Entrepreneur | 8 of the 21 Super Moves for Finding A-Player Employees

Show Notes

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Audio Transcription

Get ready to enter the Thrive Time Show! We started from the bottom, now we’re here. We started from the bottom and we’ll show you how to get here. 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 on the top. Teaching you the systems to get what we got. Cullen Dixon’s on the hooks, I’ve written the books. He’s bringing some wisdom and the good looks. As the father of five, that’s where I’m the co-host with the Mo-Ost. My name is Clay Clark. I’m the former SBA Entrepreneur of the Year. In your ear. And typically I’m joined here with Dr. Robert Zellner. You know, the optometrist turned entrepreneur tycoon guy. However, he is out of the country today dealing with expanding his vast empire. And so he is out of the country and he will be back here soon. And so I thought to myself, I said, you know, we have a lot of great Oklahomies, a lot of great Tulsans, a lot of great guests we could bring on. But really, if we don’t have another doctor on the show, the intelligence level is going to drop too low for that of the average listener. If I’m carrying the high water mark here on our intelligence level, we could be in for some rough broadcasting moments. So today, I’ve brought on a guest who really knows a lot about being a doctor, yes, but he also knows something about starting his own business, yes, because he’s run his own business for years. It’s Dr. Chad Edwards. Dr. Chad, how are you, sir? I am amazing. I am just so glad to be here. Now I want to add for the people out there who are listening today, they’re going, what are these guys going to talk about? What are they going to talk about? We’re going to talk about the eight of the 21 super moves to find A player employees. Eight of the 21. There’s 21 and if you want to get all 21 you got to buy the book. Start here on Amazon.com by myself, Clay Clark, to get all the details. We only have time for eight. And Dr. Edwards, I want to start off by asking you this question. Yeah. At Revolution Health, that’s your medical clinic. That’s correct. How just frustrating has it been, how hard is it to find good people? I mean, does it make your brain explode or is it just me? I would say you have no idea, but I know you do. It is. It is. People are truly your greatest asset and your worst nightmare. Oh, now if you’re listening right now, Thrivers, and if you’re struggling to find good people, you’re struggling to execute big ideas, if you’ve ever felt like you’re surrounded by idiots, today’s show is for you because I’m telling you this. We’re going to teach you today specifically how to recruit, how to hire, how to inspire, how to train, and how to hold your team accountable. So we’re going to start off with this first move. This first move, because the first move, you’ve got to start somewhere. First off, you have to have a job description in place for your ideal A player employee. You have to have a job description in place so you can do some job posting. And Dr. Edwards, out of all the candidates you’ve interviewed, let’s say you interview a hundred candidates, for your business and the high standards that you have at RevolutionHealth.org, how many of the hundred people you interview could qualify to work with you out of a hundred, you think? Out of a hundred? Two. Two? Really? Okay, so why is that? Well, you have to have people that can show up on time. They have a motivation. Wait, wait, wait, wait, wait, wait, wait, wait. You’re saying you have to show up on time? Yeah, it’s a shocking concept. What is this? This is craziness. Keep going. So, you have to look professional. Look? You have to act professional. And really, one of the biggest things that we’ve seen is that there has to be a glimmer in your eye. You know, you have to be… If you’re working for a paycheck, you get somebody that you’re just like paying the money to do something. You want someone that’s like focused on the big vision. Yeah. Well, I know our listeners, we have some very intelligent people who listen to our show, but I’m sure that there’s somebody sometimes on radio. What happens is, is you can somehow hear other stations. You know what I mean? Sometimes you can like you’re on a road trip and you can kind of catch part of another station. Yeah, there’s somebody right now who’s driving on a road trip, they’re accidentally, somehow they found this show while listening to some FM or something, and they’re asking themselves, are you saying that I have to show up on time to get a job? What is that? I have to wear pants to work? I have to dress up? What in the world? I mean, these are issues, though. These are things. Absolutely. So let’s talk about the last, like let’s say the last 50 people that have come to work with you, last 50, let’s say the last 20. The last 20. Picture them in your mind. Of those 20 that you’ve had to let go or they’ve had to just, they’re not able to even show up to work consistently enough to pay them, right? Of the people you’ve had to let go, can you kind of just air some of the grievances and explain some of the reasons why you’ve had to let some people go? Just maybe some of the baseline moves. I can tell you one was you have to be on time. But the funny thing was, and this person struggled with that, but they actually came there, like let’s say you have to be there at 9. So 8.59 they’re walking in the door. The funny thing was, makeup wasn’t on, hair wasn’t done, I gotta go to the bathroom. They were not in their seat ready for the plane to take off. I have to tell you a smell story. Are you ready for a smellerific story? I don’t know. It’s Trumptastic. Here’s the deal. Here’s a young guy who used to work in our office and he would come to the office and you could smell him before you saw him. And you would just smell and you’re going, is that an onion? Or is that a human armpit? I think that’s a human armpit. And so you’d look around and you’d be in a room and I remember we’d have these meetings because at that time the business had grown to the point where I could delegate the meetings to somebody else. So like now, Sharita runs our morning huddles and she has a team meeting we have every morning to kind of address issues. This was back before Sharita. So the guy who was managing the meeting, leading the meeting, he was trying to do it professionally, but this is what he does. He goes, alright guys, today we need to make sure that we’re getting all the sales calls made. Okay, we got to do 100 calls each. Cool. Two, we got to make sure that we’re documenting the files a little bit better. Boom, boom, boom. Three, four, etc. And five, I want to make sure that everybody dresses professionally and focuses on great hygiene. And you’re in a meeting where there’s like eight people who obviously don’t smell bad. And there’s one guy who just started our show from freezer’s laughing. There’s a smell that you, I’m just telling you, it’s a smell that, to quote Han Solo, what an interesting smell you’ve discovered. It’s just brutal. He keeps going, now hygiene is very important when we work with weddings. We work with brides and grooms and we’re bringing them to the office. It’s so important at DJConnection.com that we dress for success. We need to do it. This meeting keeps happening. I just want to ask you, after the third meeting where you’re in a meeting where you know that you don’t smell bad and there’s a person next to you who smells so organic it’s crazy. At what point do you feel like the boss should talk to the person directly? Probably between the first and the second. I mean if you’re sitting there and you have to ask the question, hey does this apply to me? I know I’ve been said in meetings that people are talking about stuff and I’m like I don’t think that applies to me and they keep going. It’s like maybe that is me. You’ve got to ask the question. Now, I’m going to say some things, Thrivers, right now, because I want to help you. I want to help you. And this is kind of like a little bonus move, okay? But we’re talking about the first tip is you’ve got to have a job description ready to go. Thrivers, I’m going to encourage you to write this down. I believe this. I believe this to be true based on my experience. I believe that in the city of Tulsa, only 55% of the population has what it takes to have a job. But I believe as an employer, you have to dig through the cesspool of morons and go ahead and pile on another 25% and so you’re going to deal with some stuff. But it’s up to you how much stuff you want to deal with. So I’m going to give you a notable quotable that kind of sounds like a pretty easy idea but I think we get stuck if we’re not very intentional. This is from Steve Jobs. He says, I’ve built a lot of my success off finding these truly gifted people and not settling for B and C players. But really going for the A players. I found that when you get enough A players together, when you go through the incredible work to find these five of these A players, they really like working together because they’ve never had a chance to do that before. And they don’t want to work with B and C players because, so it becomes self-policing, and they only want to hire more A players. And so you build up these pockets of A players and it propagates. That’s Steve Jobs, the co-founder of Apple and the guy used to be the CEO of Pixar. I’m just telling you this is an action item, Thrivers. You’re going to have to interview 100 people, in my opinion, from my experience. If you’re going to find 50 people that are even employable, and of those 50, if you’re going to be even somewhat selective, you now only have 20 of those 100 people left. But then you throw in the statistic that I will give you now that will blow your mind. The U.S. Chamber of Commerce, if you Google it right now, Thrivers, Google U.S. Chamber, CBS, go ahead and test me, Google U.S. Chamber, CBS, and employee theft. And they found, Dr. Edwards, what percentage of employees, would you guess, steal from the workplace and steal repeatedly when being independently monitored? My guess? Your guess. This is the U.S. Chamber and CBS. Sam’s looking on his phone. Employee theft. If you had to guess, what’s the number? 5%. 75%. That’s insane. So 75% of the… So you hire 100, right? And of the 100 you interview, of the 100 people you interview, only 50 really want a job. And then of those that you do have to hire, 75% will steal. I’m going to keep going just for a second. This will blow your mind. At Thrive, what we do is we have an interview we do every single Tuesday at 5. We do the interviews every Tuesday at 5. And do you want to guess what percentage of the candidates show up even within a 20-minute window of when the interview is supposed to start? Oh, it’s probably 20% maybe. It’s about 60% of the people that we… this is for years we’ve been doing this. I’m 36, I’ve been doing group interviews for basically like 15 years. Every week we do all the job interviews at the same time, we have multiple people who can do interviewing, it just goes faster. And I’m just telling you, we only have 60%, so if you had 100 people out there, right now, if you’re 100 people out there who are looking for work, 60 of those people, only 60% of those people can even show up on time. Of those, now we’re down to 60 people. Then of those 60, only half of those we’d want a job. That’s 30. And of those 30, 75% are going to steal all the time. That is what we’re dealing with. That’s the world. And so, if you’ve ever gone into a restaurant and you’re going, God, the service here is terrible, it’s because they screwed up and hired the average human. You can’t do that. If you’re a business owner, you’ve got to hire the best people. And it all starts with you having those job descriptions pre-written so that you can post it every day. So Thrivers, you’ve got to post it every day. You mean every day? Every day you’ve got to be looking for top talent. And why is that? Because it’s hard to find. And you’re going to have to find the top talent. Okay? So super move number one, you must do those job posts every day and you must have those job descriptions written. And if you’re going, well, where do you post? How do you post? When do you post? Why do you post? I wrote a book. It’s called Start Here. It’s on my desk. If you’re watching on Facebook Live, it’s right here. And I’m telling you, that book, it’ll walk you through the details and the specifics. Or you can go to thrive15.com and watch tons of training videos on the subject. My name is Clay Clark. That is Dr. Chad Edwards. And when we come back, we’re going to be getting into more of these moves on how to find great and top talent for your business. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. All right, that’s it. moves on how to find great and top talent for your business. All right, Thrive Nation, welcome back to your inspiration station, the place that you go for that audio dojo of mojo on your Thrive Time home. You see, many of you, you’ve had a stressful work day, and some things have gone well, some things have gone bad. It’s a typical day. There’s some ups, there’s some downs. It’s all about what we focus on. But you always want to tune into the Thrive Time Show because according to Forbes, 57% of you want to start or grow your own business at some point. 57% of you want to start a business according to Forbes. And so my name is Clay Clark. I’m the former SBA Entrepreneur of the Year. Starting businesses is what I do. That’s my passion. I’m good at it. It’s kind of my hobby meets my passion. And I brought on a guy today who loves entrepreneurship, but also loves medicine. You love helping people get healthy. We have Dr. Edwards on the show today. Dr. Edwards, can you explain to the listeners what it is that you in fact do? Yeah, so I’m a board certified family medicine physician, but I focus on functional medicine, trying to optimize how people look, feel, and perform. So you’re trying to optimize how people look? Could you fix my face? Is it possible? We do have limitations. What do you do? What do you do to help people? So we try to get them off medications. We look at nutrition, we look at exercise, what’s your stress, what’s your sleep like, what supplements are you missing, what nutritional deficiencies do you have. If you have musculoskeletal problems, do you need a procedure like prolotherapy that can restore ligaments and tendons and remove pain? Whoa, whoa, whoa. So if someone has knee pain who’s listening that could be an ideal customer for you potentially absolutely if somebody is Chronically fatigued yep feeling sick that could be a potential patient for you absolutely And you’re different from the other guys because you’re looking for the source of the problem and not just trying to prescribe drugs That’s exactly right so someone’s listening right now, and they have a chronic problem They keep going to the doctor the doctor keeps pushing them pills They should go to you and maybe not the other guy. Exactly. And you know, William Osler, founder of Johns Hopkins, said, listen to your patient. He’s telling you the diagnosis. And so many patients, so many physicians just don’t listen to their patient. Listen to your patient. You know that to quote the great physician Bonnie Tyler, well listen to your… that wasn’t listen to your heart. Who’s the artist who wrote listen to your heart? Listen to your heart when it’s called in for you. Who is that? Heart. Heart? Heart? Does Heart sing the song Listen to Your Heart? I think so. Thrivers, help us out. Listen in. Tell us who wrote that song and email us info at thrive15.com. You could save today’s broadcast. Now Thrivers, today we’re talking about a subject that’s near and dear to my heart and it’s the gap between where you are and where you want to be. You see, if you start a business, you usually start a business because you’re good at selling a service or making something. As an example, let’s say you’re listening right now and you go, I can fix the heck out of a muffler. And you are so good at it. People start to say, hey, could you fix my muffler? And you go, yeah, sure. Hey, could you fix my door? Yeah, sure. Hey, could you fix my car? Sure. Pretty soon, that’s your deal. You’re the guy. Someone says, I know a guy. And they’re talking about you because you’re the guy that everyone knows who can fix cars. So here’s where it gets crazy. See, Dr. Rivers, we have to hire that first employee. Now, do you have any stories? I hate to hug the mic. We have a special guest on here. Do you have any stories that you’d like to share that relate to employee theft? Because we’re talking about how to… we’re teaching specific moves on how to find good people, okay? So step number one is you have to have a job description, okay? You have to do that. You have to do the job description. Step number two is you have to post consistently on the right job platform, like monster.com or Craigslist. It has to happen every week. And then when you do end up hiring somebody, there is, according to the U.S. Chamber of Commerce, a little organization, and a CBS News report, there’s a 75% chance that the person you hire is going to steal from you. Has it ever happened to you or is it just me? Oh my. In my first six months. My clinic was open six months. I found out my office manager, whom I’d known for years, I thought a friend of mine, stole $63,000. You know, and if you were a big baseball fan, that could almost be a neat thing because Roger Marris had 63 home runs. 63 was the previous record for most home runs. In here, you had $63,000 stolen. I bet you felt terrific about that coincidence. No. How mad were you? Oh my. To say I wanted to press charges was an understatement. How mad are you still? I’m still a little upset. You know what I can do with $60,000, $63,000 today? Man, well, I tell you what, first off, you could buy a lot of functional medicine. You come into Revolution Health, you could probably buy all the health care help that you need right there, my friend. I could do it for free for a while. What’s your website, by the way? If I had $63,000 and I want to spend it all on getting my body in the best shape possible, what’s the website? Revolutionhealth.org, but we also have our podcast at againstthegrainpodcast.com. And where are you located? For people who are in a car, a plane, a train, an automobile, how can they find you? We are just north of I-44, the big highway running through the middle of Tulsa, between Harvard and Lewis. Do you have a phone number that people can call or do you prefer to just do smoke signals or how can people get a hold of you? I haven’t read smoke signals in a while so that may be rough. Our phone number is 918-935-3636. Now you’re a former military guy though. Yeah. So you, did you ever do any kind of interesting communication? Do you know Morse code for instance? Do you know that? I know a couple of letters, a couple of characters. Do you speak any other languages? I speak a little bit of Spanish. Okay, so someone wants to get a hold of you. Maybe just yelling things in Spanish might be a great way to get a hold of you as well. Si habla espanol aqui. Beautiful. Now, Thrivers, we’re talking about this. The second move here is you got to post on the right platforms, okay? The Craigslist, the Indeed, the Monster. But just as a little side note, I promise you, when you own a business, you will be robbed. Yeah. It’s going to happen, unless there’s only one thing you can do to stop it. This little bonus for you. Assume that everyone is lying all the time. So Ronald Reagan says trust but verify. I’ll give you an example. In this building we have about 25 cameras and I’m going to tell you my most recent employee theft story that’s near and dear to my heart. I love this story. I walk up to a young man. He has a man bun. I walk up to the man bun man, I said, I’ve noticed there’s a proportion. Now if you’re listening right now and you have a great man bun and you have never stolen from the workplace, then you’re like an outlier in my little graph I’m working on. But I’ve noticed the more man buns you have, or the more hair flowage you have in the man bun, the more likely you are to steal. That’s what I’ve noticed. And I’ve noticed that the neck tattoo typically comes with the man bun as a one-two combo. So the ones that you’re watching, it’s not necessarily that you’re like into them or anything. No, I’m just saying, if you see a man who’s got, it’s a two-for-one special, you go into the mop shop, and you say, bro, I want a man bun. And they go, cool, you want the free tattoo on your neck? Sure, boom. And they put them on. Anyway, so this guy, I noticed he’s got the tattoo, I noticed the man bun’s happening, he hasn’t slept in a few weeks. Right. And he’s been pretty consistent for a long time, but that man bun started flowing. And I started noticing, maybe there’s something I should investigate so I’ll check the tape I said hey, there’s been some Headphones that were missing from the office now. Here’s the thing is the video unfortunately won’t play So I’m just wanting to see if you knew who might have taken it now. I’ve already seen the video right and he goes ah So the video wouldn’t work No, the video wouldn’t work at all. And he said, well, I will find out who has taken the headphones and I will put a stop to it. And I’m like, that’s good because that’s you. And he’s like, ah, you know, the whole like, bro, I didn’t. And then here’s the move. Here’s the move that the thieves and the con artists have come up with. This is the move. I got to be honest. They said, I got to be honest. I got to be honest with you. After the fact. I got to be honest with you after the fact. I did in fact take them home, but it’s not the way it looked. I just forgot them in my house. I said, that’s good because there’s some tripods that were missing. And he said, and I said, tripods. And he goes, really? And I said, no, just so you guys know, there wasn’t a tripod missing, but there was these hard drives missing. I said, tripods and hard drives. And he goes, I said, I’m going to watch the video and I’m going to find out because I can’t get the footage. I got the newer footage back, but I couldn’t find the other footage. He’s like, well I’ll find out. I said, you did! You stole the hard drives! It stopped the way and I had to fire the guy. This is Jackassery. In the root word, Jackass. Thrivers, when we come back, we’re going to teach you super move number three to find great people. Stay tuned if you’re struggling to find good people. Stay tuned. Thrive Time Show. All right, Thrive Nation, welcome back here to the Thrive Time Show. During your drive time home from 5 to 7, it’s your audio heaven. My name is Clay Clark. I’m the former SBA Entrepreneur of the Year. We are broadcasting today from within the box that rocks, which is on the left coast of the Arkansas River there in beautiful Jinx, America at the Thrive15.com World Headquarters. Typically, Dr. Robert Zellner is with us, but today he cannot be here. He’s actually out of the country expanding his vast and always expanding entrepreneurial empire. And so we brought on another doctor today because youth thrivers deserve to have massive quantities of intelligence. You deserve broadcast excellence. You can’t put up with a guy like me. You’ve got to have a doctor on the show. And so, ladies and gentlemen, I present to you Dr. Chad Edwards. Sir, how are you? Hello, hello. I’m doing very well and so excited, as always, to be here. People have three questions they want to know right now from you. Yes. One, what’s your website? Two, what do you do? Three, how can they get a hold of you? Website, RevolutionHealth.org. It’s our primary website. We are a functional medicine clinic looking to get to the bottom of why someone feels bad. Who needs to call you? Anyone with pain, anyone fatigued, anyone wanting to preserve their health as long as possible, anyone wanting to improve their appearance. Wow, so if you’re listening right now and you’re chronically fatigued, maybe you have knee pain, shoulder pain, what other kind of pain? Really anything from the neck down. So we can work with necks, low backs, elbows, knees, ankles, all kinds of sports injuries, all kinds of older patients with back pain, you name it. There is a rumor that’s been spread in this room. I started the rumor. I spread the rumor to Sam. Sam did not spread it. So really, I have just started this rumor. It hasn’t gone anywhere. But you, allegedly, apparently, this just in, you now offer vasectomies as well. That’s exactly right. So when you said from the neck down, you weren’t kidding. That’s right. That’s the, this just in. Now, how can people get a hold of you? So obviously our website, RevolutionHealth.org. You can call us at 918-935-3636 and we’re no longer taking smoke signals. No longer taking smoke signals. You must communicate via email or via the website or calling them. No longer. You cannot do smoke signals anymore. It just gets too confusing when you’re trying to communicate your medical charts with all the HIPAA laws and the smoke signals. It’s just too hard. Well, and it takes away from patient care. We’re sitting there watching the sky. You can’t do it. So Thrivers, this just in. Now today we’re talking about how to find great employees. The specific systems to do that. If you just missed it, okay, step number one, you must have a pre-written job description. If you’re like, that’s really helpful, but I need to know specifically what to say. Good, good point. You can buy the book. Start here on Amazon.com. It is the world’s best business book and we have it there for you. Or you can go to Thrive15.com, sign up, we have downloadable templates for you. Or, I don’t know what else you could do, but that’s how you do it. Point number two, what you want to do is you want to post consistently on those job posting boards. Craigslist, Indeed, Monster, you’ve got to do it every week because it’s hard to find good people. Three, you’ve got to have a pre-written auto-responder email. So when a candidate applies for the job, you’ve got to have a pre-written email that is something intelligent, basically says, hey, we like your resume, let’s set up a time to interview with you. How about this time or that time? You have something pre-written. And Dr. Edwards, what kind of craziness do you typically receive via email from potential job candidates on a pretty consistent basis? Yeah, so I’d say the ones that are really interested will get this really cool email that says, I love your website, I love what you do, I am looking for something like this. The crazy part, half the time they don’t show up. In all, for the job interview. I was just reading on a really impressive website, it’s very hard to read, it’s a very elite website, but they said that if you don’t show up to the job interview, it’s hard to get the job. Nearly impossible. I was reading that and I’m going, wow, this is profound. It’s wisdom. I want to give you another little nugget of knowledge that blows my mind about the job game here. So, Proverbs, you’ve got like Proverbs 10, 4 is one of my favorite verses, but it says that God punishes the slackered. You see, people don’t like that part. It says God blesses the hand of the diligent and he punishes the slackered. That’s the paraphrase, look that up. So let’s do an example. Thrivers, if you’re sowing some seeds, you’re trying to recruit good talent. If you sow 100 seeds, of the 100 seeds that you sow, only 60 of them are going to land on fertile ground, aka the candidate will show up. Of those 60 that show up, according to the U.S. Chamber of Commerce, and this just in in CBS, the report they did, 75% of those 60 are going to steal chronically at the workplace, which again makes it sort of hard to hire these people. And then of those people, now you’re down to 75% of 60 people. Now we’re down to like 15 people who are left because only 25% of those 60 are even eligible because the other 75% are stealing. So you’re down to 15 people. Of those 15 people, many won’t show up on time. So you’re going to have to just sift through. When did you come to the conclusion, Dr. Edwards, that you’re just going to have to interview a ton of people and have a ton of energy devoted to finding people because it’s really hard to find good people. When did your soul get sucked to the point where you realized, man, there are not just a whole heck of a lot of good people out there? It was about two years into my practice. I obviously went through the embezzlement. I had a military deployment and I came back, had a lot of staff turnover because of being gone and some things, and so I had to hire all new people. and it was incredibly frustrating because you can’t trust them the day they walk in the door and You know with what we do. There’s just some inherent trust We just have to be able to trust a little bit so it was just like I just got to get as many interviews as I can and Find really good people through numbers no no not only is he a spectacular doctor and entrepreneur, but the guy quotes hip-hop He just quoted some 50-cent right there said just a little bit, so he did just a little bit. You have to do that. You have to. You have to find some people that you can trust just a little bit. Now here’s the deal, Thrivers. If you’re listening right now and you’re going, okay, I’m taking these steps, I’m taking notes here. Well, the next move here, Thrivers, is you’re going to have to have a script in place for your initial phone contact with candidates. You’ve got to have a system in place because I’m telling you, if you do find a good candidate and then your team answers the phone or talks to the candidate like a bunch of idiots, good people don’t want to work with idiots. So you’ll repel top talent. And I’m telling you, I see it all the time in my businesses and other businesses. If I don’t watch that thing like a hawk, good talent will call and we’ll just repel them with just jackassery and stupidity. So Thrivers, stay tuned. We’re going to tell you an epic story about how not to respond to a job candidate. All right, Thrivers, welcome back to the Thrive Time Show during your drive time home. My name is Clay Clark. I’m the former SVA Entrepreneur of the Year. And I am here with Dr. Chad Edwards. He is an entrepreneur, he’s an author, he’s a podcaster, and he is the owner, the founder of revolutionhealth.org, which I’ll let him tell you about in just a minute. And he’s a doctor! And he’s a military veteran! How do you fit it all in, sir? Dr. Edwards, how do you fit it all in? I never sleep. You never sleep. Okay, now let me ask you this. Seriously, tell the Thrivers who don’t know about RevolutionHealth, what is RevolutionHealth.org and how does it help people and where is it located? Just give us an overview of this wonderful business that you’ve been building. Sure. So our goal is to optimize how people look, feel, and perform. A lot of people have pain, a lot of people with fatigue, a lot of people that have illness and disease. And in order to address those, we have to understand what went wrong, why did that go wrong, and try and fix it at the ground level instead of just covering it up with medications. So you wouldn’t recommend just pushing pills and prescriptions on people. You actually like to take the time to find the root of the problem? Well, you can push pills if all you care about is just managing a disease. But when you want people to be optimally healthy, reduce their health care costs, and live a long healthy life, then you’ve got to get to the bottom of the cause. How often do you prescribe Dayquil? Almost never. Okay, okay. Because Dr. Z and I, we live off of Dayquil. Whenever we have a radio show, and we’re sick, you know what you do? You just take Dayquil. And then you just, I always tell my wife, I say, I think today is the bottom. Because you want to get as sick as possible quickly. Of course. And then that way you can mentally embrace how horrible you feel. Right. And you drink enough Dayquil until your left hand starts to get numb, and then you go and record. But you know, you can do things like IV nutrition, there’s some herbal things, there’s all kinds of things that you can do. Are you saying that Dayquil’s No. I always thought that orange liquid was organic. Sure. Whatever helps you sleep at night. I thought you could find it while walking around the prairie. You could just find that dayquil tree somewhere and just harvest it naturally. Well, Thrivers, this just in. I don’t know what I’m talking about when it comes to finding the root cause of your health problems. But this guy does. Revolutionhealth.org. Go visit his website. If you’re chronically sick, if you’re in chronic pain. I’m telling you I’ve seen the guy help people who sincerely had chronic pain issues. One of my buddies had shoulder pain for a long long time. He was told by everybody he needs shoulder surgery. You gotta have surgery. I don’t know if you’re like me but most people don’t want to have surgery. He goes and sees Dr. E, Dr. Edwards. He goes over there and sees him. True story. This is an avid volleyball player. He has this the prolo therapy which is a procedure that you do. And he was able to avoid surgery, the costs of surgery, the risks of surgery, and he’s doing just fine now playing volleyball. True story. This just in. If you want to see more testimonials like that, you just go to your website, right? You have a lot of them. Now, do you have a slew? Do you have a flock of testimonials up there? Can people read these things and watch videos? What all can they find up on your website? Yeah, so obviously there’s a tab for testimonials and it has people’s stories. They’re not paid. They’re not solicited. Those are real stories, real people, real problems and that we’ve resolved with Prolo Therapy and they’ve got videos telling their story. Oh wow! Now Thrivers, check it out. We’re talking today about the 21 super moves to finding A player employees. Now we only have time to talk about eight of them. If you want to get the rest of them, you’ve got to buy the Start Here book, which is available on Amazon. This book is a beast, and it is awesome. It is the world’s best business book, written by the world’s most humble man, myself. And so, Thrivers, now we’re talking today. The next move you have to do, though, is you have to have a script in place for how you initially talk to a candidate over the phone. Now, I’m going to give an example of what not to do. Years ago, there was a unicorn employee I was chasing. You know when you see a guy and you go, that’s the kind of guy I want to work with our company. Have you ever seen a guy like that, Dr. B? You see a guy, it’s your mark. Maybe you found a nurse like that and you’re going, this nurse, if I could bring him or her here to my office it would be great. So I’m running around town trying to find this great person. Well I find the great person and I said to the great person, I said, hey, I will be in touch with you on Monday, and this is when I was 22 or so. I’ll be in touch with you on Monday and at that point we’ll schedule an interview. So we get on the phone, I call the guy, we schedule a time, the time is like 2 o’clock, he’s coming up to the office to meet. And the first person that he met was a guy who I had to fire but I didn’t know that I needed to fire the guy, I didn’t know yet. And so what he was doing was, I won’t mention everything, all the details, other than I can say there’s mini vodka bottles, you can buy the mini ones, the small ones. And so he was in the process of pouring that into his beverage he was drinking, because he would drink all day while doing sales. And so he was in the process of pouring stuff into that when the new employee walks into the lobby. This was a point where the business probably had, I don’t know how many people we had, I was probably 23 I guess, so we had 20 people working with us. And he comes in and the first guy he runs into, he’s trying to get there early for the appointment, is the guy in the lobby, who’s pouring vodka into his beverage and he’s like, hey, hey, hey! And then he makes it worse, he’s like, hey, I’m actually one of the managers, great to see you. And so this employee the whole time we’re sitting there doing the interview, and I’m looking at him, he’s looking at me, this new candidate, this dream guy. I mean, he’s the dream weaver. I’ve been chasing this guy, okay? In almost a bromantic way, I wanted this guy to come work for the Outfit for the Tour, DJ Connection, because I knew he’d be the guy. And the whole time he’s going, okay, yep. And I’m going, well, tell me about your last job. It was a job, I enjoy working there. I’m like, okay, so tell me, what are you looking for in your next opportunity? He’s like, well, you know, I kind of like the other place. They treat me well up there. I’m like, well, let me ask you this. What are you looking for with your career? And he just gives me short answers. Yeah, flat. So finally I look at him. I said, buddy, what is going on? Like what’s the deal? We were talking a couple of days ago and you were pumped. You said you want to come work there. He’s like, yeah, because I met you. And I’m like, okay. So what has happened from there to here? Because see, I remember calling you, right? I remember calling you. Not feeling the love. And we had a good conversation, I thought. Now you’re in my lobby. You’re in my lobby. I did not greet you at the door. We had a young man who greeted you at the door. And now I’m here. And I’m wondering, what has happened from the phone call to now, if I’m looking at the map here? And the guy, and he says, the guy who’s met me at the front door was drunk or was drinking alcohol during the workday trying to shove down Vodka into his in his beverage and he pointed out to me that he was my man. He was my manager He was gonna be my boss. I guess and he was like, hey, buddy. It’s all cool, man We’re you know, and I was thinking he’s like and I just don’t ever want to work at a place where that’s normal, right? And this was the first time where I realized I had not fully scripted out my on-boarding process. And so from that point forward I realized, whoever greets the person at the door, that matters more than almost anything. And so I did, and this might sound crazy, but you’ve seen it now, Dr. E, you’ve seen this happen. But in my building the doors are locked on the outside, have you never noticed that? That’s right. And it’s because I always wanted to control the experience. And when people would just come in, they’d be greeted by some rando. And it was always a bad deal. I’m just telling you, always. I don’t think that all of our employees were raging alcoholics that were shoving vodka into their beverage during the workday, but I’m thinking about how many deals did that kill by not having a system in place for meeting the person, what to say, what to do. So now, Thrivers, what I do is if you’re a new candidate, Marshall or myself will call you personally. We’ll set up a time. The interview is either done by Marshall, myself, or Shredda. And then during that interview, if it’s a good fit, then you’re scheduled to shadow me. And you have to shadow me because I don’t do bizarre things during the work day that make people question. Like poor vodka? Or, okay, here’s one, here’s one, here’s one that just happened recently. We had a top A-level employee who wanted to come work for us. And the person who they were supposed to shadow is typically myself, Marshall, or Shreda. Somehow in this process, and this is again, drivers, I’m telling you what not to do, I’m trying to teach you how to do it, and nine times out of ten it goes great, but this is a weird situation. One of the people he was shadowing had to go home early for about three hours. It was already pre-planned, you know, they’re leaving three days early, or three hours early on that work day. So they turned to the person and said, hey, I’m going to leave today at 2 and the rest of the day you can just shadow this other person. Well, this other person put on such a laser show of jackassery and stupidity and insanity. I’m not kidding. That this top level candidate told me, I don’t want to work there. And I said, what could have possibly happened? This is like a three hour deal. He says, well, the one guy, he was telling me that there’s a guy in the office who you can get weed from. If you want weed, you can get weed. No way. I swear, this is just very recent. This is still near, near, this is right where I’m still fired up. He says, yeah, hey, there’s a guy in here. I mean, it’s a pretty clean office, pretty straight office, but if you want weed, we got a guy in here. He’ll get you weed. And so next thing you know, I find myself having a meeting with two guys in the office talking about weed. I’m like, hey, did you tell this new potential recruit that there is a weed source in the office? He’s like well, yeah, bro, but I mean it’s like legal in like other states I mean just like your whole religious thing, bro So anyway, I ended up having to fire that guy is a stupid thing, but these are real stories So thrivers I’m telling you you’ve got to think about the scripting of the process for new people You can’t have new people shadowing morons, right? And furthermore shame on me You shouldn’t have morons working for you. Because this guy was out working a different part of the building, right? I’d see him all the time. I was not aware of his jackassery and I ended up getting into it with his direct supervisor and we had to make some changes. But I’m just telling you, Thrivers, you’ve got to script out that initial interaction with a key employee. Because people are going to want to come work in an environment where they feel like they can look up to their boss and they can feel as though their boss is a source of wisdom. Again, people want to work for a boss they can look up to, a boss they can learn from, a boss who cares. They don’t want to work for a moron. And so if you’re listening right now and you are a moron or you have a moron that new employees might work for, you might have to make some changes. Stay tuned for Thrive Time Show. All right Thrivers, welcome back to the Thrive Time Show. This is the show where you go for that daily business school without the BS. And yes, my name is Clay Clark, the former SBA Entrepreneur of the Year. I’m the co-host with the Mo-ost. I’m typically joined here with Dr. Robert Zellner, but he is not here today. Oh no, no, no, no. He is not here because he is, is he out of the state? Oh yeah, he is. Is he out of the city? Well, you’d have to be out of the city to be out of the state. Is he out of the country? He’s out of the country! He’s expanding his empire. He’s going international. Good things are happening at the Zellner World Headquarters. And so I had to bring in another doctor. I had to bring in another guy who could really pontificate at a premium level. A guy who has more knowledge that you can get at college than the average man. It’s Dr. Edwards. Sir, Dr. Edwards, how are you? I’m doing great. I always love those intros. I have a question for you. With so much knowledge being stuck in your brain, can you fit new knowledge in or is it if you hit a max, you have to let other knowledge out? You know, we only use about 10% of our brain anyway, so I figure there’s lots of room. Let me ask you this. What are some things that you know about now? Talk to me about the human body. What are some things that you know about, some parts of the body that the average human wouldn’t even know are a part of the body? Because I’ve seen you recently, you’ve been talking about parts of like a shoulder or something and you’re describing things and I have no idea what you’re talking about. You’re talking and I’m going, what? It’s like Snoopy’s teacher. Give me an example of a part of the body that you talk about a lot that no one else knows is even a part of the body. A common thing would be like ligaments and tendons and the structure of the knee, for example. What I think is interesting is that a lot of knee pain comes from stuff that’s not just the anterior cruciate ligament, or I tore my ACL. That’s really rare, well I shouldn’t say rare, but it’s much more common to damage these smaller structures, like this connective tissue, and we can fix a lot of that and make a lot of their pain go away. So a lot of people are having knee pain right now that is very fixable, treatable. Yeah, absolutely. Without surgery. In fact, I had an issue where I couldn’t even run across the parking lot. I had to deal with it for a year. It’s my own story. Yeah. And I treated that with prolotherapy and now I run completely pain free. I had it for a year. And so if people have knee pain, you’re listening right now, they have knee pain, maybe they’re chronically fatigued, they’re so tired of doctors pushing them pills and prescriptions and those commercials by the way have you seen the commercials here here’s a commercial it’s like do you do you want to be the man your lover deserves well try the uniada pill and you didn’t and then once they and it’s always like a guy sitting in a bathtub yep and his lover is in the other bathtub and he and it’s a commercial like for Viagra or some there’s some Cialis or some sort of male performance problem. And then the next 30 seconds of the commercial we’re like, don’t take this if you have a face because your face may become numb and you may die. Seriously, you may die from this or that or you may get a dry mouth or you may get a stroke or you may, and you’re like, I just think I’d rather be celibate. I don’t know if this is worth it. Yeah, the side effects of medications can be intense. In fact, the number four cause of death in 1996, published in a major medical journal, in 1996, the number four cause of death in the whole country was properly prescribed medications. So you’re taking a properly prescribed medication and it’s killing you? That’s the number four cause? In 1996, that was the number four cause. Published in a major, peer-reviewed medical journal. So, Art, let me ask you this. What are you doing to prevent this kind of thing, my friend? What are you doing at revolutionhealth.org to help fix this problem? So we want to get to the cause. Why, if you have high blood pressure, why do you have high blood pressure? If you’re not sleeping, why are you sleeping well? If you’re fatigued, why? And then some things, I mean, medications have their place, but we want to get to the underlying cause. Why do you feel that way? Let’s fix that with nutrition, optimizing your exercise, optimizing your nutritional intake, removing toxins, all of those kinds of things. Now Thrivers, if you’re listening right now and you’re going, what are they talking about? What we’re talking about today is the 21 super moves for hiring great talent. 21 super moves. Now we don’t have time to get into all 21, but if you’re watching on Facebook Live right now, you can see the book cover, but the Start Here book is where you’re going to find all… You can just go to Amazon right now. Never heard of Amazon. It’s a website. Go to Amazon.com, look for the Start Here book, buy yourself a copy. It’s 550 pages. It’s specifically how to start and grow a business. It’s all cited. There’s statistics. There’s quotations. There’s excerpts. There’s stories. There’s downloadables. There’s diagrams. It is specifically a linear path to success. But we’re talking to you about these moves. We’re just talking to you today about the eight, eight of the 21 moves for hiring top talent, okay? So the next move we’re gonna teach you right now is you must have an effective job shadowing process. You’ve gotta have an effective job shadowing process. Now, Dr. Edwards, let’s say that someone interviewed for you and the interview went well, and now you’ve said, okay, it’s time we progress to the next level. It is now time that we begin the shadow process. And they say, what’s the shadow process? He said, the shadow process is the process where you are going to follow me around for a half day or part of a day and I’m going to see if you are a good fit. Talk to me about why a shadowing process is so important and some of the things that you have typically learned as a result of having people shadow you. Well, first of all, pretty much anyone, I started to say that, lots of people can put on a really good face for a 30 minute or even an hour long job interview. But when you go in and you think the veils are coming down and you’re just kind of getting real, that’s when things really start coming out. Okay, now Thrivers, real quick, an example. This is one of my favorite examples. You’re interviewing someone and you say, well, what’s your biggest weakness? And they go, well, my biggest weakness is that I’m so organized. My organization causes other people who are cluttered to get what I would call, I call it clutter, I call it organizational jealousy. They’re jealous now of my organization. And so what I do is I try to show them humility, but then my humility is almost rejected because I’m the most humble person in the room. And this happens all the time. And so that is really my struggle. Have you seen this before? All the time. I see it all the time. And so they say all these things to you like, ah, fine, we’ll hire the world’s most humble person. So the next thing you know, they’re shadowing you. Talk to me about some of the things that you see on a daily basis when people shadow you who are trying to come work at revolutionhealth.org, some of the just jackassery, some of the stupid things that you see time and time again during the shadowing process? Well, first, just not coming across like they care about our patient. So they’ll… Often in the medical world, you have to give this appearance that you know what you’re talking about. It’s kind of this weird thing where you know what you’re doing. So the medical can be very complex. And so when you’re getting a medical assistant or a nurse, and we deal with a lot of biochemistry and a lot of advanced stuff. And you get someone, the patient will ask them questions. And our patients are Google fiends. They look up everything on the internet before they come in. So it can be a little bit intimidating. So they’ll ask the nurse a question. And if the nurse gives them a junky answer… I’m going to screw with Sam, our show producer, because he’s not mic’d right now. So I’m going to see if I can make him laugh loud enough that the Thrivers can hear him. But this is what you don’t want to do. You don’t want to walk up to the patient and go, Sam Parker, it looks as though there could be a series of problems. Frankly, we have no idea how to treat. I mean, I’d have to talk to the doctor, but this looks bad. Would that be an example of what you wouldn’t want to say? You know, honesty is actually a good thing. But yeah, if you say, well, I think this is cancer, that would be a bad thing. I have no idea what he wrote here. He writes like he’s a third grader. He writes medical signatures. I could have gotten you the right prescription or I might not have. But either way, those don’t take too much or you might die. That would be bad. Those are things you don’t want to do. Right. Okay, so you don’t want to. Tell me if you see this problem. Do you ever see people who are shouting at you who can’t stop texting? Oh, goodness, yes. They’re just going, oh I’m so sorry Clay, I’m sorry about that. I was just updating my Facebook. It was just like this moment that you said right now. It captured how I feel and I just wanted to share it. And I’m like, hey check it out. I need you to be mentally present and I need you to stop tweeting and texting. I need you just to put the phone down. Like we discussed earlier. So what if I have an emergency? Well then what they would do is they would call the office and then someone would grab you. But it’s more personal. You’re going to need to not come back here. That’s right. We’ve had to ban cell phones in the office place because it was just a big distraction. You know Disney bans cell phones? What? You ever been to Victoria’s Secret during the holidays buying some stuff for the wife? I know. Once a year I go in there. I try to not make eye contact with any of the salespeople. I go in there with my eye. I go in there and they’re like, sir, can we help you? And I’m like, no, no, my 12 year old daughter’s here to buy some things for my wife. So I always go with all the kids. I try to go in there, I try to be the first one in there so I don’t have to make eye contact. But in all sincerity, when you go into Victoria’s Secret and you go in to buy things, every one of the sales people isn’t on their cell phone being distracted. When you go into the Apple store, the employees aren’t sitting there up on their cell phone the entire time making random calls. When you go into Disney World, they’re not doing this. When you go to Quick Trip, they’re not doing this. So why in the world are we allowing it to happen in our own businesses? What is going on with us? Dr. E., why are we allowing people to use their cell phones at work? What’s the deal? Yeah, well, we shouldn’t. Why are we doing it? What is our problem as bad bosses everywhere? Why are we doing this? Well, I think it’s just kind of generally accepted that that’s just what happens. That’s what we do. It’s society, so we just suck it up and do it. You ever had Thanksgiving with people, and you’re sitting there, and you’re like, hey, so Greg, tell me about that new job. And Greg’s like, yeah, yeah. You just asked him to describe something, but he goes, yeah. So Greg, so your wife, you guys are going to Brazil. That’s exciting, you’re going to Brazil. Tell me about that. Yeah. And then you look the next day and you see Greg’s Facebook posts where he was like having a great Thanksgiving with Uncle Clay. It was an awesome time. We had a great conversation. I’m like, no we didn’t. You continued to, you were Facebooking while I was talking to you, you little troll. Get off that thing. I mean, that’s a, this is a thing. So the day after Thanksgiving on Facebook, all of yours are just retorts to what actually happened. So let me ask you this. Seriously, what are some other things you look for in the shadowing process? A couple of other things you look for, just trying to find out if someone’s the right fit or not. Professionalism, caring, honesty, competence. Do they have good ideas? Can they interject appropriately? Or, you know, if somebody comes in and they’re like bleeding out on the floor, not that this happens in my clinic, but if they’re bleeding out on the floor and somebody’s like, oh, let’s get a band-aid. Thrivers, I have a very mystical story I’m going to share with you right now. This story can mesmerize your soul. We had a person who was shadowing who hadn’t had a job in almost a decade. They said consistently because they moved a lot, various illnesses, they’re finally healthy. The first day they’re shadowing, a client of ours asks a question to me. He interrupts me and then begins arguing with the client. True story, that’s the shadowing deal. Thrivers, stay tuned. We’re gonna teach you how to hire great people. All right, Thrive Nation, welcome back to the Thrive Time Show. During your drive time home, my name is Clay Clark. I’m the former SBA Entrepreneur of the Year and I’m super excited to be here today with Dr. Chad Edwards. If you’re looking for a doctor, say your family right now is looking for a physician, a kind of a family doctor. You know, if you get the sniffles, you got a cold, something hurts, you’re not feeling good, you’re looking for that family doctor. And a guy who has a new approach. Maybe you’ve gone down to the other clinics, the other places, and every time you go, they’re always recommending a new prescription drug. And you read the warning labels and you hear about the potential side effects and you’re going, I don’t think this is very good. So you keep going to that doctor and now you’re having some side effects. And so you’re having some side effects and so then they prescribe you something else to treat the side effect, which now causes another problem. And now you’re to the point where your left hand tingles all the time and you have a chronically dry mouth. And all you were trying to do was figure out how to be more regular. You just looking for a little more fiber. But now you’re on these multiple drugs, things are getting weird. Maybe you need to pivot, make a change, go to a guy who’s more holistic, a guy who has a little bit more of a, I don’t know, he’s trying to treat the root of the problem, not just trying to push pills. It’s Dr. Chad Edwards. Dr. Edwards, how are you, sir? I am awesome, excited to be here. Now we’re talking today about the thing behind the thing. See, everyone has a thing. They say, I want to start a business. But the thing behind the thing is you’ve got to have people who work with you to help you row in the same direction. You see, if you’re in a boat and you and I are rowing, right? And you’re rowing as fast as you can go and I’m rowing as fast as I can go, but we’re rowing in opposite directions, we’re going to have this circular boat movement. Sounds efficient. Yeah. And so we’re going to be like going circular and we’re not going to be making any progress. So Thrivers, if you’re listening right now, and your business is going in a circular motion, it’s usually because you have people rowing fast one way, other people rowing fast the other way, and you’re not making any progress. And so we’re teaching you today the 21 super moves to help you hire effectively, to teach you how to find great people. And we talked about a few of the moves earlier. Now we’re moving on to the next move, which is you must, you must, you must, again, you must have a shadowing process. But when you’re doing the shadowing process, Thrivers, before we move on to our next move, you’ve got to make sure you don’t just kind of glance over issues. I was telling you before the break, a story of a young man who came here to shadow. He hadn’t had a job consistently for close to a decade. He said it’s because of a medical problem. And I’m in a meeting with a client, a guy like a Dr. Edwards, where I’m meeting with a client and the client says, now Clay, I’m just, with my new ad, I don’t know if I’m happy with the new design, here’s an idea that I was thinking of. And I’ll never forget, he goes, here’s an idea I was thinking of. And this is a guy who’s shadowing, who I’ve told him specifically, just sit, take notes, I will talk to you if I need to, but you’re just trying to observe what we do. This guy hasn’t had a job in a decade. He gets up and goes, well, I will tell you, he stands up though. The client is sitting down, he now stands up, like he’s holding court, he’s like, I will tell you, and he goes, I will tell you, one of the things is that your ad idea’s all bad. I mean, overall, you just have a bad, what I would call it, it’s from the ground up, it’s like bad, the whole thing is bad. I mean, so we gotta really focus on good, because it’s just the whole idea is bad. This client is like, who are you? The client has been with me for years so he knows that this guy is shadowing. He’s just trying not to laugh because he knows the guy is done. Anyway, the client is like, what exactly about it is bad? The guy goes, well, it’s basically the entirety of the whole thing, it’s bad. And so this client’s like trying not to lose their mind. So the client looks at me and says, well Clay, I tell you what, why don’t we go ahead and keep moving? And the guy’s like, we can’t just stop here. So finally I had to kick the guy out of the meeting. This is the first day. Right. I mean, it’s just, this is what people do. Have you ever had a, we just had Thanksgiving. Are there not people in your family, maybe it’s just my family, are there not people who bring up weird stuff during Thanksgiving? Oh, absolutely yes. I got my two pet peeves about this. This is like if you were shadowing with me during Thanksgiving. One, I hate the multi-level hardcore push during Thanksgiving. Yeah. I hate that move. So here’s the move. I’m having coffee. It’s the day after Thanksgiving. This is years ago. So you’re always having like pie and cold turkey. Right. And coffee for breakfast. Right. That’s a normal Thanksgiving move. It’s the day after Thanksgiving. It’s Friday. Of course. So it’s like 7 a.m. I’m reading the Houston Chronicle or some paper in the New Haven, Houston. I’m reading this and this person says, so how’s the business going? And I said, the business is going fine. They said, yeah, so DJConnection.com, you guys have grown that quite a bit. We’re doing about 2,000 weddings a year. They said, wow. When are you wanting to start to finally have time freedom? And I said, what do you mean time freedom? They go, well when are you going to start to really want to have time freedom? You see, Tony Robbins says that, insert quote, and I said, okay. And I know what’s happening. It’s too early to drink. I don’t have any alcohol nearby. I can’t, you’re not nearby. You can’t prescribe me some sort of numbing potion. So I have to just dive into this conversation. I have to keep it, you know, you got to kind of agree. In family, it’s kind of a conversational lubrication. You can’t have a big blowout early in the morning at a family event. You can’t do it. So then I said, so what are you talking about? So this is what they want. Oh, well, I’m going to tell you something. It’s what we call micronutrients. And these micronutrients, this is a process that’s been totally tested in Europe. It’s always in Europe, by the way. Been tested in Europe, and what these little pouches, these little packets, and you take these, it’s been, really, you take these, and what’ll happen is that it gets you all of the nutrition that you need in just a small packet. And so that you don’t forget, what you’re gonna wanna do is you wanna auto-ship these. Now, because the FDA, is it called the FDA? The FDA, are they the ones that certify drugs? Is it FDA? Yes. So the FDA, they said, well the FDA doesn’t want you to know about this drug. I mean, you can, there’s these vitamins. Right. And they’re chewable. They’re chewable by the way. They’re chewable. Tastes like gummy bears, of course. So basically you can achieve financial freedom and time freedom by just auto-shipping these directly. I have the paperwork with me. I just happen to have the paperwork with me now if you want to go ahead and sign up. Say you’re going, frick, am I going to end this relationship with a member of my family or do I auto-ship the crap? And do you know what I’ve done consistently for years? Let me guess, you auto-ship. I auto-ship that crap. And they say if you drink this bottle, it’s purified. Have you ever been a part of a good multi-level? I have. Okay, there’s always like a bottle, like it’s always like a wine bottle of some like noni juice that’s made from like dehydrated dodo bird eggs or something and raspberries that you can find in Alaska. And they say if you drink too much, be careful because it’s like a thimble. It’s potent. It’s like an $80 bottle. Be very careful. It’s potent. Right. So I remember that I not only did I auto-ship that mess, but I sat there and drank the entire bottle in front of them without saying anything just to prove my… Because I was like, so this is potent, yes. Wow. So I’m just slant… I mean, the whole thing. Like, just the whole… An $80 bottle, just right in front of them. Down. They’re going… It’s like gum. They’re like, you’re just supposed to take a thin bowl a day. I’m like, I just needed to feel healthy immediately. Whatever. All I’m saying is there’s people during no and there’s people during the shadowing process to do this, right? And so we had a guy this is about two months ago. I get to the end of the interview the guy’s shadow He’s in the Hummer with me. We came back from a meeting with one of my clients. He looks to me says Bro, I can’t I can’t lie to you very impressed with your facility And I would like to work here except what I really wanted to talk to you about today was an opportunity Oh my for you to have financial freedom.” And I’m like, that’s what I have! And he says, but time freedom. I’m like, that’s what I have! What are you talking about? He goes, oh, there’s a new product that they don’t want you to know about. It’s always the moon. They. It’s the key. Thrivers, if you want to learn how to pitch a multi-level, trust me, nobody knows more about it than me. I’ve been pitched too, and I’ve signed up for all of them. Stay tuned. We’re talking about how to find great people. All right, Thrive Nation, welcome back to the Thrive Time Show, your audio dojo of mojo. My name is Clay Clark, and we are talking today about how to hire good people. You see, so many people have a successful business idea. However, the hard part, see, I want someone to Google this right now. You wanna Google this Guy Kawasaki quote. It’s Guy and then Kawasaki. He’s the guy who helped introduce the Apple computer to America back in the 1980s. He says that ideas are easy, implementation is hard. You see that? It’s hard to implement. And so one of the hard things is to find good people. And so today on the show we have Dr. Edwards with us and we’re talking today about how to find good people to turn your… Now Dr. Edwards, I want to ask you this. If you could find really, really good people at the push of a button, just like a boop, like at the boop of a switch, how much faster could you have grown Revolution Health? If everyone you hired was just honest and just did their job, how much faster could you have grown the business? Orders of magnitude, literally, I mean exponential. How many patients do you have to turn down in maybe a typical week? You know, typical week. We don’t really turn anyone down. We just have to end up scheduling them out. You would fit everybody. I guess what I’m saying is you have more people that want your services than what you keep up with. Correct. And you have to find a really good nurse. What do you call it? Medical assistant. You need a really good medical assistant to help you. Right. And what else do you need? What else are you hiring for right now? So we’re looking for, actually right now we’re looking for an LPN, a licensed practical nurse. Licensed practical nurse. Right. And if you can find a licensed practical nurse you would hire this person. Absolutely. And then you would grow some more. Yes. And everybody listening to this right now I’m telling you all of my companies, Epic Photography, Elephant in the Room, we have Karina. She’s here. She’s kind of off camera, off mic today. But Karina is here and she’s seen it. But the Elephant in the Room, it’s hard to find normal people. In fact, it’s so hard to find normal people that she managed the call center and did an excellent job, by the way, managing that call center. I’m telling you, the things that she would have to deal with, some of the employee-related things, you almost can’t speak of it. You can’t speak of it. You have to just write it down in your little journal and set that journal on fire so that no one reads all those salacious things. But I mean, I’m just telling you, someone like Karina is very normal and I just watch her every day being diligent, just doing her job. But then around her there’s like a swirl of craziness, gossip and rumors and false injuries and BS. And so if you’re listening to this right now and you feel like you are Karina, you’re going, I’m a normal person. Everyone else around me is crazy. You know, she’s never said that. But I oftentimes feel as though that’s the case. When some of the normal people we hire, you go, I’m so sorry that the people around you are crazy. I’m so sorry for you. But that’s a thing. That’s a thing. If you feel like that, we’re going to teach you these moves to how to find great people. So the next move here is you have to have a weekly team huddle meeting that is scheduled. You have to have a weekly team meeting or in a business like Sprouts or Starbucks, they tend to have them every day. Whole Foods has them every day. But Dr. Edwards, why is it so important you have a weekly meeting with your team, or even a daily meeting with your team? Why is it so important? Well, one, I would say good communication, making sure that everyone understands what everyone else is doing and that you’re all moving in the same direction to achieve the same goal. What we’ll do is we often will circle back and review our mission statement and our values so that we all stay focused on the end goal. I love that. You’re saying you actually go back and review your mission statement from time to time to make sure you’re all headed in the right direction. That’s right. Now, Corrina, she’s not mic’d here again. I’m just picking on her because she’s in the box that rocks here. But she’d have these daily meetings with the grooming professionals. These are people that cut hair. And with some of the front desk people, that kind of thing. And did you ever, Corrina, I know you can’t answer because you’re on the mic, but did you ever feel like your mind was going to explode when you’re leaving that morning meeting? You’re going, is this really a thing? Are we really having this problem? I mean, there’s like one person I could think of right now, just off the top of my head, who could not figure out that you can’t wear beanies. He just couldn’t figure it out. He cannot figure out that you can’t wear beanies. He’s like, oh yeah, thanks for the reminder. And he couldn’t figure out that you cannot, he just couldn’t figure it out, that you cannot show up to work late. And so he would talk to me. Oh yeah, hey, thanks for the reminder. And I literally, I had what I thought was going to be a heartfelt conversation. I sit down with the young man. I said, young man, you cannot be late because you’re starting to make people crazy. People like Karina, see, they have to hold you accountable. And if you don’t do it, then I have to fire you. See how that works? And so I need to make sure that we’re on the same page. You need to be on time every time. Oh, okay. Well, I have a question because I really want to get better, Mr. Clark. I’ve got to be honest. Being on time is kind of a problem I have. Almost like it’s a sickness, like a disease, like a medical problem. And he goes, is there any way you can email me over some tips for how to stay motivated? Yeah, here’s a tip. If you want to keep this job Get your derriere to work on time. I mean just Locate your buttocks in the building on time But it’s just it makes you nuts and I’m just telling you thrivers whenever you accept is what you can expect Somebody needs to hear that again. Whenever you accept is what you can expect So you’ve got to have a constant stream of new people coming in because you’ve got to fire morons. You’ve got to do it. Right. And don’t feel bad because everybody that I know who has a growing business is hiring and we’re all looking for good people. You ever been to Chick-fil-A? You ever noticed how great Chick-fil-A is? You ever been to Quick Trip? You ever noticed how great Quick Trip is? Dr. Edwards, do you like to go to Shell and Quick Trip equally just to make sure that all the money is split equally in the Tulsa economy or do you prefer a quick trip? I am a quick trip snob. So you don’t go to Shell because… do the nasty bathrooms bother you? I know that’s kind of a weighted question. Do the bathrooms bother you at Shell? I don’t know that I’ve been to them, but I can tell you that I know at quick trip if I need it, I know it’ll be clean. I actually think a great way for you to do your medical research, because a lot of times people will travel all over the world to discover interesting diseases and germs. The best way to do it locally is just to go to a Shell bathroom and then you’re able to collect samples of just all, any possible specimen that’s located in that bathroom. And if you work at Shell and you’re getting mad at me right now, just clean the bathroom. Just clean it. I went in there the other day. I had to because I was too far away from a QT and I’m going, what am I doing here? I almost wanted to go pray and ask for forgiveness for having gone in there. All right, Thrive Nation, welcome back. If you’re watching on Facebook Live, the audio came in pretty hot right there, pretty hot. And it caused my cranium to almost explode. But for those of you listening in your car right now, I’m telling you what, you are in for the best segment by far. We’re here with Dr. Chad Edwards, and we’re teaching you today about how to find good people. I know some of you people right now are listening right now and you’re going, there’s no good people. There are no good people. You’ve said it so much. You’re going, there’s no good people. And you’ve got to the point where you’re in your shower and your wife’s like, honey, are you okay in there? And you’re like, there’s no good people. There’s no good people. Listen, you need to just calm down a little bit. But I want to talk to you about the world’s first manager. Do you remember back in the day, the old guy? We probably don’t remember the guy, but do you remember the story about Moses? Yes. If you want to mispronounce it, you call him Moses, but it’s Moses. So Moses, you know, Moses, he’s a, you know, God calls him, and God’s like, hey, Moses, we got to, we got to, and some of you are going, God wouldn’t sound like that. Fine. This is what God did. Hey, Moses, come up to the top of the mountain. I’ve got some good news for you. So Moses, you know, he’s like, well, frick, I got a lot of things that need to be done, God. Do I, can I come now? Now’s not really a good time. And God goes, Moses, you got to come up here. I’ve got some big, big ideas. 10 of them, in fact, come on up here. So he’s like, well, fine. God, just seriously. And you know, I’ll be there in just a second. I got to find a manager. I got to find a guy who can manage the people. I got to find a guy who can just, we got the covenant, you know, we got these moves, we got to keep this promise to God. So I know what I’ll do. I’ll grab Aaron. So he looks around and Aaron’s going, hey, what’s going on Moses? And he’s like, Aaron, Aaron, were you, were you at any point, like I just saw you melting down a bunch of gold and making a golden calf? Was that, were you doing that? No, I was not. I was just, I was trying to make these golden calf earrings and I was making a prototype for the ladies. She said, OK, well fine, that seems normal. He says, OK, but just can you please not make golden calves while I’m gone? He said, got it, check, absolutely, wouldn’t do it. Could you put some clothes on? Could you not get naked? I don’t understand, why can’t I have an orgy? He’s like, because we’ve talked about this. We’ve said no orgies, no golden calves. This whole orgy thing is really killing my style. We’re going to have a big pool party, Moses. Aaron, promise me that you will not have an orgy and you will not make golden calves. No false gods. Just for the week. Please, please, Aaron. I need to go talk to God. Meanwhile, God’s going, Moses, I’ve been waiting on hold now for several minutes. God, just give me a second. Aaron, would you please I promise I would never I would never do another orgy, but if I did I would I Won’t do it while you’re God. I promise Moses so the Moses goes up there He’s gone from the office for like a couple days. He’s up there He’s gone for you know maybe hours right for Aaron’s first move was is he gone. Oh, I think he hears Why don’t we make the false God and have the orgies at the same time? Maybe there’s an animal we can kill. We’re under a time crunch. And all of a sudden it’s like there’s this big high energy party going on and he comes back and Aaron was the horrible manager. You know, and I’m just telling you, when the cat’s away, the mice are going to play unless you have a good manager. So Dr. Edwards, I want to ask you this. If someone’s listening right now and they have finally found that person, that unicorn, that game changing person. Why is it so important they have a formal and step-by-step on-boarding process? Why is it so important that you have that for that great candidate if you do find the good candidate? Well, I think there are several reasons. One is you have to have that checklist to make sure nothing gets missed so that everyone gets the same level of information. The second thing I would say is that if somebody doesn’t do something, then the question is if you don’t have that, then the question is, well, did they not know or were they a bad employee? Oh, oh, can you say that one more time? That for somebody in their car right now, they’re going, if I have a checklist, what happens again? So if something doesn’t happen, then you have to know, did you communicate appropriately? This has to be done. And so if it doesn’t get done, either they didn’t know or they’re a bad employee. See, and this is big, this is big, this is an onboarding checklist, you have to make it. You said there’s a third, was there another move, another reason why we have to have an onboarding checklist? Probably. It’s probably floating around the ether. I have one that I’d like to share why. Because what happens is if you’re an A-level employee and you work in a C-level office, it’s going to frustrate you and you won’t stick around. So if you have an onboarding process, it feels, I’ll give you an example of our onboarding process at thrive15.com and my different businesses One of the questions is what is clay’s son’s name? Okay, what’s his name? Another question is why does or you love clay? Another one is they have these questions. They have to happen. The thing is they have to ask me And do you know why I have those questions in the operations manual why I put them in the handbook, Dr. Edwards, tell me. Because they have to come to me. And if they don’t ask me, then I know they didn’t read it. And it forces a conversation. So the conversation is, well, what’s your son’s name? And I said, my son’s name is Aubrey Napoleon Hill Clark. And they say, really? Why is it Napoleon Hill? I said, well, Napoleon Hill is the author of the book that changed my life called Think and Grow Rich. And if you read the book, I’ll pay you 50 bucks and it starts that conversation. Yeah, and they go why does or you love you and I’m like I wrote a parody song about Richard Roberts and Oral Roberts University They didn’t find to be as funny as I did it caused me to get fired from the school got kicked out and then years Later, I got hired to help them fix their alumni marketing department kind of a circle of life But that was that that was the thing and so but it forces that conversation, right? So the other day this about six weeks ago. We have a young lady who hasn’t asked me my son’s name. So I look at her with a look of, you know, you’re going to be fired and you’ve only been here a week. You know, I’ll fire you for that stuff. I will because I’m not putting up with that jackassery. So she says, I just love the onboarding packet. It was so great. Because, you know, she thought she has to say something because she’s near me. And I’m like, that is great. It is great that it’s great. Did you fill everything out? Absolutely. So she’s just going through check boxes and all that. Oh, this is painful. Yeah. And so then the train wreck happens later, but the point is, Thrivers, you’ve got to make your onboarding process real. And if you want an example of it, you’ve got two options. Two things you can do today. One, go buy the Start Here book on Amazon. If you buy that book, you will not be disappointed. It is the world’s best business book. It will teach you specifically how to do it. There are downloadables and checklists associated with it. Move number two, you could do this if you want to do this move. You could go to thrive15.com. That’s thrive15.com. If you’re a doubter, my name is Thomas and I’m a doubter. Fine. What you do is Google Thrive 15 and then Forbes. There you will see where Forbes Magazine has written about thrive15.com and how it is one of the top online education platforms. You go to thrive15.com and you sign up for $19 a month for the world’s best online business school. You get a copy of the Start Here book included when you sign up. Oh wow, so you mean I could get the book if I sign up? That can happen. Option number three, a little bonus. You could book a Thrive 15 workshop. We have these workshops we do. They’re called weekend workshops. It’s 15 hours of power where we teach you specifically what you need to do to start and grow a business. And if you can’t afford it, we have a scholarship program. So really it comes down to do you want to do it? Now Dr. Edwards, I’m going to flip it back to you when I ask you this question. When it comes to hiring people, and take me to the emotional toilet, have you ever gotten to a low point in your business when you’re first starting where you’re going, there are no good people, I can’t find good people. I’m just beyond frustrated. Frick, I’m just going to practice medicine out of a van and do it myself and I’m just not going to have any employees. Have you ever gotten to that point early on in the business? Yes, it was a van down by the river. Anyway, but yes, I actually did. I got to a point where I had someone at the front desk and it was me in the back and I did everything. Returned all the phone calls, brought them into their vitals, blood draws. I did everything. And why can that be a limiting thing? If you’re an entrepreneur right now listening, if someone’s listening right now and they’ve decided, I’m just going to do everything myself because I just can’t get anybody to do a good job and I’m just going to take selfies of myself and do all the jobs myself and do all the Facebook myself and hire everybody myself and make my couches myself. Why is that a limiting thing? Because there are jobs in my clinic that are $5, we’ll call them $10 an hour jobs, and there are jobs in my clinic that are $150 an hour jobs. So if I’m, for example, taking out the trash, just as an example, that’s a low-end job. Anybody can do that. But if I’m doing it, then I’m losing money. If I do all the jobs that are $10 an hour jobs, I’m losing money. So you’re saying, first off, that certain jobs pay more than other jobs. That’s a very non-Bernie Sanders thing of you to say. Yes, it is. Second, you’re saying as an entrepreneur, you have to delegate and make systems that other people can execute. You can’t do everything yourself if you want to grow your wallet. That’s correct. Third, I want to ask you, if people want to learn more about you, they want to learn more about your podcast or your business, how can they find you on the great and vast internet? Yeah, my podcast is, I love it. It’s great, lots of information. AgainstTheGrainPodcast.com, on iTunes, on the website. There’s a link on our website as well, which is RevolutionHealth.org, and that’s our website for the clinic. And then certainly they can give us a call, 918-935-3636. Now Thrivers, it’s decision time, okay? It’s decision time. You got three decisions you can make here. One, you can just say, you know what, I can’t find good people, I’m never gonna find good people, there’s no good people, and that will be your story, and you will be financially deprived as a result of that decision. That’s a decision you can make though. Option two, you could say, I’m gonna freaking do it. I’m gonna do it, I’m gonna hire these people, I wanna learn all 21 moves. Then you can sign up to thrive15.com, you can sign up for the world’s best business school, it’s $19 a month, no student debt, and the book is included. Or the third, you can say, I just want to go to a workshop, two days, turn my phone off, 15 hours of power. I’m going to devour everything they’re going to teach me, and I am going to implement it, and I am going to be successful. Those are your three options. And Thrivers, as always, we appreciate you for listening to today’s show. And now it’s time for the little countdown. Three, two, one, boom! Just like fire! Alright JT, so hypothetically, in your mind, what is the purpose of having a business? To get you to your goals. So it’s a vehicle to get you to your destination. And would, you need profits to get there? I mean, when you have a business that’s successful, in your expert opinion, would you need profits to get you to your goals? Yeah, because if you have a $15 million business, but you have $15 million of expenses, it’s kind of pointless. Holy crap! Alright, so the question I would have here for you, if you could take like, I don’t know, 10 minutes or less and see if you could save $3,000 a year by reducing your credit card fees, would you do it? Yes, absolutely. Holy crap! Why would somebody out there who’s listening right now, who has a sane mind, why would they not go to Thrivetimeshow.com forward slash credit dash card Thrivetimeshow.com forward slash credit dash card to schedule a ten minute consultation to see if they can reduce their credit card fees by at least three thousand bucks a year. Why would they not do it? Yeah, why would they not do it? Maybe because they don’t understand how you said the website. This tree is a symbol of the spirit of the Gridwall family Christmas. That’s clear. Okay, so that can be true. So I encourage everybody to check out Thrivetimeshow.com forward slash credit dash card. Thrivetimeshow.com forward slash credit dash card. What would be another reason why someone would not be willing to take 10 minutes to compare rates to see if they could save $3,000 or more on credit card fees? Maybe they think it is a waste of time and that it won’t. It’s not possible. There’s somebody out there that’s making more than three thousand dollars every ten minutes and they’re like, nah, that’s not worth my time. Hello! We gettin’ that rap money! We gettin’ that rap money! There’s probably some, someone out there. Okay. They would think that. Well I’ll just tell you folks, if you’re out there today and you’re making less than three thousand dollars per ten minutes I would highly recommend that you go to thrivetimeshow.com forward slash credit dash hard it because you can compare rates you can save money and you know the big the big goal and in my opinion of building a business is to create time freedom and financial freedom and in order to do that you have to maximize your profits holy crap now one way to maximize your profits is to increase your revenue another way to do it is to decrease your expenses It’s a profit deal. It takes the pressure off. JT, is there any other reason why somebody would not be willing to take 10 minutes to compare rates to see if they could save a total of $3,000 a year on average? I am at a loss and I cannot think of any other. Shampoo is better. I go on first and clean the hair. Conditioner is better. I leave the hair silky and smooth. Oh, really, fool? Really? Huh? Huh? Huh? Huh? Huh? Huh? Huh? Stop looking at me, swan! Well, let me tell you a good story here real quick. Here, I actually, years ago, compared rates with this company here called IPS. It’s Integrated Payment Services. And I scheduled a consultation. I don’t know if I was skeptical. I just thought, whatever. I’ll take 10 minutes. I’ll compare rates. I can’t tell. You can tell me I’m a doctor. No, I mean, I’m just not sure. But can’t you take a guess? Well, not for another two hours. You can’t take a guess for another two hours? And in my case, in my case, my particular case, I save over $20,000 a year. Holy crap! Wow. Which is, you know, like groceries when my wife goes to the organic stores. Find everything you need today? Yeah. Great. Okay. Oh, God. No! Everything okay, ma’am? Oh, it’s just that you’ve only scanned a few items and it’s already 60 bucks. I’m so scared. Okay. I’m a trained professional ma’am I’ve scanned a lot of groceries. I need you to stay with me It’s just that my in-laws are in town and they want a charcuterie board. This isn’t gonna be easy So I need you to be brave. All right. What’s your name? Patricia? Alright, I need you to take a deep breath. We’re about to do the cheese You know, that’s the difference between eating organic and not organic So because my wife eats organic organic, I had to take the 10 minutes needed to compare rates to save the $20,000 a year on credit card fees just for one of my companies. One question, what’s the brand name of the clock? The brand name of the clock, Rod, do we have it? The brand name of the clock, it’s an elegant, from Ridgeway, it’s from Ridgeway. Let’s buy the clock and sell the fireplace. I encourage everybody out there, go to Thrivetimeshow.com forward slash credit dash card. You schedule a free consultation, request information, a member of our team will call you, they’ll schedule a free consultation. It should take you 10 minutes or less, and they’re going to compare rates and see if they can’t save you more than $3,000 a year off of your credit card processing. You were hoping what? I wouldn’t owe you money at the end of the day. No, you don’t owe us money, because at the end of the day, at the end of the day, the goal of the business is to create time freedom and financial freedom. In order to do that, you need to create additional profits. The number of new customers that we’ve had is up 411 percent 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 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%. 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 that when everything gets done and it gets done right, it creates accountability, we’re able to make sure that everything gets done properly, both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really, really contributed to our success. But that, like I said, the diligence and consistency in doing those 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 the 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. The last three years, our customer base had pretty much stayed the same. We weren’t shrinking, but we weren’t really growing either. Yeah, and so we didn’t really know where to go, what to do, how to get out of this rut that we’re in. But Thrive helped us with that. They implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind, absolutely it’s been a grind this last year. But we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut, Thrive helped us get out of that rut. And if you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action, and you’ll get the results. It will take hard work and discipline, but that’s what it’s going to take in order to really succeed. 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 pediatric dentist. Through our new digital marketing plan, we have seen a marked increase in the number of new patients that we’re seeing every month, year over year. One month, for example, we went from 110 new patients the previous year to over 180 new patients in the same month. And overall, our average is running about 40 to 42 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 proof-and-turn-key marketing and coaching system that will grow your practice and get you the results that you’re looking for. I went to the University of Oklahoma College of 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 Colaw with Colaw Fitness. Today I wanna 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 workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy’s just amazing. This kind of guy has worked in every single industry. He’s written books with like Lee Crocker, 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, graphic designers, and web developers. They run 160 companies every single week. Think of this guy with a team of business coaches running 160 companies. 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. 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, 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. 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, 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 impressive thing was when I was shadowing him one time. We went into a business deal and listened to it. I got to shadow and listen to it. When we walked out, I knew that he could make millions on the deal. And they were super excited about working with him. And 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 and the guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right and anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate any time I’ve got nervous or worried about how to run the company or, you know, 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 how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9 and we just want to give a huge thank you to Clay and Vanessa Clark. Hey, guys, I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys. We appreciate you and really just appreciate how far you’ve taken us. This is our old house, right? This is where we used to live a few years ago. This is our old neighborhood. See? It’s nice, right? So this is my old van and our old school marketing and this is our old team and by team I mean it’s me and another guy. This is our new van with our new marketing and this is our new team. We went from four to fourteen and I took this beautiful photo. We worked with several different business coaches in the past and they were all about helping Ryan sell better and Just teaching sales, which is awesome. But Ryan is a really great salesman. So we didn’t need that We needed somebody to help us get everything that was in his head out Into systems into manuals and scripts and actually build a team So now that we have systems in place, we’ve gone from one to 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. When we get into the specifics, the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re going to leave energized, motivated, but you’re also going to leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, with 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 and we’re going to give you your money back if you don’t loan. We built this facility for you and we’re excited to see you. Go back eight years ago. Think about the number of clients you had back then versus the number of clients you have now. As a percentage, what has been the growth over the past eight years, do you think? We’ve got to inspire somebody out there who just doesn’t have the time to listen to our call. Clay, it’s like I would go up and down from about $10,000 a month up to about $40,000, but it’s up and down roller coaster. And so now we’ve got it to where we’re in excess of 100 clients. That’s awesome. And so I would have anywhere from 5 clients to 20 clients on my own with networking, but I had no control over it. I didn’t. Without the systems, you’re going to be victimized by your own business. For somebody out there who struggles with math, if you would say that your average number of clients was 30 and you go to 100. As a percentage, what is that? I have doubled every year since working with you. So I’ve doubled in clients. I’ve doubled in revenue every year. That’s 100% growth every year I’ve worked with you. So I’m looking. We’ve been good friends seven, eight years and I’ve got doubled five times. Which is just incredible. I mean, the first time you do it, that’s one thing, but when you do it repeatedly, I mean, that’s unbelievable. We’re working our blessed assurance off this year to double. We’re planning on doubling again. We’re incorporating some new things in there to really help us do it, but we are going to double again this year. I started coaching, but it would go up and down, Clay. That’s when I came to you, as I was going up and down, and I wanted to go up and up instead of up and down. And so that’s when they needed a system. So creating a system is you have nailed down specific steps that you’re going to take, no matter how you feel, no matter the results. You lean into them, and you do them regardless of what’s happening. You lean into them, and it will give you X number of leads, you follow up with those leads, turns into sales. Well, I tell you, you know, it’s, if you don’t have a script and you don’t have a system, then every day is a whole new creation. You’re creating a lot of energy just to figure out what are you going to do. Right. And the best executives, Peter Drucker is a father of modern management. He said, the most effective executives make one decision a year. What you do is you make a decision, what is your system, and then you work like the Dickens to make sure you follow that system. That’s really what it’s all about. With a script here, we have a brand new gal that just came in working for us. She nailed down the script, and she’s been nailing down appointments. Usually we try to get one appointment for every hundred calls. We make two to three hundred calls a day per rep. Right. And she’s been nailing down five and eight appointments a day. Somebody out there’s having a hard time. On that script. So she’s making how many calls a day? She’s making between two and three hundred calls a day. And our relationship is weird in that we do… If someone were to buy an Apple computer today, or let’s say about a personal computer, a PC, the computer is made by, let’s say, Dell. But then the software in the computer would be Microsoft, let’s say, or Adobe or whatever that is. So I basically make the systems, and you’re like the computer and I’m like the software. It’s kind of how I would describe our relationship. Tim, I want to ask you this. You and I reconnected, I think it was in the year 2000 and, what was it, maybe 2010? Is that right? 2011 maybe? Or maybe further down the road, maybe 2013? 2012. Okay, so 2012. And at that time I was five years removed from the DJ business. And you were how many years removed from tax and accounting software? It was about 10, 11 years. We met, how did we meet? What was the first interaction? There was some interaction where you and I first connected. I just remember that somehow you and I went to Hideaway Pizza. But do you remember when we first reconnected? Yeah, well we had that speaking thing. Oh there was! So it’s Victory Christian Center. I was speaking there. My name is Robert Redman. I actually first met Clay almost three years ago to the day. I don’t know if he remembers it or not, but I wasn’t working with him at the time. I asked to see him and just ask him some questions to help, you know, direct my life to get some mentorship. But I’ve been working with Clay for now just over a year. The role I play here is a business coach, business consultant. I work with different businesses implementing best practice processes and systems that I have learned here by working with Clay. And the experience working here has, to put it real plainly, has been just life-changing. I have not only learned new things and have gained new knowledge, but I have gained a whole new mindset that I believe, wherever I end up, will serve me well throughout the rest of my life. Since working with Clay, I have learned so much. I mean, I would like to say it was everything about business in terms of the different categories. I haven’t learned it all, but I’ve learned all about marketing. I’ve learned about advertising. I’ve learned about branding. I’ve learned how to create a sales process for organizations in any industry. I’ve learned how to sell. I’ve learned how to create repeatable systems and processes and hold people accountable. You know, how to hire people. It’s almost like every aspect of a business you can learn. I have learned a lot in those different categories. And then again, the mindset here has been huge. You know, working here, you can’t be a mediocre person. You are a call to a higher standard of excellence and then as you’re called to that standard here, you begin to see those outcomes in every area of your life. That standard of excellence that you want to implement no matter what you’re involved in. I would like to describe the other people that work with Clay are people that are going somewhere with their life. Marshall and the group interview talks about how you know the best fits for this organization are the people that are goal-oriented. So they’re on their own trajectory and we’re on our own trajectory and the best fits are those people where there can be a mutually beneficial relationship that as we pursue our goals and we help the business pursue those goals, the business helps us pursue our goals as well. And so I would say people that are driven, people that want to make something of their lives, people that are goal-oriented, they’re focused, and they’re committed to overcoming any adversity that may come their way. Clay’s passion for helping business owners grow their businesses is, it’s unique in that, I don’t know if there’s anyone else that can be as passionate. You know, whenever a business starts working with Clay, it’s almost as like Clay is running that business in the sense that he has something at stake. You know, he’s just serving them. They’re one of his clients, but it’s as if he is actively involved in the business. Whenever they have a win, he’s posting it all over his social media. He’s shouting it across the room here at Thrive. You know, he’s sending people encouraging messages. He can kind of be that life coach and business coach in terms of being that a motivator and that champion for people’s businesses. It’s again unique because there’s no one else I’ve seen get so excited about and passionate about other people’s businesses. The kind of people that wouldn’t like working with Clay are people that want to get through life by just doing enough, by just getting by, people who are not looking to develop themselves, people who are not coachable, people who think that they know it all and they’re unwilling to change. I would say those are the type of people, in short, anyone that’s content with mediocrity would not like working with Clay. So if you’re meeting Clay for the first time, the advice I’d give you is definitely come ready to take tons of notes. Every time Clay speaks, he gives you a wealth of knowledge that you don’t wanna miss. I remember the first time that I met Clay. I literally carried a notebook with me all around. I was looking at this notebook the other day, actually. I carried a notebook with me all around, and I just took tons of notes. I filled the entire notebook in about three or four months just from being around Clay, following him, and learning from him. And then I would say, come coachable. Be open to learning something new. Be open to challenging yourself. Be open to challenging yourself. Be open to learning and adjusting parts about you that need to be adjusted.


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