Business Podcasts | “He That Walketh with Wise Men Shall Be Wise: But a Companion of Fools Shall Be Destroyed.” – Proverbs 13:20 | Why You Will Become the Average of the 5 People That You Spend the Most Time With (Part 2)

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Business Podcasts | “He That Walketh with Wise Men Shall Be Wise: But a Companion of Fools Shall Be Destroyed.” – Proverbs 13:20 | Why You Will Become the Average of the 5 People That You Spend the Most Time With (Part 2)

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Steve? Yes? Well, thanks for coming in today. Thank you for having me. Yeah, I appreciate you applying for the job. Always. When’s the earliest you could start, Tyler? Kyler. Mrs. Anderson? You can call me Marlene. Okay, Marlene, we appreciate you applying for the job. I appreciate being here. Let’s just dive right in. Boom! Go! What’s your availability like? I’m boycotting daylight savings time, so I’ll either be an hour early or an hour late, depending on the seasons. Tell me a little about yourself. My mom says I have to get a job, so that’s why I’m here, because she wants me to get a job. Why did you leave your last job? Of course, Harry, he was, he was, I just felt like he was looking at me in a particular way. Of course, he was blind, so I don’t know why I felt that. Why did you leave your last job, Steve? Fired. Next question. So what do you think you bring to the table? I can read people’s energies. Let me read your energy real quick. Oh. You’re a coyote. Congratulations. I don’t run errands and I don’t answer the phone. You know what I do? I look hot. 24, hot. Whatever you need, I can do it. Janitor, CEO, cook, I can do it all. And I have done it all. And I will do it all. Okay, so you do have experience in all of those areas. No, but I just believe I can do it. So availability, that’s kind of a week-to-week thing for me. I really just kind of like, we’ll see. So what do you consider your weaknesses? Chocolate, candy, Snickers, Reese’s Pizzas. Okay. Um, Becky, I think we’re done here. Do I get the job? Get ready to enter the Thrive Time Show. We started from the bottom, now we’re here. We started from the bottom and we’ll show you how to get here. Started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, now we’re on the top. Teaching you the systems to get what we got. Cousin Dixon’s on the hooks. Hybrid technology, we’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. We’re the best. bottom now we’re on the top teaching you the systems to get what we got. Cullen Dixon’s on the hooks I bring down the books. He’s bringing some wisdom and the good looks. As the father of five that’s what I’ma dive so if you see my wife and kids please tell them hi. It’s C and Z up on your radio and now three two one here we go. We started from the bottom now we’re here. We started from the bottom and we’ll show you how to get up. One of the biggest things we picked up when we picked up the Thrive 15 team was an entire team. You want an SEO guy that knows things about search engine optimization? Got it. You got a website guy that’s built big websites like Garth Brooks’ website? Awesome. We have it. He’s coming in. If I had to pay for that on my own outside of Thrive 15, there’s just no way. For us, one of our most immediate needs when I got connected with Clay was technology. We had a website, but I had a website in Tulsa, our other partner had a website in Colorado, and they did everything from doing a drone video where they flew over all of our markets with a drone, they integrated that into our site, they built every single thing that I think of, they do. We do a podcast. If I was going to produce my own podcast, there’s no, I mean, that alone, just that alone would be what I pay for it. Just for that. But then if you add the fact that I’ve got, if I need a business card design, if I need a website build, if I need this, if I need that. I know what I would pay for that if I had to go a la carte. I feel guilty sometimes. I don’t probably write a big enough check for the value that I get. I think there’s a lot of entrepreneurs that have ideas of what they want to do with their business and how they want to grow and what market they want to be in and how they can increase production and do all this. But it’s not about having 4,000 ideas, it’s about having 12 and executing them 4,000 times. That’s the trick in my opinion and that’s where Thrive’s value comes in. I feel like I have my own staff, my own like, I don’t know, 20 person team that when I need something I just go to them and it happens. Well Thrive Nation, if you open up your Bible to Proverbs, that’s the part of the Bible in favor of verbs, proverbs. A book in favor of action, proverbs, proverbs. Proverbs 13, 20 reads, he that walketh with wise men shall be wise, but a companion of fools shall be destroyed. What am I talking about? Well, I’m talking about on today’s show why you don’t want to surround yourself with idiots. I’m gonna, what? This is the profound thought I’m gonna focus on today’s show is if you want to be successful, you have to avoid surrounding yourself with idiots. Let me define idiots. What’s an idiot? An idiot is somebody who knows what to do and chooses not to do it. I might call these people ask-holes. Let me look up the actual definition of the word idiot so that way we’re all on the same page about what an idiot is. An idiot is a stupid person, a person of low intelligence. So if you have a business, I don’t care how great your system is, how great your process is, if you are surrounded by idiots, your business won’t work. Nothing works unless the people in your business will work. You have to have people on your team willing to work with a spirit of excellence to deliver a lot of value to your customers. And here to talk about is David Frazier of How are you, sir? I’m doing fantastic. Thank you so much for having me, Clay. Now, sir, I’m going to pull up your website here,, and I’m just going to give an example to everybody out there of what I’m talking about here. So let me pull this up here. This is, pulling it up. If you pull it up, and let’s say that you ship me a Bunky Life, and by the way, you did because I just bought one. If you ship me a Bunky, one of these bolt-on bedrooms, and if, let’s say, Devin over here follows the instructions, how long should it take to put it together? How many people should it take to build one of these bunky life? If people follow instructions, how long should it take? How many people should it take? Ideally, it’s a two-person job at least, so two to three to four people. And it should take you a weekend in most cases. Some people can build them in a day. That’s a pretty aggressive timeline for a lot of the bunkies. And some people, it takes them maybe a long weekend. But generally if you hustle at it, you can get done in a weekend. You say a weekend, like how many hours you thinking? Like 20 hours, 25 hours, 13? Yeah, like 20 hours, you know, two good 10 hour days. Now I’m gonna say this with all due respect to myself. It would take me 42 consecutive years to build this if I were to attempt to build this because I do not like building things physically. I do not like doing it I’ve tried every time I try to build something it doesn’t go well And so in the context of this particular product I would be an idiot I worked on a construction crew and my boss said to me clay. I really love you as a person I really do but you have found a unique way to not do anything correctly mechanically I got that’s fair, and he says so you’re on this construction crew. I’m going to have you, we poured concrete. I’m going to have you be the guy that cuts rebar. And that’s what I’m going to have you do. You know why? Because that’s kind of hard to screw up. So you’re going to be cutting rebar with a large saw all day. You’re going to be cutting through rebar all day, every day. And then when you finish cutting the rebar, you’re going to put the rebar in the right position as we begin to pour concrete. This is what you’re going to do. And so let’s talk about this for a second. So David, if you had somebody in your office, in your team, on your crew, that was a good person, but they, every time they tried to chop said wood into said formations in order to make this prefabricated bunky life, and they jacked it up every time, how long could you afford to have this person on your payroll before you’d have to move on? It’d be tough. It’d be tough. So we have had a couple of situations where someone really sucked at their respective job, but we moved them somewhere else and they’re actually quite good. So it’s a little bit of a moving chess pieces around the board, but if someone just like, isn’t able to hack it, the faster you get them out of that location and freed up to the free market where they can serve others the better. Because it’s costing you like initially losing sales or losing valuable products and then it’s costing you in repairs down the road, it’s costing you in bad reviews down the road, it’s costing you all the the butterfly effect that ripples out from that. So the sooner the better to part ways if they suck. Now Devin, you played softball. Yes. Have you ever met somebody, I’m looking for vague answers, no specifics here, but have you ever met somebody who was a good friend of yours that wanted to be on the softball team and they were just terrible? Yeah. And you, and you’re like, they wanted to be good? Yeah. And then there’s that weird tension because they might say, well, what can I do better? And you’re kind of thinking all of it. I mean, have you ever had that moment? Yeah. And so we’ve all had a person who wants to be in the choir. The only problem is they can’t find melody at all, ever. They’re always off pitch. And when you have these people in your life, if you allow them to be in your business, just because you know them, your business will fail. So, when I bought a Bunky Life from, I don’t care how much I like David, I do like David, but if I ordered it and it never got here, if the bolt-on bedroom never showed up, or if the bolt-on bedroom was poorly constructed, I wouldn’t buy another one. But let me tell you, I bought a bolt-on bedroom, it showed up on time and we’re currently constructing it, and it’s great. So I would buy another one, and I probably will buy another one. So David, I think in small business though, a lot of times people, they say, man, Carl is terrible on the phone. Wow, Sharon is terrible on the phone, but I’m gonna keep him on the phone because there’s someone I know. Help somebody out there that’s doing that form of jackassery today. Well, do you wanna know the person or do you wanna help that person succeed? Because if you leave Carl or Sharon on the phone and they suck at it, you’re not building them as an employee up in an area that they’re going to have success with. So you’re going to fire them down the road with an angry outburst, or just do it now in a nice way and get them in a spot where they can be of value to someone else, right? Because there’s probably something they are good at, just not phones. And if you just, you know, it’s not actually the kind thing to do. So we like to cloak these type of things and I’m being kind to Sharon, I’m being nice to the other guy, right? But the reality is you’re just being a weakling and you’re not doing what needs to be done in the moment that actually is the kind thing to do, right? Firing someone can, as long as you’re not laughing while you do it, can be actually a very kind thing if you think about it in the long run. Now there’s three areas of jackassery that need to cause you to remove someone from the workplace. Okay, there’s three areas. One, is they just cannot do the job. They just cannot, they just can’t. They just, for whatever it is, they just can’t do it. The second is this person is a negative person. They’re negative. So one is they can’t do it. Second is they’re negative. Third is that the drama that comes with having them isn’t worth it. Let me repeat. One, is they can’t do the job. Two, is there just negative? Third is the drama that comes with it. So let’s do an example. We went to the Reawaken event. We just did it in Vegas. We’re in Vegas for a conference. And you had people, Devin, how many? We’re like 5,000 people were in line. And we had a lady who used to be on our team years ago. And when people would go sign in, so David, you get to the event and maybe you can’t find your ticket and you would say, hey, I can’t find my ticket. How do I still get into the event? Cause I paid for it. And this person would mentally crumble every time. And they would go, oh, now the event is so disorganized. There’s like 5,000 people in line. And they would come up to me and they’d say, it’s so disorganized, this event is so disorganized. I am so, and I’m going, no, somebody can’t find their ticket. So what you do is you log into the system, you pull up the system, you verify it’s them, you give them a wristband, you move on. But every time, anytime that somebody would say, I’m a handicapped person, do you have a place for the handicapped to sit? Every time, I’m not trained for this. Anytime there was any issue at all that wasn’t exactly perfect, unless it was a ticket buyer or the ticket in hand, they couldn’t handle it. It didn’t matter how much training we provided this person. And so, Devin, why do you think I had to make the move to remove said person? Well, because 5,000 people, you’re bound to get 50, 75% of them not prepared, asking questions that we can’t train anyone for because it just comes up. But you knocked it out this week. You did a good job. Yeah. And I’m sure you’ve seen these people. You’re like, they’re not going to last. The other part, the other groups that that gossip group, that that whole group, every time they create so much drama. So, Dave, we’ve had people, interesting person about about two years ago now, every time we would do an event about two hours into the event, they’d go, well, I just I don’t know if this event’s going to work. I don’t know if I don’t know if God’s behind this one. I don’t know. I just don’t know if God’s behind it or yeah, I just I don’t know about that videographer I don’t know that God wants them to be on the team. I don’t I I don’t know You see what she’s wearing. Oh my god. She’s wearing this to a revival of it dressed like that. Oh, no. Oh, no It’s like wow. What is it a brothel? Okay, you know It was just constant gossip and David if you keep those kind of people on your payroll and competent people or gossip spreaders. It contaminates the whole organization. And again, I love what you said, that you’re masking, you’re cloaking, not making the tough call and kindness. Help somebody out there today who wants to build a company like and they have jackasses on their team right now. Okay, George, if your name is George, or if it’s not George, this is also for you. George, stop pretending that you don’t need to make this call. Stop pretending like you haven’t noticed what’s been going on for the past months. And sort it out now, George, or a person not named George. Yeah, no, on part two of today’s show, I’m going to get into how to find high quality people, how to recruit people, how to train, how to retain. But what I’m talking about on part one of today’s show is this idea, it’s a biblical idea folks. Just read the Bible, get the Bible, it says, he that walketh with wise men shall be wise, but a companion of fools shall be destroyed. I’m not expecting you to be a theologian David, but what happens if you’re surrounded by fools? If everybody in your business or in your life is struggling with major life issues, what’s that going to do to you if you’re trying to build a great company like Just gonna derail everything you’re trying to do, right? The reality is success is a team sport. If you can’t do it with your team, it’s not, you’re not gonna be successful. So if you got a situation where everyone’s dropping the ball every time you pass it to them, you’re gonna have to go down to being a one-man army again, which is not doable for most businesses, especially a business the size of Bunky Life, cannot do what we’re able to do without a team. So if you can’t make the teamwork, then it’s not going to be successful at all. And I see this, Devon, I see people that say, you just saw me have a conversation. It was pretty intense a moment ago. I’m sure. This is how I operate is intense at all times. Um, but somebody was like, getting reviews for my customers. I mean, I only have a handwritten list. I don’t have a typed database. I don’t know if I could. I said multiple times, you’ve heard me say it multiple times. I said, hey, as long as you have a name and a number of past customers, you can call them. If it’s typed, you can call them. If it’s handwritten, you can call them. All you have to do is call customers to gather objective reviews. That’s how the review system works. But there are certain people that make those excuses and they act as though like the fact that it’s not typed or that it’s hand written or that it’s not written in Braille or that it wasn’t part of the original Magna Carta or that it wasn’t somehow put into Salesforce or it wasn’t. That’s the issue. There’s certain people that it’s not about resources. It’s about resourcefulness. David, what happens when you have a person on your staff that’s not resourceful? Like what if you have someone on your team that like, they go into the warehouse, they start building a bunky life, next thing you know, they don’t have enough nails. And rather than thinking- That’s the one thing I just can’t hack. Like the, no, that’s the end for me. If someone is like to just, I don’t know what to do. Like, sorry, like you got to figure stuff out. This is what being adults like. So they will not be long for our company. If there’s, you know, this feigned helplessness, I couldn’t figure it out. I’m just like inventing their own obstacles. That does not pan out well. So that’s an instant like, see you later for me. And I find though that a lot of people keep these people around. You know, we were at one of our events a while back, it’s a true story. We’re at one of our events and I sent somebody out. I said, hey, I need you to go to the store and to buy me white socks. And it was because I had a bag of white socks I packed for my trip and somebody spilled water on it thus waterlogging all of my socks. So I said I need you to go to Foot Locker or Dick Sports or someplace and find me size 12 or larger white socks. It could be a Nike, Adidas, I don’t care just athletic socks. This person came back hours later and they said I couldn’t find the socks. I couldn’t find, did you find Dick’s? No, but then this person said, can I go to lunch? It’s taking me a few hours. I’m really hungry at this point. So you’re gonna be able to navigate to lunch, but you couldn’t navigate to Dick’s. There’s just certain people that have this jackassery force field around them. I’m trying to help somebody out there, David. So final word of encouragement for everybody out there. They go to and they go, man, I love The products are amazing. I love it. I want to build a company someday that’s like Bunky Life, that has thousands of customers in multiple countries, that builds excellent products. I love Bunky Life and I want to build the Bunky Life. I have a vision for my future. But they’re surrounded by an idiot. They have a Gilligan on their team, multiple Gilligans on their island, and they decide not to fire them. What will happen to them David? You’re going to wake up at age 72, grey, old, alone, wearing a wife beater, on a mattress on the floor, in an apartment that reeks of urine, and you’re going to look back on your life and go, what happened? What happened to my life that I couldn’t get to a better place, that I couldn’t have made my dreams come true, my life is now gone. I’m 72 and I can’t make it happen anymore. And it all because you didn’t choose to just put first things first and make the hard decisions you needed to make back then. So don’t be that 72 year old yearn-soaked man. Make the decision now. It’s hard now, but it’s actually for everyone’s best interest now. Unbelievably well said. And again, folks, if you’re out there today looking for a bolt-on bedroom I encourage you to check out if you’re out there. David What kind of person is a great fit in closing there somebody out there? Who’s a good fit for Bunky Life? What kind of people are buying a product sir? This is you your family’s getting bigger, but your house or your lake house or your vacation home is not What do you do do you add an addition? No, that’s that’s ridiculous. It’s gonna cost you an arm and a leg. Do you throw a trailer in the backyard and become trailer park trash? No, you can build a bolt-on bedroom. It looks fantastic. You can build it in a weekend. It costs a fraction of what those other expensive options I mentioned are going to cost you. And you can build it together. An amazing time of family bonding, and then it’s something that you can last for a lifetime in your backyard, adding value to your property and a point of connection for your family. David, thank you so much for covering up time for us again. Folks, that’s I recently have purchased a Monkey Life, and you should too. That’s, home of the bolt-on bedroom. And that’s David Frazier right there with Sir, take care, we’ll talk to you soon. Thanks, Devon, thanks, Clay. If you have ever struggled hiring, inspiring, training, and retaining high-quality employees, then this is the show for you. Some shows don’t need a celebrity narrator to introduce a show. But this show does. Two men. Eight kids, co-created by two different women. Thirteen multi-million dollar businesses. Ladies and gentlemen, welcome to the Thriving Time Show. Yes, yes, yes, and yes. Thrive Nation, welcome back to the Thrive Time Show on your radio and podcast download. On today’s show, for those of you just joining us for the first time, you’ve never found this podcast, you’ve never discovered this podcast before, we have Mr. Aaron Antus on the show. You might say to yourself, why would we have Mr. Aaron Antus, why would we have him on the show? Well, there’s two reasons. One, he actually knows what he’s talking about and has had success in his industry, right? And two, he was willing to pick up the phone when I called him and said, would you be on the show? These are the two. But one, we’re never going to have a guest on the show who doesn’t know what they’re talking about. So Aaron Antus, welcome onto the Thrive Time Show, sir. How are you? Oh, I’m doing fantastic. Thanks for having me. Now on the record, my understanding is that you have sold over $800 million of homes throughout your career, selling new homes. Is that correct? That is correct. How did you go about selling over $800 million of new home construction. Well, other than my incredible good looks, no, I’m kidding. That was actually not a factor. I was actually mentored originally, way back in the day, by the person who was the vice president of Toll Brothers, which is actually one of the largest builders in the country. Toll Brothers. Yeah. We’ll put it on the show notes. Yeah, so he lived down the street from me and I grew up knowing his family and thankfully he mentored me. And I just learned a lot from a genius in the business and took some of those notes and continued to work with it through the rest of my career. And so as you learn to master those sales skills, one of the things that you’ve been able to do well and to do consistently well is be able to teach other people how to sell well. Because you can only personally sell, like the average house that you sell at Shaw Homes today,, the average house that you’re selling is approximately what price point? Over the last 12 years at Shaw Homes our average was about $275,000. Okay, and the big, the most expensive homes that you might sell, the high average would be what? That would be our Waterstone series and that gets up into the six, seven hundred thousand. A question I’ve always wanted to ask you before we get into hiring people here. I feel like a lot of neighborhoods are named by the same people that name shampoos. So as an example, if you go into a section of a store and you go in there to buy, let’s say, you know there’s a section, Marshall, where you go and it’s kind of awkward where they’re going to sell feminine products and shampoo. They put it on the same aisle usually. It’s like feminine products are on one side, and then the shampoo is on the other side of the same aisle. It’s weird because I don’t know about you, but every time I see a female in that section, I immediately act like I wasn’t going to that section. And I’ll go get some avocados and I come back. But if you look at the female products, as I’m a husband, so sometimes I have to buy these things, bring them home. That’s even more awkward, checking out with these things. The product will be called like, Summer’s Eve, or a Midnight Dawn, or Water Stone. You know? And so, I feel like the shampoo, it’s the same thing. It’s like, Lavender Love. I feel like neighborhoods are kind of the same thing. Do you steal the names from shampoos? It’s actually either that, or it’s what used to be there before we put in the neighborhood. Like for example, Forest Glen. You know, that’s in the area where we cleared all the trees out. Or Deer Run, where they used to run, but they no longer do because there’s cars driving through there. Wow! If that wasn’t a pro tree hugger message, I don’t know what is. Exactly. Okay, so Shaw Homes, you now have taught a team of people to sell effectively. And right now, as of the time of this show, correct me if I’m wrong, but I believe this just in. Shaw Homes in Tulsa, Oklahoma. You are hiring, you’re looking to hire people right now. That is correct. What kind of money do you pay if someone wants to come work for Shaw Homes? Yeah, so, I mean, first of all, it is merit-based pay, so it is a meritocracy in our company. And I know that’s a controversial topic. You get paid based on what you do and not what you say you’re going to do? That’s exactly right. So, you know, depending on the quality of the human and how well they do, they’re going to be somewhere between about 45,000 up to 150,000 to 200,000 a year. We have typically 30,000 to 40,000 people listening in Tulsa, Oklahoma at any given time. So if someone’s listening right now and they’re saying, can you repeat that again? You start off paying about how much a year to work at Shaw Homes? About $45,000. And they can make up to how much? The top person I ever had made a little over $350,000. If you’re driving in your car right now and you need a job or you know somebody needing a job and they are trainable, they’re high energy, they’re good people, what’s the best way to get a hold of you over at Shaw Homes? just to go ahead and send me an email at info at That’s info at Or you can reach me at the main office, which is 918-258-6161. So let’s go ahead and go over, Marshall, five of the variables that Shaw Holmes looks for. There’s other variables they look for. Let’s go over the five variables that Shaw Holmes looks for when they’re hiring good people, okay? We’re going to read here from the Boom Book, which is a book that all the listeners can download for free. You can get the e-book for free simply by going to Steve Jobs writes, a small team of A players can run circles around a team of B and C players. Steve Jobs writes again, a small team of A players can run circles around a giant team of B and C players. Steve Jobs, legendary former CEO of Pixar. If you’ve ever seen the movie Toy Story or any Pixar films, it is he who resurrected the company and made it profitable when George Lucas was going through a divorce and he could not have the time needed to take the company and lead it the way it needed to be led. He asked his good friend, Stephen Jobs, to take over the company, and he did. Or you might know him from co-founding Apple and then famously coming back to save the company, Steve Jobs. You might know him as the co-founder of the world’s most successful company. Talk to me about A players. What does an A player look like to you, Aaron? When you’re looking for an A player, what does that look like? Well, first of all, an A player is somebody, you know, a lot of times people would think this is a determination of their skill level. And that’s not actually what we look for. We look for an A player where it comes to character, integrity, a person who is just gonna do what they say they’re gonna do and that’s actually a pretty difficult thing to find. We also are looking for someone who has incredible people skills. They love other human beings and they want to help other people because ultimately in our industry, you’re going to make friends with the people who you’re going to do business with and you’re going to really get to know them. I mean, after all, you know, a lot of times they’re handing over their life savings to move forward in building a home with us. And so, they’re not going to hand that over lightly. So they need to know that you’re a high character person that they can trust and that you’re a teachable human being because there’s a lot of information you need to know in our industry. But the great thing is, we can teach it to you. You don’t need to know it all. So move number one at Shaw Homes. This is something you can apply out there if you own a business. Shaw Homes only wants to hire A players. Getting into the facts, Darren said it’s very hard to find high quality people. Marshall will put this on the show notes, but according to Inc. Magazine, 85% of job applicants now admit to lying on their resumes. What? 85%. Seems like a high number to me, buddy. Seems like you’re trying to turn this into some negative reverse motivational kind of speech. Looks like you’re trying to take my life down to the bottom by filling my brain with facts. I don’t want to talk about the facts. I want to talk about feelings. No, no, listen, seriously though. This is true. 85% of people lie on resumes. Aaron, is it not mind-boggling when you see so many resumes just filled with hyperbole and hoo-ha? Yeah, I love the ones that after they come and go through our interviewing process, they start asking me during the process, like when I give them an opportunity to ask questions, it’s things like, are you gonna look into all the stuff I put on my resume, is there going to be a background check? You know, I always know that there’s something scary coming down the pike when they start off with those types of questions. The U.S. Chamber of Commerce now reports that 75% of American employees steal from the workplace. Marshall, the first time you heard that stat, did it not blow your mind? Yes, absolutely. It’s like, who are all these people? But what you realize is you see it all. Time, resources, equipment, anything. So if you’re out there and you can show up on time and you’re going to do what you say you’re going to do, you can do what you say you’re going to do and you show up on time. Shaw Homes, that’s These guys are hiring. This is not a theoretical example. They are actually hiring and these are five of the variables they look for when hiring. They look for A players. Now move number two. This is this is something big. This is something big. Okay. It’s Shaw Homes. They’re looking for diligent doers. Well how’s that different from an A player? Diligence means your ability to consistently bring effort. It’s the consistent application of effort. That’s what diligence means. It’s the consistent application of effort. And a lot of people can be an A player for like a week. I’ve seen people being a player for a month. The problem is the sales cycle when selling a new home is not a week or a month. A lot of people walk into a model home, they evaluate, and they say, I want to buy a Shaw home. I’ve done my research. I want to move forward, but I first need to sell my house. And so, Aaron, a lot of times you go meet somebody in a Shaw home, and they might not buy from you for a year or three months or six months. How long does it take typically from the time you first meet somebody until they have secured financing, they’ve sold their house, they’re ready to buy a home? How long does that typically take? Yeah, I mean, it can range. Some people come in and they’ve already done a lot of looking, they’ve already done a lot of online research. You know, we live in the information age, and so they might take three or four days. But if they haven’t done a lot of research and they’re just getting started, we’ve had people take up to two or three years just going through that entire cycle because Maybe the timing wasn’t exactly right and they want to look early and just kind of check out what’s out there And so it sometimes is a year two three that you’re following up with somebody before they actually make that purchase So you have to be one of those people who are not just out there to like pressure somebody into something, but you’re out there to help them through the process in their timing. And so Elon Musk, right now he’s a CEO who’s in a little bit of hot water, obviously with Tesla and some of the things he’s doing with the SEC based on some statements he has made. But previous to that, you can’t argue he built PayPal, can’t argue he built Tesla, can’t argue he built SpaceX, can’t argue that he’s built Solar City. You really can’t argue with the success he’s had. You might argue with some of the ways he’s gone about doing it recently, but this is what Elon Musk says. He says, one lesson I learned at PayPal is to fire people faster. That sounds awful. I think if somebody is not working out its best to part ways sooner rather than later. So if you’re going to show up and be an A player for like a week or a month and you’re not going to be consistent, it’s not going to work out for you at Shaw Homes. But if you’re a consistent, diligent doer, you’re an A player, Aaron, what’s the best way for someone to get a hold of you guys and to apply for this job? Yeah, just either email me at info at or you can reach me at the main office 918-258-6161. Alright, the next variable they look for at Shaw Homes, these are, again, there’s other things they look for as well. We’re just hitting on five things that Shaw Homes is looking for. They’re looking for people that have goals. What? Yeah, people that have goals. And I’m going to quote Jack Welch, the famous CEO of GE, who writes, by the way, Jack Welch grew GE by 4,000% during his tenure. He writes, if you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them. But Aaron, there are some people out there that aren’t motivated even by commissions. They just, they just, they’re not. There’s people out there that no matter what, because you could make, is it possible to make over a hundred thousand dollars a year working at Shaw Homes? Definitely. But there’s people out there that don’t care, right? That’s true. I mean, I’m always amazed at what the motivating factors are for people that come on board with our company. Over the years, having sold a lot of real estate, I’ll have friends or acquaintances that I meet, and they always come to me with the question of, how did you get successful in real estate? And I always tell them, you’re asking me the wrong question. When you’re asking how, that’s not the mindset you need to come with. The mindset to be successful in any sales environment or any job in general is to ask yourself why you’re going to be successful and not how you’re going to be successful. Because I feel like when you have a really big reason why, then the how-to will figure itself out. Oh, preach that again. Yeah, the how-to will figure itself out. Oh, this is so good, I’m going to cry. Yeah, you end up having diligence applied because you’re chasing after something, but not everybody comes in motivated by money. I’ve had people, one of my top people over the last couple of years, his motivation was that he wanted to leave a legacy to his children. And so, it wasn’t about the money. He wanted to show his kids that his dad was a hard-working person so that they would have a good life. Not so that he had a good life, but so they would have a good life. So there’s a lot of different motivating factors people come in with, but you definitely, the size of your why will determine the size of your paycheck when you’re in commission-based pay. Yes, Martha. Mark, Mark, yes. Martha, you, you, you is my motivation. I think sometimes when I get on this set and I start to get all ready and I get all excited and I look over at you and I think to myself, mm-hmm, yeah, that he’s a thousand mile wide. That is why I come to, on this show and he’s just so sexy and he’s just so. Andrew, you’re not supposed to let that guy through. Oh, don’t let him through again, Andrew. Your job is the call screener. Your job is to screen the calls. Don’t let him through. Drop that one. Every time you let him through, it gets awkward. People say, stop it, Andrew. Andrew, stop. Put down the shake weight. Okay, so let’s continue. Okay, so let’s continue. And here’s the deal. The next thing that Shaul Holmes looks for when hiring people is they look for disciplined people. Now, Marshall, I’m going to read a notable quotable from Chet Holmes, and I’d like for you to break it down. But first, can you share with the listeners who in the world is Chet Holmes and why should we care? Chet Holmes is the best-selling author of The Ultimate Sales Machine. of the ultimate sales machine, who was partners with Charlie Munger, who is currently still Warren Buffett’s partner. Charlie Munger is worth $1.8 billion. Billion with a B. Billion. Oh, billion dollars. A billion dollars. Billion. Oh, that’s a large number. That’s a large number. Put down the laser. Okay. And Chet Holmes, he wrote The Ultimate Sales Machine and talked a ton about time management, holding effective meetings, creating an effective sales process. He’s a guru. He’s helped a number of different companies grow. And you’re talking about discipline. And this is what Chet Holmes has to say about discipline. He says, The missing ingredient for nearly all the 1,000 plus clients I’ve worked with to directly improve their business is pig-headed discipline and determination. We all get good ideas at seminars, and from books, and from radio talk shows, and business building gurus. The problem, the problem, Marshall, the problem, the problem, Marshall, the problem is that most companies do not know how to identify and adopt the best ideas to their businesses. Implementation, not ideas, is the real key to success. Marshall, Marshall, you know this thing? Yes. Don’t make me threaten you with a Kung Pao punch. Okay, Aaron, so let’s talk about this. I want Marshall to talk about this. Pig-headed discipline. I want to start with you. The PhD, Marshall. The PhD. You’ve got to have a PhD. The pig-headed discipline. You’ve got to have a PhD. The pig-headed discipline. Someone should write that down. Oh, that’s good. The PhD. Marshall, why do you have to have pig-headed discipline to work at Shaw Homes or any A-level job in America? Well, we talked about it at the beginning of the show here, in that Aaron has sold over $800 million. And he’s hiring right now. If you’re looking for a job. Words of Holmes. This just in. This just in. If you’re looking for a job, or you know of somebody that is looking for a job and you prefer to be hearing about these jobs via a CB radio transmission, go to Let’s go to and apply for a job today. I don’t know if I can go there. I’ve got carpal tunnel. Then don’t apply for a job. But if you have any type of discipline, rigor, motivation, and you are looking for an actual jobby job that pays well, I don’t know if I want to get paid well. I’d rather just mail it in working at a job I hate. If you’re an A player and you want to make copious amounts of cash so that you can buy your wife expensive shoes. If you’re a female and you want to buy the kind of things that you want to buy for yourself because you want to be an independent woman, you don’t want to need him, you don’t want him to have to hold you and tease you and please you because you want to provide for yourself. You’re a sophisticated single lady and you want to provide for yourself. Wow, you went off there. If you need a job, go to That’s Marshall, back to you. He has the proven best practice. You don’t need a vast experience of sales background. Aaron will teach you everything that you need to know. I’ve seen him do that. We’ve seen him do it. I’ve seen him sit down and teach everything that you need to know about selling these homes. And you too can be very successful. You too. I don’t have time to apply. I’m spending my day pretty busy today. Marshall, I’m going to be spending my day. I got a new box. Then you’re not a good fit. I have a box fan and I just bought it and I was going to talk into it because it’s really fun when you do it. In fact, yesterday I did it and this is what it sounded like. Lalooook, Looooook, I am your father. Wake up though, seriously, this is a job that pays. How much Aaron? You’re going to be somewhere between $45,000 and $150,000 to $200,000 most likely. Stop walking to Oklahoma City and protesting. Just go apply for a job at Shaw Homes. You can do it. Stop saying you can’t I find a job? Stop doing that. Just apply right now. Aaron, what happens if somebody has the PhD, they have the pig-headed discipline, they actually reach out to you, what’s the next step in the hiring process? Yeah, the next step would be to come to our group interview, which is done on Wednesdays at 5.30 at our main office, which is 1420 West Kenosha in Broken Arrow. It’s kind of across the street from Ramah Bible Church where all the Christmas lights are that everybody goes to. And so it’s at 530 on Wednesdays, and we do a group interview there every Wednesday evening. Now I want to say this because Aaron Antis is filled with local colloquialisms. These colloquialisms are the… Because he’s a Tulsa guy. He’s a real human, okay? This is not a… This is a podcast that can be heard all over the planet. I’m going to pull this up on the big screen here so you can see this. Right now, if you look up here behind you on the big screen, out of all the podcasts in the business section, we are now number three in the world. Oh, that’s awesome. Now, if you are saying, I’m not, though, looking for the number one business podcast, you’re just saying, I’m looking for all podcasts in all categories. So we’re going to look this up here. We’ve got a top podcast on iTunes. Of all categories, we are number 10 in the world right now. Serial is ahead of us, an epic podcast, obviously. But we’re ahead of Joe Rogan. We’re ahead of Conan O’Brien. We’re ahead of Rachel Hollis. We’re ahead of Arianna Huffington. We are ahead of TD Jakes. We are ahead of Joel Osteen. We are ahead of Wall Street Journal. We are ahead of TED Talks. We are ahead of Dave Ramsey. We are ahead of How I Built This. But if you’re out there, we’re ahead of the lady from the Shark Tank. What’s her name? Barbara Corcoran. Yes, we’re ahead of her. We’re ahead of everybody. And you know why Thrive Nation? Because you have taken the time to listen to this podcast. So if you’re thinking about moving to Tulsa for a job, seriously, the cost of living in Tulsa, is it not significantly less than New York, Florida, California? Talk about the cost of living in Oklahoma. Yeah, I mean, I was actually shocked. I moved here from Michigan originally, and I swear my costs for living probably dropped 35% when I moved here. It was amazing. The amount of home you can purchase here compared to where other places that I’ve been is just amazing. Let’s talk about what I could get for $350,000 at Shaw Homes right now. What kind of home? How much square footage? What kind of accoutrements? Yeah, you can be, depending on what neighborhood it’s in, you can be anywhere from maybe 3,000 to 3,700 square feet in that price range. Which is amazing compared to other parts of the country. I know in a lot of places, people always talk price per square foot. Where I came from, you’re $200 to $250 a square foot. So it’s just unbelievable how much you can purchase for the price here. Let’s go on to Zillow real quick. And let’s go to El Cajon, California, which is outside of San Diego by about 20 minutes. So you can get into San Diego. You can get into San Diego to the beach within about 25 minutes. I have family that lives out there. And let’s look for a home here that is four bedrooms, five baths, it’s 4,600 square feet. In California, that’s $950,000. Now, El Cajon is not on the water. It is like Broken Arrow. It’s the same relationship that Broken Arrow has to Tulsa. It’s a suburb, right? So let’s go here in DeZillow and let’s look at some other houses here. Again, California, let’s look for three bedroom, two bath. We’re talking about 1,500 square feet. 1,500 square feet. Marshall, it’s $499,000. That’s a lot. And El Cajon, 1,500 square feet. Aaron, for $499,000 in Tulsa, how much square footage could I get of high quality Shaw Homes premium real estate? You’re going to be up in the 5,000 square foot range. Bro, you could have rooms of your house you never go into. Exactly. You could have a maid’s quarters. Man, you could have a walk-in closet that’s like a room. I mean, you could have a home with a gate. You could have some incredible real estate for $499,000 in Tulsa, Oklahoma. It’s worth the move. I want to go back to PhD, though. Pig-headed discipline. That’s right. A lot of the employees, Aaron, who work for you, they work in a model home. Correct. Which means you have cameras up for safety, for security, for training purposes. You’ve got recorded phone lines that way for safety, security, for training purposes you have that. But what kind of person can work alone in a model home for eight hours a day or ten hours a day? What kind of person can handle it? I mean you’ve had some great sales people over the years. What kind of person can handle it and what kind of person does not have the PhD? Yeah, well, first of all, I would say a person of character, because when you’re kind of by yourself in a location in a neighborhood, then you have to be an honest person. You also have to be that… Greg, why aren’t you wearing pants? You also have to be the type of person that you can follow a schedule, and you can stay on task for extended periods of time. So you talked about PhD having that pig-headed discipline. It’s like when nobody is sitting there looking over your shoulder other than a camera, you have to be the type of person who can just stay on task and do easily repeatable tasks over and over again, like make phone calls to follow up with clients you have, like doing things like presenting a home to customers when they walk in. And it’s the same home over and over again, so you have to be able to repeat that presentation over and over again. It’s not anything difficult. I find that the tasks we do are not difficult. The difficult part is people staying on task. And so, that’s kind of what we deal with mostly is, you know, having those repeated tasks. The phone calls are similar every time. The people walking in ask the same questions over and over again. So somebody who’s disciplined to continue to answer those questions over and over again in a similar fashion, they do well. Okay, now the final attribute that we’re gonna talk about today. Now, Shaw Homes looks for other attributes, but I’m trying to make sure that this is very coachable, very practical training for all the listeners, and it also allows you the listener to know whether you are a good fit for Shaw Holmes and I’ll tell you what if you’re a listener to the show you definitely are the right fit because we don’t have any Marshall do you know this it’s a hundred percent it’s a Marshall this is a stone-cold lead pipe locked fact fact zero percent of our listeners are knuckleheads that’s incredible you know why why because I say things that offend all the knuckleheads and they get off they get off within 10 seconds usually. When they listen to the show and they hear the intro and they say, two men who’ve built 13 multi-million dollar companies, the knuckleheads are like, that must be nice. Those guys are jerks. Or I would be nice if I had 13 million dollars. No, because our listeners are curious. They want to know, how do they do it? How can I do it? What would make people take time out of their schedule to teach me? I’m curious. They listen to the show with a notepad. They take notes. This next attribute that Shaw Holmes looks for and all great A-level organizations look for is they look for coachable people Mmm coachable people now Marshall on page 16 in the boom book I’m gonna read a notable quotable from Eric Schmidt, and I would like if it’s possible I’d like for it for you and for Andrew to provide me the echo that I need to make what I’m saying sound better. That’s amazing. Got it. I’m going to clear my throat and try to bring out my best epic voice and try to take this show to the next level. Marshall, you ready? I’m ready. I got to get psychologically prepared, physiologically prepared, spiritually prepared. Here we go. Here we go. And here we go. The advice that sticks out I got was from John Doerr. This is Eric Schmidt saying this, by the way, the CEO of Google. The CEO of Google. This is what he’s… The CEO of Google. This is what he’s saying. He says, the advice that sticks out that I got from John Doar was in 2001. John Doar, by the way, is a famous venture capitalist. Let’s try this again. We set the whole thing. The advice that sticks out I got from John Doar, who in 2001 said, my advice to you is to have a coach. The coach he said I should have is Bill Campbell. I initially resented the advice because after all I was a CEO. I need better echo, I can’t work under these conditions. Do you realize I’ve been featured in such feature films as too many to name really. I was pretty experienced. Why would I need a coach? Am I doing something wrong? I’m Eric freaking Schmidt. I added that part, he didn’t say that part. My argument was, how could a coach advise me if I’m the best person in the world at this? Because I’m freaking Eric Schmidt. He didn’t say that part, I added that dramatic effect as a narrative reader that I am. But that’s not what a coach does. The coach doesn’t have to play the sport as well as you do. They have to watch you and get you to be your best in the business context a coach is not a repetitious coach a coach is somebody You see I did right there. I said somebody I mean I said body I was kind of a funny part right there. I did that for you. Oh, I love it I’ll coach is somebody who looks at something with another set of eyes Describes it to you and his words and discusses how to approach the problem. That might have been the best piece of epic reading in the history of humanity. You’re absolutely right. I mean, wow. Well, anyway, so now that we know that, Marshall, break down why Eric Schmidt, the CEO of Google, is saying that the best advice he’s ever gotten, and he said this in an interview in Fortune Magazine, he said, the best advice I ever got was from somebody telling me that I needed a coach. Why is that so important to be coachable, man? You’ve got to be coachable. Being coachable means, one, receiving constructive criticism or receiving coaching with an open mind and with a humility that I’m going to get better. That’s the first thing. Then the second thing about being- Like, for example, Marshall, the other day you were talking to me and I said, you know that I’m kind of a big deal, right? And you said, no. And I said, okay. And I took that feedback. You took the feedback. I realized that you are an idiot because I am one of the best of my time. That’s right. But you’ve got to be coachable. Some people will literally get feedback like that. You see it, Aaron. They’ll take feedback and they’ll say, how can I get better at sales? And you’ll say, well, what you want to do is you’re going to want to build rapport. So when you meet them, here are the questions you would ask. They’re like, yeah, but it was different. I can’t do that, but this is what happened and no matter what you said I was like yeah, yeah, but yeah, but you know yeah, yeah, and I know you’ve sold 800 million dollars of homes But this particular can you talk to me about the level of coachability you’re looking for at Shaw homes dot-com Yeah, you bet. I mean we’re looking for people who are teachable and Teachability it’s like we obviously have the call recording on our phones. And I always believe that with every person, there’s a better version of you inside of yourself. And so I’m going to quote the great Jim Harbaugh, coach of the Michigan Wolverines, the greatest university on earth. And he says that people need to focus on getting one-tenth of one percent better every day. And if you do the math on this, it actually means that in three years from today, you will be 100% more effective at what you do than you are today. And most people are trying to strive to be like 30% better in a day, and then they burn out really quickly. And those people who will receive feedback and go, yeah, I’m going to make that minor adjustment, they get a little bit better every day, and before they know it, they’re so much more effective at what they do. But they have to take it with a humble attitude. They have to really be looking inside when they’re getting feedback and say, hey, can I do that better? Can I make that adjustment? And then they have to trust the leadership in their company to guide them in the right direction. And so, those people that can let go of the reins a little bit and let somebody else help guide them, they tend to do the best of anybody that we bring in. Marshall, you’ve worked with a lot of really nice business coaching clients that are very coachable. And one that comes to mind are the good folks at Platinum Pest. Yes. Platinum Pest is a pest control company in Tulsa, Oklahoma. And these guys, Jared and Jennifer, are so coachable. Can you talk about what that coachable attitude looks like that Aaron is looking to hire for over there at Shaw Homes and that you look for out of the business coaching clients that you work with? One of the first things is, like I said, the humility. Jared and Jennifer come in every single week with a humility to get better. They want to know what are the proven systems. They want to know what are the processes, how to do things differently, because they had grown a successful company, and we’ve talked about on previous podcast episodes that we’ve done it a certain way up to this point, but in order to get to that next level, we probably got to do things differently. So what are those proven systems? And so that’d be the first thing is, one, they come with a very humble attitude. The second thing is they’re implementing these systems. They’re having success implementing them. Let’s think about five things they’ve implemented this year. Okay. And we’ll have Aaron kind of break them down. That’s right. These are things that Shaw Homes does as well. Okay. So one, let’s talk about they are very obsessed with delivering a great quality product. That’s right. And then they want their staff to get reviews after they’ve delivered a great product. That’s right. Seems kind of crazy, but some companies do a great job and then they don’t get reviews online. Or some companies don’t do a good job and they ask for reviews and people give them bad reviews. Can you talk about how they’ve been able to get reviews and how they’ve been able to hold their staff accountable to getting reviews? Yeah, so one of the things that they’re doing is now they have an evaluation form, or they have a checklist whenever they go out to a job that they’re doing, and they put it on there for the technicians to get reviews. And so, they’ve applied that pig-headed discipline where, you know, hell or high water, we are getting a review from this job. Please leave us an objective review. If you need help being shown how to leave a review, we’ll show you how to do it. And they’ve just gone out there and gotten it, and it’s produced results from them. They’re getting new jobs because of their reviews. Aaron, Shaw Homes, you guys pride yourselves on offering great quality homes. How many years have you guys at Shaw Homes been building these homes? Since 1985, so a long time. That’s like 40 years. Yeah, it’s close. We got 90 and 95, 2005. So 30 years. 33. 33 years. 33 years you guys have been building quality homes. And then after you build those quality homes, why do you insist on gathering objective reviews from your satisfied clients? Well, that’s because if you don’t ask for reviews, then all you get is a couple of haters. I mean, how many people have been out to a restaurant to eat dinner, and the only time you even think about giving a review is when the food was horrible and the service was horrible. I tell you what, I’m going to leave a review right now. I’m going to leave a review right now. Most restaurants do a good job most nights, but when you have that one bad night, you’re guaranteed to get reviews that are not good. So, we’ve had- Marshall, this food was wicked bad. I’m leaving a review right now. Wicked bad. Wicked bad. Back to you, Eric. We get a lot of customers that we’ve built for, I mean obviously tons of them over the years, and so I think we have a little over 400 people who have given us a review, and you know we end up a 4.9 out of 5 stars over 400 plus people. There it is. And so we just ask everybody to do it, and that way it doesn’t matter, you know, it’s a realistic number as opposed to just the haters out there putting out a review like the bad night at a restaurant. Now, Marshall, call recording. Over there, Ash. Talk to me about how call recording has changed the lives for the good folks of their platinum pest and lawn. So we implemented call recording, and this has been the single most helpful system that we’ve implemented. Changed their lives. Changed their lives. Lives have been changed. And so, one, Jared and Jennifer themselves have been able to get better on the phone, but also it’s an accountability for all of their other team members that are on the phones on a daily basis. Marshall, are you saying they set up a call center? They didn’t send a call center, but they set up an office that serves as their call center. Why would they not set up a call center? You can outsource it to India. You can do it. It’s like it’s only for like $4 an hour. You can set up a call center. You can have a remote to set up. Why would you not outsource the call center, Marshall? Come on, answer the question. Every time I’ve seen a client outsource their calling to somewhere else, it’s not gone well. Why do you hate the call center? It’s a great idea. It’s a viable option. You can’t do that. It’s not a proven path. I’m on private right now. Sign up. Nope. Can’t do it. Okay, so they set up a call center. What percentage of leads do they close now? I mean, did they get leads from Facebook? They’re closing 85%. Are you hearing that? 85%. We don’t have any other client that’s at that level. No, it’s awesome. 85% of the leads that come in, they’re booking them for a job. It’s incredible. Facebook, Google, whatever. Yep. Call recording. Aaron, some people go, you mean I’m gonna work at a job like American Express? Like DirecTV? Like Southwest Airlines? Like Disney, where they’re actually gonna record my calls? At Shaw Homes, why do you guys record the calls? Well, you know, you hear that recording sometimes when you call businesses where it says, this call is recorded for quality assurance. Quality assurance is called a recording. I mean, honestly, one of the number one reasons is for quality. We want the customer to get the same message from our company over and over and over again, and not just whatever somebody thinks up off the top of their head. I mean, you know, sometimes you have an employee show up and they had a horrible morning. You know, the kitchen was set on fire that morning while they were getting ready and then they fell into the tub while they were ironing, you know, out their hair and electrocuted themselves. And then they show up to work and they get on the phone and if they don’t have a script, it doesn’t usually go well because their emotional state is all, you know, in a tizzy. So the great thing about that is, you know, it’s going to be a consistent message, but it’s also nice because somebody new coming in, a new person that we hire, they don’t need to know everything you would ever have to know about home building, which is a pretty dynamic and robust industry. There’s a lot of information. So they’ve got a proven path in front of them where they know what to say and how to answer questions that customers would have. It just gives quality assurance to the customer, getting a consistent message and consistent information from us. Marshall, speaking of emotional, this morning, before Aaron arrived, Andrew showed up and bought me a gift. It’s a woodblock. It’s a woodblock. He bought me a mallet to go with it. It’s a great gift. We’re going to play a special edition of Name That Tune. Aaron was talking about people coming to work and bringing their emotions to work. And we’re playing Name That Tune. Now this is how it works, Marshall. If you get it right, you get this sound, which is 4,207 megapoints. Now if you get it wrong, you get this sound, which means that when you get to heaven, God will give you a look that’s not favorable. Like you’ll still get in. And I have no proof of this. I have no data. But I believe it could be plausible that he would walk in and he’ll go, really? Is that all you can do there? I gave you ears, I gave you breath, I gave you training. Your dad’s a smart guy. Okay, so here we go. Ready? Right here. Do you need more? Do you need more? Here we go. Make sure you hit the block every time. Is that Emotions by Mariah Carey? No, it’s I get so emotional, baby. Every time I don’t have a freaking script. By Whitney Houston. I kind of changed it up a little bit. You want to play one? I don’t know anything like that song. Do you want to play one more? One more round? Yeah. Okay, let me do this one. This is a good one. Here we go. That’s exactly like the first one! No! No! Listen, listen, listen. A lot of times, you guys are into hyperbole. You attack me. It’s a personal exaggeration and it’s a reality distortion field and I’m tired of it. This song is an amazing song and I’ve practiced it for hours. Here we go. Marshall, what song is it? Is that, uh, Somebody’s Watching Me by Rockwell? No, it’s Prince Ali, mighty is he, Ali Ababwa, strong as ten regular men definitely. You know, from Aladdin. I gotcha. Prince Ali, mighty is he. You are not, you know what you get? You get a demerit in heaven, and a demerit right now. That’s two lost. That’s two demerits? Two demerits. Okay, so we move on. The systems they use at Shaw. Okay, system number three at Shaw Homes. Because if you’re going to go work for Shaw Homes, this is going to happen. This is going to happen. This is going to happen if you work at Shaw Homes. It’s going to blow your mind out there. Consistent training. Consistent training. Platinum. Platinum Pest. How has consistent training impacted them? Because they don’t just train one time. They don’t hand their team a manual and say, whoop, there it is. We’ll see you later. They do consistent training. How has consistent training helped their team? You’ve got to schedule consistent training every single week. And when it’s a habit, when it’s something that’s in the regular schedule every single week, your team’s going to get better every single week. And you’re going to have a team of A-plus players. You’re going to coach them up to being able to do things that they previously couldn’t do before they worked with you. Aaron Antus, Shaw Homes is hiring right now. The jobs are starting around $40,000. $45,000. $45,000. And so it can earn up to how much? Up to $150,000, $200,000 if you’re good. And all they have to do is apply today by going to Should they email you? What’s the best way to reach you guys? Yeah, you can send me an email at info at or you can reach me by phone at 918-258-6161. Now, talk to me about the importance of that consistent training you guys provide your people at Shaw Homes. Yeah, well, we’re in an industry that is, like I said earlier, it’s dynamic, it’s robust, there’s thousands of moving parts to a home, and so you need to have a lot of information inside of your brain in order to be able to communicate to the client, and they come in. You know, this is an HGTV world we live in, where everybody is an expert on homes and real estate and home building. And so people come in with a lot… Fixer-flapper. Exactly. So we get a lot of people coming in with a lot of different questions that they’re asking. And you know, they’re usually not going to hand over their life savings to go do something like this and build a home, unless they feel confident in the person that they’re talking to and like they’re a knowledgeable individual in our industry. So we do regular training all the time. It’s a rock in our schedule. It never changes. And the great thing for somebody who’s working in our company is because we’re coaching them and training them, they get regular feedback. It’s not a thing where it’s like you get one review at the end of the year and you find out whether you’re fired right before Christmas or whether you still have a job for the following year. So through that training process and constant feedback, you really know where you stand and you continue to grow in our company. Thrive Nation, you might have heard this. It’s a regular, reoccurring training at Shaw Homes. Surely you can’t be serious. I am serious. And don’t call me Shirley. He’s being serious right there, Marshall. He’s being serious. Now, the next move they have at Shaw Homes is you’re expected to know your numbers. So as a salesperson, you can’t just make up quotes. So many home builders get themselves in trouble by making up quotes they can’t deliver on. As an example, my wife and I, I think we’ve determined the vendor we’re going to use to build our Camp Clark and Chicken Palace Lampoon is sort of where you are making fun, poking fun at social norms. So like everybody else is, you know, okay with it, but you sort of publicly ridicule it. And I think that’s what all I do, basically. I feel like my job is I just live sort of very counterintuitive existence. And so I feel like calling it the Lampoon Lagoon is very important, Marshall, to be the pool. We’ve got the grotto going on. I met with the pool guy yesterday. I think the final guy, he’s given me a quote for the deck, the pool, the lagoon, the grotto. He’s told me how long it’s going to take. I think we’re going to start construction here in about three weeks of the deck area and in January start digging the hole, putting the pool. Marshall, he says if you pay deposit today, you put 25% down today, that locks in the cost of the materials because we’re going to go and buy them all. Because if we don’t get them here, if we don’t ship in the, and it’s limestone, am I making, I think limestone rocks are big, actual boulders. He’s like, if we buy them now, the price of those things might change. If there’s any steel used to build your deck. I mean, apparently the prices have changed dramatically this year, Aaron, because of these tariffs. And can you explain how some of the policies of the Trump administration has affected the cost of building materials? Yeah, well, you know, there’s a lot of suppliers of lumber that are in Canada. And so they’re cutting down their crops of trees up there and they’re bringing them into the United States where a lot of the construction is happening. And it’s been a booming year for home building. And so they’re bringing those across the border. And when that happens, there’s money added on to it. And a lot of the companies that used to do all the lumberjacking in the United States went out of business back in 07, 08 and have not come back. So we’re bringing in a lot of wood from outside of the country and so there’s added tax from the tariffs added on. And so the cost of lumber along with having a huge demand, there’s a lack of supply and so lumber materials have gone up quite a bit this year. Marshall, Platinum Test Control, they know their numbers. How is that helpful for them running their company? Well, we have a part of our agenda every single week where we go over their weekly dashboard. That’s how many leads came in, how many deals did they close, how much money came into the bank account. Not how much did we sell, but how much actually was deposited into the bank account and then additionally what did we spend in order to get those leads into the business and when you do this on a weekly basis you’re never blindsided by money not being in the account you’re never unsure of how much you can spend on advertising they know their numbers I think some people out there they try to run their company in a way where it’s like if you were more severe seen it rain? Yeah. Okay. Manjaro, are you familiar with the concept known as a rain? Yeah. Have you ever seen business owners that, what they’ll do, Aaron, is they’re home builders. You’ve probably seen your competitors do this. But it’s like, it starts to rain, right? And it’s almost like a lot of rain’s coming down here, kind of heavy, Marshall, heavy rains coming in. That’s right. And they’re trying to like dodge raindrops. That’s their move. People are trying to dodge, they’re running like a serpentine fashion. Get out of the rain! Get out! They’re just running around, not getting an umbrella, not using an umbrella technology. And people are trying to dodge prices changing. And it’s like you can’t dodge prices changing in the home building industry, or any industry. It’s going to change. You can’t dodge price changes. And some people want to just sort of avoid it and try to dodge these prices. Prices are changing every day of different materials. How in the world do you stay on top of the price changes, Aaron, or do you guys endorse the strategy known as rain dodging? We are not a rain dodging company, but actually I had a true story. I had a good friend of mine who told me that he had built a home. When he found out what I did, he said, you know, we built a home just recently and we ended up in a situation where right before we were going to close on the home, the builder came to us and said, oh, by the way, you owe us an extra $42,000 and I need it before the end of the week. And I have a sound of what your friend felt like when he heard this. This is it. Exactly. I mean, it freaks you out a little bit. You’re not ready for that. It’s a little scary. So what happens is, you know, builders don’t really know what their numbers are and they’re not keeping track of it. And we’ve implemented a very in-depth software system. We give the customer the price up front. We know what our costs are and we also have our costs worked out into the future. So for example, if we’re going to order our lumber package. It might be a month or so before we actually need it on site, but I have my prices locked in long term so that I can quote them a price, and it’ll still be the price later. And there’s no surprises down the road, as opposed to somebody who’s like popping surprises on the customer all the time through the process and then surprising them at the end with $42,000 in extra costs. Let me tell you about the pool guy. Let me tell you about this pool guy. This pool guy, I love this pool guy. He comes to my house, shows up on time, meets with my wife, talks to her. Because you know, really, I say I’m going to talk over with my wife. My wife will make decisions and I will be notified of those decisions. So my wife’s talking to the pool guy. Then I chime in with my bro-stradamus knowledge about the deck. I want to extend the man cave, that look, that motif, into the bottom level of the deck. I want the grotto so I can go back behind the waterfall, Andrew, and read books. So I’ve got a couple unreasonable demands. The rest of it is very reasonable. My wife is going to do what she wants. It looks great. I love the design. But the guy says, here’s the deal. This is what the quote is today. He breaks it down. $172,000 for the pool, the limestone, it’s like a heater, there’s some kind of heater, there’s a gas heater that heats the pool, there’s a hot tub that overflows, there’s the umbrella holder things, there’s up lighting, it’s cool. And then he says, now for the deck, it’s going to cost boom, boom, boom, and I recommend this guy. And I talked to this guy, and this guy said, well, in order for us to do this and that, but then both of them are, they say, but if you paid today, you lock in that price. In our contract, it states that we won’t raise the price throughout the process. Not knowing your numbers is bad for you, it’s bad for the customers, it’s bad for your budget, it’s not a move. The final, you had something you were going to add to that? I was just going to say, it’s never the contractor that pays for his poor accounting and is not knowing the numbers, it’s always the customer who ends up paying for it and getting surprised by it. This is usually how it sounds, Marshall. This is the kind of call you get. Marshall, have you ever hired a contractor to do some renovation of a property you’ve lived in or owned? Have you ever done this before? My parents just redid their bathroom. Did they have a good contractor or a bad one? They did not have a good experience, but I was coaching them through the process. This is typically what they do. The person will call and go, Marshall, will you get a chance to call me back there? Got some updates for you. And they usually sound like they’re calling from a CB or like they’re in a truck while they’re calling you. Because it’s like they’re in a moving vehicle while calling you. You know what I’m talking about? Oh, yeah. So you have like a moving truck. They’re in the moving truck while calling you. That’s kind of the key. Right. First off, they’re sorting their accounting in their truck while they’re on the phone with you. Right. Because that’s the key to making sure that you have no idea what’s going on. So they’re in the truck. Now, Marshall, here’s the deal. The price of steel… Let me turn that down real quick. Randy, get off! Randy! Randy, get off! Sorry, we had a little nuclear meltdown here. I think it’s good now. The price went up by 27%, so I’m going to need to come by and get in there and draw for $7,200 and uh… Seriously, someone’s gonna die! You should… Lock that up, man! Sorry, we had somebody else had an accident here. Mark, what were you saying now, Mark? Uh, when are you gonna be finished? Uh, well, I was being… Seriously, somebody’s gonna do something with that jackhammer! Sorry, sorry. Anyway, so we’re all good. You know, but that’s what they do. They’re like, no one’s paying attention. Right? That’s right. It’s crazy. Shaw Homes, when you talk to someone, are they actively building while they’re talking to you about the price of the home? Are they actually, is the salesperson talking to you amidst a build? No, they’re in a model home, and they actually walk you through a really simple process to pick everything out. And you walk away with a line item printout with exactly what you wanted in the home spelled out to the penny so that there’s no surprises at any point. And we don’t ask you for any commitment until you 100% know all the way down to the dollar exactly what the home is going to cost you. And then we never change it through the process. We will allow you to change it if you want to, but we’re not going to surprise you with anything. The final system I want to talk about that Platinum Pest has been able to implement that you guys also do at Shaw is you guys have a fully optimized website at Shaw Homes. And you also have one of the Platinum Pests, one of your clients, Marshall. And Marshall, how many more leads are those guys getting now, or how is being top of Google impacted Platinum Pest? Oh yeah, it used to be that they were just getting one or two, a couple leads a week, and now they’re getting upwards of 15, 20 leads a week, and they’re just closing everything. They’re closing at like 85% for either a one-time treatment, or they do a phenomenal bi-monthly treatment that where they come out automatically every other month and it’s just it kills all the pests and they wow their customers. When the leads come in somebody has to call them. At Shaw Homes your website’s optimized but when a lead comes in someone has to call them and so if you’re gonna apply for a job today you don’t want to come work for Shaw Homes you want to be an A player working for an A-level company, Oklahoma’s largest builder, a company that’s headed by people that know what they’re doing. Aaron’s sold over $800 million of homes. If you want to join a winning team, Shaw Homes, you’re going to have to call the leads. And a lot of people, they don’t answer the phone, Aaron, if they don’t recognize the number. A lot of consumers will not answer the phone if they don’t recognize the number. Why is it so important for the A players who want to work for Shaw Homes to embrace the idea of calling every lead until they reach the person? Well, first of all, just honestly, this is our perspective on it. We want to save them from the craziness that’s out there in the home building world. We don’t want them to build with a company that has horrible accounting, they don’t know their numbers, and maybe are going to go out of business during the middle of the build, which we’ve seen this happen. We’ve actually taken over homes to finish them for customers in the past because the company went out of business during the middle of building a home for somebody. And so we want to save them from the horror of that kind of an experience. We want to save them from dealing with a company that’s going to lie to them or do things that are maybe not on the up and up. So we’re persistent in trying to get a hold of somebody that’s contacted us and reached out and said, hey we want more information on you. If you’re out there today and you are looking for a job, and not just an ordinary job, you’re looking for a great job, a job you’re going to love, a place where you’re going to love coming to work every day, and a place where you have the ability to earn a lot of money. You can earn north of six figures doing something where you’re serving people. It’s a happy job, by the way. A lot of people have jobs where you might work in a funeral home or you might be a crime scene investigator. I actually met a guy who sells a franchise, not kidding, it’s a crime scene investigation franchise. Imagine what those conversations would be like, honey, how was your day at work? Well, at my crime scene investigating franchise where the more business we get, the more death is occurring. Today was a great day. We had a lot of new people die. I mean, seriously, it’s not… The company is called… I believe it’s called… Let’s see here. Oh my gosh. We’ve got to… Marcia, you have to look it up. We’ll put it on the show notes. It’s a crime scene investigation franchise. That’s crazy. I mean, that would be just a horrible joke. Shaw, is it not a happy time when people are looking to buy a home? It is, and we normally don’t have to do any crime scene investigation in the home building business. And so, yeah, it’s a great atmosphere. There’s a lot of fun people there. In fact, on staff in our main office, I mean, many of the people that are there today were there 12 years ago when I started working there. And so it’s definitely a family atmosphere in our company. When you work there, it’s like every day at work is a holiday. Every day is a great day when you work at Shaw Homes. Marshall, I’m going to play Name That Tune with you one more time, because people loved it so much. We’re getting such incredible reaction throughout the planet, throughout the world, as we’re rising to the higher and higher. And on iTunes, I attribute that mainly to my incredible ability to play any song that I want to with this woodblock that I have now mastered since playing it for the first time this morning. So here, I will play my next song. And I would like for you to actually try this time, because remember, you get a mega point. This one, you get one mega point if you get it right. And if you get it wrong, you get judgment from everyone, all the listeners. Hundreds of thousands of people will say the name Marshall Morris, and they’ll go, pfft, Marshall Morris. Thrive Nation, practice with me, pfft, Marshall Morris. Frickin’ Marshall Morris. Okay, you ready, Marshall? Yeah. Here we go. The category is songs that were sang that became top 40 hits. What? That’s like a lot of songs. I’ll narrow it down. Really, really huge top 40 hits sung by humans. Here we go. That was just like the other two. No! This one isn’t. Listen, the way I’m holding it, Andrew, you see it. I’m holding the mallet more from the bottom. It’s a technique. It’s the angle at which you hold the mallet that’s the difference in the songs? That doesn’t make any sense. You don’t understand music, man. Listen, listen to this. Andrew, earlier today, before you guys got here, he said, listen, Clay, after you master the woodblock, I have another… Let me pull it up real quick. Okay, let me get it. This is the other instrument that Andrew’s having me practice. Let me practice here. I know, I know. I know what it is, too. No, okay, let me get it. I got to queue it up. This is the other one. Andrew got me a didgeridoo last week and he asked me to practice. This is audio of me practicing the didgeridoo last Friday through Sunday. Ten hours. We’ll put a link to it in the show notes. This is me playing the didgeridoo. This is ten hours of it. And Marshall, I’ll put this, Marshall, right here, if you’ll put this in the show notes please. Some of the listeners who want to hear 10 hours of didgeridoo. I don’t think there’s any listeners that want to hear 10 hours of this. What? First off, when I started off, let me tell you where I was struggling. I started off I was going, I didn’t sound quite right, but now it sounds like this. Both of those sound the same. There’s no difference. He has no art, Marshall. He doesn’t understand the musical ear, the stylings. Now, Marshall, do you want to name that tune? I’ll go back one more time. Okay, can you play it again for me? Here we go. Is that, uh, is that Blue Oyster Cult? Holiday, celebrate! Holiday, celebrate! If we took a holiday, oh yeah! Took some time to celebrate! Just one day out of life, it would be so nice holiday. And I dedicate that to Shaw Homes because if you get a job at Shaw Homes, every day will be a holiday. Aaron, if people want to go to Shaw Homes, they want to learn more about you, they want to apply for a job, what’s that action step they need to take one more time? Well, first of all, they need to learn how to play the woodblock like you do, Clay. Or they can email us at info at Marshall, we’re going to end this show with a boom, but as we end this show with a boom, I’m going to introduce the wood block, and I would like to see if you can lead us out. I’ll do the wood block, and then you lead us through the 3-2-1. Okay, got it. 3-2-1, boom! Keeps going and going and going and going. Everybody, and going and going and going. Everybody, white people, Samoans, black people, and Asians. Here we go. All the single ladies, all the single dudes, all the people in the back, all the people in the front, we’re out. Seriously, we’re gonna be done now. The number of new customers that we’ve had is up 411% over last year. We are Jared and Jennifer Johnson. We own Platinum Pest and Lawn and are located in Owasso, Oklahoma. We have been working with Thrive for business coaching for almost a year now. Yeah, so what we want to do is we want to share some wins with you guys that we’ve had by working with Thrive. First of all, we’re on the top page of Google now, okay. I just want to let you know what type of accomplishment this is. Our competition, Orkin, Terminix, they’re both 1.3 billion dollar companies. They both have two to three thousand pages of content attached to their website. So to basically go from virtually non-existent on Google to up on the top page is really saying something. But it’s come by being diligent to the systems that Thrive has, by being consistent and diligent on doing podcasts and staying on top of those podcasts to really help with getting up on what they’re listing and ranking there with Google. And also we’ve been trying to get Google reviews, asking our customers for reviews, and now we’re the highest rated and most reviewed Pessimon company in the Tulsa area. And that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay. So 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now, our closing rate is about 85%, and that’s largely due to, first of all, like our Google reviews that we’ve gotten. People really see that our customers are happy, but also we have a script that we follow. And so when customers call in, they get all the information that they need. That script has been refined time and time again. It wasn’t a one and done deal. It was a system that we followed with Thrive in the refining process. And that has obviously, the 411% shows that that system works. Yeah. So here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals and more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. And it’s incredible, but the reason why we have that success by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews, that way we’ve really been able to come up with a really great team. We’ve created and implemented checklists. Everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really really contributed to our success. But that, like I said, the diligence and consistency in doing those and that system has really, really been a big blessing in our lives. And also, you know, it’s really shown that we’ve gotten a success from following those systems. So before working with Thrive, we were basically stuck. Really no new growth with our business. And we were in a rut. And we didn’t know… The last three years, our customer base had pretty much stayed the same. We weren’t shrinking, but we weren’t really growing either. Yeah, and so we didn’t really know where to go, what to do, how to get out of this rut that we’re in. But Thrive helped us with that. They implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind, absolutely it’s been a grind this last year. But we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut, Thrive helped us get out of that rut. And if you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action and you’ll get the results. It will take hard work and discipline, but that’s what it’s gonna take in order to really succeed. So we just wanna give a big shout out to Thrive, a big thank you out there to Thrive. We wouldn’t be where we’re at now without their help. Hi, I’m Dr. Mark Moore. I’m a pediatric dentist. Through our new digital marketing plan, we have seen a marked increase in the number of new patients that we’re seeing every month, year over year. One month, for example, we went from 110 new patients the previous year to over 180 new patients in the same month. And overall, our average is running about 40 to 42% increase month over month, year over year. The group of people required to implement our new digital marketing plan is immense, starting with a business coach, videographers, photographers, web designers. Back when I graduated dental school in 1985, nobody advertised. The only marketing that was ethically allowed in everybody’s eyes was mouth-to-mouth marketing. By choosing to use the services, you’re choosing to use a proof-and-turn-key marketing and coaching system that will grow your practice and get you the results that you’re looking for. I went to the University of Oklahoma College of Industry from 1983 to 1985. Hello, my name is Charles Colaw with Colaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. And Clay’s done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with Lee Crockerill, head of Disney, with the 40,000 cast members. He’s friends with Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours. On the day-to-day he does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, graphic designers, and web developers. They run 160 companies every single week. So think of this guy with a team of business coaches running 160 companies. So in the weekly, he’s running 160 companies. Every six to eight weeks, he’s doing Reawaken America tours. Every six to eight weeks, he’s also doing business conferences where 200 people show up and he teaches people a 13-step proven system that he’s done and worked with billionaires helping them grow their companies. So I’ve seen guys from startups go from startup to being multi-millionaires, teaching people how to get time freedom and financial freedom through the system of critical thinking, document creation, organizing everything in their head to building into a franchisable, scalable business. One of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. Amazing guy, Elon Musk, kind of like smart guy. He kind of comes off sometimes as socially awkward, but he’s so brilliant and he’s taught me so much. When I say that, Clay doesn’t care what people think when you’re talking to him. He cares about where you’re going in your life and where he can get you to go. That’s what I like the most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best you. Clay has been an amazing business coach. Through the course of that we became friends. My most impressive thing was when I was shadowing him one time, we went into a business deal and listened to it. I got to shadow and listen to it. When we walked out I knew that he could make millions on the deal and they were super excited about working with him. He told me, he’s like, I’m not going to touch it, I’m going to turn it down because he knew it was going to harm the common good of people in the long run. The guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right and anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate any time I’ve gotten nervous or worried about how to run the company or navigating competition and an economy that’s, like I remember, we got closed down for three months. He helped us navigate on how to stay open, how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9, and we just want to give a huge thank you to Clay and Vanessa Clark. Hey guys, I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys, we appreciate you, and really just appreciate how far you’ve taken us. This is our old house, right? This is where we used to live a few years ago. This is our old neighborhood. See? It’s nice, right? So this is my old van and our old school marketing. And this is our old team. And by team I mean it’s me and another guy. This is our new house with our new neighborhood. This is our new van with our new marketing. And this is our new team. We went from four to fourteen. And I took this beautiful photo. We worked with several different business coaches in the past. And they were all about helping Ryan sell better and just teaching sales. Which is awesome, but Ryan is a really great salesman, so we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts, and actually build a team. So now that we have systems in place, we’ve gone from one to 10 locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd. We’ve already grossed a little over 50 grand for the whole month And we still have time to go We’re just thankful for you thankful for thrive and your mentorship and we’re really thankful that You guys have helped us to grow a business that we run now instead of the business running us just thank you Thank you. Thank you times a thousand The thrive time show today interactive business workshops are the highest and most reviewed business workshops on the planet. You can learn the proven 13 point business systems that Dr. Zellner and I have used over and over to start and grow successful companies. When we get into the specifics, the specific steps on what you need to do to optimize your website, we’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re going to leave energized, motivated, but you’re also going to leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get-rich-quick, walk-on-hot-coals product. It’s literally we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, and I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert Zellner and Associates. Look them up and say, are they successful because they’re geniuses, or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s gonna be the best business workshop ever, and we’re gonna give you your money back if you don’t love it. We’ve built this facility for you, and we’re excited to see it. Hey, I’m Ryan Wimpey with Tip Top K9, and I’m the founder. I’m Rachel Wimpey, and I am a co-founder. So we’ve been running Tip Top for about the last 14 years, franchising for the last three, four years. So someone that’d be a good fit for Tip Top, loves dogs, they’re high energy, they wanna be able to own their own job, but they don’t wanna worry about, you know, the high failure rate. They wanna do that like bowling with bumper lanes. So you give us a call, reach out to us, and we’ll call you, and then we’ll send you an FDD, look over that, read it, fall asleep to it, it’s very boring, and then we’ll book a discovery date, and you come and you’ll spend a day or two with us, make sure that you actually like it, make sure your community dogs are something that you want to do. So an FDD is a franchise disclosure document. It’s a federally regulated document that goes into all the nitty-gritty details of what the franchise agreement entails. So who would be a good fit to buy a Tick Tock Canine would be somebody who loves dogs, who wants to work with dogs all day as their profession. You’ll make a lot of money, you’ll have a lot of fun, it’s very rewarding. And who would not be a good fit is a cat person. So the upfront cost for Tip Top is $43,000. And a lot of people say they’re generating doctor money, but on our disclosure, the numbers are anywhere from over a million dollars a year in dog training, what our Oklahoma City location did last year, to 25, 35 grand a month. To train and get, trained by us for Tip Top K9, to run your own Tip Top Canine. You would be with us for six weeks here in Tulsa, Oklahoma. So we’ve been married for seven years. Eight years. So if you’re watching this video, you’re like, hey, maybe I want to be a dog trainer. Hey, that one sounds super amazing. Go to our website,, click on the yellow franchising tab, fill out the form, and Rachel and I will give you a call. Our Oklahoma City location last year, they did over a million dollars. He’s been running that shop for three years before he was a youth pastor with zero sales experience, zero dog training experience before he ever met with us. So just call us, come spend a day with us, spend a couple days with us, make sure you like training dogs and own your own business. Well, the biggest reason to buy a Tip Top K9 is so you own your own job and you own your own future and you don’t hate your life. You get an enjoyable job that brings a lot of income but is really rewarding. My name is Seth Flint and I had originally heard about Tip Top K9 through my old pastors who I worked for. They trained their great Pyrenees with Ryan and Tip Top K9. They did a phenomenal job and became really good friends with Ryan and Rachel. I was working at a local church and it was a great experience. I ended up leaving there and working with Ryan and Tiptop K9. The biggest thing that I really really enjoy about being self-employed is that I can create my I have the ability to spend more time with my family, my wife and my daughter. So my very favorite thing about training dogs with Tip Top K9 is that I get to work with the people. Obviously, I love working with dogs, but it’s behavioral or you know whatever and seeing a transformation, taking that dog home and mom and dad are literally in tears because of how happy they are with the training. If somebody is interested, I’d say don’t hesitate. Make sure you like dogs, make sure that you enjoy working with people because we’re not just dog trainers where we are customer service people that help dogs and and so definitely definitely don’t hesitate just just come in and ask questions ask all the questions you have


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