Business Podcasts | How to Hire Quality Humans On the Planet Earth + Human Resources 101 | Nothing Will Work Unless They Do | How to Hire, Inspire, Train & Retain Quality People + Outwitting the Devil by Sharon Lechter

Show Notes

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Audio Transcription

Some shows don’t need a celebrity narrator to introduce the show, but this show does. In a world filled with endless opportunities, why would two men who have built 13 multi-million dollar businesses altruistically invest five hours per day to teach you the best practice business systems and moves that you can use? Because they believe in you, and they have a lot of time on their hands. They started from the bottom, now they’re here. It’s the Thrive Time Show, starring the former U.S. Small Business Administration’s Entrepreneur of the Year, Clay Clark, and the entrepreneur trapped inside an optometrist’s body, Dr. Robert Zilmer. 8 kids co-created by 2 different women. 13 multi-million dollar businesses. 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 took life, started from the bottom, and now we’re at the top. Teaching you the systems to get what we got. Colton Dixon’s on the hooks, I break down the books. See, bringing some wisdom and the good news. As a father of five, that’s why I’m alive. So if you see my wife and kids, please tell them hi. It’s the C and Z, I’ll call 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 there. We started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, now we’re here. Yes, yes, yes, and no! No, no, nothing works at all if the people on your team won’t work. So Devin, you have worked here now for over a year. You’re doing a phenomenal job and string of consciousness, a stream of consciousness, I need you to share with me examples of where you saw somebody on our team doing nothing I’m not looking for names, and it’s been far enough where the people might not work here anymore. Maybe they do. I’m not looking for the gender of the person. I just want examples of where you’ve seen people doing nothing. And then, Amelia, you’re on the show today as well. Amelia, you’ve worked here. You do a great job. You manage people. And I want you to stream of consciousness to fire off for me examples where you’ve seen people doing nothing. You know why? Because people who are listening to this show that own a business, they always feel like they uniquely have a unique problem that no one else could possibly relate to because it’s their people that are not working. And again, we have great people that work here now, but we’ve had to fire the people that are practicing the dark art of jackassery. We’ve had to fire them and purge the land of the idiots to get to a great team. But the only way that we know who to fire is to figure out who is unwilling to do what is required. So Devon, what are the things you’ve taught people doing during the day that has nothing to do with work, but they’re doing it while they’re being paid to work? Yes, so one time I was going to the printer to pick up leads and that computer on the other side of Devon, there was a person there that was doing SEO. Well, looked like it was doing SEO. I walked behind. Sergeant Optimization, okay. Yes, and I walked behind and she’s like openly just scrolling on TikTok. Like just no shame. No shame. She wasn’t even paying attention to her surroundings. She’s just scrolling. Now. OK. Another example. We had a guy and I hopefully you two have never seen it, but there’s a TV series called Game of Thrones movie at work while he was supposed to be editing videos. And we had a wonderful, again this is when I was doing wedding, I was involved in some wedding related businesses, I was consulting for a wedding related business and we were helping this video company do some of their edits and some of their work and the client called me and said, you know, some of the edits just seem a little bit off and I said, yeah they do. And I looked at it and I go to the guy and I’ve said hey Can I ask you why are you spelling people’s names wrong? Why are the edits off? What’s going on? Oh, I guess I got distracted So I started keeping a hawk eye on him and I started noticing this homeboy is literally actually Physically watching Game of Thrones while editing videos. So on one screen, he’s got Game of Thrones minimized on their screen He’s editing a wedding video. That’s a real thing. Amelia, have you seen any examples of jackassery? Absolutely. I went into the office, this was not too long ago, at our place of work, and someone was printing off a food stamp application on the clock. On the clock at work. Yeah. Can’t happen. Let me give you, I’m firing off these things so that people don’t feel alone, okay? Devin Woolery, who works here, been here about 10 years, he pulls me aside, he says, hey boss, we have an employee who’s hiring prostitutes from work, and I’m only telling you because it’s our work, and so if the police were ever to figure out where that order was placed, it’s from our office. And I go, no way. And he said, I’m telling you. And there it was, guy ordering prostitutes. We had another guy starting a drug business years ago where he was, this was before marijuana was legal in Oklahoma. He was out there basically going on Craigslist and under different code names and was selling weed during the day. I mean, this is real, this is real. We had a editor back in the day for our wedding photography business that would edit photos for their own side business, which was a direct violation. They were doing weddings on the side using my equipment. And then during their workday, they were editing the weddings that they were doing on the side that they weren’t supposed to do from my work computer. I mean, I can go on and on. It never ends. But I want people to understand this idea as you’re thinking about human resources. You have to understand the facts. 75% of employees steal from the workplace, according to the U.S. Chamber. Now, Devin, why am I citing my sources? Why am I not just saying, well, I feel like a lot of people aren’t doing their jobs. Why am I citing 75% of employees, according to the U.S. Chamber of Commerce, are admittedly stealing from the workplace? Well, I mean, because it’s right there. It’s facts. So facts are way more, you know, they’re real. They’re way, you know, they’re just real. So people can just be like, well, not my employees will know it’s a fact. And here’s the source. And this is the fact. Right. And I’m here in this because, again, I a lot of it was throughout statistics. Yeah. They’ll say, you know, about 80 percent of the time it works about 90 percent of the time. What do you say? I mean, people say these kinds of things. They’re like, you know, 50% of employees today are not engaged. Stop. I’m giving you a stat. Yeah. 85% of job applicants lie on their resumes according to Inc. Magazine. Now, Devin, you’ve worked here long enough. When did you, when did the bubble get burst for you where you’re like, okay, this is how life actually is. Life is not like that. Life is like this. This is how it really is. When did that happen? I think it was as soon as I started managing people. Really? Yeah. And it was like about three weeks after working here. Now Amelia, I want to ask you, when did you recognize, um, that, wow, this is what we’re working with here. This is not, this is not, this is not what I thought it was, but this is what it is. When did you have, when did that happen for you? Very quickly after I started working here, I was actually doing SEO and the guy sitting beside me got fired not too long after because he was using AI to write all of his content. I was like, wow. Yeah. And so this is real. So Jack Welch, this is the CEO who grew GE by 4,000% during his tenure. you. All right. And this guy has a notable quotable where he says, face reality as it is, not as it was, or as you wish it to be. So the reality that we have in the world today is you, if you’re out there today, do you own a business? You need to have good people that do a good job to make your business run well. That’s the reality. Now, if you don’t have good people who work for you, the reality is you will have bad performance in all areas. Now, years ago, I used to get really mad when bad things happened. I used to get really, really mad. But then I started recognizing, you know what? This is pure comedy. So we had an employee years ago. I went into the men’s restroom at our downtown office and his job was to do the checklist. His job was to clean the bathrooms. And you know, in our office here, we have a checklist every day. And every day we rotate whose job it is to clean the bathroom. And that way everybody is equally engaged in keeping a clean work environment. This video is based on what I caught an employee doing. I’m not making this up. This is real. Watch this, folks. Now I scripted this and shot this and edited this based upon that because I had to find some way to deal with how irritated I was. Mom? In toilet. Then uses the mop to mop the floor. Hey, what are you doing? I’m just cleaning the bathroom. Let’s go. Let’s go to lunch. Oh my God. And I found an employee who was dipping the mop in the toilet. And I’m like, what are you doing? He’s like, oh, this is, and I’m like, were you cleaning the floor? Cause there’s no, like, you wouldn’t use the mop. You wouldn’t put the mop in the toilet to clean the mop and you wouldn’t use it to get the mop wet to do mopping. What are you doing? And that, and I thought, man, I’ve got to make a video about that because it’s real, it’s real. And if you don’t embrace the fact that this is real. Now, we have cameras. You can look to my left. We have cameras, okay? So I’m going to walk people through practical steps on how to manage people. Human Resources 101. But when you look at the cameras out there, because we have employees all the time that say, our stores, we were so… I have a haircut chain called Elephant in the Room. It’s a haircut chain. And it’s probably Now we, every six months, certain employees will say, we are just so swamped. Boss, I can’t keep up with all the haircuts, the stylists. I’m so booked up, I can’t cut hair. I’m so busy, where I’ve never been busier in my life. I can’t possibly take a walk in. Now again, if you go to, your first haircut is a dollar, and we want you to feel like you could walk in and we’ll try to get you in. If we are already fully quote unquote booked out, usually one out of eight customers does not show up for their scheduled haircut. And so what we want to do is we want to get you in. And about six months ago, it reached the fever pitch again, where they’re like, we’re so slammed, we can’t possibly take a walk. It’s getting crazy here. Because we have the call center is in our office, but the stores are not in our office. Right. So the call centers on the phone with the stores and a couple of people at the store level, we’re going, we can’t take on any more customers. We’re they’re coming in faster, coming in hot. We cannot keep up. It is crazy here. Crazy situation. It’s crazy. Can’t keep up. So I logged into our camera system and I noticed that the people at the front desk were doing nothing. And the people cutting hair were doing nothing. You know why? Because multiple people did not show up for their haircut. Thus, what happened there, Devin? You have openings. Right. And then when they’re not doing anything, that gets them talking. Right. Hanging out. And idleness is the devil’s workshop. Proverbs. I’ll look it up here, folks. If you haven’t read the Bible in a while, it turns out it’s a good book. Okay? Idleness is the devil’s workshop. This is not my opinion. I did not write the Bible. This is not, I’m not quoting myself. I’m not doing this as a way to make myself feel good about biblical knowledge I’m just quoting the Bible because the Bible happens to be a good book this just and if you ever had the Bible a while you should read it but it says here an ungodly man diggeth up evil in his lips there is a burning fire a froward man so it’s strife and whispereth the separative teeth a violent man and it talks about these things where you the Proverbs is a book it’s proverbs a book in favor of action. It’s written by the world’s wealthiest man, the wisest man of his time, the book called Proverbs. Proverbs, okay? But it goes on to talk about how idleness is a problem. The Bible talks about idleness is a real problem in Proverbs 16, verse 27 through 29 reads, idle hands are the devil’s workshop. Idle lips are his mouthpiece. An evil man soweth strife. Gossip separates the best of friends, wickedness loves company and leads others into sin. So what happens is when people have nothing going on, they typically get involved with gossip, okay? So when people have nothing going on, they get involved with gossip. Where am I going here? I’m talking about how to hire and manage people. It is so important, you get this idea, if everybody who works for you is not being paid based upon merit-based pay, where they get paid based upon what they actually do. What are they going to do, Devin? They’re just going to sit and talk about Star Wars. They are. Or Batman. It was Batman the other day. Batman. They’ll get into debates about it. They’ll start to argue about it. There’s no way Spider-Man could beat Batman. Oh, yeah? Well, if it was his web, he could do this. And then the Batman. You know, and then his outfit is weird. Oh, no. Spider-Man’s outfit’s not normal. Batman’s weird. It’s so true. They do. They literally do. Passionately arguing about these things. Okay, so again, now we’re talking about Human Resources 101. So if you took on a new client, Amelia, you’re gonna be given a, I’m doing a 13-point assessment for free for anybody who wants to become a client, and they can schedule those at You can schedule those free consultations. Kind of a free checkup from the neck up kind of thing. And then if somebody is a good fit for our one-on-one consulting business, I don’t hide the price. We charge $1,700 a month, 1-7-0-0, flat rate to help a client grow their business. And on part two of today’s show, you’re going to see a testimonial from a real client that’s had real success. So, Devin, somebody fills out the form. They go to They fill out the form. You give them a call. Yes. You follow the system. If it’s a good fit, you schedule a 13 point assessment for me. Yep. Then I meet with the person to see if they’re a good fit. If they are a good fit, I give them a proven plan. And then your job, Amelia, is to go over all these steps. So we’re on step 12, OK? So let’s go ahead, Devon, read the first question you’re supposed to ask at step 12. Yes. How would you rate your ability to hire, inspire, and retain quality employees on a scale of one to 10. And Amelia, what number does every client want to give us every single time when they first are asked the question? Seven. Right. Because everybody wants to give everyone a seven. So like, well, it’s just seven. Seven? I don’t know that it’s a seven. Well, it’s a seven. Tell you that. Certainly, I don’t work with a bunch of fours. I don’t know what kind of people you think I have. Everyone gives their staff a seven. But then when we start coaching with the client, they start to say, my front desk guy won’t make calls. Let me give you an example. There’s a lady who just left my office recently and her job is to get doctors to refer the business. She’s an employee for one of my clients. Her job is to get doctors to refer the business. And she’s doing great. And she’s doing almost as good as the person that she replaced. And that’s because she’s doing a great job. But that doctor does not have a hard time hiring, inspiring, retaining quality employees. He’s never had a hard time with it. But there are a lot of people, Devin, they have the same, I work with a lot of doctors and I’ll go to the doctor, doctor, did your employee implement the Dream 100 system? Did they reach out to their ideal and likely referral sources and ask them for referrals. Did they do that? And they go, I can’t get them to do it. I can’t get her to do it. She just, you know, she has anxiety. She’s busy. There’s a lot going on. It’s with the Christmas coming up. You’re like, Christmas? It’s February. Well, they were getting back from the trip. They were in Mexico, you know, and with the baby. They had a baby. I thought they had a baby last year. Well, they’re still getting over the baby and she’s pregnant now. She’s pregnant now, I just had a baby. Well, she’s gonna have, and they never get it done. So if you have bad employees, you have to fire those who will not do what is required. Pro tip. Okay, two, second question you ask is what? Do you post weekly on Indeed, Craigslist, et cetera? And every client I’ve ever worked with ever previous to this moment, they’ve always said no. Like every time they always say no. They usually post when they need somebody. That’s right You’ve got to get ahead of that folks. You cannot be hiring when you need people Amelia. Why? Do I do what I call the group interview every single Wednesday? And by the way, I’m part two of today’s show. I’m gonna share with you how I do the group interview but why do I do the group interview every single Wednesday at 530 even if we need people even if we don’t need people, even if it’s a holiday week, even if we really need people. So Devon, we’re doing it again today. Yep. And what time am I doing it? 530. And how many people are coming? Uh, 13. Okay. And so Amelia, why do I do it every week? To keep people on their toes and, uh, to make sure that you have people to replace lazy people if you need to do that. And that, and, well, and even more, think about this, think about this. We had an incredible, the best employee we’ve ever had at Elephant in the Room. And I’m not disrespecting you or Devin or Manor, anybody who’s ever worked there. This was God’s gift. I want her back! But she would average 85% every single week on membership tips. And every single day would get 10 Google reviews. Every single day, pile up three or four video reviews. And you know why? Because she carried a checklist, a clipboard, and she asked every single person, hey, thank you so much. How was your experience today? Was it great? Hey, would you like a chance to win a TV? I know you’ve probably been asked before, but if you leave a review today on any one of our five stores, you have a chance to win a whatever. And they go, okay, sure. And she would just do it every single time, following the system, like a textbook, book of just textbook of just awesome. Then one day, true story, she’d worked with me for a couple of years. And by the way, I wasn’t asked, I wasn’t involved in this relationship, but I’m not gonna make it weird, but this is the situation. If the situation was weird, but I’m not gonna make it weird. It was just a weird situation. She calls me up and goes, hey boss, I got pregnant and I’m gonna move to Hawaii. Then I go, when? And I, cause my initial response was when? Like when are you, you know? She goes, probably last week. I don’t know. I just met the guy. And I’m like, no, no, no, that wasn’t my question. My question was When are you moving to Hawaii? She’s like why I just met him and I just anyway, I guess where he lives and he was in town I don’t know and I’m like, so you’re leaving. What are you going? Well today? But she was like the best employee and then meets a dude Gets pregnant moves all this happens in seven days. I wasn’t consulted, thank God, on any of these situations. No one calls me and says, boss, I’m thinking about making a poor life choice. What do you think? No one asks me. And the poor life choices that happen outside of work always affect what happens in work. Does that make sense? Oh, yeah. Yes. But again, this person, if you would have said, who’s the most unlikely person to ever do that behavior, it would be her. But she went to a party, got hammered, made bad choices, boom, there she is. You know? So, I mean, if I didn’t have the interview process in place, the weekly interview, I would have been in a bad spot. But I’m never in a bad spot because I’m always hiring before I need people. Hopefully, this is helping somebody. Okay, then you have to have a scripted job post. The question is, do you have a scripted job post? Like, do you have a job, a scripted job post, a scripted job posting. You know, that’s what we’re asking here. Do you have it posted where you have a script, the actual job post, or are you going on Indeed and just hacking away? Do you have a job posting that makes sense? All right, then do you conduct weekly interviews? Yes or no? And they go, no. Okay, and do you have a scripted interview process? And 100% of the time it’s no. And so you go, okay, so really, how do you hire people? And they go, well, I’m in a bad spot. I usually go over to Applebee’s. What, do you go to Applebee’s? Well, yeah, and I usually can find a waiter there or a waitress there. Or I know, I go up to church. I start hitting people up at church. Really, this is your strategy? Oh, yeah. So it’s super, super important that you never stop this process. So we had a young lady who applied. I don’t know if she’ll work here or not, but she said she wants to shadow this Monday. And she’s had the last job, I think she said for 10 years? Yeah, 10 years. But she’s a young person. Yeah. She’s probably like 30? Yeah. She’s probably had the same job since she was 20. And she claims that she wants to work here because she identifies with our show, likes what we’re all about. Great. And if she is a good fit on Monday, I will find a place for her. Now, the question is, how do I find a place? How do I find a place there, Devon? If we’re fully staffed, how do I find a place if we’re already fully staffed? Well, we might have a few people who don’t do their job. Turns out, and then we make room. Yep. Just like a football team. If you’re an NFL team and the best receiver in the league says, the best quarterback in the league, the best running back in the league, they say, I am no longer going to play on this team because my contract’s expired and I want to come work on a different team. If you have a quarterback that’s not that great, regardless of how long they’ve been there, guess what you’re going to do? Get rid of them. You’re going to have to, unless you want to lose all the time. And it’s not mean, it’s not mean, especially when you tell people how they’re doing. I mean, nobody in my office is shocked by how well they’re doing or how well they’re not doing. I certainly don’t blindside people and go, you know, for the last 14 weeks in a row, you’ve been doing a terrible job. This quarter, you’ve been doing a horrible job. You know, the last four quarters, you’ve been off your game. No, I tell people every day. Yeah. That’s how it is, it’s a candid culture. So we continue. So once you have these things in place, you have to install merit-based pay. So Amelia, every time you sell a membership, how much do you make per membership? $10 for standard 15 for deluxe and 31 for unlimited. Okay, and really, how many bats do you have a day? Four at bats, three at bats. How many first-time customers do you have per day where you have a chance to actually sell one? Typically anywhere from one to eight. Yeah, and so you, anyway, but you’re aware of those numbers. I’m just saying on average, I think it’s about four or five, but you look at the numbers and you have to be incentivized to sell a membership because if not, no one would ever sell a membership. All right. So you got to have merit-based pay for every single position. Someone says, well, what about for a secretary? Merit-based pay. What? Yeah. Years ago, I had someone who helped me. And what I did is when he got the inbox down to zero and he knocked out the mail and he responded to his action items, he got a bonus. Every day he did it. So before he left for the day, he had to have me sign off on the tasks. And one could argue that he was my secretary. You know, but his job was to whatever was on the list, I gave it to him, he’d sign off on it. And I didn’t give him a crazy amount of work, but it was enough to get done during the day. And he’d sign off on it, he got his bonus. But if he didn’t get it done, he’s getting 12 an hour because I need things to be done. You know, so we move on to the next one. You got to have daily huddles. Devin, you got to have a daily huddle. Every single day you got to meet with your team. Look them in the eyes to proactively prevent and solve any human resource problems. Our huddle’s every morning at 7 a.m. Yeah. And do you know how I know which employee’s going to come in late? Because it happens every day. Right! The one who’s late, you look at them and you go, hey, you’re late. Boom. That’s how you know who not to count on. It’s so great because we’re all in a group and then the door opens and we all just turn around and stare. It’s great. It is great. And you can figure it out real fast. Yeah. The kind of people that are late every day are the kind of people that can’t be promoted. Period. Next action step, you have to schedule a one-hour team meeting. I like to have a one-hour meeting every week. Why do I have the meeting every week? Because every week our team needs some training. So every week I focus on whatever I think the focus area is. And it’s really a lot of redundant things. I talk about automating your savings, organizing your day. These, I introduce the team to new employees. I talk about what vacation we’re going to be on, you know, when the next vacation day is, wins of the week. You just have to have a weekly meeting and just to put a little, a little meat on it, there’s a podcast link here. So you can listen to that to learn more about how to have a weekly meeting. You got to have it. I put a link here on these notes so you can listen to how to actually have a staff meeting. You got to have a staff meeting every single week to keep people engaged. All right. Then what you have to do is you have to write a pre an email response to potential candidates. You have to write an email response to potential candidates, a prewritten. This has to be prewritten. And why do you want it to be prewritten, Devon? Well, that way, because whoever’s doing it, they it’s just the same every time and they don’t have to come up with their own thing to say. And then you write the job post for Indeed. It’s the same every time, every time. And you do the email response every time. The interview, have it at the same time every week. That’s so important. Some people are like, well, this week I don’t want to have it but next week I want to have it and this week I’m going to have it, next week I’m not going to have it. It is so hard to work for a boss who’s inconsistent. You’ve got to be consistent, all right? The next step, you have to write out a script for the group interview process. And we’ll talk about that more on part two of today’s show. Then schedule a time every week to launch those Now Hiring ads. And that’s the process of, you know, hiring people. So, but I think that a lot of people don’t do the weekly group interview by default. They don’t post the job post every week by default. They don’t follow up every week by default. They don’t have a daily funnel. So this is, these are things that we would, this is why the clients I work with have such tremendous success because we’re teaching them how to be proactive instead of reactive. So that being said, Amelia, do you have any questions about this process? Because again, nothing will work unless they do. And this is a training on how to inspire. This is the idea is how to hire, how to inspire, train, and retain quality humans on the planet Earth. Okay? Quality humans. Any questions, any questions that you have Amelia about the process of human resources? No questions, that was great. And I agree with all of it, it was great. You have any questions there, Devon? I do not. Where do you see clients that they don’t do it? Where do you see that you get a pushback? It’s the group interview, because it’s like, oh, well, I’m good on employees, I’m good, I don’t need to do it. Like, well, yeah, you do. And I’ve been employed, I’m not trying to make people like negative and put negativity, I’m trying to share with you facts. I’ve been self-employed since I was 16, you know? So I don’t know the world of not being self-employed. I had jobs at Applebee’s and Target and DirecTV, but I just don’t know that world a lot. But I do know my reality, and I know that I’ve been robbed, the last week we got robbed, and I’ve been robbed, you know, at least 20 times. People say, what? Yeah, 20 times, you know? So I mean, I’m not super shocked that humans would rob from people. I could write a whole book about all the employees that have had affairs at work with somebody who isn’t their spouse, and that would be a really bad book. Now, the big one, this is an exciting one, this is why I did the group interview, and I’ll leave you with this thought. Years ago, we had an incredible team of people on the video team. They were great. Years and years ago, on a far distant planet, at a time very different from now, and these two employees, I won’t mention their genders, but let’s just say they had the same gender, these two. And they were both married. These two people have the same genders, they’re both married. And one day I’m like, man, these two employees are really hugging it out out there. There’s a lot of hugging going on, but these are two employees are the same gender. Maybe they just have a unique friendship. And I noticed one day, these two employees of the same gender who are both married to other people, they have matching tattoos. And I started thinking, man, I just, they have a friendship that I can’t not relate to. But you know what? I mean, if that’s what they’re gonna do, I’m not gonna ask. I try to focus on work. I try not to focus on these things. Well, then Christmas party happens, which is where we’re supposed to be celebrating Christ to the max Christmas. And they show up together and each one of them has decided to dress up as an exaggeration of the opposite gender. So one’s going to dress up like, you know, he man, and one’s going to dress up like She-Ra. You know, one’s going to dress up like the dude, one’s going to dress up like the lady, you know, but they were the same gender. And then they started announcing, yes, we’re tonight, we’re leaving our spouses for each other, making it official, we’re leaving them. And that was a shocker to everybody but me. You know why? Because I have the mindset that not all, but many, in fact most, people in our lives are like milk. And eventually it begins to spoil. Not all relationships, but many. Because for whatever it is, people like to do gossip, they like to betray one another, they like to screw one another over, they get weird. And so I look at it that way, not because I’m going to be negative. I just I see patterns. And I find that over time, the Bible’s correct. Go back to Proverbs 16, 27 through 29. Over time, we see employees of idle hands. They’re sitting there in the devil’s workshop, and then one day they go, hey, you know, I know that you’re the same gender and I am, too, but why don’t we go out for a beverage?” And then they’re like, hey, did you watch that crazy ass movie? Yeah, I did watch that crazy ass movie. What do you think about that part of the movie? Oh, yeah, it made sense. Yeah, okay. Next thing you know, they’re having an affair. And it happens all the time. And not sometimes. Not a little bit of the time. Most of the time, something awful happens. And again, the culture that we’re raised in today, have you, Devyn, have you spent a lot of time studying like cultural statistics? When you’re in college, do you study statistics about the culture that we’re in right now? No. Have you, Amelia, studied like the culture that we live in? I have not, no. You haven’t? Okay. No, I dropped out of college. But I mean, have you guys ever like, okay, because I think one of the things I get into is like, I think to myself, how did we get here? You know, these are the questions I have all the time. It’s like how did, as a culture, we get to where we are? Like how did we devolve to a place where you go, holy moly, I don’t know how we got here. And I’m gonna share with you real quick and then we’ll end this, because I want people to understand that this is not my opinions. I’m not coming up with these. I don’t conjure up these worldviews just to be contrarian and to be difficult. I have these worldviews based upon facts. Let me just give you an example, okay? So do you remember when childhood was supposed to be about exploration, love, innocence, et cetera? Well, these people don’t. A study put together in 2006 by the Centers for Disease Control showed that one in four women and one in six men were abused sexually before age 18. Did your father ever tell you what it meant to be a man or a woman? Well, according to and the U.S. Census Bureau, you got nearly 24 million children in America live in homes where their biological father is not present. They’re absent. Okay, this just did. Did you know that 85% of the youths in prison at Fulton County Prison in Texas, they come from homes without a dad. So if 85% of the people in prison didn’t have a dad, do you know if you didn’t have a dad, you’re 20 times more likely to go to jail? And did you know that one out of three people out there right now who are getting employed, people that are hireable now, didn’t have a dad? Do you see what I’m saying? In 1988, a study by the U.S. Department of Justice found that 70% of use in the state-operated institutions came from fatherless homes. Did you ever get in trouble as a kid with your parents for not studying hard and doing well on your tests? Well, this is in 2011. Harvard found that nearly 50% of ages 18 to 24-year-olds couldn’t find New York State on a map. And if over 40% of high school students, just this is a researcher from USA Today, 2011, just 40% of high school students could do basic math, 40%. Did your parents ever teach you about the consequences of your action? Well, a lot of people didn’t. In May of 2008, this is 2008, it hasn’t gotten better since then by the way. Approximately 3 million teens, or one in four girls had an STD. That was in 2008. I mean, I’ll put the stats here so people can look at this. But, you know, I mean, again, these are stats that are not… Let me give you another stat here. Did your parents ever teach you that a quitter never wins and a winner never quits? Well, despite being in a deep economic recession, this was back in 2009. I wrote this book about this called Will Not Work for Food in 2009, folks. So in July of 2010, Harvard found that more employees quit their jobs than were terminated at the peak of the recession. So like when the economy, when you couldn’t find a job, still more people were quitting. Does that make sense? People were quitting their jobs. Do you remember when college was supposed to make you more intelligent? Well, check this out. According to USA Today, research shows that students spend 50 percent less time studying than they did just two decades ago. And that was in 2001. And I actually know people now who brag about going to college and having never purchased a textbook or read one. Now, this is big. Whatever happened to common sense? You know, in 2011, Newsweek reported that 29 percent of Americans could not name the vice president. I mean, this is this is big stuff, you know? I mean, this is, I don’t know if people are aware of this, but 56% of US adults admit they don’t have a budget, and one-third don’t pay their bills on time. Think about this, folks. Think about this. Think about this for a second. So this is, I’m not making these things up. You know, this is not me, I don’t, I’m sitting down at a co-op with these, do you know that you have a third of your employees that don’t pay their bills on time? There’s no way in hell they’re showing up to work on time. You know why? Because they don’t pay their bills on time. That means they’re coming to work going, I didn’t pay that bill. You know, this is where I was telling Andrew years ago, you know, we have certain employees that just don’t pay their phone bills. And he was like, how does that happen? Bro, it’s a third at least, bro. All right, this is big. Other, I mean, these are just things, I give you stats, I don’t want to dwell on them too much but I want to give you stats. You’re in a situation now in America, let me just show this final stat here for you. The average American is now spending 11.3 hours per day on social media, according to Nielsen. And it could be higher as of today. So the average American right now, according to Nielsen, is spending 11 hours and 54 minutes per day, per day, consuming media. 11 hours and 54 minutes a day. Are you guys aware of this? I mean, this is, so why am I harping on this training? Because I think people go out there and they try to manage a team, not being aware of how life actually works. Yeah. I think they try to have like a euphoric, utopic view of the world and they try to manage from that false premise. Make sense? Yes. So if you just embrace reality as it is, it’s much that you can be a much more effective client, business owner, coach, etc. Amelia, did you have a hot take? Do I? Did you have a hot take? Anything else you wanted to say? Any questions there, Chief? Oh, no questions. Okay. So hopefully this is everyone’s joy. But on part two of today’s show, I’m gonna walk you through how to actually lead the interview. And then on part three of today’s show, we’re gonna actually introduce you to a long time client success story. So without any further ado, we’re gonna end this part of the broadcast with a boom, because a boom stands for big, overwhelming, optimistic momentum, and that is what’s required to build a super successful company. So here we go. Three, two, one, boom. Get ready to enter the Thrive Time Show on Talk Radio 1170. Broadcasting live from the center of the universe, it’s Business School Without the BS. Featuring optometrist turned entrepreneur, Dr. Robert Zellner with the USSBA Entrepreneur of the Year, Clay Clark. All right, Thrive Nation, welcome back to the Thrive Time Show on your radio or podcast player. And what we’re doing right now is we’re going to answer the question of how do you run a group interview. Eric Chupp, you’re a business coach. Can you explain to the listeners what even is a group interview? We have a listener who’s obviously listened for quite a while, and they want to know how to run a group interview, but I want to break it down, just a very fundamental question. What is a group interview? So it’s not what most people, what I find most people think it is. Typically, when you say the word group interview, people think that you’re going to be sitting in front of a group of people who are interviewing you. Right. It’s actually the exact opposite of that. You’re going to be in a group of people that are being interviewed by one person. As a business owner or manager, you’re going to get all of the job candidates, all the applicants are going to come into one single interview in a group, and you’re going to do it all at one time. Now, the reason why you do that is, according to the U.S. Chamber, if you can look at that stat, but according to the U.S. Chamber and CBS News, I want to make sure we have that fact-checked on the show notes so all of the Thrive Nation can actually prove, or you can prove to yourself that what I’m saying is true. Because the statistics are going to seem alarming when you first read them for the first time. True. But according to the U.S. Chamber of Commerce and CBS News, 75% of employees are stealing from the workplace and most are doing so repeatedly. I mean, think about that for a second. I mean, Chuck, does it ever shock you how many people that will come to the group interview? The group interview is scheduled for, let’s say, 5 p.m. on Tuesday night, let’s say. Out of 30 people that said they’re going to be to the interview, by the way, the candidates don’t know it’s a group interview, they just think it’s a job interview. Of the people that are supposed to be there on time, what percentage of them do you feel like from your perspective actually show up even on time? It’s less than 50 percent. Almost every time. It’s brutal. It’s unbelievable. So according to the US Chamber, again, 75 percent. Chip, what are the stats showing there? So we’ve got, let me get it here, let me get it here. So yeah, like you said, 75 percent of employees steal from the workplace and most do it repeatedly, according to CBS News on Money Watch. Not good. We’ll put that link on the show notes, but that’s not a good thing. It’s not a good thing. Also, there’s all sorts of statistics you can find out there. You know, it did show that the average of… Forbes did a study and asked employees what percentage of you are wasting time. They just asked, hey, let’s be honest. We’ll do a survey. We won’t tell your boss. Be anonymous. But what percentage of you are wasting your time? And they found that 31% of employees are wasting their time. On this same article right here, it says a typical organization loses 5% of its annual revenue to employee fraud. Same study, same article. It’s not good. It’s not a good thing. And so here’s what I want to put into your brain there, Thrive Nation. Here’s a notable quotable. It says, and this is from Andrew Carnegie, this is the guy who built the Carnegie Steel. He’s a guy who started working at the age of 13 to support his family because financially they were not in a good spot. He says, as I grow older, I pay less attention to what men say. I just watch what they do. That’s Andrew Carnegie. So here’s here’s here’s the idea I want to put in your head is it you’re going to have to interview at least four people to find one person who is Honest at least at least So 75% of employees are stealing from the workplace according to the US Chamber of Commerce, right? so 75% of them are stealing and according to My personal research. I’m just telling you if we interview 20 candidates this week, maybe two of them who have the skill have the character needed to work for us. They have the skill, but they don’t have the character. From my experience, two out of 20. So the question is, how do you find good in people and how do you run a group interview? This is how you run a group interview. One is you schedule a specific time each week to do your job posts. So you have to do those weekly job posts. If you don’t do weekly job posts, you’re going to lose. If you don’t do the weekly job posts, you’re just going to lose. You have to post every single week on Craigslist, on Indeed. You have to do it. The second is you have to have a weekly time scheduled to interview. You have to have a weekly scheduled specific time. Why do you have to do that? Because anybody who applies for a job, you want to send them a pre-written email and the pre-written email will let them know, hey, you might be a good fit, we’ll go ahead and interview you this Tuesday night at 5. And you just send the same email to every single person. Every single person. And that way, when they show up all at one time, or they don’t, you don’t waste hours of your time, you just waste one hour of your time. And then when you actually interview the people, you want to have a game plan. You actually want to have a game plan or a script for the interview. And this is what you want to go over in your interview. One, you want to go over the compensation for the job. Okay, you want to have a compensation. All right. First thing you want to go over those expectations. You want to go to expectations. What are you expecting from the applicants? Right? The expectations. The second is you go over the compensation. And the fourth is you want to go over any questions they have. Now when you talk about expectations, you want to get into the values, you want to get into specifically what makes your company a great place to work for. You want to get into all that. You want to create a polarizing environment where people know quickly whether they want to work with you or not. You’ve got to go over one, the expectations, two, the communication, how you’re going to, hey, if you work here, you’re going to be expected to work here 9 to 5 and your boss is Carl. And if you’re ever running late or whatever, you call him. This is how we communicate. You don’t text or you don’t email or whatever your policies are. Third, this is the compensation. This is what you get paid if you work here. Then fourth, you go over and do you have any questions? Chum, you’ve seen the group interview done week after week for years. Why is it such a powerful super move for companies that are struggling to find really good people? Well, here’s one of the hang-ups I see with a lot of clients that we implement this with is is you have to do it every single week like you were Saying just a minute ago if you’re waiting until you need somebody to start looking for them You’re never gonna find that a player It’s you know it’s gonna be super rare that those stars align that that a player that a team member that can perform that has the character and the skills that you need to do it, are going to be looking for a job that exact moment you’re looking to hire. So you have to do it every single week to keep that pipeline of applicants full. So let me give you an example. Back in the day, here’s kind of a fun story for you. When I was running DJ Connection, before I sold it, we were doing about 4,000 events per year at That’s a few. And what happens is every weekend you have to do about 80 weddings, which means you have to send out 80 separate men to go and provide entertainment for 80 separate weddings. Now to be fair, sometimes a DJ would DJ Friday, Saturday, Sunday, so you’d have one guy to do three shows. So usually you’d run a squad of 45 active DJs, 80 on your roster though. Okay, and no other DJ company in the country could relate to me. They’d ask me to come speak at these wedding seminars and wedding events saying, hey, you’re the entrepreneur of the year. Can you come in and teach us how to run a wedding business? I told them, what you want to do is you want to never be short on employees. You never want to be short. You never want to have to put up with somebody past their expiration date because if you have 80 DJs, and it sounds crazy, but I would call a guy and say, hey, I’ve got a show for you this Saturday. About half of them would refuse to do the show. They would say, where’s the show? And you’re like, at the, uh, uh, this is back in the day, by the way, before the Mayo hotel was totally renovated. This is what was first opening. I’d say it’s at the Mayo hotel. And they’re like downtown. What? I don’t want to go downtown. No one’s downtown. Uh, and then you’d say, well, okay, uh, I have a vent for you at forest Ridge. And they’d say, sure, I’ll do that one. And then you call the next guy. Hey, I’ve got a show for you at the Mayo hotel. And they’d say, Mayo hotel downtown. Now everybody wants to DJ there. But back in the day, no one wanted to be there. Did you guys ever do anything at the Castle in Muskogee? You know that place? Yes, we did. I love that place. I used to have to really, really have to motivate people to get them to want to do that event. It was kind of a hell gig. Well, now we’re having our holiday party this year at the Mayo Hotel. It’s beautiful. But I had these DJs, I had to get these 80 people to commit to doing these 40 shows this Saturday and this Friday. Now here’s what’s crazy. Is out of 40 guys that were scheduled, Chuck, do you want to guess how many of them wouldn’t show up for their load up time? Now the way it worked, your show is supposed to be at 8 o’clock start. Usually it’s like a 7 o’clock start. So if you were DJing tonight at the Summit Club, you’d have to get there at 5 o’clock to set up. But I had your load up time would always be 5 hours before the show. Make sure no snags, everything’s good. What percentage of the DJs do you think wouldn’t show up for their load up time? Half. Quarter? At least one out of ten. Wow. One out of ten. So with 40 guys going out, I had to pay five guys just to hang out. And that’s probably where the name five guys comes from. Five guys. I’d have five guys that I would pay just to hang out at the office just in case they were needed. They were called runners. And so this is something that’s massive I never had a problem where I didn’t have enough DJs to cover my shows because I never stopped doing The group interview so again. I’m repeating the action steps here. You have to have a weekly job post every single week I would recommend that you post on indeed and Craigslist and you never stop someone might be saying well How much do I spend on that? Depending upon the business I would recommend you spend at least $200 a week on Indeed and Craigslist every single week. Craigslist is $25 per post per the time of this recording. It changes all the time. Second, is you’ve got to have a weekly specific scheduled time. Chuck, why do you have to have a weekly specific time and why can’t you change it from week to week every week? Because you will end up missing it yourself if it’s not a rock in your schedule. And it’s something that you can’t change. You need to put that thing, like we talk about all the time is a rock in your schedule, fill up the sand of life around that rock because this has to happen. It absolutely has to happen. If you’re sick, whatever, you have to make this interview at the same time because that’s already going to be out on your ads, people are already going to be expecting to be there so you have to have it at the same time every week. Now the pre-written email, why do you have to have a pre-written email that explains the specific time of the interview, the location of the interview, and all of the details of the job. Why do you have to have the email pre-written? The whole point of this system is to save you time. It’s to save you time from one-on-one interviews, from responding to every single person with a typed up custom email. So you have a canned response that you send out, telling them all the details, so that you can immediately do it. You can send it out as soon as that comes in, you can do it in your meta time, but you have to have it canned so you can just send it immediately. And then why do you have to have a game plan for when the candidates actually show up for the job interview? Why can’t you just wing it? Because a lot of people say, well you know I just I just wing it. I don’t even know how I do it. I just do it. Because everybody can tell when you’re winging it. Oh. And then top talent, talented people, people with high character are not gonna want to come work for you. It’s not inspiring to show up to a job interview where it seems like the person who either owns the company or is running the job interview has, it looks like they don’t know what they’re doing. And if you don’t know how to do a group interview, and you’re asking yourself, well, why do I need to do one? Again, it’s because 75% of people, according to CBS News and the U.S. Chamber, are stealing from the workplace. According to Forbes, 31% of people don’t even try at the job. So Andrew Carnegie, if he were here, the late, great Andrew Carnegie said, as I grow older, I pay less attention to what men say. I just watch what they do. And unfortunately, they will, unfortunately, three out of four people don’t have what it takes to hold a job in America today. They just can’t be consistent enough to get it done. And so if you’re struggling with hiring, sales, marketing, all of these things, I mean, hiring might be just the tip of the iceberg for you. Maybe you need help with your accounting. Maybe you need help with optimizing your website, I would invite you to take advantage of our offer we have going right now, which is unbelievable. All you’ve got to do is go to Two men, 13 multimillion dollar businesses, eight kids, one business coach radio show. It’s the Thrivetime Business Coach Radio Show. Get ready to enter the Thrive Time show. Alright Thrive Nation, welcome back to the Thrive Time show on your radio and podcast download. And Chubb, if I can, I’d like to leave, I’d like to start off today’s show by sharing with the listeners, or leaving the listeners with a notable quotable that’s not positive. Chip, I want to start off today’s show on sort of a downer. Take it down and then Sharon can bring us back up. We’ll work right back up here, because on today’s show we have the best-selling author of Rich Dad, Poor Dad on today’s show, the best-selling author of the Rich Dad, Poor Dad book series on the show. And she worked with the Napoleon Hill Foundation to write a book about this topic I’m going to bring up right now. And if you are somebody who’s a Judeo-Christian, then you’re probably aware of or you’ve heard the verse Matthew 15, 19, where it reads, adulteries, fornications, wow this is pretty light, theft, false witness, slanders. And what I have found over the years, having coached a lot of clients, is I’ve found that the vast majority of America is struggling with some vice and or issues. And so, Chep, I’d like for you to copy some of the show notes from our Sex and Drugs podcast, because there are so many examples that have blown my mind over the years of people that are behaving badly and their business is struggling as a result of it. So I’ll just give you a few examples. According to the U.S. Chamber of of employees steal. Well you might say, okay, that’s employees, I’m an entrepreneur. But what’s crazy is I’ve found that the same number is true when it comes to entrepreneurs. I’ve seen entrepreneurs that quote a client a price and then they keep raising the price just to see how high they can raise it. They’re just gouging customers. I’ve seen entrepreneurs not paying taxes. I’ve seen entrepreneurs stealing in multiple ways. You talk about here, Matthew 15, 19, you talk about adultery. Gosh, I have seen some serious, first-hand, up-close, in-person adultery. I’ve seen a lot of business owners who’ve had a very successful company and they lost it all because of making poor decisions after work or before work. According to, past statistics have shown that in the u.s. fifty percent of first marriages as six seven percent of second marriages and seventy three percent of third marriages and in divorce will put the show notes here for you is another one from the washington post i a percent of the men interviewed had cheated on their current partner five minutes seventy eight Please, that there is a full 22% of American men don’t cheat on their spouse. Hey! Yes! One out of five! All right. Give us another terrible statistic, Chum. No, let’s see. 17% of couples are content in their partner. Which means only 70% of people even like their partner. Chum, we’ve got a lot of Americans struggling with gambling addictions, a lot of Americans struggling with alcoholism. There are so many vices and problems. So four to six million people, according to, would be considered problem gamblers, people whose gambling affects their everyday lives. So what happens is that a lot of times people know what to do, they just don’t do it. And if people did know what to do, then teen pregnancy would be a thing of the past. Chuck, do you remember how hilarious it was in high school when the guidance counselor would come in and give a group of high school seniors and juniors a safe sex talk? Do you want to know what’s really crazy? What’s that? We didn’t even have any type of education in high school. They did it one year in sixth grade. Did you not just giggle the whole time? No, it was just silly. Yeah, it was just like… This is how I recall it happening. I remember we had a guy in my seventh grade class, sixth grade class, who gets up there and he says, alright everybody, I want to talk to you about, I want everybody to be serious today. Let’s be mature. He’s got an auditorium of like probably 150 boys, middle school boys. So there’s a couple things. as a result of the penis and the vagina engaging in activity. Now the vagina will… And I’m like, oh, vagina? He said vagina? And then we get together and we’re like, we go… Don’t laugh. Don’t laugh. And then it would be like, now… Men around the age of yada yada, their pituitary gland begins to develop. And the female pituitary gland begins to develop, which causes enlarged mammary glands. Ha ha ha! Oh! Oh! Yeah. What? What? And he said, Clay, did you have something you want to say? Uh, no. Boobs! Ha ha ha! And that was like, that was what happened, you know? Yes. But we already knew all these things. You learned about that on the bus four years before that. Right! Right! And so like in eighth grade, seventh grade, I remember eighth grade, the first girl that I’d heard of who got pregnant. I remember ninth grade, hearing of a girl that got pregnant. I remember in my tenth grade year in high school, there was dozens of girls that got pregnant. And every time they got pregnant, they wouldn’t make a special announcement, but you all knew what happened. And then they would have another class, and the school board would get together, and concerned parents would get together, and they would just get together and make these these new classes and curriculums. You’re saying nude classes and curriculums? No, but new classes and curriculums. Freudian slip there, Jeff. But what happens is they would make these new classes and curriculums designed to help us learn how to be more effective. And so I remember they had one class that went as far as to teach how to put a condom on a banana. And that was actually taught, how to put a condom on a banana. And I remember I got invited to a party, and I won’t mention the person’s first name because I’m sure she’s changed since that time, but it was a birthday party at her house. And I’m like 16 or 17, I really didn’t go to a lot of parties at all my junior and senior year, I just totally chose to kind of opt out. But I went to one of the parties, and so I’m knocking on the door, and it’s like a and the parent is there and the parent is obviously intoxicated and they said hey Clay here’s the deal man um come on in man come on in I said great I said hey what I’m just looking all befuddled he goes here’s the deal man I’d rather be the parent that has everybody drink here than the parent who allows you guys to go out and drink well I don’t know what’s going on have you read that if you’re a friend into that kind of parent. So I go downstairs and there’s a girl from my high school who’s totally naked. Oh, wow. Yeah. And all of the guys are like getting it on with her. Like multiple dudes getting it on with the same girl. And I’m thinking to myself, I’m not kidding, there’s like three guys and I’m going, ah, on a ping pong table. I remember going, ah. So I go upstairs, like I’m at this party. Right. And so I’m like, okay, hey, you’re going upstairs, you know, looking for some food to eat or something. Everyone’s got beers except for me. So I’m like, okay, I’m going to go outside. Go outside. There’s somebody getting it on. Everyone’s getting it on. Freak fest. Right. So anyway, this is stuff happens. Everyone’s intoxicated. It’s crazy. So, uh, I remember, uh, talking to one of my buddies and I’m like, dude, uh, what was that all about? I thought you were dating this person and you, he’s like, oh dude, I, uh, I, you know, it doesn’t matter, man. We’re just hooking up, you know, and so I said, well, we just had this guy come into our class and talk about the one teacher talk about safe sex and how X percentage of high school students were getting pregnant and how if you did get pregnant, your chances of success are going to decrease dramatically. And so we just had to talk. And I said, I kind of looked at him, I’m like, dude, at least did you did you at least do the whole safe sex move deal? And he’s like, no, it feels better when you don’t wear a Jimmy hat. That was his actual quote. It feels better when you don’t wear a Jimmy hat. Now, I never heard that phrase used before, but I thought that’s kind of clever. But yet that’s not smart. And so long story short, these people had a baby. And this just kept happening throughout high school. I remember a junior year finding out how many of my friends had STDs and had babies. And it’s not about education. It’s about implementation. And so Sharon Lecter is a financial educator. She exposes you to the knowledge, but she also encourages you to implement. And what Napoleon Hill discovered and what he wrote about in the early 1930s was it actually caused him to become depressed. Is that a lot of people know what to do now. Most, right? People have read the book and they still don’t do it. And so he discovered like, gosh, man, I think that why people don’t do, I think why a lot of people don’t have success is because of their own vices they’re caving into their own worst inner most carnal primal desires and so he wrote this book called outwitting the devil and when he finished the book his publisher his wife everyone thought the book was too crazy because it was talking about how to have conversations with yourself or the devil and say, I’m not going to do that. No, I’m not going to do that. It’s about willpower. It’s about self-discipline. I really feel like this book, Outwitting the Devil, can change the life of somebody’s life. I’ve given that book to dozens of people, and I own a copy of it that’s in the man cave at all times. So, ThriveNature, without any further ado, further redo. How many further redo? Hopefully we just had to redo it once. How many further edu? Back to our exclusive interview with Sharon Lechter as she breaks down her book that she worked with the Napoleon Hill Foundation to create, Outwitting the Devil. Sharon, my son was born blind in 2007 and his name is Aubrey Napoleon Hill Clark. I named him Aubrey Napoleon Hill Clark after the late great success author Napoleon Hill. And I was so excited when I saw that you were digging up the old manuscript that Napoleon Hill wrote in the 1930s and I believe it was his wife who banned him or encouraged him not to release the book at the time. Could you share why the book, Outwitting the Devil, wasn’t released? Why it was held kind of a secret since the 1930s and how you got involved with the publication and the freshening up of that manuscript? Well certainly, let me give you a little bit of background first. In 1908, Napoleon Hill was charged by Andrew Carnegie to go out and study the thesis of success, understand, and he was going to introduce them to all his rich friends. And it turned into a 25-year endeavor, and from that in 1937, Napoleon Hill published the book, Think and Grow Rich, and it was an instant success. But he was frustrated, because he said, even though people know what they’re supposed to do, they don’t do it. He realized that was true in his own life and he said, here I am, I’m the custodian of this thesis of success. I’ve lived it, I’ve breathed it, and I still have my ups and downs, what’s wrong with me? He sat down out of his frustration and in just a few short months he wrote this book, which he kind of said was a download from above, called Outwitting the Devil. The title scared his wife to death. She worked for the Methodist Church and she forbid it to be published and it was actually locked away. And it really is an interrogation of the devil and Napoleon Hill says, you can believe I’m talking to the real devil or an imaginary devil, will you derive any benefit from what I share? And it talks about how, and let’s talk about it as a man-made devil so we keep people on the line and they don’t get mad at us. So we each have that negative voice inside of us that’s saying, you’re not good enough, you can’t do this. And we live in this world of fear, fear of poverty, fear of failure, fear of success. How about fear of criticism? We’re so afraid other people are going to talk about us and what we’re going to look like or we don’t want to be the one that goes that path less traveled, even though that’s where the true success is, we want to follow the masses. And so this book out, When in the Devil, talks about fear and how fear can cripple us. Fear does one of two things. It can either cripple us, paralyze us, or it can motivate us. And in 99% of the cases, fear paralyzes us. And so he talks about first we need to recognize where that fear comes from, and once we recognize it, then we can move forward and overcome that fear and take control of our own lives. When we are in control, we recognize the fear is still there, it still comes, but you recognize it and you don’t allow it to consume you. You turn it around and use it as the energy to keep moving forward. That’s the whole purpose about Winning the Double. And I will tell you, I think there was a greater hand at work. Because had it actually been published in 1938, I’m not sure it would have been competing with Think and Grow Rich. And now Think and Grow Rich has sold 100 million copies, it’s established the brand. And Outwitting the Double came out right after this latest economic crisis. And really, our goal, when they asked me to step in and support the foundation was to reinvigorate the teachings of Napoleon Hill for a younger generation. And Outwitting the Devil is perfect for that because it’s a little in your face, it’s a little irreverent. It basically says, wake up and smell the roses and don’t give up your responsibility and the authority for your life to other people. Take back control and then things that you can do to get rid of that fear and be able to overcome it. And it really is working. We have had, it’s stayed on the bestseller list for a long time, ever since we published it and it truly is speaking to the younger generation, so I’m thrilled by it. That book has so many profound notes, countless epiphanies, these mindset altering notable quotables. I mean my book is just filled with notes, but I have a few highlights from the book. I wanted to read the excerpt to you and see if you could break it down here on the final few minutes that we have with you today on today’s podcast. Is that all right with you? Certainly. I guess it would be kind of a weird time to reject me, but here we go. All right, here we go. Here’s the normal quotable. The capacity to surmount failure without being discouraged is the chief asset of every person who attains success in any calling? Absolutely. I think if we use one word, the word would be perseverance. And that is to understand that fear of rejection, that fear of failure can stop us in our track. And it does most people. You just basically don’t keep going because you think you have a negative. You get a no. And you say, understand now when you start hearing a no today, change it to not yet. And know that you have to keep going, that you still have an opportunity. And I shared the story of my biggest business mistake turned into my greatest life decision. And that is, again, keep going and the fact that making mistakes and having failures is part of that process, part of going in that direction. I mean, Walt Disney himself failed. He was fired at the age of 17 for not being creative enough. His first character was stolen by MGM. His first company, Laugh-O-Gram, went out of business. Each time he kept going, because he knew he had a gift, he knew what he wanted to do. The first studio that he took Mickey Mouse to turned it down, saying women would run out of a studio with a big rat on screen. And that gave him the courage to start his own company. And so, you know, obviously we don’t need to talk about his level of success, but I don’t know how many of us would have gone through that many failures and kept driving, and that’s the essence of success. Now, Sharon, one of the notable quotables in your book, you’re talking about drifters and non-drifters. And you’re right here, you say, or Napoleon Hill writes in the book that you did with him, the class of people who control their environmental influences are the non-drifters. All who are victims of the habit of drifting forfeit their power to choose their own environment. They become the victims of every negative influence of their environment. Can you share with the listeners out there the importance of controlling your environment and what it means to do so? Well, it comes into several different auto suggestions part of that. So what are you allowing in your space? Are you putting yourself in a group of people who want you to succeed and they’re there to support you and encourage you? Or are you putting yourself around people who are basically wanting to keep you in your place and if you start to make an improvement, they want to pull you back. And so the environment is everything. It’s so important to understand what you’re feeding your mind as well as your body. What are you doing to support yourself? And that concept of the non-drifters. Think of the term, go with the flow. Drifters, which Napoleon Hill talks about, 98% of the population of drifters are the ones who basically don’t make plans. They don’t have that definiteness of purpose. And non-drifter knows what they want out of life. They have a definiteness of purpose, and they create a plan to get what they want. And they don’t let other people divert them. Certainly they get off the path every once in a while, but they know what their goal is and they recalibrate and refocus and start moving forward. But the drifters basically never have, whatever, they say, well, whatever, whatever you want. Sort of. Or go with the flow, the lemming, right? Right off the hill. And so if you know someone in your life that you’ve tried to help, you know that they’re lost, and you talk to your blue in the face and they don’t respond, I always recommend give them the gift of the book, Outwitting the Devil, because they may very well find themselves in that book and find that lifeline of hope that will help them find that definiteness of purpose in their own life. Now Sharon, my final question I have for you, and I know Dr. Zellner has one final wrap-up question for you but my final question for you is, on a daily basis, how do you personally keep yourself from drifting? What does your morning routine look like? Every morning, what does that first hour or two hours of every day look like to keep you from not drifting all these years? Well, I know a lot of people talk about they get up and they meditate first. No, I get up and I actually do look at my emails first so that I know what’s waiting for me during the day. So that then I can go in and take a moment and think about what my goals are, think about what my top priorities are. Because so many of us, we’re multitaskers, and we have so many things that pull us during the day, particularly entrepreneurs. We have this something called shiny object syndrome, and we can get easily distracted. Luckily, I have people on my team that will recognize that I’m in one of my shiny object syndrome moments and remind me, you know, do you really want us to change priorities so that we can refocus it? But part of that is in the morning thinking about what is it that I want to accomplish today? What are the three or four major things that have to happen before I get in and start responding to the hundreds of emails and new requests that come in? And again, those systems of how people can get access to me helps me be able to focus on the things that I have deemed important that day. Having systems in your office are very, very important so that you can focus on what you need to continue driving your business forward. Dr. Z, what’s the final question you have for Ms. Sharon Lechter? Mrs. Lechter, I have a question for you, and that is, what is your process? I mean, you obviously have written many successful books in a relatively short time frame. What’s your process in writing? Are you the, I go to a beach and I get a pina colada and I sit in a hammock and just write all day, or you, what’s your actual physical process of writing a book? Well, one part of what you said is accurate. Typically, I’ve written 22 books, so every book has been slightly different, but all of them have had an element of me at the beach. I typically run away. The ocean is food for my soul. And for me, I have to literally immerse myself in a book. I live with it for two or three days. I turn off the phones. I’m by myself. I get up really, really early. No pina coladas involved, no hammocks involved. I get up early in the morning and I work until late at night, and then I get up and do it again and then I literally walk away from the book for probably up to a month, and then I come back with a fresh mind and a fresh thought and I’ll read something and I’ll go, oh, that was pretty darn good, Sharon, and then I’ll read something and go, what was I thinking? But it allows me that separation and to be able to cleanse my mind and I come back and I continue working on it, but in a very focused way. Some people, dear friends of mine who are very famous authors, write an hour a day, that would never work for me. I have to totally focus and turn off everything else around me that’s going on so that I can experience the book. Because for a book to be successful, it needs to come as if you’re speaking to the reader. It’s not the words on the page, it’s the message on the page. There you go. And so when I’m immersed in it, I feel like I’m having a conversation with the person reading the book, and that’s important to me. So that when I reread it, I wanna read the conversation. I wanna connect with them emotionally, not just intelligently. Very good, and a little sidebar question here. What are some of your favorite beaches that you’ve done some of your best work? My favorite beaches? Yeah, your favorite beaches, yeah. No, beaches. Beaches, yeah. Where you go to write. The vast majority of them are San Diego, because I live in Phoenix, so I can go jet over there in a few hours and sit and watch the ocean. But I have been to British Virgin Islands, I’ve been to Costa Rica, but the vast majority of my writing has been in the San Diego area, La Jolla, San Diego. Excellent. Well, Sharon, I want to respect your time. I just want to tell you, thank you so much for taking time out of your schedule to educate our hundreds of thousands of listeners. It means the world to me, and I feel really good because I can stop being nervous. I’ve just been nervous the entire time here. I can now breathe Z. I can breathe. Thank you so much. Why were you nervous? Because you’re a big deal. You’re a big deal. Sharon, do you remember when you wrote that book? That one time. We have so many wonderful people that go to and they reach out to us to schedule a 13-point assessment. We also have a lot of people that go to and they schedule a free 13-point assessment and they’re not a good fit because I only work with diligent doers. I only work with people that are willing to actually implement the proven systems that Dr. Zellner and I both teach and implement in our own companies. So people say, I do want to grow my business seven times faster, I do want to reduce my working hours, I do want to increase my time, freedom, and my profits. I think we’re all in agreement that that’s a good thing. However, we can only help people that are willing to put the work in. And on today’s show we’re joined by a man by the name of Ronnie Morales. His company is I hold him in high regard because he and his family-owned business, they actually are growing, I would call it dramatically. If you look at this, Inc. Magazine right now shows that 96% of businesses fail. Inc. Magazine says 96% of businesses fail. That’s not good. Whereas this guy’s business isn’t growing by 10%, it isn’t growing by 20%. It is growing dramatically. But again, if Ronnie Morales had filled out the form and had scheduled a consultation and wasn’t willing to actually implement what we were teaching, it would all be for not. So I’m excited for you to meet somebody who I would consider to be a diligent doer. He’s based in Richmond, Texas. And without any further ado, Ronnie Morales, welcome on to The Thrive Time Show. How are you, sir? Hey, I’m doing great. Thanks, Clay. Hey, so how did you first hear about us? How did you hear about The Thrive Time Show? I listened to your Thrive Time Show podcast for those seven years. I was learning so much, I was like, man, I got to give this guy a try. You listened to our podcast seven years ago? Yeah. Really? Four or seven years. Do you remember the first podcast you listened to seven years ago? I don’t. I don’t remember. I listened to so many of them. Okay. I probably listened to more than once. Now, when you’re listening to the podcast, I try to feature clients on the show so that you know there’s real people really doing it, really implementing the systems. When did it occur to you that you might want to go ahead and fill out the form at and schedule a consultation? I got to the point where I just needed to take the next step. I’ve been in coaching before, like group coaching and different things like that. But I just felt like everybody on your show was making tremendous changes in their business. And coming from you and Dr. Z, I felt like y’all had the experience. And it didn’t matter if it was… Because I’ve been used to doing construction, like peer groups and construction coaching, whereas your contract is only… Well, I felt like, you know what? I need business, somebody business-minded to help me grow this. I don’t necessarily need a group of just contractors. You know, I needed somebody that knows the business part of it. And what kind of growth have you had since you began working with us as far as a percentage? Do you know a percentage or what kind of growth? Yeah, so we had about a 57% increase from last year’s first quarter to this year’s first quarter. So that was huge for us. And I’m personally a growth too. I honestly just as a business leader and a team member here in my company, I’ve grown a lot to be a better leader, learn how to delegate better, learn how to get these 15 minute huddles started every morning. And it’s been great. I’m just continuing to learn and I can’t wait to keep moving forward. Well, you know, people always ask me, they say, what’s the most important part of business consulting? And that would be to me like asking a baker, what’s the most important ingredient in a cookie? I mean, is it the flour? Is it the sugar? Is it the eggs? I would say if you take out any one of those core ingredients, you’re going to have a weird taste in cookie. So in our business consulting, we focus on marketing, branding, sales, hiring, leadership, management, accounting, all of those things. So let’s kind of go through the process. From just a branding perspective and a marketing perspective, how has the business consulting impacted your company? It’s been great. The branding, the marketing, I mean, people around town are telling us, hey, I’ve seen your trucks here and there. I see it all over the place. When people are searching Google or whatever it is, you know, they’re finding our videos and they’re reaching out to us. I think one of the biggest parts with business coaching for me has been the accountability. Like just having somebody to tell me, like, hey, get this, this, and this done, and have it done by this day, and, you know, we move on to the next step. So, I mean, it’s been great. Now, we have a weekly meeting. The purpose of a weekly meeting is so that you have a week to get your homework done. We have a week to do our homework. I mean, we do photography, videography, web development, search engine optimization. And you and I meet on Saturdays at 6.30 AM. I find a lot of my clients like to meet in the mornings. How important is it to have that weekly meeting? Because again, I’ve done, I’m 42, but when I was 21, I was hiring business consulting programs that would do quarterly meetings or oftentimes even monthly meetings. And I found that nothing got done. How important is it for you to have a weekly meeting? I think it’s very important as a business owner to have that weekly accountability to make sure you’re staying on schedule because as a business owner, you wear so many hats. It makes it difficult to get those important things done that you need to get done, but that you want to put on the back burner. But when you know you have somebody to be accountable to, and it’s a weekly thing, and they’re steadily putting in your ear, like you got to get these things done, get the reviews, get the video testimonials. It just makes it to where you have an assignment and let’s just get it done. Now at the business conferences, we walk people through the entire system. This is the system we teach from. This is from my newest book called A Millionaire’s Guide to Becoming Sustainably Rich, which everyone can download for free right now at forward slash millionaire. You and I, we track the numbers every week, so box number one, we establish those revenue goals, we do that. We know the break-even numbers, we know how many hours you’re willing to work. This is crazy! You’re married, your wife loves you, you love your wife! I’m not ever advocating during our coaching meetings, like, forsake your family and grow your company. Can you talk about that, how important it is to work with maybe a coach that understands that you want to have a healthy family and a healthy company? I think it’s very important. You know, like yesterday I had a good dinner with my wife, you know, and we had a good evening with live music and we really enjoyed each other’s company. You know, I took my kids camping twice this month already for four days and we’re enjoying the summer. But I think it’s very important that as a business owner, as you put the hours in, put the hard work in, but you also take the time to spend with friends and family. And I mean, it’s important, you know, rising up early to get my meditation time is very important to me too. So, I think just, again, having somebody that knows the value of these things is important. Yeah, as we go through, I mean, you are knocking it out with the marketing and the branding and all the things we have to do to optimize your website and make the ads work. We’ve determined your unique value proposition. We’ve improved the branding. We have a three-legged marketing stool. We know how to generate leads online and offline and referrals, the sales process. And I’m not picking on you, but I mean this, you’re like a super humble guy. So I feel like that the sales process was something that once you learn the proven process, you kind of took to it right away. But I think a lot of contractors don’t wanna come across as too aggressive or too passive or too whatever. And I feel like the sales process of your team really doing a good job of calling all the leads and the calls are recorded for quality assurance. I feel like that’s been a big needle mover for you. Maybe I’m wrong. I’d love to get your thoughts on that. Yeah, no, it’s been great. I had my own way before I joined your team, you know, I had my own way of sales and what I thought was working really wasn’t working and at first I put up a wall, but once I was opened up to the why we do it, you do it the certain ways you do it, it really opened up more ways to be more successful, with the call scripts, with the recorded calls. We’re still tweaking scripts and things like that, but it’s like an ongoing process. But it’s been great. And I think that it has helped us a lot. We do have, we call our leads back right away, within hours, a few hours most of the time. And it’s important. And we’ve gotten a lot of leads and where I needed to hire my first sales employee. And now we’re working on more of the systems, you know, creating these repeatable systems and managing a large group of people in that daily huddle. Can you talk, I hammer all my clients, it’s so important to have a daily huddle with your team to give, you know, to huddle with your team every morning and have a weekly staff meeting. Could you talk about the importance of implementing these human resource strategies for managing people and what impact that’s had for your company? Yeah, so the impact that Daily Huddles has had for my company is that it brought the team together. All of our employees, which is 17 of us full-time, it’s brought us all together to where we’re getting to see each other in the mornings and grow together. We start off with some wins, keep it brief. We go over company updates. Then we go over all our projects and we ask, like, you know, how is that client doing? How is the project on schedule? But what it did, it helped us a lot with the daily interruptions with, hey, so what’s going on here? And these questions that can be answered in the morning. So they learn to answer these important questions in the morning so that there’s less interruption throughout the day. Now, the final two areas I wanted to cover here is, you know, there’s so much to growing a company and that’s what we talk about on our weekly coaching calls, but building a sustainable and repetitive weekly schedule, you know, like every week we’re doing the group interview. Every week we’re gathering objective reviews from clients. Every week we’re gathering before and after images. Every week you’re gathering testimonials from your happy clients. You have to do this stuff every week. It’s like a garden, you got to pull the weeds every week. Could you talk about the importance of having these human resource systems in place where you do these systems every week so it’s proactive as opposed to reactive, doing the same things over and over? Yeah, I think it’s important to do it every week and repeat them so that things don’t fall through the cracks. And if you get too relaxed on not doing it or you go two, three weeks without listening to recorded calls or whatever it may be, you start to slack off a little bit. The next thing you know, you’re in trouble. And now you’re putting down another fire that wouldn’t have been there if you would have been on track and keeping up with the systems and processes. So just doing it repeatedly helps with building that system. Everybody knows it’s this day at this time. Our morning huddles are every day from 7-07, last 15 minutes and it’s, everybody knows to be there and it’s just been great. Now, final two questions for you. People out there that maybe want to do business with you, they’re hearing about you. Again, it’s very hard to gather objective Google reviews if people don’t like you. It’s very hard to gather video testimonials if people don’t like the work you do. What’s your website and how do people, you know, go ahead and get ahold of you if they’re looking to hire you guys for maybe a big project? Yeah, so our website is and you can definitely just fill out our get in touch form to reach out to us and I personally will actually be in touch with you and I have a conversation with you. And for anybody out there that’s contemplating coming to one of our workshops or scheduling a free 13-point assessment, what word of encouragement or what advice would you have for anybody out there? Well, I would say don’t wait any longer, jump in because if I would have jumped in seven years ago, I’d have been a whole different place today. So I guarantee you would be, I’ll say that though. And I’m not prophetic, I’m saying you’re on pace. You’re on pace to have a business that’s gonna be about five times larger than what it was when I first met you. And I say that because with the first thing you see is the leads coming in and you start to see new teammates joining your team and you’re building that foundation for success. And I totally see you guys going to a great place right now. So I wish I would have met you earlier. That’s my only complaint, but that’s Ronnie Morales. Ronnie, I really appreciate you. I’ll give you the final word. What do you want to say to everybody out there that’s maybe contemplating taking their business to the next level? Like I said, guys, don’t wait any longer. Reach out to play in the team, do your assessment and be a diligent doer. Amen to that. Ronnie Morales, take care sir, have a great day. Thank you. Bye. 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 and 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, Terminex, 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 Pest and Lawn company in the Tulsa area. And that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay, so 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now our closing rate is about 85%, and that’s largely due to, first of all, 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, more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. It’s incredible, but the reason why we have that success is 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 with that. Like the diligence and consistency and doing those in that system has really, really been a big blessing in our lives, and also 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 you know that they implemented those systems that 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 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 going to take in order to really succeed. So we just want to give a big shout out to Thrive, a big thank you out there to Thrive. We wouldn’t be where we’re at now without their help. Hi, I’m Dr. Mark Moore. I’m a pediatrician. 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 percent 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 proven turnkey marketing and coaching system that will grow your practice and get you the results that you’re looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. Hello, my name is Charles Colal with Colalaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. Clay’s done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with like Lee Crockrell, head of Disney with the 40,000 cast members. He’s friends with like Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours. On the day-to-day he does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, and graphic designers, and web developers, and 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. Critical thinking, document creation, making it, putting it into, organizing everything in their head to building into a franchisable, scalable business. Like one of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. So 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, like Clay is like, he doesn’t care what people think when you’re talking to him. He cares about where you’re going in your life and where he can get you to go. And that’s what I like him most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best you. And Clay has been an amazing business coach. Through the course of that we became friends. My most impressed with him is when I was shadowing him one time. We went into a business deal and listened to it. I got to shadow and listened to it. When we walked out, I knew that he could make millions on the deal and they were super excited about working with him. He told me, he’s like, I’m not going to touch it. I’m going to turn it down because he knew it was going to harm the common good of people in the long run. The guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right. And anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate anytime I’ve gotten nervous or worried about how to run the company or navigating competition and an economy that’s like, I remember we got closed down for three months. He helped us navigate on how to stay open, how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9 and we just want to give a huge thank you to Clay and Vanessa Clark. Hey guys, I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys, we appreciate you and really just appreciate how far you’ve taken us. This is our old 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 14, and I took this beautiful photo. We worked with several different business coaches in the past, and they were all about helping Ryan sell better and just teaching sales, which is awesome, but Ryan is a really great salesman, so we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts and actually build a team. So now that we have systems in place we’ve gone from one to ten locations in only a year. In October 2016 we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd. We’ve already grossed a little over 50 grand for the whole month and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us. Just thank you, thank you, thank you times a thousand. The Thrive Time Show, two day interactive business workshops are the highest and most reviewed business workshops on the planet. You can learn the proven 13 point business system that Dr. Zellner and I have used over and over to start and grow successful companies. I mean, we get into the specifics, the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two day, 15 hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems, so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re gonna leave energized, motivated, but you’re also gonna leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get-rich-quick, walk-on-hot-coals product. It’s literally, we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, and I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert Zellner and Associates. Look them up and say, are they successful because they’re geniuses or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s going to be the best business workshop ever. We’re going to give you your money back if you don’t love it. We’re going to give you your money back if you don’t love it. We built this facility for you and we’re excited to see it.


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