Business Podcasts | Management 101: A True Story of About One of the World’s First Managers + How to Hire, Inspire, Train & Retain A-Player Employees On the Planet Earth + BONUS MANAGEMENT PRO-TIP: No False God’s & Orgies

Audio Transcription

Mighty or dear, our friends, And save our people, Hey, what are you doing? I’m just cleaning the bathroom. Looks good. Let’s go to lunch. All right. Yes, yes, yes, and no. On today’s show, we’re talking about some stuff that is crazy, and I just, I want to get your take on it, Jordan, and we’re going to speak in beggary so as to not get myself in legal troubles, okay, legal troubles. But today, in one of the companies I work with, I’m involved in a lot of different companies, have a situation, a scenario, and it’s hilarious to me. You laugh or you cry. I mean, you laugh or you cry. I mean you you laugh or you cry you have to decide am I gonna laugh? I’m gonna cry I’ve chosen years ago. I’m just gonna laugh at these things, but it’s like if you watch a movie Where I got movie have you seen the movie pure luck no pure luck is a movie They came up if you ever look at just for like a cheap pretty easy laugh. That’s not a dirty laugh The movie pure luck is pretty good. It’s a it’s a it’s a funny movie that is filled with scenes where there’s a guy who can’t stop injuring himself. Like he always shuts doors on himself, he falls down stairs, he falls out of windows. I think Martin Short is the main character here. It’s Martin Short and Danny Glover and it’s truly an incredible movie. Well anyway, you laugh at the movie because it’s not your life. You’re like, ha ha ha ha, and it’s hilarious. This is not your life. But if that was your real life and you were really hurting yourself at that level, it wouldn’t be funny. So this is the story. This is the scenario. This is the situation. We have a young person on our team who’s a solid, God-fearing Christian woman. And she comes to me and she says, hey, today that there, she is having an affair with another woman and I’m going, okay. And I go, what? That’s, that’s what now? She goes, and the problem is that the woman is having an affair with another woman, but that woman is a co-worker and I don’t think her husband knows. Now let me just, you start to think, it’s like a Maury Povich show. So you start to think about, in a business you want to focus on how can we build more buildings, how can we sell more stuff, how can we improve our closing percentage, how can we increase the value we add to our client, how can we run more efficient ads. You know, these are the things you want to focus on, right? Yeah. But a God-fearing Christian woman who’s a manager has to come to me today and says, hey, hey, hey, hey, boss, quick question. It almost sounds like an entry, like a wind-up to a joke with a punchline. So it’s like, boss, we got a woman who’s working for us who’s having an affair with another woman who works for us, and their husband doesn’t know. And the father is, wait, no, it doesn’t work like that. And so that’s the thing. That’s the thing. And so on today’s show, we’re going to talk about how to do the group interview, how to hire people, because you can hire people. You could spend your whole life sitting down and devoting yourself just to this situation. But what I do is I just fire when ready. I just replace people and I’m not going to sit down and have a conversation about, hey, why are you having an affair with another woman? So Miss Woman number one, woman number one, why are you having an affair with woman number two? That’d be question number one. And then, but who are you to question my sexuality? You know, and then you would, you would go, okay, I don’t want to go there. But then it would be like, okay, why are you having an affair with another employee? And then who are you to question my personal life? with another woman and then your husband doesn’t know. Who are you to get into my marriage situation? You know, it’s so crazy. But that’s the world we’re in, is it not crazy? It’s a crazy world, yep. And Jordan, you coach clients, and you want to help your clients grow their companies. But I want to ask you this question, because this is big and then we’ll get into the training about how to hire people, because we want to have a training today on how to find good people, how to hire, train, retain people, but this is a real situation here. When you coach with your clients, what percentage, there’s three issues plugging the clients that we help to grow. Situation one is the literal stuff. They literally need to know how do I optimize my website, how do I adjust my performa, how do I build my org chart, how do I write my sales scripts, how do I build the system? How do I launch my ads? How do I do my videography? How do I do my branding? There’s all that literal stuff and you can download that at thrift I’m sure a comport slash millionaire my newest book and you can download thrive. I’m sure a comport slash millionaire And I’m gonna teach you all the stuff how to become how to become sustainably rich You can download that book how to become sustainably rich. That’s that’s like a third is the literal stuff. The second is like this just weird emotional zone. And then the other third of it is this bizarre, I call it political spiritual, but it’s where it’s like, well, the reason why I don’t get Google reviews is because I don’t want to pressure people. I don’t want to pressure people because you pressure people. I’m not a pressure person. I was raised by a pressure person and I’m not going to put pressure on people. You’re a power washer and you need to get reviews. Yeah, I’m okay with admitting, but this is a real situation. I just had this conversation two weeks ago with a person. And they go, I know, but you exert pressure through the machine to literally remove dirt from buildings and grime. You’re a pressure washer. But I just don’t want to put pressure on people to get reviews. So I want to ask you, of the three situations plaguing your clients, what percentage of it is literal and what percentage of it is just strict emotional? Like I just don’t want to put pressure on my clients, I don’t want to put pressure on people. And then what percentage of it is just that weird, spiritual, weird, where it’s like they have weird spiritual reasons like why they won’t use Dropbox or why they won’t save things or why they won’t spell things correctly or they just go, I don’t, I don’t, you believe in tracking sheets. So if you had to think about the three areas that plague clients the most, is it the literal, is it the emotional, is it the spiritual? The majority I would say is literal. Literal, so they’re more of like, how do I optimize my website? Yep. How do I optimize my YouTube? How do I launch my ads? It’s more literal. Yep, it’s more literal. The emotional side would probably be about 30%. Of the problems? Yeah. Maybe 35. Okay, so I got to ask you a situation. Is it shocking to you that we’re doing a show today and that in the show, this is a topic that I brought up. Having managed people now, having worked in the companies, is that shocking to you that we would find ourselves here in a situation where we’re having a… The issue is the scheduling problem. Where do you schedule this person to work? I’m going, what? It’s like, I can’t schedule them to work together because they’re definitely having an affair. And I can’t not schedule them together because they have a bond. But the other thing is, do we have an obligation to tell their spouse? Is that shocking to you that we’re here as a human race, this is what we’re doing? We’re living out Leviticus again. Is this shocking to you? Yes and no. Really? No, because again, the world we live in is crazy. We all know it is. And we hear about these things all the time. And the yes part, the yes, the shocking part, is that it’s happening. It’s like, you’re in it. You’re right there. It’s not just somebody else’s story. Okay, so what I’m going to do now is I’m going to encourage people to open up your Bible, okay? And we’re gonna I mean, we’re gonna do Genesis Exodus Leviticus, you know the first three there Do you do you remember the story about Aaron and building these these crazy false gods? Do you remember I’m not trying to paint you in a corner, but you kind of remember this story a little bit there yeah, and you correct me if I’m wrong, I think he was he was pressured by the Hebrews because they’re like we want to worship something we can see something so I’m gonna get if you give if you go to Exodus you can you can read this for a good time okay but I will tell you the story about the world’s first manager okay all right so Moses okay he stuttered until the age of 40 okay then God called him literally you know by name to lead his people. That’s the story, correct? Yeah. Okay. So Moses, you know, God says, Moses, come up here! Moses! So Moses is supposed to go up to the top of the mount. Am I correct here? Yeah, Mount Sinai. Okay. Mount Sinai to go get the ten commandments. So the ten commandments are on the tablets, right? The ten commandments. And they’re on the tablets because that way he wouldn’t forget them, right? Yep. So God says, Come on up here, Moses! So Moses is… I’m not trying to be sacrilegious, I’m trying to make the story make sense. So for people who don’t know the Bible, this is an exodus, okay? So Moses, come up to the top of Mount Sinai. So Moses is like, okay, okay, yeah, who’s gonna manage the people? And there’s a lot of people down here. Who’s gonna be in charge? Well, I’m guys like, let Aaron manage the people. Let’s something like that. That’s the story, okay? So Aaron’s like, well, I can do it. I’m in, I’m all in, I’ve got this. I hear you saying, is Aaron Southern? I don’t know. But so Moses is like, Aaron, because Moses kind of sounds more biblical in my mind. Aaron, I need you to run the ship for me. Keep track of the people. I want you to run the thing, run the play, hold people accountable, okay? Just some basic rules we’re going to go over. There’s some rules before I go up to the mountain to talk to God, you know. What? Don’t make false gods? All right, and Aaron’s like well. I’ll tell you what I’ll try. I’ll try my best I’m at all. I’m not gonna. I’ll do my best. I’ll try in Moses is like you Aaron. Are you southern? I mean, that’s probably the question I’ll do my best or are you you sound a little bit you sound like you’re a fancy man. Are you fancy now? I’m just out here trying to do my best Moses I’ll just try I’ll just try to raise to raise that keep hold the standard out there just just gonna try you know so he’s okay Moses Moses is Aaron get serious man okay so I’m gonna go up to the top of the mountain the 90 jews promise you won’t make false gods and no orgies and well that what’d you say what was that rule no orgies man just no orgies you know no sexual perversion at the highest order. Come on! No crimes against humanity, no crimes against God, no abominations, okay? Well, I’ll try, you know, because I’m… you know how it is, I’m like… I’m trying, you know, I’m just going through a lot right now, I’ve got some anxiety, you know, pressure… Moses. So, I’ll try to not make any false gods, you know, try not to have any orgies, any other hard rules, you know. Well just don’t make any false gods or golden calves, all right? Just, just please, just do what you have to do, but keep it together, Matt. And meanwhile Moses, you know, God’s like, can we, can we get started? I need to give you the command. Come on, can we get some? So God sounds a little more, you know, and this is my story, okay? So God’s, come up here Moses, Moses, it’s God’s praying bigger voice, Moses, come up here, come up here. Moses. Meanwhile, Moses is a Bane. All right, come on, I got to go up there and talk to God to get the 10 commandments. And he Well, I’ll tell you what, what were your rules now? Because I, I heard a part the part about not not no false guides got I mean, that’s right, right? Now, what was the other rule? He’s like, I gotta go! I gotta go! So he goes up to the mountain. Meanwhile, Aaron’s like, guys, here’s the deal. Here’s the deal. Now, I, you know, I’m in charge now, okay? And, you know, what we’re going to do is we’re going to try to honor the rules that have been put in place by our good friend Moses, because Moses is up there talking to God. I know a lot of us are going through a lot, so we’re going to just try to not have orgies or false gods. And he says, he looks out over the people and he’s like, what are you doing over there, Carl? Carl, are you? Carl, what are you doing? Amanda, is that? What are you doing with them glow sticks? Are you, Amanda, what are you, you got the glow sticks, Carl? Oh, Eddie, oh, hang out, come on now. What are you doing, Eddie? Oh, Susan? Skyler, where you at? Skyler, what, oh wow, Madison. Why doesn’t Madison have a shirt on? Oh no, oh no, Madison. Uh-oh, Carl, Eddie, oh, you too? Uh-oh, okay, get out the glow sticks, come on now. Come on, but let’s not make any false gods. Let’s just get out the glow sticks and let’s just kind of, you know, we’ll just, okay, get me a beer. You get a beer, get me the red solo cup. Fill it, come on now. Okay, no false gods. Well, just a little. Let’s just get a little golden calf going. Little, little, okay, just, but don’t make it, no, no, well, okay, fine. Make a big old gap okay but listen I don’t want anybody I don’t want anybody having an orgy I think well I’ll tell you what why don’t we just play a fun game called who’s in my mouth I mean it all this stuff and Moses is like what’s going on down there whoa I didn’t know you felt that way about me Terrence. I didn’t know you felt that way about me. I’m at Amanda Oh Carl, okay. Here we go. Get out the crystals. It’s time to worship the false gods You know, and it’s just so it all of a sudden it just just total crazy complete Sodom and Gomorrah complete debauchery Jackassery and they’re just going crazy And then Moses shows up, but he’s going, this is why I have to do the group interview. Because I gotta replace you. Come on, man. We had the rules, no false gods, no orgies, no, well, I let you down a little bit, didn’t I? And that’s the story of the world’s first manager. So we’re the first manager we know, but it just, it doesn’t end, does it? No. So, so anyway, if you’re out there today, and you’re saying, what can I pray for you about? Pray for me that we work our way through this situation. You don’t need to pray for me. I’ll work through it in about five minutes. But I thought it was a funny story that happens to be true, that you can laugh at my expense. And that is the story of the world’s first manager. And that’s why you have to do the group interview. Yep. All right. Three, two, one. Boom. I’m going to be back in a minute. I’m going to be back in a minute. It’s Ian Clay, broadcaster from the Fox and the 9-1-8. Doing business, booming the topic today. Check this out, the boss is getting you paid. Making business boom is what we do. But you can do it, let us show you. Alright, Thrive Nation, welcome back to the Thrive Time Show on your radio and podcast download. We had a loyal listener that I ran into last week, and this gentleman was explaining to me that he loves the radio show, but he doesn’t know how to listen to the podcast. And so I thought I would take just a second for any of our listeners out there to break it down for you. We have about as many people that download the podcast as we have that listen to the show. So there’s estimates that say about 33,000 people listen to the show at any given time, and we have approximately 40,000 downloads. And so you can kind of see, you know, do more people listen on the podcast or do more people listen on the radio show? Either way, because I know that our listeners out there are business owners, and most of these business owners don’t spend a whole lot of their time listening to podcasts, a lot of these people are busy running banks, running dentistries, photography companies, whatever. I wanted to break that down. So what you’ll do is just go to Thrivetimeshow.com and then you’ll click on the podcast button and then away you go. There will be a play button there. You can hit that button. You can pause that. You can do whatever you want. It’s really, Chuck, there’s a plethora of audio play-to-play options once you get to Thrivetimeshow.com. It’s a free-for-all audio buffet up there. You can just eat all you want. Nice. Now, we have a question that came in from a Thriver today, and this question is, he wants to know how to hire somebody. And so I love the question because it is a simple question, but it’s actually the kind of show that we’re going to deep dive into everything you would possibly ever want to know about how to hire somebody, because I don’t think they teach this at business college. Chump, you went to business school at Oklahoma State University. Did they ever teach you the specific steps of how to hire somebody? Specifically, no, they did not. They didn’t really teach you the specific steps to do anything besides write papers or do silly things that you would hit a deadline and that was about it. And have you ever thought, have you recalled the last time, have you thought about, geez, when was the last time you wrote a paper for a business that you’ve ran? Yeah, well I remember just a couple days ago you assigned that out. You wanted me to write a 20-page report on all of my… No, of course not! It doesn’t matter. There’s no need to write papers, 30-page papers over whatever theory of management practice that you’re learning. It’s all about what we’re going to get into today. Okay, so here are the practical steps for hiring somebody. Step number one, Chepo, let’s put this on the show notes. You need to schedule a group interview. Our group interview is every Wednesday at 5 p.m Every single Wednesday at 5 p.m. For all the different companies that we have we interview people at 5 p.m On Wednesdays every single Wednesday at 5 p.m. What time 5 p.m What day Wednesday you interview people every day? Yes, so we interview people every single Wednesday at 5 Well, what if they can’t come in at 5? Then they can’t come. They can come next week. They can come a different week. Every single week at 5pm we do a group interview. Chuck, could you explain why we do, from your perspective, why we do the group interview every single Wednesday at 5pm? Yeah, it’s a pretty simple concept. Those unicorn employees, those A players, they’re not just looking for work when you’re looking for new team members. They’re looking for work when they’re looking for work. They may be fed up with an existing boss. They may have gotten laid off for whatever reason. Whatever’s going on in their lives, if they are looking for a job and you’re not hiring, you’re going to miss out on all those people. So it’s just like sales. I always tell my clients, it’s just like sales. If you’re looking for a deal as soon as you’re out of all of your work, it’s way too late. It’s way too late to find a new deal. So you’ve got to find those employees as they’re looking for work, and then you can build a place within your organization or straight up tell them, hey, just hired that spot, but you’re the first person in my file. As soon as I’m ready, I’ll be getting in contact with you. Every single Wednesday at 5 p.m. you have to do it. So here are the steps to doing the group interview. One, you need to post that you’re now hiring, make a job post, and post that every single week on Indeed and Craigslist. Somebody says, should I post it on social media too? Sure. Somebody says, should I drop off flyers at the local community college? Sure. Somebody says, should I also tell family and friends I’m hiring? Yes. But what I’m saying is you have to do it every single week, every single week post on Indeed and Craigslist. Now, the second thing you have to do every single week as it relates to getting people in for the group interview is you’re going to need to actually conduct that interview every single Wednesday at five. So now that you’re job posting every single week, you want to actually conduct that interview, OK? So you need to actually block it off in your calendar. You can’t do it some weeks and some weeks not do it. You have to do this, okay? Now the next little move as it relates to the group interview is no matter what anyone’s resume says always respond with the same email. So if somebody submits their resume, always say, hey, it looks like you might be a good fit. I’ll see you this Wednesday at 5 p.m. Now, Chuck, why do we want to say to every single resume every single time whether it’s accurate or not hey it looks like you might be a good fit but I’ll see you this Wednesday at 5 p.m. right because the whole point of this process is is a multiple filter method to filter out people through the different steps but it’s also to save you time as the business owner or the manager the whole goal is to save you as much time as possible so you’re not scheduling you know 20 hours of interviews for 20 or 30 people you’re scheduling one hour every week. Now again, these are just thoughts I have as I’m explaining how to hire people. I never have and never will, and you should not read resumes until after the group interview. Chuck, this seems like a countercultural idea, but according to Inc. Magazine, and we’ll put this on the show notes, 85% of people are lying on the resume. 85. So if there’s 100 people applying for your job, you get a hundred resumes. Eighty-five of those resumes are completely bogus. There’s eighty-five of the hundred! I mean, that’s crazy. And you think about this. According to the U.S. Chamber of Commerce, 75% of employees steal from the workplace. Seventy-five percent. So if you really, if you think about this, eighty-five percent of the resumes that you would be reading anyway are crapola. That makes zero sense. So again, no matter what the resume says, even if the resume is mangled and misspelled, because you won’t even know, because you’re not going to read the resume. If they send you a picture of a cartoon, a hand drawing of their hand, you know how you can trace the outline of your hand and make a turkey? That’s awesome. I like that. If that’s what they send you, they send this to you, gobble gobble, if that’s what they send you as their resume, that’s fine. If they take a picture of papyrus that they’ve used cuneiform, they’ve compressed reeds, and they’re using ancient hieroglyphics to write, and I know that because I went to college. But if they send that to you, that’s fine. If they send you a picture of themselves flipping you off, you would say, looks like you’re a great fit, because you wouldn’t know. Can’t wait to see you. Because you’re not going to read resumes. You don’t ever read the resumes. You just say, looks like you’re a good fit. You could be a good fit. I’d like to see you this Wednesday at 5. And someone says, well, what if they can’t do it this Wednesday at 5? Well, then they can’t do it this week, you know? What if they have a question? No. What if they, no, no, no, no, no. And that’s how you do it, right? So, but there’s got to be more. There’s not more. Now, the next step is, how do you do the group interview itself? These are good questions. This is how you do the group interview. By the way, if you don’t know how to do it and you live in the Tulsa area or you’re in town, a lot of people are flying in for our workshops from all over the world, you might want to plan your trip where you could fly in on like a Wednesday morning or a Tuesday night so you could watch our group interview. But this is how you do the group interview. One, you go over compensation. Okay, you go over compensation. Two, you go over the expectations of the job three you go over Communication like who people need to report to if you work here Who’s your who’s your boss gonna be who will be your boss if you work here? They work chart how does how that how the organizational chart works? So let’s go over the first one. Okay, so communication You’d say the first one would be like Expectations you’d say here’s a deal. My name is clay. I own a haircut business called Elephant in the Room. And we operate with excellence, which means that we pride ourselves on being the highest reviewed men’s grooming lounge in Oklahoma and in all the other states. And so to do that, we have to have really great people, which is why we’re interviewing you. And we have to pay you more, because it turns out great people want to make more than people that are not doing a good effort. So the question I have for you is we move into compensation. So Mr. Workshop Attendee, Mr. Group Interviewer, Mr. Person Attending this workgroup interview, compensation. What specifically will I pay you? Now this is a good question. So I’m going to teach you. I’m going to walk you through it. We’re going to pay you this much per hour and you get this much commission and you get this much tips and this is how your check works out. Any questions about compensation and or expectations? Okay. Third, we’re going to go into communication. If you work here, if you’re going to the South Tulsa store, your boss will be Dan. Dan got this job not as a result of knowing me, but as a result of working hard. There’s no nepotism here. Even if there was a kid of mine or a family member of mine that wanted to work here, they all have to start at the bottom. So Dan is there as a result of his hard work. If you want to work at downtown, your boss would be Wendy. If you want to work in Broken Arrow, your boss would be Jason. And then above all three stores is what we call a super boss, the super manager. How come it’s such a formal title? The super manager. Jason manages all three. And then above that, there’s Jonathan Kelly. And Jonathan Kelly would only be called if Jason has a freak-out moment, which he can’t have because he’s a super manager. But if he did have one, he would reach John. And if John can’t handle it, which should never happen, he calls me. So really no one should ever call me. But I actually do trainings every single Friday with you guys personally. I’ll be training every single person here every single Friday on how to cut hair as well as how to sell products. We have our lead stylist, our master stylist, Cynthia. She conducts hairstyle training every single Friday and I do sales training every single Friday. That’s how that works. Okay. And then every single Monday we have a manager meeting. What questions do you guys have? And usually they look at me and go, there’s one hand that goes up. Because remember, if you had 50 people say, I’m going to be here Wednesday at five, Chuck, what percentage of the candidates actually show up for the group interview? Maybe 10 to 20 if you’re lucky. 10 to 20%. People who said, I’ll for sure be at the interview, only 10 to 20 of those 50 ever show up. Yeah. Right. I’d say 5 to 10 actually. So 5 to 10 of those people will probably show up. So 10 of the 50 show up. Yeah. Right, okay. And then what happens is, of those 10 that show up, maybe only 5 show up on time. So there’s like 10 people there, but there’s 5 that are already dead to me. Because if you’re late for the interview, I don’t really have a curiosity as to who you are or why you’re late. I just know that if you’re late for the job interview, it’s not gonna work out. And through extreme judgment and the prejudice that I used during my group interview, I have found a great team. So if you’re late, regardless of your race, your religion, your creed, if you’re late, I’m not interested. Then what I say to you is I say, all right, what questions do you have? And I get questions from numbskulls who are late, but I also get questions from good people. The good people ask me some questions, and it’s just an open dialogue where they’re really interviewing me the majority of the time. I mean, they’re actually asking me questions, and I don’t care, no matter what the question is, because I am trying to see if they can think and if they can communicate. If they can think and communicate, they are in an elite group of people called the kind of people I want to hire, potential employees. Then I say, hey guys, so that you don’t have a skewed perspective of what it’s like to work here, I’m going to have you guys shadow me tomorrow. You’re going to actually shadow me for an hour of power. Me because I’m the boss guy. And then if I like you, I’m going to send you over to the South Tulsa store. And you’re going to actually, or Broken Arrow or whatever, you’re actually going to do a demo haircut. Because if you have a license and you say you can cut hair, I’d like to see you cut hair. And I would do this for coders, web developers, photographers, videographers, any position at all, I would have somebody shadow me. And, well, what are you looking for if they shadow you? I don’t know. This would be maybe the same, if someone says, how do I know if someone should be a friend? If you like them. If you don’t like them, don’t hire them. If you do like them, hire them. This is how we do it. Now, Chuck, we have a company out there that we’ve worked with for a long time that has really built a great team of people. They’ve gone through this process and they have found some elite people. That company is Classic Janitorial. These guys provide great cleaning services for Dr. Zellner & Associates, for Google, for the Thrive Time Show offices, for Newstar, for DuPont, and they want to provide janitorial services for you. Shep, what’s their phone number? What’s their website? The website is theclassicclean.com. Theclassicclean.com. Or you can call these guys at 918-671-2046. 918-671-2046. They’re going to include some high traffic carpet or tile buffing for you included in your cost. And their phone number again is 918-671-2046. Call them during the break and I’ll give you a free copy of my book, Thrive. Stay tuned. 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 B.S. Featuring optometrist turned entrepreneur, Dr. Robert Zellner with the USSBA Entrepreneur of the Year, Clay Clark. All right, Thrive Nation, welcome back to The Conversation. This is the Thrive Time show on your radio and podcast download. And we had a very simple question that was emailed from a Thriver, but this is the kind of stuff that, Chep, you went to business school at Oklahoma State University. I did. And they don’t teach this there. They don’t teach anything that you will remember. Or that you’ll use. That’s what I mean. If you don’t use it, you’ll remember it. You spent the majority of your college experience, as did I, writing research papers, paraphrasing books, team projects, talking about business ethics. None of that crap matters. Let me tell you what happens for business ethics. If you screw enough people, you go out of business. True. And if you let enough people screw you, you go out of business. If you don’t screw people, then you grow. But here we go. So we’re talking about how to hire people. That’s a whole semester right there. And you’re like, fuck, three minutes. Wow. And by the way, if you did attend… Three, two, one, boom. Broadcasting live from the center of the universe, presenting the world’s only business school without the BS, with optometrist and entrepreneur Dr. Robert Zellner, and USSBA Entrepreneur of the Year, Clay Clark. Get ready to enter the Thrive Time Show on talk radio 1170. It’s me and Clay, broadcaster from the world of business. I’m Clay Clark. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. I’m a business man. Welcome back to the Thrive Time Show on your radio and podcast download. We had a loyal listener that I ran into last week, and this gentleman was explaining to me that he loves the radio show but he doesn’t know how to listen to the podcast. And so I thought I would take just a second for any of our listeners out there to break it down for you. We have about as many people that download the podcast as we have that listen to the show. So there’s estimates that say about 33,000 people listen to the show at any given time and we have approximately 40,000 downloads and so you can you can kind of see we do more people listen on the podcast or do more people listen on the radio show either way because I know that our listeners out there are business owners and most of these business owners don’t spend a whole lot of their time listening to podcasts a lot of these people are busy running banks running dentistry’s photography companies whatever I want to break that down so what you’ll do is just go to Thrivetimeshow.com. That’s Thrivetimeshow.com. And then you’ll click on the podcast button. And then away you go. There’ll be a play button there. You can hit that button. You can pause that. You can do whatever you want. It’s really, Chuck, it’s really a… There’s a plethora of audio play-to-play options once you get to Thrivetimeshow.com. It’s a free-for-all audio buffet up there. You can just eat all you want. Nice. Now, we have a question that came in from a Thriver today, and this question is, he wants to know how to hire somebody. And so I love the question because it is a simple question, but it’s actually the kind of show that we’re going to deep dive into everything you would possibly ever want to know about how to hire somebody, because I don’t think… They teach this at business college. Chump, you went to business school at Oklahoma State University. Did they ever teach you the specific steps of how to hire somebody? Specifically, no, they did not. They didn’t really teach you the specific steps to do anything besides write papers or do silly things that you would hit a deadline and that was about it. Have you ever thought, have you recalled the last time, have you thought about, geez, when was the last time you wrote a paper for a business that you’ve ran? Yeah, well I remember just a couple days ago you assigned that out. You wanted me to write a 20-page report on all of my… No, of course not! It doesn’t matter. There’s no need to write papers, 30-page papers over whatever theory of management practice that you’re learning. It’s all about what we’re going to get into today. Okay, so here are the practical steps for hiring somebody. Step number one, Shep, let’s put this on the show notes. You need to schedule a group interview. Our group interview is every Wednesday at 5 p.m. Every single Wednesday at 5 p.m. for all the different companies that we have, we interview people at 5 p.m. on Wednesdays. Every single Wednesday at 5 p.m. What time? 5 p.m. What day? Wednesday. You interview people every day? Yes. So we interview people every single Wednesday at 5. Well, what if they can’t come in at 5? Then they can’t come. They can come next week. They can come a different week. Every single week at 5 p.m. we do a group interview. And Chuck, could you explain why we do, from your perspective, why we do the group interview every single Wednesday at 5 p.m.? Yeah, it’s a pretty simple concept. Those unicorn employees, those A players, they’re not just looking for work when you’re looking for new team members. They’re looking for work when they’re looking for work. They may be fed up with an existing boss. They may have gotten laid off for whatever reason. Whatever’s going on in their lives, if they are looking for a job and you’re not hiring, you’re going to miss out on all those people. So it’s just like sales. I always tell my clients, it’s just like sales. If you’re looking for a deal as soon as you’re out of all of your work, it’s way too late. It’s way too late to find a new deal. So you’ve got to find those employees as they’re looking for work, and then you can build a place within your organization or straight up tell them, hey, just hired that spot, but you’re the first person on in my file. As soon as I’m ready, I’ll be getting in contact with you. Every single Wednesday at 5 p.m. You have to do it. Right. So here are the steps to do in the group interview. One, you need to post that you’re now hiring to make a job post and post that every single week on Indeed and Craigslist. Somebody says, should I post it on social media too? Sure. Somebody says should I drop off flyers at the local community college? Sure. Somebody says should I also tell family and friends I’m hiring? Yes, but what I’m saying is you have to do it every single week, every single week post on Indeed and Craigslist. Now the second thing you have to do every single week as it relates to getting people in for the group interview is you’re going to need to actually conduct that interview every single Wednesday at 5. So now that you have a job posting every single week, you want to actually conduct that interview. OK, so you need to actually block it off in your calendar. You can’t do it some weeks and some weeks not do it. You have to do this, OK? Now, the next little move as it relates to the group interview is no matter what anyone’s resume says, always respond with the same email. So if somebody submits their resume, always say, hey, it looks like you might be a good fit. I’ll see you this Wednesday at 5 p.m. Now, Chuck, why do we want to say to every single resume, every single time, whether it’s accurate or not, hey, it looks like you might be a good fit, but I’ll see you this Wednesday at 5 p.m. Right, because the whole point of this process is it’s a multiple filter method to filter out people through the different steps, but it’s also to save you time. As the business owner or the manager, the whole goal is to save you as much time as possible so you’re not scheduling, you know, 20 hours of interviews for 20 or 30 people. You’re scheduling one hour every week. Now, again, these are just thoughts I have as I’m explaining how to hire people. I never have and never will, and you should not read resumes until after the group interview. Chuck, this seems like a countercultural idea, but according to Inc. Magazine, and we’ll put this on the show notes, 85% of people are lying on the resume. 85. So if there’s 100 people applying for your job, you get 100 resumes, 85 of those resumes are completely bogus. 85 of the 100. I mean, that’s crazy. And you think about this. According to the U.S. Chamber of Commerce, 75% of employees steal from the workplace. 75%. So if you really, if you think about this, 85% of the resumes that you would be reading anyway are crampola. That makes zero sense. So again, no matter what the resume says, even if the resume is mangled and misspelled, because you won’t even know, because you’re not going to read the resume. If they send you a picture of a cartoon, a hand drawing of their hand, you know how you can trace the outline of your hand and make a turkey? That’s awesome. I like that movie. If that’s what they send you, they send this to you, gobble gobble, if that’s what they send you as their resume, that’s fine. If they take a picture of papyrus that they’ve used cuneiform, they’ve compressed reeds, and they’re using ancient hieroglyphics to write, and I know that because I went to college, but if they send that to you, that’s fine. If they send you a picture of themselves flipping you off, you would say, looks like you’re a great fit, because you wouldn’t know because you’re not going to read resumes. You don’t ever read the resumes. You just say, looks like you’re a good fit. You could be a good fit. I’d like to see you this Wednesday at five. And someone says, well, what if they can’t do it this Wednesday at five? Well, then they can’t do it this week, you know? Well, what if they have a question? No. No, no, no, no, no. And that’s how you do it, right? So, but there’s gotta be more. There’s not more. Now the next step is how do you do the group interview itself? Get ready to enter the Thrive Time Show on Talk Radio 1170. Broadcasting live from the center 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 Chup, 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 to 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. And it’s actually the exact opposite of that. So it’s you’re going to be in a group of people that are being interviewed by one person. So 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 the 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. 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 U.S. Chamber, again, 75%… 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% 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 showed that the average… Forbes did a study and asked employees, what percentage of you are wasting time? They just asked, let’s be honest, we’ll do a survey, we won’t tell your boss. The 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, 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 the idea I want to put in your head. 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 U.S. 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, you schedule a specific time each week to do your job posts, okay? So you have to do those weekly job posts. If you don’t do weekly job posts, you’re gonna lose. If you don’t do the weekly job posts, you’re just gonna 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 go over the compensation. All right. First thing you want to go over, those expectations. You want to go over the expectations. What are you expecting from the applicants, right? The expectations. The second is you go over the communication. How will you communicate with me if we work here? The third is you want to 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 nine to five 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? Chuck, 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 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 going to find that A player. It’s going to 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 DJConnection.com. 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, Sundays. 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. 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. Could 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’d say, where’s the show? And you’re like, at the, this was back in the day, by the way, before the Mayo Hotel was totally renovated. This was when it 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. That’s sketch. No one’s downtown. And then you’d say, well, okay, I have an event for you at Forest Ridge. And they’d say, sure, I’ll do that one. And then you’d 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, we had 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’s 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 1 out of 10. Wow. 1 out of 10. So with 40 guys going out, I had to pay 5 guys just to hang out. And that’s probably where the name Five Guys comes from. 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 interviews. 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 so i might be saying well how much do i spend on that uh… depending upon the business i would recommend you spend at least two hundred dollars a week on indeed and craigslist every single week craigslist is twenty five dollars per post for the time of this recording it changes all the time second you gotta have a weekly specific scheduled time chuck why do you have to have a weekly specific time 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 wrong 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 If whatever you have to make this interview at the same time because that’s already going to be out on your ads You’re 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 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 going to 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, 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 Thrivetimeshow.com in iTunes. So just type in Thrivetimeshow. Thrivetime, one word. And then the word iTunes. Thrivetimeshow, and the word iTunes. You go up to iTunes and if you subscribe to the podcast. Yep, subscribe first. And you simply write a review. Again, just subscribe and write a review of the Thrivetime Show in iTunes. Then you get a free conference ticket to attend our next in-person workshop, which is in February, right Chuck? February 16th and 17th, it’s a Friday. And those tickets are normally $99. So you’re going to get $198 of free stuff as a result of simply subscribing on iTunes and writing us a review. We come back, we’re going to be talking about what if your spouse or family member is not driven or passionate about anything as it relates to the business. Wow, what an awkward question. Why don’t you email that to us to info at thrive15.com. It’s The Thrive Time Show on your radio. Make sure you never miss a broadcast by signing up for the Thrive Time Show podcast. 1980 was the year of my conception. From the dorm room found a DJ connection. Entrepreneur opened year in 07. On my path to the top I’ve been known for getting stuff done. I give it a crap. Ain’t the jock gonna win. So I’m a competition app. Now it is a drive time show on your radio. Catch the broadcast or the pockets download. If you got a business we’ll help it grow. God’s got a plan you just didn’t yet know about. Work flows, systems, scripts and hiring. He’s motivating yourself when you need inspiring. He’s basically made for radio but not TV. Talking everything from plane to sea. Automatically makes hair grow. 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He’s basically made for radio and not TV Talking everything from plane to sea Automatically makes haircuts, get glasses You want the stuff we’ve already sold to the masters No classes or prerequisites Just business as raw as it gets It’s a thrive time show on the radio Yes it is Oh, yeah It’s all about you, all about you, all about you, yeah, yeah, yeah, yeah, yeah, No focus, focus, cuz getting rich quick is not a move But the proven system will make your lives improve See I’m more than just a rhymer, like a horse with blinders Focused on the thrive type show, that’s where you’ll find us He be the Z and I be the C Teachin’ business skills from clay to Z We both grew up poor, but we’re poor no more The goal of this show is to help you score I couldn’t see the light until my son could see But I learned to rock the mic in the high school scene A young DJ with a billion dollar dream Numb to the pain that rejection brings So I like his job, I’ma sweat it for that gleam Now I’m on your radio with a thank you and please Share this podcast with a friend and a mean I’ma talk some business from Zayton’s team It’s a drop-down show on the radio Yes it is, oh, yeah It’s all about you, all about you, all about you, all about you, yeah, yeah, yeah, yeah. So we bring the boom. 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, Terminix, they’re both 1.3 billion dollar companies. They both have two to three thousand pages of content attached to their website. So to basically go from virtually non-existent on Google to up on the top page is really saying something. But it’s come by being diligent to the systems that Thrive has, by being consistent and diligent on doing podcasts, and staying on top of those podcasts to really help with getting up on what they’re listing and ranking there with Google. And also, we’ve been trying to get Google reviews, asking our customers for reviews. And now we’re the highest rated and most reviewed Pesamon company in the Tulsa area. And that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay. So 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now, our closing rate is about 85%, and that’s largely due to, first of all, like our Google reviews that we’ve gotten. People really see that our customers are happy, but also we have a script that we follow. And so when customers call in, they get all the information that they need. That script has been refined time and time again. It wasn’t a one-and-done deal. It was a system that we followed with Thrive in the refining process and that has obviously, the 411% shows that that system works. Yeah, so here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals and more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. And it’s incredible, but the reason why we have that success by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews, that way we’ve really been able to come up with a really great team. We’ve created and implemented checklists. Everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really, really contributed to our success. But that, like is it the diligence and consistency and doing those in that system has really, really been a big blessing in our lives and also, you know, it’s really shown that we’ve gotten a success from following those systems. Yeah. 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, they implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind, absolutely it’s been a grind this last year, but we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut, Thrive helped us get out of that rut and if you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action and you’ll get the results. It will take hard work and discipline, but that’s what it’s 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, year over year. The group of people required to implement our new digital marketing plan is immense, starting with a business coach, videographers, photographers, web designers. Back when I graduated dental school in 1985, nobody advertised. The only marketing that was ethically allowed in everybody’s eyes was mouth-to-mouth marketing. By choosing to use the services, you’re choosing to use a proof and turnkey marketing and coaching system that will grow your practice and get you the results that you are 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 Kohlall with Kohlall Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. And Clay’s done a great job of helping us navigate anything that has to do with like running the business, building the systems, the checklists, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with Lee Crocker, the head of Disney, with the 40,000 cast members. He’s friends with Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours on the day to day. He does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, 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. 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 it into a franchisable, scalable business. One of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. Amazing guy, Elon Musk, kind of like smart guy. He kind of comes off sometimes as socially awkward, but he’s so brilliant and he’s taught me so much. When I say that, Clay 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 the most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best you. 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 listen to it. When we walked out, I knew that he could make millions on the deal and they were super excited about working with him. He told me, he’s like, I’m not going to touch it. I’m going to turn it down because he knew it was going to harm the common good of people in the long run. The guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right. Anyways, just an amazing man. 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, 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 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 systems that Dr. Zellner and I have used over and over to start and grow successful companies. When we get into the specifics, the specific steps on what you need to do to optimize your website, we’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day 15-hour workshop. It’s all here for you You work every day in your business 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’ve 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. 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, uh, get rich quick, walk on hot coals, uh, 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, but 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. And 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. Hey, I’m Ryan Wimpey with Tip Top K9 and I’m the founder. I’m Rachel Wimpey and I am a co-founder. So we’ve been running Tip Top for about the last 14 years, franchising for the last 3-4 years. So someone that would be a good fit for Tip Top loves dogs, they’re high energy, they want to be able to own their own job, but they don’t want to worry about, you know, that high failure rate. They want to do that like bowling with bumper lanes. So you give us a call, reach out to us, we’ll call you, and then we’ll send you an FDD, look over that, read it, fall asleep to it, it’s very boring, and then we’ll book a discovery day and you come and you can spend a day or two with us, make sure that you actually like it, make sure that training dogs is something that you want to do. So an FCD is a Franchise Disclosure Document. It’s a federally regulated document that goes into all the nitty gritty details of what the franchise agreement entails. So who would be a good fit to buy a Tip Top K9 would be somebody who loves dogs, who wants to work with dogs all day as their profession. You’ll make a lot of money, you’ll have a lot of fun, it’s very rewarding. And who would not be a good fit is a cat person. So the upfront cost for a Tip Top is $43,000 and a lot of people say they’re generating doctor money, but on our disclosure, the numbers are anywhere from over a million dollars a year in dog training, what our Oklahoma City location did last year, to $25,000, $35,000 a month. To train and get trained by us for Tip Top Canine, to run your own Tip Top Canine, you would be with us for six weeks here in Tulsa, Oklahoma. We’ve been married for seven years. Eight years. Eight years. So if you’re watching this video, you’re like, hey, maybe I want to be a dog trainer. Hey, that one sounds super amazing. Go to our website, tiptopcanine.com, click on the yellow franchising tab, fill out the form, and Rachel and I will give you a call. Our Oklahoma City location last year, they did over a million dollars. He’s been running that shop for three years. Before, he was a youth pastor with zero sales experience, zero dog training experience before he ever met with us. So just call us, come spend a day with us, spend a couple days with us, make sure you like training dogs and own your own business. Well the biggest reason to buy a Tip Top K9 is so you own your own job and you own your own future and you don’t hate your life. You get an enjoyable job that brings a lot of income but is really rewarding. My name is Seth Flint and I had originally heard about Tip Top K9 through my old pastors who I worked for. They trained their great Pyrenees with Ryan and Tip Top K9. They did a phenomenal job and became really good friends with Ryan and Rachel. I was working at a local church and it was a great experience. I ended up leaving there and working with Ryan and Tip Top K9. The biggest thing that I really really enjoy about being self-employed is that I can create my own schedule. I have the ability to spend more time with my family, my wife, and my daughter. So my very favorite thing about training dogs with Tip Top K9 is that I get to work with the people. Obviously I love working with dogs but it’s just so rewarding to be able to train a dog that had serious issues whether it’s behavioral or you know whatever and seeing a transformation, taking that dog home, and mom and dad are literally in tears because of how happy they are with the training. If somebody is interested, I’d say don’t hesitate. Make sure you like dogs, make sure that you enjoy working with people, because we’re not just dog trainers, we are customer service people that help dogs and and so Definitely definitely don’t hesitate. Just just come in and ask questions. Ask all the questions you have