, but he’s also nice, but also stern when he needs to be when I’m being lazy and not doing the things that I know I need to do because I don’t want to do them. So that’s just great.

(Speaker 2)
Worth every penny. I mean I’d pay him a million dollars a month if I can and maybe someday I’ll be able to. But I would just say go for it. If it seems like a good fit, just go for it. Do what they say even if you think it’s stupid or ridiculous. Just do what they say because it’ll work. You know people, when they look at my business, you know, people in my town, they think I’m lucky. They think I’m just, you know, things just happen for me. And you know, maybe I am lucky, but it has a lot to do with hard work and, you know,

(Speaker 2)
perseverance and, you know, working till you cry sometimes. That’s just being an entrepreneur, which if you know of course. I’m gonna be successful. It’s it’s an absolute Because I I have all this stuff in the background happening And I have Luke and clay and everybody on their team working Really hard to make sure that I’m a success and I can tell that they are just so excited Every single week when I’m having all these wins and things like that. They’re so excited for me. Um, so it just,

(Speaker 2)
it’s the best thing ever and I would suggest to anybody to work with them. So, uh, sorry for the long winded reply, but I just had so much to say. Um, and I could go on for hours probably about how amazing they are. Um, but thank you to Clay and Luke and the entire team there, everything you guys have done for me. And I am so excited to continue to work with you for years to come.

(Speaker 2)
Thanks so much for watching.

(Speaker 7)
My saying is, if it’s important to you, hire a coach. And I think that’s one of the reasons people are not successful is they, you know, they eat a cheeseburger instead of hiring a coach, you know what I mean? And so my coach pushes me, they’re younger than me,

(Speaker 7)
they push harder, they’re trained. And as my rich dad always said, amateurs don’t have a coach, but professionals always have coaches. So I’ve always had coaches for whatever was important. My rich dad was one of those persons.

(Speaker 7)
You’re on it, man. You’re on it. You’re on it. Everybody listen to this guy. He knows what he’s talking about. You have the macro picture. Very few people have that point of view. Clay, you’re an entrepreneur. I’m an entrepreneur. And as they say in Stoic, the obstacle is the way. And as they say in Stoic, the obstacle is the way.

(Speaker 7)
And so if you let these pinheads get in your way, you’re in trouble.

 

Transcribed with Cockatoo