Entrepreneur Podcasts | How to Run An Effective Staff Meeting + Why You Must Fire Employees That to Perform In the Work Place Before Your Customers Fire You
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Alright, guys, I’ve been to the mountaintop and I got something to say, alright? I’m unveiling the new long-term profit goal. Are you guys ready for this? Drum roll please. This is going to blow your mind, okay? This is what we’re going to do. This is good. $30 million? There’s only two of us. We made $63,000 in gross sales last year. That’s everything. Okay, look. I’m a visionary. Okay, what you’re witnessing right here, this is leadership. I’m looking at where we’re going to be 20, 30, 40, 50 years from now. Did Henry Fonda, when he invented the Model T, were they sitting around going, how are we going to build this car? No. Okay, they got their hands dirty, they grabbed the bull by the horns, and then they killed it. Okay, so what’s the plan? Step one, okay? We’re going to maximize efficiency. Number two, write this down. Number two. Step three. Emulsification. Listen, you guys follow those steps, we’re going to hit our goal by the winter of 2032. Okay, what an incredible Christmas that’ll be. All right, so you guys know what you’re doing? No. Awesome. All right, I’m going to hit the links. Ooh, daddy likes. Today’s show, we’re going to record today’s show using some spa-like epic audio music that really doesn’t match at all what we’re talking about. Because we can. Thrive Nation, on today’s show, I’m going to play audio from one of my staff meetings that I just had because in this particular staff meeting, I get to advocate for firing somebody. And that is what running a business is like. And so you’re going to hear actual audio from one of my staff meetings that I had. You’re going to hear the meeting and hopefully this is educational on how to lead a staff meeting, how to make it happen, but I wanted to tap into your thoughts and reaction to this, Miriam, and just get your thoughts on this. So every, and by the way, Miriam is the host of the Moms on a Mission podcast, the Moms on a Mission podcast, you can check it out there, everywhere podcasts are found, momsonamission.net, but here’s what I wanted to tap in your wisdom on. Every staff meeting we have for this particular company, it starts at eight in the morning. Eight in the morning! What time do you think everyone should be at the meeting if the meeting starts at 8? At least 10 to 8 I would think. Okay, well today’s meeting, everybody was there on time, so that was good. Good flow, good flow. Good flow. And then we have an employee at the staff meeting. At every meeting we go over the wins of the week, then we go over the tracking. We track all the numbers, and then we talk about issues of the week. So the managers get to tell me any issues of the week. And one of our staff members says, it’s getting kind of weird, I don’t know what to say, I don’t know how to say it, so I’m just going to say it. You’re going to hear it at the meeting in a minute. But basically one of the employees was chain smoking, so during their break they would just chain smoke. And then because they’re smoking an entire cigarette in like 30 seconds, they’re just inhaling this cigarette, and so they were coughing on customers. Yes! This could not be true. It’s a real story! So when you hear this audio, you’re going to hear in the meeting, you’re going to hear me in the meeting, in my staff meeting with managers, you hear me say, fire! We need to fire! And I probably said the word fire 10 times because there’s this weird elephant in the room situation where all the employees know this person needs to be fired, but we had a customer that thankfully had the compassion needed to call us and say, hey, I want you to know one of your employees was chain smoking, and then they coughed in my face multiple times, and it was nasty. And then they said, I got to leave for a minute. I got to get up for a second. They went and smoked another one down because they’re trying to smoke a cigarette in like 30 seconds, just suck it all up. And then that was a real thing. And so I had to fire the person. So you’re going to hear me in the meeting. I’m like, fire, fire, fire, multiple times. I probably said the word fire 15 times. You’re going to hear it. I hope that’s all you said. No, I mean, the whole… But again, you start off with a meeting every week. If you’re out there, if you have a staff, you have to have a weekly staff meeting. You have to do it. The meeting needs to start on time. And then you go over the numbers, the tracking. Why do you have to track the numbers, Miriam? Why do you… And I’m not saying you’re a management guru. I’m just saying, why do you… You did very well in pharmaceutical sales. You’ve also done well in home sales. Why would you want to track the numbers every week? Because you can only measure what you track. You can only improve what you track. How can you improve something you don’t even know about? In this meeting, you’re going to hear me. I’m following up with people about the number of objective Google reviews they gathered, the number of memberships they sold, etc. And you’re going to hear when I ask, hey, how many reviews did you get? One guy says, what was that? How many did you sell? Yeah, we’ll have to look at it. Because people don’t want to look at the numbers if they’re not doing a good job. Right, they don’t want to be held accountable. Meanwhile, the people that did a good job, they do want to be held accountable. They want that number to be known. So again, every meeting, if you have a staff meeting, if you’re saying, how do I lead a staff meeting? One, you start your meeting on time, the same time every week. Miriam, why does the staff meeting have to be at the same time every week? Why can’t it be a wandering generality of different times every week? Well, because people won’t be consistent with it. So if they know what time it is, they’ll be there, they’ll be on time. Why do you think a lot of small business owners refuse to schedule a set weekly time to have their staff meeting? Why do you think that is? Consciously or subconsciously, why do you think they refuse to do it? I think they don’t want to be held accountable themselves, probably. There it is. And why do you think that the business owners oftentimes miss their own staff meeting? Why is that? Because they’re not holding themselves accountable. And you can’t lead like that, because how you lead is where your people will go. If you’re not holding yourself accountable, how can you hold them accountable? So on today’s show, folks, we’re going to walk you through how to lead the perfect staff meeting. Dr. Z and I are going to walk you through that. But again, you’re going to hear audio of me doing it. OK, so one is you start the meeting on time. Two, you go over your numbers. Three, you address any burning fires. With a spirit of candor, you just call it out. You find any burning fires, any jackassery, anything that’s going on, and you just deal with it. And so you’re going to hear me in the meeting at least 15 times say, fire! Fire! And I’m excited about it. I’m not unhappy about it. I’m actually gleeful and joyful that I get to prune the tree and remove a person who is emitting jackassery into our business. And why do people feel bad when they have to fire someone? I don’t feel bad, I feel glad. Why do some people feel sad or mad or depressed or they feel cognitive dissonance when they have to fire someone? Why do people feel bad about it? Why do you think that is, business owners? I think they care what that person thinks of them and they want to be liked and it’s uncomfortable because maybe they care about the person’s family environment and maybe it will be hard on them, but at the end of the day, they’re hired not to be your friend but to perform a task. And if they’re not performing the task, then they need to leave. And in our staff meeting today, you’re going to see this, folks. Again, every meeting, you start on time, you track your numbers, you go over burning fires, okay? And what you do is you provide praise for people doing a good job and feedback for those that are not doing a good job, all right? There you go. Then the next thing you do is you do training. So when we wrap up the meeting, we move into a role play where you won’t hear that particular part because after we stop our 30 minute meeting, then we go into role playing and training and that kind of thing. We do it every single week. And I just encourage everybody out there, if you’ve ever needed to fire somebody and you don’t know how or when or how you as an owner will address the idea of firing somebody or how to, that whole awkward, for me it’s not awkward at all, I actually, I enjoy it. And so you get a chance to hear today’s staff meeting where I did it and I thought to myself, you know, if I’m going to have to fire someone today, I should at least record it and make it a good training for somebody out there. Because there’s somebody out there that you, your business is being, it’s struggling because you won’t fire somebody. Hey, maybe they could just have a recording of you saying that they’re fired and they could just play that when they fire someone. Well, how I fire someone, this is my process, when I do have to fire, I bring in myself and one other person, so there’s two of us, we look at the person, we can say, hey, here’s the deal. It’s not working out, so you no longer work here. And no matter what they say, like, well, how come I got fired? Because it’s not working out. And why? Because it’s not working out. And if they don’t know, that means that you, previous to that time, have done a very bad job managing. In this person’s case, I’ve told them, you’re not allowed to smoke at work. Wow, you’re discriminating against smokers? I’m like, you just can’t smoke during the work day. Okay? They already know that. Second, I’ve told them, you cannot be leaving your client meetings to go smoke. You can’t do it. We’ve already addressed this. So because I’m candid, I don’t feel bad about it. You’re going to hear me have an odd enthusiasm about firing this person. Wait, did you fire him in front of everybody? No, in our staff meeting we identified with… Great question. This is with the managers. So the managers are hearing, we’re having a management meeting, and in the management meeting we’re going over these numbers, and then we found out that there was somebody behaving badly, aka showcasing jackassery, and so therefore we had to fire them. So that’s the background of the story. So again, if you’re out there today and you want to know how to lead us a staff meeting, final pro tip, and then we’re going to get into a podcast where we walk you through how to do a staff meeting, and the audio will come up in just a second so you can hear me actually leading a staff meeting. You want to keep your staff meeting as short as possible. It’s not a staff beating, it’s a staff meeting. And the purpose of the staff meeting is to get stuff done, not for me to pontificate and to somehow create a platform for myself to talk in circles about things I find to be important. Because I don’t think that anybody wants to be at that staff meeting. If they do, it’s great. But the purpose is to be very efficient. And we’ve all had a staff, we’ve all been in a staff meeting. Miriam, I’m sure you’ve been in one. Where it goes on for like an hour and a half. Aaron Antis’ meetings are real long. Come on! They’re fun, but they’re long. You know what I mean though? You don’t want to be, I mean, so if you are listening, this audio here, folks, this is my actual staff meeting. I think it’s maybe 25 minutes long. Oh, that’s impressive. And I never want to go longer than that because, again, all I’m doing is I’m going over the numbers, burning fires, training, and then I go, all right, well, see you next week. I mean, that’s okay. And in the meeting, you’re going to hear me follow up on a lot of crap from last week’s agenda. So on a practical level, you have to have an agenda. And on the agenda, you’re going to hear me. There’s one part of the meeting where I get kind of froggy, because I’m very frustrated, and you’ll hear me, and I’m going, who is supposed to do it, and what are they supposed to do? Because every action item has to have a who’s going to do it, what are they supposed to do, and when is it going to be done? Who’s supposed to do it, what are they supposed to be doing, and what date? And you’re going to hear me in the meeting interrupt people probably 10 times, where I’m going, that’s great, but I want to know who needs to do it, what needs to be done, and when. And why do you have to know who’s going to do it, what needs to be done, and when is it going to be done? Why do you have to do that? Accountability. And then why do I have to put it on the agenda and follow up on it throughout the week? Because people don’t do what they’re not held accountable to do and what you don’t measure, sadly. Yeah, so if you’re out there today, and you want to know how to manage people effectively, without any further ado, here is the raw, unedited, uncensored, not politically correct, staff meeting. This is how I do the staff meeting. This is me doing a staff meeting. Some of you will like it, some of you won’t like it. Frankly, I care enough about your success that I don’t care how it makes you feel. This is just how you do it. It’s like a look inside a football locker room. It’s like an NFL mic. It’s like behind the scenes, but it is in fact my staff meeting. So without further ado, here we go. You did, you did win. Very controversial. Okay, let’s do it. How do we do this week on getting reviews. Young, he got 29. Amelia got… What were the 29 for? PMH Tulsa, South, and then… PMH Tulsa and South. South did not have any reviews. Okay, that one just might not have posted. And then… The outside Inc. and PMH got a lot of reviews. And then Amelia got 15 and Terrence got 12. So South Tulsa didn’t have any reviews? Correct. I can go to the, here, I’ll just look it up. Oh yeah, you probably can. When I looked at it yesterday, it did not have any reviews. What I could see was no. Okay. Newest was a week ago. Okay. All right. Carterfield is focusing on that today. Cool. Okay. Taryn, how many did you get? You got 12. That’s good, that’s good, 12 is good. All right, keep going. Alright, we sold one Deluxe Gear membership at Father’s Shop last week. Yep. Does everybody, Lily and Annie, do you have access to the agenda? Yes. Do you have access to these? Yes. Oh, okay. It’s just good to look at if you want to study information on there, if you’re not sure about certain things we do. Okay. And then, clients turned away seven, 4,025 calls made, 64 calls missed, $467.67 spent on ads, 574 clicks, 65,144 impressions, 19 word of mouth, one Facebook, 17 Google, and then one cut card and then we had 46 outbounds booked, 21 membership sold, 1 Delos beer membership sold. We’re at 3,072 members. We’re at 384 paid non-member cuts, 4 total reviews gathered for the shop. Dan found that too. What I want to do, what I want to do, if you can go to the top of the agenda, put it in the center. So anybody who’s a manager needs to understand this idea, not all the stylists. Anybody who, any customer who brings a new person to the shop that becomes a member is entered in for a chance to win a 70-inch TV, okay? That’s between now and Christmas. We’ll give it away right before Christmas. So we’ll give it away on December 22nd. So the way it works is like, Taryn, if you’re getting your hair cut and you bring a friend who becomes a member, then that’s one credit for you. That make sense? And then they’ll say, well, how does this work? And we can put this on the agenda today. People will ask, well, how does it work? Whenever people sign up for a membership, you ask them how they heard about you, and then we want to have set up in Zanotti so we can track it. So we would say, oh, Taryn told me, or Yong told me, and then that’s how it would happen. Does that make sense? So make sure you put the client referral source. Yeah, that could be the customer-specific name. Yeah. Cool? All right. So, hey, just so you know, this month we’re having a special, it’s actually from now until Christmas, that anybody that you tell about off in the room, if they become a member, then you’re entered in for a chance to win a… And then let’s look up a 70-inch TV real quick, and let’s get specific on what it is. Still the $5.00, as well, though? The $5.00… So let’s look at the Toshiba 75 inch. So let’s do that. It will be a Toshiba 75 inch TV. It should be a 75 inch TV. Cool? So, Yong, pitch it to me. Carter, pitch it to me. The referral? Yeah, get me to want to do this. Okay. Hey, do you think you have any friends that would be interested in coming to Elephant? You know, I’ve never thought about it. Well, interesting. Well, we actually are giving away a 75-inch TV, so if you bring any of your friends who end up getting a membership, we’ll enter you for a chance to win that thing. And then I’m going to go, okay. And you go, one way you could do it is you could just post on social media, like, just got my hair cut, elephant in the room, and if somebody comes in from that, we credit that to you. So our call center always asks people how they heard about us. So, Carly, you’ve got 240 folks that really have worked with you consistently. And if you say, hey, by the way, when you’re cutting their hair, you know, you’re going, hey, anybody you refer this month, kind of a fun thing if you tell your friends or family about us, anybody who becomes a member, you’re entered in for a chance to win the whatever, plus you get a $5 referral. And not unlimited. Unlimited. They have 10 people. They have 10. And the way these kind of things work is you’ll get about 10% of your group that will get excited about it and they’ll want to do it. And then you’ll get about 10% that cares not. And you get kind of that middle that might send one or two. But there’s gonna be somebody who’s like, oh yeah, I’m the whatever coordinator at my church. I’m gonna tell everybody. Or, oh yeah, I work at the office or whatever. So that’s how that works. Cool? So, everybody feel good about this idea? Okay. If they buy a membership for their employees? I mean, as long as it’s legit, I just, the idea is that every time that they refer somebody who becomes a member. I’ve never seen an employer since I’ve worked here who buys memberships for their employees. I’ve never seen it. I’ve seen people say they’re going to, but I’ve never seen it. I mean, I’ve seen people say it, but I’ve never seen people do it. But that’s a great idea. Everybody feel good about this? It’ll be between now and the cutoff the giveaways on December 22nd December 22nd give away the TV on December 22nd cool and then what are we doing so it’s special how does it work feel good about this we’ll throw this on the agenda you’re the hype Alright. Next one. Oh, then that makes two for us. All right, and then our process competitors did not change in review status. Yep. All right, keep going on the agenda. Down we go. OK, make sure, guys, that if it’s 8 o’clock and there’s still a client in your shop, you keep the door unlocked, the TV’s on, and the music on. And if it’s not 8 o’clock yet and you don’t have clients on, wait until eight to lock the door, and you turn the music off. Is there any reason to ever turn the music off? Does that help anybody? It says to turn it off on the checklist, which is why. Okay, I got it. But just make sure we’re not turning off the music until the last client has left or it’s eight o’clock. Now, Christmas party, okay? We’re getting into a good flow now. We’re there. We’re activated. We’re focused. Okay, so thing here, we can put this on the agenda as well. Okay, anybody who brings your favorite dessert, so you bring whatever your favorite dessert is, and you have a chance to win a $500 cash prize for the best dessert based upon the judgment of others. And if it’s not a dessert, it could be a favorite food item. Cool? So, Christmas party, that’ll be one of the things we’ll be doing, okay? And make sure we add this to the very top of the agenda, because I want this to go on to our meeting, our agenda we print out for everybody this morning. So, if you are like, you know, I grill an incredible cheese-infused hot dog. And I’m like, what are you saying? You could do that, and that could be your thing. If you’re someone who says, I make this, I make that, and we’re gonna, so these are all, that’s one of the ways you can win stuff. Basically, the Christmas party, the way I do it is there’s just constant giveaways and contests. It’s like Festivus, okay? So anyway, so make sure we put that on the notes as well. When you, we put off the agenda today, I need both these things on that after we break the team. Does that make sense? Yeah. You’re the hype man for this as well. Oh, we got a lot of hyping to do. Yeah, so I think, sure. Cool. Yeah. All right. All right. All right. Okay. And then, Karen, are you still mentally marinating on a winter for December? Yes. Perfect. We have a question on Friday. If you don’t want to be in the meeting, you can still be on this problem, what does that mean? My goal is to replace Cammie and Latrice because they refuse to show up. Carly Sullivan is only with us for a short period until she leaves, until she graduates school. So I don’t see that as a problem because she does a great job. who was doing bad haircuts and smoking a lot. Yes. She’s gone. Didn’t see that coming. But we have two down the hall that they’re not happy with at all. Two? They’re gone now. Yeah. Okay. They’re really bringing down our house. And can we replace them or who do we have? I have Derek, who’s supposed to get back from me today on a start date. And then I have Kaylee, who’s starting at the end of November. My goal is before the end of November to replace them. I just need to get a start date from Derek. So can you communicate that to Amanda this morning so she knows that? Yeah. Carly, will you also communicate that? And then Carter, will you also communicate it so it’s a three-time communication before the time of 930? Okay. Cool. So we’re aware of that. Cool. Carly, are you good? The jack wagons. Okay. And then make sure to add lunches for your team members. Do you add to your schedule, managers? This is your responsibility. Noelle, this is a great time to express my appreciation for you. Thank you for not being a jack wagon. I’m just saying this because people who maybe are new to this world, you typically don’t round up your best people and fire them. When you have a customer that calls and is like, you’re so, Helga was smoking and then was coughing on me during my haircut and then telling me about their personal problems and made me depressed. And you hear that twice, how many people did they not, did not call us and say something? You know what I mean? So people don’t want to feel like they’re getting their hair cut from Helga who’s chain smoking on them. I guess coughing on someone while cutting their hair is not really the look. But it’s a good way to clear out the lung. You just… So anyway, so that’s it. We need to know if there’s jackassery going on. I don’t know unless our mystery shoppers tell us. So one of them caught it. That’s how I know. But if you’re in the store and there’s a jack wagon, just tell me something like, How’s that going? Good. All right, except for Oxy. Per person averaging 225 outbound calls per shift and 5 outbound books, how’s that going? Good. Terran, how’s your short walk going? No casualties. Nice. And then Carter, can we delete this? Is that what you meant? Yeah. Is it hooked up? It’s hooked up. I didn’t know that he had an X. What the? Okay, can you change that to get an Ethernet cable? I’m sorry, I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. I’m not sure. What the? Okay, can you change that to get an Ethernet cable? Yeah, that’s what I’m saying. It runs off of Wi-Fi, so you can get the password. So, we are wired in and out of the room at the same time, but can you have that? Let’s just, Carter, before the end of the day, we just make sure this is done. Yeah. Operation, printer, and then Yong. If you need something, just get a hold of Carter’s. I don’t have to drift a week. Cool, all right. Next. And then I did call Denoti this week. It wasn’t about the complaints about the not short cards. I called them about the issues with disputes. So this week, since we’ve resolved that, we’ve resolved that first. Since we’ve resolved that, now I can focus on the cards. Okay, next. Micah, sink, take it away Micah. Okay, so one sink is back up and running. I have a new sink that’s having a problem now. Devin, she ordered the piece for me, and so I should be getting all four sinks back up. I did the silicone, and we fixed one, and then a complete pipe broke on another one. So I’m just waiting for the new pipe to install it. So what are the problems? What’s problem one? Problem one resolved. That was the one with the leaking. But tell me the current problems that exist. Current problem, the drain pipe that goes from the bowl to basically the sink. So sink needs a what? Oh sorry, not sink, shampoo bowl. Shampoo bowl needs a? Shampoo bowl needs a new female to female connector that goes from. Can you type that? Do we know about this? Yeah, so that just happened this week, and so. But I mean, I want to put, can you make this a separate line item? I can’t do paragraphs. We just put…so we need this. So what needs what? So we already ordered it, so I just need to install it today. And so it arrived on Saturday after I read it. Okay, so you got that? Yeah, she would have it done by today. And there was something else you said? Yes, the other poll was looking… But you fixed that already? Fixed that already, yeah. So the only problem that exists is this one? Yeah, broken by today. Oh, shock-a-bob, great job. Okay. Okay. Just want to make sure we’re clear about who’s doing it and when they’re doing it and what we’re doing. So this is the one and only problem we’re fixing. Yeah. There it is. Oh, yeah. And then our shampoo, is it doing better this week? Nice. Amelia, can we delete? Carly, if you’ll do me a favor since we get out of here, call Amanda to the jack wagon. I’ll call her. The passion. Just let her know. And Carter, tell her, hey, you hear the good news? Jack wagon’s on the way out. OK. OK? Because no one wants to work with a jack wagon. Let’s just be real. If you’re working with a jack wagon, you don’t want to work with a jack wagon. And the jack wagon will usually spread gossip and rumors to try to make other people team with other people with a jack wagon. Yes! Fire! Fire! Fire! Fire! Fire! Fire! Yeah! Do we know why we’re firing? Well, the line is, it’s just not a good fit. Not a good fit. You feel good about this? Oh yeah. What’s role play? Tell me I’m fired. Do it. Hey, uh, so, she’s not a good fit. Oh, why? She’s not a good fit. Okay, that’s good. And they know why they’re not a good fit, too. Right? They know it. They know. They’re not… They’ll ask why, but they actually do know. But they know. It’s you, Newman. Um, over today at 8. Oh. And then sometimes she shows up at 9 when she’s supposed to, and sometimes she shows up at 3. Sometimes she does. Are we, are we finishing the day? Let’s… can we start the day? Do what? Can we start the day? What do you mean? Before she even gets there. Do you want to… Fire! Can we just do it? We’ll look at the books. Yeah, fire it out. We can do it here? Yeah. If she’s here? Oh, yeah. Oh, that’s fair. Can we just do it at one then? Yeah, do it. Oh, this is so good. I have a gap in my schedule. This is great. This is the holiday spirit. So for me, am I moving all of her stuff to the float? Or whatever we have in the float, then… We’ll look at that. We’ll talk as soon as we’re finished. This is so good. This is what we needed. Thank you guys. Have I expressed how much Carly I appreciate you? You do such a great job. It’s great when you have a non-jack wagon. We all know who the jack wagons are in our lives. We know. Trust me. We know. We all know. We’ve all seen Christmas Vacation. We know who Cousin Eddie is. He knows who he is too. He knows and we know and we all know. The only insincere thing is not saying it. So this is good. The proverbial colon has been cleansed. Let’s continue. Alright, Carly, the paycheck’s come out this Friday, so next Monday, once you receive that, we’ll fill it with cash. Michael, where are we at on hydraulic fluid? So I was there on Saturday. I ended up just calling up John, who used to work here, he said, how do you do it? Show me how to do it. But the only problem is we do not have someone, whoever fixed the chair last did not put the right Allen wrench back in the thing. So we need an Allen wrench? I borrowed some from James and I should be able to get them tomorrow. Where did James get those from? The desk. Where? He’s like, I got some Allen wrenches here on my desk and so I have them in my backpack. Okay, okay, okay. Next. All right, and then, Micah, so this is a double thing. We are putting up a double line. That’s the one that fixed. Fixed! Yeah, that one. Next. All right, and then this is a client complaining about Tamisha. I guess you can delete it because we’re going to take care of that today. Fire! Client complaint, Noel, take it away. So that one, let’s see. This guy ended up canceling his membership. And he’s been here a lot of times. Does Dustin on average do a good job? Do we know about this? Yeah. So what’s going on? Well, and Tiffany does a good job too. They both do a good job. So what’s going on here? That must have been a consultation or just not. Maybe he showed something that, maybe he showed curly hair, his hair straight, something like that. I’m gonna say it was. So he’s not doing anything. He’s not out at the store without telling the stylist that they’re not allowed. So here’s what you have to do, just a little teaching moment here. Put this on the agenda too, but if you’re a…don’t put his name…Dustin and Tiffy do a great job. I just want to make sure, as managers, your job is to look them into their soul and go, was it was every good today? Did you have a good time? You have a good experience? And if you’re like, Ashley, it’s crazy back there. You know, then you’re like, what happened? You can tell me. I don’t want to get them in trouble. I don’t want to get them in trouble. You’re like, I don’t want to get anyone fired. You know what I mean? You know, that’s what happens. And they’ll whisper to you. Carter, you’ve worked at the front desk. You’ve seen this. Yes. They’ll be like, that’s bad back there. It’s bad. And then the stylist is looking at them and they’re like, I mean, I can call you later. fish it out. Cool? Because most people will not look someone direct in the eye and say stop doing it. They just won’t. Most people. Very few will. Okay. Passive aggressiveness. Alright, and then Noelle, take it away. That guy, so it was a husband and son. The mom called. The son was signed up for a membership, but there was no sign up form for it. Who signed this person up? It was at South. Who was the signer-upper? Young? Young. So they can’t sign up unless they someone knows about it. Young you aware of this? Okay. So you took care of it? Yeah. We got him taken care of. She was not happy but we left. But you left her happy? Right. She’s great now. Okay good. No they kept the appointments but they canceled the membership. Okay, but you made sure they knew. Okay, we’ll get you canceled. Next. I like the idea of selling it. I like to sell it. they ended up getting little ones for retail anyway, so we might as well just keep those and start selling those at downtown and then order some for South and Broken Arrow. What are the steps that need to happen to do this, Manna? Devin, do you know what the beer wash beer can do for space trips? It’s all Billy Jealousy. Yep, yeah. I’ll just order a retail version of it. So what is step one? We have to get it set up in Zanotti. What is step one? Step one, order Billy Jealousy retail. Step two? Set it up in Zanotti. A lot of emotional people name these products. Okay, next. Is set it up in Zanotti? The wrath of my childhood is the name of my shampoo. I used it. Stop. These are the steps. Oh, and then step three. Step three. Yep. Okay, real quick, back to Christmas party. Okay. I need, and Carter, you got to own this today, you’re helping me out too, okay? I need to know, Amanda, you’ve been to many Hispanic-themed parties. I actually have. And what are the things that you do at those parties? Dance. You dance? Piñata. Not happening. Pinata? We got a pinata. What else? There’s a lot of drinking. Do you ever slaughter a pig? Pig roast? Yeah, I’d actually be the one who would make Kilt-A-Goat. Carter, look into that today. Okay, so Carter, look into the pig roast. Okay, that’s fair. No, I’m serious. I will. Ooka chaka, ooka chaka. I think we should get ponchos. Ponchos! Like one of those like the ones that turn. Is that what we’re thinking? Like a live fire that turns? Yeah. There’s got to be some guy that does it. I thought you were saying, you know, a pig roasting guy. No, you’ll find it. So put it right here. Carter find pig roast guy. And I need all this to go on the all staff meeting today. Every year we have to get behind a theme to get that there’s an energy behind it now. Right up, right, okay. Now we need, there’s got to be a pig roasting guy, that’s what he does. Outside, rotating, we have have a pinatas, I got mariachis booked. Well, he’s gonna try. We got helicopter rides this year? Helicopter rides? A lot going on. What’s up, Jerry? Tell Jerry I’m going to grab him. Just a second. Keep going. OK. Does this look the right place? Is this what you wanted? Yeah, I want that all on the staff agenda. OK. Ooka-chocka. All right, I go back to where I was first. One day. Big boast. Fire gate. Amelia, take it away. Fire superman, I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. I am all put up in the fire. big boast you put it wherever you want so that I don’t think about I just it I will call them today, after the next meeting, to find out when the next time they can get back to you. Yong, you were sending me photos. Good job. Keep up the good work. And then Micah, your sweep in the front, it looks good. Good job. Not super pissed at everybody. Just going to put my wrath towards Carter, and then Carter, you can deal with it. Every store needs to get an average of at least one to two Google reviews a day that stick. So we work with 160 clients, all of which, you know, can get reviews. I just don’t want to end a week where we don’t do it. So Carter, if you can just get intense. Or you have to fillet the pig and roast it yourself using a lighter. I want to do that. You’re incentivizing me. Can I use a pit? No, just a lighter. You’re not a big fan of pig? They’re just really smart and they kill them in front of each other and they know what they’re doing. Listen, we’re not going to slaughter it here. We’re going to slaughter it out in front of the front door. I’m kidding. I’m new to the pig roasting game. I haven’t gotten the culture yet. I feel like the first thing we do at the Christmas party is slaughter in front of everyone. Throw the spear! Alright, keep going. from spare Yep Yes Can I change this to Carter? Yes. Man, I’m sick of it. So sick of it. Managers, sell Flamco hats at 27, you’re selling mesh caps at 25. Managers, include a free t-shirt or book with each membership sale. Yep. And then drop off $1 cards to businesses within one mile of your store. Yep. Managers, connect with your team this week. And then here, all the ways you can get paid, we need to get one to two video reviews a day. Just get real comfortable asking every single client for a review. And then here are the upload notes. Devin, did everybody send you their video reviews? I got Micah, Annie, Amelia, and Yong. So I didn’t get Ashley, Taryn. I just sent mine. Okay. Okay. So Ashley, you’ll connect with Devin after this meeting. And then Carter, I’d like to see if you can get with Taryn. I’d like Taryn to be able to learn how to do search engine stuff. Okay, cool, you’re doing great. Just trying to make sure you’re on that path. Cool, all right, so let’s just make sure. And then Kimberly Haley, you’ll take out of the thing, Noel, and then include a free book in shop whenever someone buys one of Clay’s books on Amazon. And then is this up to date, Ms. Noel? Yes. Okay, and then we’re steering to the rear of the month. Yep. Make sure the rear of the month is full. And then what are we doing for training? Are we doing consultations? Well, today I want to focus a lot of energy on the Christmas party. Oh, okay. And then focus on the special we’ve got going on. Okay. And then we’ll do demo cuts. Where do you want to go, Carla? Do demo cuts? Okay. Yeah, I have, I’ll look at who’s over, and then I have two people to cut off of right now. And then, Carter, I’m going to have you work with me on the meeting today, and then we’re gonna get we’re gonna have you for them you know role play with the managers I really want to get good energy for the Christmas party yeah all these items so let’s make sure these are as we talked about work onto the agenda we proud cool yep yeah Way to go. And then Derek should be starting soon. Haley will be starting at the end of November. And then I’ve got three people to call today. Shakababa. Fire! Are we doing like, I don’t know, like how we get all the gift cards and stuff? Maybe like most of the crew for one of those for the Christmas party? Yeah, let’s do this. Let’s do awards. And I’m going to do this because I like people to be pissed at one person who’s not me. So we’re going to do awards presented by Carly. And that way they’re like, how come Carly’s the best MVP? And Carly’s like, the winner of the best award, awkward as it is, goes to me. Wow. That way you can be the presenter this year, okay? Oh great. Because every time we present awards, we’re like, well, how come I didn’t win? You didn’t even know. So now I’m going to have one person to blame. Over there, folks. Okay, good? Take it. All right, cool. I don’t care who I’m interviewing. That’s good. Chaka-bobble. I’m improving. That’s right. You get an award for that. Put yourself down. Okay, next. All right. All right, let’s go back down. What’s the item of the month? Item of the month? In his shirt. Got it. Alright, did everybody update what they need to send to Ms. Devin for ordering? Yes. Did everybody finish payroll? Yes. Yes! Alright. Everyone send me your receipts for reimbursement? Yes. Yes! Alright, I think we’re done. Okay, 3, 2, 1, boom! Yes. Yes, maybe so that’s Mr. Fox. You have questions? America’s number one business coach has answers. It’s your broda from Minnesota. Here’s another edition of Ask Clay Anything on the Thrive Time Business Coach Radio Show. Yes, yes, yes, and yes. Thrive Nation, we had a question that came in from a listener, and they’re wanting to know how can they make their meetings, their meetings, not feel like beatings. You know, like we’ve all been to a meeting, a staff meeting, where you’re in the meeting, and you’re a good guy, and you want to be a good employee, and you want to do a good job, or you want to be a good manager, or whatever. We’ve all been in a meeting where the meeting is terrible. I’ve led those meetings. And you, and I think we all have. And we say, people, it’s like you want the meeting to be over but it’s not over. And it keeps going and going. It’s really terrible when it’s your meeting and you just want it to be over. Right. And then what happens is you say, alright everybody, let’s go get them. And Jason, you’ve seen this. You’ve seen this, we’ve all seen this. We’ve all had a meeting, we’ve been to, where the meeting itself is an absolute meeting from hell. Have we all not seen a meeting like this? We all have. So the question from the listener was, hey, this was the message we received. It says, do you know of any good books about taking charge of a room or giving an informal presentation? I have an employee who needs to learn how to do it better and I’m not sure how to teach that. I just do it. So I’m gonna walk you through the steps and then I’m gonna make it actionable and Clint, you’ve got some notes, I wanna break it down. Step one, you start off every meeting with rapport or wins. This rapport, so you say, alright everybody, welcome to the meeting, you gotta have good energy as a leader. Welcome to the meeting, what great things happened this week and if the people on your team say, well, we lost a bunch of customers, you go, well, hey, no, I got a win, we’re not dead, right, right? What else is a win? And you gotta express an attitude of gratitude. It has to start off with some positivity. Then the needs. You say what do we need to talk about in today’s meeting? In today’s meeting we’re gonna be here for like an hour and we need to make sure we get through all these things. Which would require you to have a printed agenda or if it’s a sales presentation a one sheet. There’s got to be some idea of how long the meeting is gonna take and what we’re covering in that meeting. Then the benefits. When you tell ask your employees to do something, yeah, you’re the boss, but you’ve got to make them want to do it. You’ve got to convince them that they want to do it, they should do it, they need to do it. You’ve got to provide them benefits and facts and examples that, hey, I really do want to do this. And so I would encourage you to provide facts, statistics, quotes. We call this gamifying. So you let them know what the goal is and how they can reach the goal, so what the scoreboard is, and then how they can win, and then maybe what they can win. And then what you do is you give them a call to action. You say, now as a result of this, we’ve got to go do this, we’re going to do this. The meeting should be action-focused. And then you’re going to go, does anyone have any questions? Before we wrap up the meeting, does anybody have any questions about what to do or how to do it? Because there are no bad students, just bad teachers. So do we have any questions? And then they will go, I don’t really understand how to upload the content. Or, yeah, what list am I supposed to call? Or what did you want me to do again now? Or there’s a lot of questions. And then you review what to do again. You repeat the calls to action and you clarify who’s going to do it, who is going to do it, when is it going to get done, and what happens if they don’t get it done. Because if not, you’ll have a meeting next week and nothing got done and then you’ll start to say What’s the point of even having a meeting and then you’ll cancel your meetings and this only happens The most often if your spouse is your partner Because your spouse or your boyfriend your girlfriend your longtime roommate from college someone, you know, what they’re gonna do is they are not going to Value the meetings because you’re too familiar right now. Mm-hmm. And so I just want to tell you have a lot of husband wives listening to this be very very careful That if the spouse doesn’t show up Tell them privately. Hey, I really need you to be there for me here. That’s important And and then have that conversation privately because if you have that conversation in front of your team There’s always a tension in the room anyway, just because there’s a lot of people and then so in the meeting will go, oh snap! So your wife will say, hey, you know, Clay, I wish you were on time for the meeting. Your wife will say, I wish you were on time, Clay, or Carl, I wish you were on time for the meeting, it’s very important you’re there. And you’ll go, I’m sorry, babe, I just was running behind. And then someone will go, oh snap, he’s late five times in a row, how come he can’t be fired? Or they’ll say, how come he can’t be fired? It depends on what culture you’re dealing with. But some cultures are louder. Puerto Ricans, they’ll go, oh, he’s going to get fired, or he won’t ever get fired because he’s married to her. That kind of thing. But then if you’re like the Caucasian in middle America, you’ll go, it’s more passive aggressive. So don’t, do not address somebody not showing up to the meeting who you’re married to or dating or your partner. Don’t do that in front of everybody else. Now, other rules, I put a link to it on the show notes. I have a downloadable, you can download this, okay? It’s actually an agenda that you can download, but you’ve got to start the meeting on time. Got to start the meeting on time. It has to be on time. So much so is this important that Ben Horowitz, who is the founder of the most successful venture capital fund in the world, and he also started Opsware, which he sold for $1.6 billion. How much do you think he fines people for being late? I don’t know. What do you think? $100 for being late. It’s $10 a minute. Oh, yeah. Let me explain this to you. It could be $100. So if you’re late by 30 minutes, it’s $300. And he’s been doing that forever, and I’ll put a link on the show notes so you guys can see the Business Insider article about it. But he says that there’s no bigger sign of disrespect for anybody than being late. And he’s all… I agree with that. And I… I know there’s a lot of husband and wives listening, so I’m not even going to go there. I’m just saying, just please talk to your spouse privately if that’s an issue. Pastors who I’ve worked with for years tell me nothing’s more frustrating than when their key people show up late to service. I worked with one guy years ago. His associate pastor, who’s on stage, would always roll up 10 minutes into the service. Into the service, just walking up on stage. That’s not acceptable. His youth pastor actually used to not be there, all the kids were there, and his youth pastor would usually show up after the kids got there. True story. So I have found in the smaller the business, the smaller attention to detail. It’s like the smaller the business, the less intense they are about being on time. But having shadowed the founder of Hobby Lobby, or the CFO of Helmrich & Payne, or big companies, billion dollar companies, I can tell you they start on time. And I imagine they end on time, too. True. So always start your meeting with good news. This will bring your team together and will help to adjust the emotional state of the people in the room. But start on time. For the first five minutes, start on time. Then you transition into the recap of what we need to talk about. And that’s 15 minutes. And in that, you want to go over the scorecard, review the rocks, you know, the things you have to do every week, those repeatable things like checklists, and go over customer headlines or employee headlines, like who quit, who canceled, who’s mad, who’s happy, what’s a key account we could land today, that kind of thing. Then for the next five minutes, we review our to-do list of what needs to be done. And then we spend the majority of the meeting now identifying, discussing, and solving the problems. You identify the problems. That’s why you’re there all at one time. You’re all there at one time so we can all identify the problem, identify the real issue, discuss how to solve it, and assign action items. And then we want to wrap up the meeting by knowing who knows what to do. So again, I’m walking you through kind of step one through six. Step one, build rapport, go over the wins. Just take five minutes on that. Step two, go over what needs to be covered with a printed agenda. Print your agenda. Jason, what would happen to our meetings if Julia did not go through, we have a big screen, so everyone’s looking at the screen, no one can bring their cell phone in the meeting, no one can bring their smartphone in the meeting, nobody can be laptopping in the meeting, what would happen if she did not methodically go over that agenda? It would be chaos, we would have no structure and we could not get all of that done in an hour. True. So then we go over the agenda, so we start step number one with the rapport and the wins. Step two, we go over the printed agenda. We go, so this is what we need to cover. Does anybody else here have something that you need to cover today? Then we spend the majority of the time identifying, solving, discussing the problems. And once we go ahead and assign action items, we want to deliver with every benefit, explain to people why they need to do it, right? Then we call them to action, step four. Then somebody’s gonna not know what you’re talking about. And you have to ask, who does, does everybody know what we’re doing here? And when they say no, then you answer their questions, you don’t judge them. A lot of bosses, Jason, I’ve seen bosses attack employees for asking questions. In our coaches meeting, who asks the most questions? That would be Mr. Sean Loman. And it’s a delicate balance with Sean Loman. He is the question king. Can you paraphrase what I’ve said to Sean in our meeting about his questions? You, you, wait hold on. You, Sean. He’s imitating me. You’re a beautiful man. That’s one of my favorite ones, but I’m trying to think of… This is what I’ll say to Sean a lot. Sean, you, that is a good question. And I’m going to highlight that green, which means I’m coming back to it. And I love your questions, but I hate your questions. I love, because you, some good learning happens when you ask questions, but man, you got a lot of questions today. Man, he does that. One of my favorite responses is, I don’t mean to crush your hope before 7 o’clock in the morning, but, and that’s when you go into one of those questions like, should I have asked that that early? So I’ll ask Sean, like, Sean, I love you, I love America, I love strong roads and strong kids and strong families, but I am not going to, I’m not going to do that. Because Sean asks great questions. He’ll be like, hey, how come we can’t update our print piece? Or something. And I’m like, well, highlight that green, and we’ll come back to it. But he asks the most questions, and there’s some great learning, but we can, as an entrepreneur who’s very bullish and wants to get stuff done, you could be annoyed by people that ask good questions. Right, and then we do the call to action. As we wrap up the meeting, we review who needs to get it done, when does it need to be done, and what needs to be done. And if you want a great book, you can read about this. It’s called Traction by Gino Wickman. Traction by Gino Wickman. And I’ll put a link to it on the show notes so everybody can check it out. And Gino Wickman is the founder of the book called Traction, a coaching program called Traction. Many people that I know who have major companies love his book, Traction. I know the Kola Fitness people use his system. But I just wanna make sure we get this before I have a Dr. Breck and a Clint chime in here. You got to print the agenda. You got to print the agenda. You got to start on time. Yes. And you got to start on time and you got to print the agenda. And I know that the vast majority of people listening right now, you’re not printing the agenda and you’re not starting on time. And I know this because I used to go and shadow in businesses and people would say, can I shadow? I’d say, yeah, make sure you have a printed agenda and you start on time. And I don’t know a percentage, but I would say every meeting for every client except for maybe one or two started late, there was no agenda, and the boss ends up arguing with his staff and ends up taking majority votes on things. Like he’ll say, how many of you want to update the playlist?” This is dysfunction. And then someone’s like, you have like nine employees in your office. Let’s say you have nine employees. You go, so how many of you guys want to update the playlist? And then they go, I want to update it. We all want to update it. And you go, well, who’s going to do it? And they go, well, we’ll do it. So Sarah and Carl, you’re doing it? Yeah, we’ll do it. So then Carl says, I’ll do it with Sarah. We’ll work together. We’ll get this done. And the next meeting, you show up and the playlist isn’t updated and it becomes the new idea of the week and the idea never gets done and it becomes sarcastic and then people start showing up late for the meeting and then they start skipping the meeting and then when you do have a meeting it comes over, it feels like a beating because it’s a weird form of cognitive dissonance that’s going on because we basically are getting together every week to make a list of things we’re not going to do. Right. I mean that’s what we’re doing. So Clint, what is your take on leading a meeting and the best way to do it as an entrepreneur? Yeah, well, I love all those tips you just shared. And those are things that I’ve learned that work really well also. And then a couple things I was gonna add, they mentioned asking about some books to read, Traction, it’s a great one. One that I got a lot out of was just a really simple Reva’s Tribe, Seth Godin’s Tribes. And that talked a lot about the people want to be led, actually. That’s proven, and also that you need to, you can become a leader. Some people think, oh, leaders are just people that are born with great, strong personalities. Anyone can become a great leader if they work at it. And then, on another, kind of another gear, is something that’s helped me a lot, is when you go into a meeting, you mention you just have an energy. So I’m a huge fan of Tony Robbins, so I recommend reading some of his books. It’s more on mindset, and he calls getting into peak state. Quick time out. I want to make sure the listeners out there, because you know if you’re a listener to this show, you know I have ripped Mr. Robbins. I’ll explain to you real quick. I want to make sure we get this idea. Tony Robbins, what he teaches about energy and mindset is awesome. I would say, yes, buy it, bottle it, do it. What I find, and I’m not trying to steal any thunder away from you because I agree with what you’re saying, I just want to make sure I rightly divide this. I see a lot of people who’ve been to like six Tony Robbins conferences, and they’re on divorce number two, they’re on bankruptcy number three or two, and they are sufficiently motivated but they do not know how to make a pro forma. They do not know how to make their website canonically compliant. They do not know how to make a marketing video. They don’t know how to make a checklist. And so where Tony Robbins ends, that’s where I start. So I want to make sure you get it. Our show is for people who are already sufficiently motivated. Pragmatic, practical, put your hands to the floor. But if you’re not motivated, Tony Robbins is a great place to start. And please continue because what he teaches about energy is powerful. Yeah, so Tony Robbins, like a lot of people just kind of listen to his stuff on the outside. They think he’s a motivator. But if you really, I’ve been studying Tony Robbins very, very deep. So he very much does get into mindset and change of state in mind. But most people just don’t get that far into his work. They just think rah, rah. And he is a good, you know, he knows how to pump people up. But the biggest thing is power and certainty is what I was getting to. Like I know for me, when I used to have my meetings when I was younger, especially my employees were older than I was, I would go into a meeting and I’d be kind of nervous and I was just kind of like weak. And if you go and lead a meeting from a weak position, you’re not going to control the room, you’re not going to control the frame, your employees can notice that. So it’s getting into a positive mindset of power and certainty. And the tips that you mentioned are great going into the meeting with an agenda and what you’re going to talk about and having power and being a great leader and speaker and that takes practice and preparation. I would say this, that preparation creates luck. So I actually view the word, whenever someone says the word luck, I always replace it with preparation. So if someone says, oh man, Oprah’s lucky. I go, Oprah’s well prepared, I agree. Yes. Well prepared. They say, Michael Jordan’s so lucky. I go, you’re so right, Michael Jordan is so prepared. They go, dude, it must be nice to be LeBron James, he’s so lucky. I’m like, he is so prepared, you’re correct. Because most people, it’s easy just to say lucky. Sure, because that takes it out of your hands. Right. Breck, talk about meetings, how you’ve got it wrong in the past, how we could get it right in the future. Give us your tips on leading a meeting. I’ve started meetings late, I’ve not had an agenda, I’ve done all these things wrong before. And so I think there’s a few things that you can do. One is cut out unnecessary meetings. And so, you know, having like committees to create committees to create committees to never get anything done just demotivates everyone because they know this is going to lead nowhere and we’re going to have another meeting about nothing to lead nowhere. And so cut out any unnecessary meetings. But then also, I kind of like what you said or, you know, when you were talking about sometimes there’s that vote. We do a lot of ideas and solution finding by committee, like the whole group, the team together, we’ll create some ideas and some solutions to problems, but ultimately I make decisions as the leader of the business. And so, you know, the decision making is not done by consensus, it’s not done by everyone. You have to take ownership if you’re the owner. And so you can have great people that come up with great ideas that are outside of your own thinking, and I think that’s wonderful. But ultimately at the end of the day, you have to take the ownership of it and be willing to stand by your own decisions. And so you’re not doing those things by committee. What do you call an employee who is perpetually unhappy and you’re leading the meetings properly, you’re doing everything right and you’re being a good boss and everybody else in your office is happy, but you got that one person who isn’t happy and what’s the adjective that you would use to describe an employee like that, Dr. Breck? Cancerous? Is that a good adjective? Yeah, yeah. And anything in cancer, if you allow it to spread, it will. A weed, if you allow it to go unpoled, it spreads. And Jason, you have a great client. I won’t mention the name of his company, but he has a disgruntled employee. Does he not? He does. Tell us the situation so the listeners can know the situation, but we will not mention any details about his company because I’m gonna give him some real and raw Answers to his question right now and this right here is gonna feel really dark Okay, someone’s gonna feel like this is like a bad show. This is gonna take us to a really bad place So I’m gonna queue up my my dark kind of stick with this so you get past this one Okay, so he’s got kind of an Eeyore in his department where this person is very negative and they’re very sluggish and they don’t, they’re in a high ranking position and don’t execute the job so it means key performance indicators aren’t getting hit, they are horrible for the overall culture. They’re pissing off customers and fellow co-workers. Oh absolutely. And they’re also being very deceitful with fellow co-workers which is causing this big unrest. You ever had that happen, Breck? He’s wanted to get them out as soon as possible. You ever had this happen before, Clint? I have, yes. I’m going to walk you through how to solve this problem in 90 seconds. Step one, install video cameras in your office and make sure that everyone knows they’re up. Just like Target, just like Walmart, just like Quick Trip, put the cameras in. Make sure everybody knows that they’re installed. Use nest.com. I even like to have a reference monitor so they can see what you can see. But make sure that they know they’re being recorded for quality assurance, for safety, for people stealing people’s lunch, that kind of thing. Two, just do what you normally do. Do what you normally do. Because this employee, Jason, when he tried to call them on their Jack Astrey, what did they threaten him with? ADA, baby. What? The American Disability Association. So they threatened to come after him and saying that they’re going to go to the American Disabilities Association and sue him for wrongful termination because they’re disabled. That’s what the employees actually said to him. Now this happens all the time. So step one, you put in those cameras. Step two, you do what you normally do. Step three, you document the moments of Jackassery, but never reference the video footage. You’ve already told them the cameras are up. Document them all and every time it happens, download the clip. Download the clip. Then, have one person present when you meet the person. Have cameras up in that room and say, hey, I have video footage of you over the past three weeks that I’m going to upload to YouTube and label as your name called, Employees Behaving Badly. Busted. If you, and it’s going to go viral, I’m going to spend a lot of money promoting the video, and you are going to be known all over the internet as the world’s worst employee, or you’re going to leave and not sue me, and then have them sign a release document. And I’m telling you, if you do not do that, you talk about playing hardball, I had an employee years ago, an elephant in the room, who did the same crap, I caught her on camera pretending to fall. Oh, man. No seriously, pretending to fall. And when you have an employee that pretends to fall on camera, Breck, you’re a chiropractor, what kind of claim do they typically… I’m sure you’ve seen somebody trying to commit insurance fraud that comes to your chiropractor center. Sure, yeah. Have you ever had that happen? Yeah, we make it very clear that our goal is to get you whole to the point that you were at the accident and nothing more. But have you ever just straight up busted somebody? Yes, absolutely. We have a test we call a malingering test. And so what that means is that someone is, you know, if we’re doing a test and they’re not actually making an effort on that test, we can actually tell. And so, you know, there’s only so many things you can say that match up with the symptoms. But then when the tests are being done and you’re like, oh, I can’t lift my leg, but then you don’t, you can feel that there’s no effort behind them trying and it shouldn’t, you know, or you have them do a test that shouldn’t exacerbate this condition whatsoever and like, oh I can’t, it hurts and it’s like no, this is not true. So you’re making it up. So you’ve seen people make it up before. Oh absolutely. So elephant in the room, what I did is I actually went out there and I pulled the footage of the person. I don’t think they recognized that we had the footage of it and so I just pulled them aside with another employee present and I said, hey, here’s the deal. I know that you’re trying to screw us right now because I’ve seen the video footage of you actually faking a fall. Had they already submitted a work comp claim? No, they came to me and said that they are going to submit a workman’s comp claim because they got injured. And I said to them, no, you’re not. And they said, yeah, I am. I fell. I hurt myself. And I said, well, I got video footage of you faking a fall. I’ve got a video footage of you faking a fall. You didn’t actually fall. And I’ve got video footage of it. And it’s not going to go good for you. No, that’s insurance fraud. It is insurance. That’s bad. Yeah, and that’s the thing where you might go to jail for that kind of thing, buddy. Yes, that’s a felony. So I pointed out to them, that is not something you’re going to do. But you’ve got to play hardball. And Jason, I think people don’t want to play hardball. I think people don’t want to ever do these things because they don’t want to like… They don’t want to work. I think people don’t want to seem mean. Yeah. I think half the people who heard this show right now are going, dude, that’s terrible. I mean, don’t you think the vast majority of people, not our long-time listeners, but new listeners might go, you’re terrible. Oh, absolutely. And that’s the biggest problem I’ve learned with helping my clients who are trying to be better managers, is they want so much to be liked by their employees. They want the constant approval and they want to be buddies. Well, then, of course, when that happens, you get a septic employee like this who’s going to completely infect your entire business. It’s going to happen, dude. I’m just telling you, if you’re out there today and you feel like you’re stuck with a toxic employee, that is the tip. That’s the moves That’s the step and that’s how you fire that person and that’s how you deal with it So even if you do all the things we told you and you go in with a great emotional state and you follow these six Steps of start with report one to build the needs on an established the printed agenda Basically the syllabus three go over what needs to be done for Decide who needs to do it five ask answer any questions and six Repeat what needs to be done even if you do all those steps if you have a toxic employee who rolls their eyes in the meetings, who’s yawning in the meetings, who’s negative, it ruins the whole atmosphere. And get them out of your office as soon as possible. And without any further ado, we’d like to end each and every show with a boom. So here we go. Three, two, one, boom! Hi my name is Josh Sperl from Sperl and Associates Chartered Professional Accountants based out of Edmonton, Alberta, Canada. And I started, I met Clay at a conference, at his conference in Tulsa in June of 2018. Started working with the coaching program shortly after there. You know the experience has been great. You know you really have a partner in the grind. You know most people, I like to say most people are wrong about most things about business most of the time and it’s very difficult for entrepreneurs to connect with other entrepreneurs who actually know what they’re talking about when it comes to business but Clay and his team really does understand. You know the tangible improvements that we’ve seen is we’re up over 50% starting since starting with the coaching program and you know, they’re helping to help business owners create time, freedom, and financial freedom. And I know what you’re going to think. You’re going to say, what the heck are you going to do with your time, freedom, and financial freedom when you’re in Edmonton, Alberta, Canada, that’s the most northerly city in North America with a million people. You know, we’re probably just sitting in our igloos, hoping for some television, but I’ll give you an idea of what we’re doing in Edmonton, Alberta, Canada. So over here we have Sandra and we have Emma. Emma say hello. Hi everybody, this is my daddy’s channel. Emma really likes any video. So let’s see what actually the Time Freedom and Financial Freedom can do for you in Edmonton. So believe it or not, we have a beach here guys And I’ll take you on a little tour Edmonton’s Beach now, it’s not what you Americans are going to pick up at the beach. This is a northern beach We’ve got a really cool slide here, I don’t know if you can see this purple slide. This purple slide that you’re looking at here is a full loop-a-loop. It’s not completely upside down when you go to it. Let’s see if I can get the right angle here. Now that does not appear physically possible, but it really is going to knock you upside down. Went on it last time. And here is the Edmonton Beach. This is a northern beach. You guys out in Tulsa, you Americans think you have all the beaches here, but here is the northern beach complete with waves. We got 30 degree weather inside here. Sorry, 30, that’s 90 for you guys over there. I’ve got to do the translation of the map in my head. We’ve even got a zip line that we can ride down here. And this is what we’re doing with our time freedom and financial freedom in Edmonton, Alberta, Canada. Thanks to the Thrive Time team. Thanks very much, guys. ♪♪♪ 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. We get into the specifics, the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business. But for two days, you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re gonna leave energized, motivated, but you’re also gonna leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get-rich-quick, walk on hot coals product. It’s literally we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, but I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert Zellner and Associates. Look them up and say, are they successful because they’re geniuses or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s gonna be the best business workshop ever and we’ll even give you your money back if you don’t love it. We built this facility for you and we’re excited to see you. The number of new customers that we’ve had is up 411% over last year. We are Jared and Jennifer Johnson. We own Platinum Pest and Lawn and are located in Owasso, Oklahoma. And we have been working with Thrive for business coaching for almost a year now. Yeah. So, what we want to do is we want to share some wins with you guys that we’ve had by working with Thrive. First of all, we’re on the top page of Google now. I just want to let you know what type of accomplishment this is. Our competition, Orkin, Terminex, they’re both $1.3 billion companies. They both have 2,000 to 3,000 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, you know, asking our customers for reviews and now we’re the highest rated and most reviewed pest and lawn company in the Tulsa area and that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay, so 411% we’re up with 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 that we followed with Thrive and in the refining process. And that has obviously, the 411% shows that that system works. Yeah, so here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals, more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. It’s incredible, but the reason why we have that success is by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews. That way we’ve really been able to come up with a really great team. We’ve created and implemented checklists. Everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really, really contributed to our success. But that, like the diligence and consistency and doing those in that system has really, really been a big blessing in our lives and also, you know, it’s really shown that we’ve gotten 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. And we didn’t know… Okay. 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. 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 proven turnkey marketing and coaching system that will grow your practice and get you the results that you are looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. Hello, my name is Charles Colaw with Colaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. Clay has done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with like Lee Crockwell, head of Disney with the 40,000 cast members. He’s friends with like Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours. On the day-to-day. He does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, and graphic designers, and web developers. 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 6-8 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 start ups go from start ups 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. 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 him most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best you and Clay has been an amazing business coach. Through the course of that we became friends. I was really most impressed with him is when I was shadowing him one time. We went into a business deal and listened to it. I got to shadow and listen to it. When we walked out, I knew that he could make millions on the deal and they were super excited about working with him. He told me, he’s like, I’m not going to touch it. I’m going to turn it down because he knew it was going to harm the common good of people in the long run. The guy’s integrity just really wowed me. It brought tears to my eyes that this guy, his highest desire was to do what’s right. And anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate anytime I’ve gotten nervous or worried about how to run the company or navigating competition and an economy that’s like, I remember we got closed down for three months. He helped us navigate on how to stay open, how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9, and we just want to give a huge thank you to Clay and Vanessa Clark. Hey, guys. I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys. We appreciate you and really just appreciate how far you’ve taken us. This is our old house. Right. This is where we used to live two 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 14 and I took this beautiful photo. We worked with several different business coaches in the past and they were all about helping Ryan sell better and just teaching sales, which is awesome, but Ryan is a really great salesman, so we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts and actually build a team. So now that we have systems in place, we’ve gone from one to 10 locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd, we’ve already grossed a little over 50 grand for the whole month and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship, and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us. Just thank you, thank you, thank you, times a thousand. Whoa! The Thrive Time Show two-day interactive business workshops are the world’s highest rated and most reviewed business workshops because we teach you what you need to know to grow. 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. We get into the specifics, the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re going to leave energized, motivated, but you’re also going to leave empowered. The reason why I built these workshops is because as an entrepreneur, I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get rich quick, walk on hot coals product. It’s literally we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, and I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert Zellner and Associates. Look them up and say, are they successful because they’re geniuses? Or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s going to be the best business workshop ever and we’re going to give you your money back if you don’t love it. We built this facility for you and we’re excited to see it. And now you may be thinking, what does it actually cost to attend an in-person two-day interactive Thrive Time Show business workshop? Well, good news, the tickets are $250 or whatever price that you can afford. What? Yes, they’re $250 or whatever price you can afford. I grew up without money and I know what it’s like to live without money. So if you’re out there today and you want to attend our in-person two-day interactive business workshop, all you got to do is go to Thrivetimeshow.com to request those tickets. And if you can’t afford $250, Thrivetimeshow.com to request those tickets. And if you can’t afford $250, we have scholarship pricing available to make it affordable for you.