Are you trying to design a culture of sustainable winning in your business? Are unsure of where to start when it comes to documenting your values and your mission statement. Clay Clark breaks down the 12 Values of the Thrivetime Show, before interviewing the dream team working behind the scenes at Tate Boys Tire and Service.
WINS OF THE WEEK – Outdoor Solutions – sold 4 long range school spots ($2100 a piece) and gained 60 leads at recent trade show
Thrivetime – Questions for the show – At a conference you had us write down our core values. I instantly felt like I was at a marriage seminar and they asked me why I like my wife emotionally. As a dude, I froze and said she is beautiful, which obviously isn’t an emotion.
At the conference, I did the same thing I froze and wrote customer service. No sooner had I written it did you say, don’t write customer service.
So can you demystify core values, how do we use them in our businesses?
The Thrivetime Show Core Values
Are they for the employees? Are they for you as the owner to make sure you stay on track? Or to rate and rank your employees?
While we are talking about emotions, mission statements. Do they predict what you want to happen, reflect your core values or tell why you started your business?
Could you explain both core values and mission statements, what they are for and how to use them in an upcoming show?
AMPLE EXAMPLE – Thrivetime Show Core Values
DEFINITION MAGICIAN – Tacit – “Understood or implied without being stated.”
AMPLE EXAMPLE – https://admiralcapitalgroup.com/ – David Robinson’s Proven Track Record
Click the following link to find out what the Thrivetime Show can offer you for free!
AMPLE EXAMPLE – Thrivetime Show – Christmas Party Photo – https://www.dropbox.com/s/g4gyln6i21olwe9/IMG_9666.jpg?dl=0
Photo of the triangle on the wall of the man cave –
Learn more about Tate Boys today at: www.TateBoys.com
NOTABLE QUOTABLE – “Our culture is that our people are the most important thing.” – Craig Tate (Owner of Tate Boys)
NOTABLE QUOTABLE – “You can’t have a mid-life crisis in the airline industry because every day is a crisis.” Herb Kelleher (Co-founder, Chairman Emeritus and former CEO of Southwest Airlines)
NOTABLE QUOTABLE – “Leading an organization is as much about soul as it is about systems. Effective leadership finds its source in understanding.” – Herb Kelleher (Co-founder, Chairman Emeritus and former CEO of Southwest Airlines)
NOTABLE QUOTABLE – “You don’t hire for skills, you hire for attitude. You can always teach skills.” – Herb Kelleher (Co-founder, Chairman Emeritus and former CEO of Southwest Airlines)
NOTABLE QUOTABLE – “Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.” Jack Welch (Former CEO of GE that grew the company by 4,000%)
NOTABLE QUOTABLE – “Management is all about managing in the short term while developing the plans for the long term.” – Jack Welch (CEO of GE that grew the company by 4,000%)
NOTABLE QUOTABLE – “The business comes first. You have to take care of the mothership.” – Craig Tate
Learn more about Tate Boys today at: www.TateBoys.com
Think About the Tradeoffs Before You Take Your First Step –
Promotion = Problems – “Leadership is solving problems.
Welcome back to the thrive time show on your radio and podcast download. On today’s business conferences show, we’re talking about how to create a culture of winning and a look inside the overnight success that took 29 years to develop. It’s the tate boy’s story. If you’re from Oklahoma, if you’re from Bartlesville, if you live in the midwest, you probably know about the automotive repair company known as Tate Boys, tate boys. If you’ve ever been to tate boys, never checked out their website, never a. If you’re not familiar with who these guys [email protected] They are a tire service and more. They’ve been in business for 29 years. You can learn all about [email protected], but before we get into the interview with the tape boys’ team and in our discussion about how to create a culture of winning chuck, we have a premium subscriber that emailed us to [email protected], which means they are a member of the thrive nation, so they’ve actually bought a ticket to the in person workshop for tutored and $50, which gives them access to thousands of videos that gives them access to the workshop and it gives them access to the yearly VIP event.
They go behind the scenes like we do at business conferences and and learn about all the different businesses and actually see how they work firsthand and it allows them to email their questions in [email protected] So Mr Trump, what is the question that’s been emailed in from a thriver out there? Just like you, the listener,
it’s say at a conference you had us write down our core business conferences values. I instantly felt like I was at marriage seminar and they asked me why I like my wife emotionally as a dude. I froze and said she is beautiful, which obviously isn’t an emotion at the conference. I did the same thing. I frozen wrote customer service. No sooner had I written it. Did you say don’t write customer service. So can you demystify core values? Yeah.
So let’s start the first part. The first part here at the conference, we asked you to write down your, your core values because your core values should be the, it should be the like your compass and it’s how you make decisions. And so Steve Currington, uh, we will go ahead and get into this discussion and, uh, you’ve known me as you’re, you’re, you’re, steve has been a client. His company, total lending concepts has been a client for about three years, approaching three years, something like that. And uh, you been around me long enough to see this, but the core values, I’ll just give you a few of the core values we have at thrive. And then Steve, you can maybe share how you see this happen. Yeah. What is it at thrive, the thrive time show this is written on our core values and maybe you put a link to our core values to that document, Vin dropbox or we can go back after the show and put a link to it so the listeners can have it, but there is a drawing of like a mountain and it shows our values to that. It does build the, uh, the company that’s the mountain and it’s the, it’s the foundation that the company is built upon and one of our values is overdelivering, which means that we always want to get stuff done to a greater extent than we promised to. Steve, how have you seen us as a company at the thrive time show consistently a overdeliver or attempt to exceed the expectations of our customers?
Well, I think, uh, on a daily basis have you look at just, um, you know, as a business you have items that have to get done on a weekly basis. You know, we meet, we have an business conferences agenda when we meet weekly and um, you know, most of the time what happens is we have a due date that will be five, six days out, um, but we see those items that we need to get completed, done in a much quicker fashion. So I think you guys do a good job of setting up the expectation that hey, this is going to take seven days. Uh, and it does take seven day. Sometimes, you know, it’s just things have to happen.
And the reason why it takes seven days to the listeners get this is because my people are never sitting around doing nothing. So we work with 160 clients and so my team is literally the most efficient team in America. So that’s why when you hire a graphic design firm, they’re going to charge you. And Chuck, you know, this year your wife works at a design firm and it’s a great company, but they’re going to charge, you know, three to $5,000 for stuff that we would charge you $1,700 a month flat fee for. And we include video photography, web, I mean to other designers will charge you like three grand just for like a brochure, if not way more than that. Right. You know, they’ll, they’ll design one email for you and it can be that much. So. So that’s, I mean, it’s a thing where we as a company, we, we charge a flat fee on average.
Our average client pay $1,700 a month. Uh, some accounts are bigger, some are smaller depending on how many locations they have. But we do the video, the photography, the coding, the advertisement, and we do so our pricing is designed to overdeliver. So our pricing, what I did was I found that the best program in the world that I could find the best to, uh, where the emyth program by Michael Gerber and the traction program. But I found that they really didn’t, um, supply the back end that I would like. And so I wanted to make our program at least five times less money than anybody else with five times as much value. And I knew chuck, once we did that, then that would be a great thing. Another thing, I’m kind of a waiting list and a lot of categories people have asked me, well, how come you guys don’t charge more now?
Um, because that’s in our core values which is to overdeliver. So we always try to keep our prices affordable because our mission is to help people out there just like you and not make it super premium where we can’t afford to help the average person. Because when my wife and I were starting to Dj connection, I was working at Applebee’s target direct TV is working at office depot and Oru and Steve, we bought these Jbl Jbl speakers called r 2:25 [inaudible] 25. I bought it from my rep. His name was David Brown with Guitar Center. David and David Brown. He was based in Dallas. I would drive down to Dallas to pick up the equipment. He’s not still there. I think he was working at rackspace but I went down there to buy the divide the equipment and uh, I believe the average speaker was about $700 and we were making about $6 an hour after taxes. So that means it would take us a full two weeks to buy one speaker, and so even so now today, um, my life isn’t like that, but I remember what it was like to be there. And so I try to make our, our system affordable. So what I’m gonna do is I’m going to go through all of the values at the thrive time, show one by one because you asked a question and I’m going to give you the answer, but the whole point of your core values is they should be polarizing,
polarizing, and they should be your core values, not someone else’s. That’s what a lot of people do, is they see core values up on the wall at a business and most businesses plays, you know, don’t even know what their core values are, but they stick them up on the wall and then you try to adopt them. You can’t adopt someone else’s core values if they’re not countercultural. They’re not values, they’re just things that people do by default, like writing the word integrity is not a core value. So let me go through the 12 core values that we have. We’ll start at the bottom move. This is core value number 12. Knowledge without application is meaningless. What that means is I don’t want to teach the customers anything ever that they cannot apply to growing their business, period. I don’t want to talk about it. If it doesn’t relate to something, I can do it.
If it’s not related to an action item, if there’s not a problem that I can solve, I don’t want to hear about it. I don’t want to have random, a google ad words reports sent to me. I don’t want a random reports from lucky orange that show me how many people are on my site unless I’m going to act upon the data. A chip. I don’t want to have random meetings about culture. I don’t do. I don’t take the team on team building activities. We don’t go into the forest together, right? We don’t, uh, we don’t involve ourselves in, in corporate challenges. Well, you don’t have a team volleyball league because it’s not. It’s that kind of knowledge is meaningless to what we do and it doesn’t create time freedom. And that’s part of it’s financial and time freedom is what we’re trying to help people create. Knowledge without application is meaningless. It’s the opposite of everything you learned in college is meaningless. Everything I ever teach my team at thrive is mean is actionable. I mean, there’s, I mean as an example, my daughter has an assignment right now at school and you know, you don’t hear us or assignment is that she’s working on right now. What is it? It’s to memorize how to draw the world.
It’s easy. I can do. It’s a circle. They’re teaching. The kids know, they’re teaching the kids how to memorize, how to draw the globe in all the countries. No kidding. Why? This is what I’m talking about. When I went to school, I had to memorize the entire periodic table, the entire periodic table. Uh, so, you know, it shows on there like uranium and the sign for that. And it shows that the symbol for California or whatever and different elements and new. And I don’t know why I memorized it. Furthermore, I can’t remember. Probably 90 percent of them. Do you remember this song, George Washington? John Adams, Thomas Jefferson, James Madison, they made it. They made us remember all of the presidents, like, why, what? These are the things for this is what I’m saying is memorization. If you read the book, think and grow rich. One of the things Napoleon hill discovered when he was studying the world’s wealthiest people.
Remember 19, oh eight. Andrew Carnegie Commissioned Napoleon Hill to basically write, thinking grow rich, which is the gospel of wealth. He commissioned him to study the world’s most successful people and to see how they did it. And Steve, do you know the ones that one of the business conferences variables that he discovered, the common denominator about the world’s most successful people, they prize memorization as the lowest human skill imaginable. They look at, they look at memorization as the lowest possible skill. It doesn’t matter. Every single person that he was around who was successful actually prided themselves on how much they didn’t know. As an example, when a Rockefeller went to court, uh, when a Henry Ford went to court, the guys sincerely, it really upset the, the prosecutors who are trying to break up the monopolies of Rockefeller. Rockefeller could not name the heads of his different companies or the name of all these companies and it have founded the lawyer because the lawyer was going, hey, listen, I know it’s important.
It’s impossible for you to be the world’s richest person and to not know the names of all of the heads of your companies in the names of the companies. You have to know the names of all your companies. Give me the names of your companies, and he’s like, I honestly don’t know. So they interviewed all these other witnesses than they all said. We are confident that he has no idea who owns the companies are or who’s the head of the companies or the name of names of the companies, but he does know the people that know all the companies and if he ever did have to know all the names of the company, someone will get fired. A Henry Ford had no idea who worked in his different businesses. He prided himself on not knowing that Thomas Edison is credited as having an invented the light bulb.
He it was. He was credited as being the guy who created the first modern light bulb, recorded audio and recorded sound, and people that love Tesla hate this, but Thomas Edison prided himself on never actually doing the experiments. So He’s credited with doing 10,000 experiments if you do the math on that, even if he did one field experiment a day, it would have been three years. So people don’t realize that at the orange laboratory he had thousands of employees, all of them that were failing all the time. And so again, it was the only thing was like, we’re gonna fail and Tint 10,000 times, but I’m not going to be the one doing the experiments. So again, that’s a core value. Core value number 11, humorous enthusiasm, uh, people that don’t appreciate humor don’t like me and they don’t like our podcast. You can get out and I don’t like them.
You need to leave. Now, this is an example though. I actually went golfing one time. I got asked to sponsor an event at the golf club of Oklahoma and this would be in like 2002 and three is when I was first starting to come into some money and they asked me to sponsor a table and so I spent, I wanna say like two grand. I’m sponsoring the table and a chip. I had never sponsored an event. I didn’t know. I just got my name and a brochure. Steve, have you ever sponsored an event at Cedar Ridge before? Too many and plenty of Cedar Ridge Country Club. Have you really? Yeah. And like, um, can you describe what that feels like for the listeners out there that aren’t familiar with what it’s like to sponsor a, uh, uh, a golf event? Well, you know, you get a tent that you put up by a whole with the table and a table two, you get the handout, little goodies or what, like promotional items with your company’s name?
Uzis and then business cards. Yeah. And then at like the dinner, there’s like a magazine to your, your company logo gets in or a brochure that no one reads the company logo and then they send out emails and no one reads the email. There’s your little icon or logo by the hole in one hole. Yeah, yeah. You gotta you gotTa yeah, you can, you can get a whole lot of, a little you’d calling [inaudible] type things, nutriments pageantry that don’t do anything and actually give you like a neat name. Like, like you’re the platinum sponsor or the, the premium sponsor, the exclusive sponsor. You get kind of a, a kind of some false prestige. And then you actually have to go golf. So I’m out there on the, in the golf cart and it’s like an Oklahoma seriously, like in June. I’m not kidding, it’s probably upper nineties, but it’s humid.
So it’s like you’re trapped inside of a wet blanket or a sauna. You’re outside and everyone talks like this, this and I talk. So, um, so greg, uh, what, uh, what, what are you gonna? What are you gonna hit that with? And then some guy in his fifties, he’s got white hair who is serious about this, he is serious, he wants to contemplate, it’s done on a knee and he looks and he kinda determines what he should hit it with and he’s talking to the kid back and forth and, and I just thought to myself like, why is it so quiet? Why are we chasing this ball around? And there’s all these rules, like if you missed the ball or if you missed the ball when you swing or you hit it in a weird direction or something, then you have to write in your own scorecard.
And then it’s like this, it’s like this quiet. It’s like watching professional tennis or something. And I just realized I never want to go here again. Now. Like I don’t like this ride. I want daddy get me. It’s like when you board the Roller Coaster with your dad that you regret getting on. It’s like when you get Steve’s Lamborghini and go to sprouts, right? You want to just take me on a ride to a sprouts, the grocery store and his Lamborghini. And I thought I was going to die at 45 miles an hour. Now he was with like 100, I think, or 100. Allegedly the wind was blowing that day. Here’s all I want to say that this is the idea. My value is humorous enthusiasm. So everybody who works here at my office appreciates humor. Everybody. I mean there’s not a person in my office who doesn’t laugh.
And if you don’t laugh, I would fire you for that. I’m being serious though. I know if you’re somebody who know somebody with, if you’ve ever been around people that are super serious, but everything. I mean this. I mean we do a lot of tough stuff. We have a lot of things going on and there’s a lot of rejection. And so I use humor as a way to get through that. It’s, it’s sorta the, the medicine that makes the discipline go down. Not only that, but enthusiasm. Because like with the call center, if somebody sets an appointment, it’s a business conferences celebration. They ring a bell, run around five. So that’s humor and enthusiasm. If you don’t bring good energy to work, that’s a humorous enthusiasm you want last long for us or you just won’t make it. Now value number 10, everything we do has to be scalable and duplicatable.
We have to have a scalable and duplicatable process for everything. Or I won’t do it as an example. These are recent examples of this that have happened in the last week. Very, very true. Very real. Very, very. They just happened, uh, one guy reached out to me and said, hey, I’d like for you guys to build a website. You build a website for my business conferences friend and I’m not interested in coaching. Could you just build a website for me? I’d be willing to pay 10 grand for it. And I said, no, like, you won’t build a website for $10,000. I don’t understand that because he talked to one of our salespeople and they told them we don’t do that. He’s like, so you mean I could pay $1,700 a month for four months and cancel? And then I could do like $7,200, but you’re actually paying you less but you won’t do 10,000.
And I said yes. He said, he said, he says, why? I said, because we have to meet with you every single week, two at the same time to identify, discuss and solve your problems. So when we have a website mock up, it’s not logical for me to give you a mockup of the website and have you approve it on the first pass. Furthermore, I do not communicate via email because it is a form of tacit knowledge. He says, well, what’s tacit? Tacit is something that’s hard to explain. Put them on the show notes. Chip tacit, but task it is, it’s a, it’s a form of knowledge that it’s not easily understood. Um, without some type of discussion. Without somebody, you just can’t. Steve, you can’t just explain. You can’t provide the website edits that you want via just a text driven email. What was Steve?
Why can you not do that? [inaudible] a designer. Someone who’s going to do that isn’t gonna understand tacit? The definition says, understood or implied without being stated, and so they’re like you to draw on them with your hand, like, here’s what, here’s an Arrow to where I want this to be. Here’s what I want this to look. It’s impossible if you’ve ever worked with a design firm, if you’re, if you’re out there right now, if you’ve ever worked with a graphic design firm and you haven’t been able to communicate this form of tacit knowledge by actually printing out mockups and writing on them, you, you, you, you know what I’m talking about. So again and again, you know that, you know that I, I tell people no all the time and it just confounds people. Another example is I never leave the office during the day. Very true chip.
I mean that is something people always say to me. He goes, dude, you never leave the office during the day. You mean you never, ever, ever network or go to lunch. I said, yeah, and there’s only, only twice. I’ve done it this year and I regret both times and it’s great if you do it. If you. And I think it’s great. I learned that from you. I haven’t been to a networking thing and you get a lot more mortgages sold when you don’t really have the office all the time. Go into lunch meetings. If it’s not scalable and repeatable, I’m not going to like a sell something that I can’t sell a thousand times. Yeah, I’m not going to do something that I can’t do a thousand times. Okay, so value number nine, have a place in label for everything. Um, this is, these are the values or things you fight for every week.
I’m fighting for people to put stuff in the right place and to label it. I cannot stand when things don’t have a place. It makes me crazy. This is why I had my own bathroom in my own house. Very true. I cannot cohabitate and share any space with anybody where things are not labeled. I cannot stand it. When people borrow a mouse from a different workstation and then they don’t put it back. I can’t stand when people just have a cluttered desk of things all over the place. Everything has to have a place just like a retail store. Our business coaching, a company has to have a place for everything. Now, I’m sure you’ve seen this before as a contractor having managed contractors, when the guys don’t have a place for all their tools, what happens? It just becomes like a mess, like a bomb exploded.
So with the back of the work truck, with your warehouse, you have to have a place for everything. Otherwise everything will end up in a pile and value. Number eight, you must have. You must create and write down big goals. If I find that you’re working for me and I discovered that you don’t have goals, I will meet with you about. I have a member of our leadership team meet with you about it, and if I find that you are not working towards something, I will fire you. If you don’t get serious about goals because people without goals do what? Chip drift and how can you see it? How can you see the drifting a, they started showing up late. They’re just aimlessly going around. They show up looking drunk, right? They call in sick all the time. Yeah, there’s no. They’re not running towards anything. Anybody without goals is somebody. I don’t want them around. I don’t like them. I don’t like infectious. It is. I’m just being very real about this. I don’t like people without business conferences goals and I’ll tell you the kind of people that don’t have goals. There are people that always refer to things and the past, they never talk about the future. They never talk about something they’re working on. They only refer to things that happened in the past. There’s never a future
coach you to put me in, man we did to estate Steve.
They’re their best days were years ago and I just can’t stand. That kind of thing. The next thing is we have to support every claim with a fact. Number seven, chip, why do we have to support every claim that we make at the thrive time? Show with a fact
because we’re not making stuff up and we don’t want people thinking that. We want people knowing that we’re teaching off a proven systems off of proven mentors. All these things are actual facts. They’re not just stuff that we’re making up or feelings or emotions.
That’s why we partnered with Lee Cockerell, the former executive vice president of Walt Disney world resorts. When we built our time management courses or videos and all of our templates. Check why would we team up with a guy who managed 40,000 people at the world’s largest theme park when we built our time management system?
Well, I wasn’t. I’ve been thinking about that because that seems pretty easy to manage 40,000 employees because he’s the best in the world. Right? He managed that and and when we interviewed him a little while back on the podcast, he was talking about how important it is to manage yourself first and then you can manage a huge team if you, if you’re able to
chip, why would we team up with Michael Levine, the world’s number one, publicists the world fair, the world’s number one pr person. When we decided to go out there and teach pr public relations, why did we team up with him to get his teaching and his trainings on, on the videos and all the templates for branding? Why would we team up with the guy who’s the PR consultant of choice for Nike, for Nancy Kerrigan, for Michael Jackson, for Prince Pizza Hut, President Bush, President Clinton. Why would we team up with Michael Levine to help us build our pr, public relations related branding and PR class?
Well, luckily you just supported what you said with facts. So because of his track record, he’s a proven track record that he can show and so that’s why we work with him because he’s the best.
Why would we team up with former NBA hall of Famer who by the way, after leading his team to championships in the NBA and also winning two gold medals and you know, retiring as an nba hall of fame player, it also an mvp player. Why would we ask a guy like David Robinson who, oh, by the way, has had more success off of the basketball court that he had on the basketball court. A guy who his team owns academy sports. They’ve invested a lot of hotels, a chip. Why would we have him on and not just a random athlete. Why would we have David Robinson as the man who teaches leadership
cause he is a business minded athlete and he’s a proven leader. He’s a proven leader, like I said a minute ago with a proven track record.
You know, if you’re out there and you say, well how do I know this is true? Steve? Put a or a chip, put a link to the admiral group Dot com as I go through the portfolio with Steve. Okay. So Steve, these are the companies that are the, the, the assets that David Robinson and his team now not. I’ll go through and you tell me if you’re familiar with these, uh, one is they have invested in the holiday in Fort Worth, Texas. Are you familiar with the holiday and have you heard of it? Oh yeah. Holiday Inn. Okay. What about with hotel motel? Holiday? Let me read off the me read off the addresses. How about that? The water’s edge. And Kent, Washington. We’ve got the irl read off the property names here. You can find it all the admiral capital group.com. The Ridge Street portfolio in New York, New York. It has three mixed use portfolios of property comprising of 61 multifamily units and approximately 10,000 square feet of retail.
The 200 Ashford building has 159,000 square feet. And Atlanta, Georgia. Uh, what about the Brookhaven and Atlanta, Georgia as two tutored, nine multifamily units and tutored and 40 unit high, high end rise condo. Uh, what about the 4,500 great American Parkway in Santa Clara, California? Seventy 3000 square feet of office building. How about the Tower of the hills and Austin, Texas with 174,000 square feet. Steve, have you ever heard of the Renaissance Hotel? Yeah. You know the Renaissance Hotel in Las Vegas, Nevada. The 14 story tower guests. Who owns it? David Robinson. What about the 1700 east walnut in El Segundo, California. One hundred, 19,626 square feet a guess who owns it? David Robinson, dude about the Aspen Lake, Austin, Texas. Two hundred and 5,000 square feet building in northwest. Arc in northwest Austin. Guess who owns it? David Robinson. What are the Hilton Garden Inn? Hilton Garden Inn in Houston, guess who owns it? David Robinson. Seeing a pattern. Uh, what about, uh, Academy sports?
Guess who owns it? David Robinson. What about center plate Centerplate as a company? No one knows about, but everyone uses. If you ever been to a pro game, like a New England patriots game, you ever been to a Jaguar’s game, a Minnesota Vikings game, a professional football game and professional baseball game you ever been to a professional basketball game? You know the concession stands? They’re the ones that serve the pizza and the pretzels. Guess who provides all the food for 250 North American entertainment and convention venues. David Robbins. That would be David Robinson. So he’s the real deal. He’s busy, right? But we never say anything we can’t prove. That is why our program is different. When you open up my book start here, which by the way, you can download for free at thrive time. Show.com. When you open it up, I think in the first 10 pages you’re going to find a copy of the letter I received from the small business administration when I was named.
The Oklahoma entrepreneur of the year, you can, you can see the actual letter they sent me, I made a copy of. You can see it. That is so important that we cite every claim we make. That is why Bruce Clay, the author of search engine, search engine for dummies, was just on the business conferences show, so we teach you search engine optimization. We’re teaching you the proven system that was created by the best selling author of search engine for dummies, the father of search engine optimization. I mean everything we teach you is not my opinion. It is all supported by facts. That is a huge value. And again, these values are very, very different than any other company in the world. That’s right. And that leads right into value number six. Number six, which is, let me get my music read at study goats and steady goats.
What do we mean by that? Greatest of all time. What? Right. That’s what we were just listing them off. Lee Cockerell, Michael Levine, David Robinson. So we only read best practice books I’m not into and I try when possible to vet every single guest with the enth degree. So if somebody is on the show, I want to verify that their resume is in fact real. And I say when possible because there’s certain things that some of our guests will claim that I can’t verify. And so I go to the next level to see if they’re true. So as an example, I’m Sharon Lechter, who will soon be on the show. Sharon Lechter was the CEO of Rich Dad Poor Dad. And if you get a copy of rich dad poor dad by Robert Kiyosaki, you will see that the book is, it says at the bottom with Sharon Lechter CPA. Yup. Or if you, um, get outwitting the devil by Napoleon Hill, it’ll say with Sharon Lechter.
Those are things I can verify what I can’t verify or some of the things that she’s discussing on our upcoming show about starting the company from her home because I don’t have a photo to prove that. But she’s telling me that it happened and there’s all sorts of anecdotal evidence that would indicate it’s true, but like it, like an attorney, I try to verify all of my business conferences sources every single time, but only studied the greatest of all time. This means I’m not interested in the opinions of idiots. So Steve recently, this is something I’ve run into a lot in the end, the prayer, the last year of conferences as a lot of people will come into the conference and they’re sharp, they’re listeners to the podcast, to the broadcast and they’ll bring a friend with them who’s not sharp. Like they’ll bring an employee who’s really doesn’t have it together.
So I’m like, I’ll give an example of Co. La fitness has a sharp team and they brought their sharp team. Okay. They brought sharp peopLe, but some companies will bring like a guy they just hired yesterday and he will argue in between the breaks with one oF our coaches about how search engines work route was reading a blog. And so during lunch I’ve seen some of our coaches open up search engine for dummies and show him. and even when presented with the facts, they refuse to acknowledge them because it requires too much work. So there’s people who know nothing about the internet and they’ll say, well, why does my website has to be built on wordpress? And you’ll say, because it is the most search engine compliance program out there and whether you want a site, I’m tim ferriss or matt mullenweg who created wordpress, who’s now worth over $2,000,000,000, you have to build your site on wordpress.
And they’re like, yeah, but I built it on wix. I’m like, okay, that’s awesome that you feel like that they’ll go. And by the way, the way you’re naming your videos, the title tag, uh, we’ve seen, uh, that people don’t, don’t use them as much. That’s awesome that you are taking anecdotal evidence that you’ve got the via half baked, quick glance at a blog, but that doesn’t change the facts. And so, uh, we’ve seen a lot of clickfunnel people recently. A whole lot of click funnels. It was happening is the dirt. They’re online, they’re on youtube watching something credible. They’re watching like the steve jObs. I’m a commencement address at stanford and they’re watching that, but then the commercial will interrupt the chubby and I’m talking about the commercial will interrupt the video you’re watching. Yup. And you’ll have a guy usually wiTh an australian accent.
you get a there or somebody from la with a jet in the background. Oh, I didn’t see this. Or a lamborghini to go. Oh, I didn’t say that. Oh, well I’ll tell you what, if you got just a minute, let me show you how I make about $100,000 a month from my laptop and they proceed to share with you the charlatan tale that at no point could possibly be real. So if you’re out there listening and you say, well clay, I’d like to know how do I make $100,000 a month? The only example I could give you is on friday I made $106,500 on friday. So how do you. I know that’s true. I can give you the address. You know, let’s do it. Chuck. I think. I mean, I guess I won’t because it’s my home, but across the street from where I live, uh, I just sold a house which you guys can verify as real.
Yep. Been I bought it low and I modified it. I can modify my wife, did all the modifications and the home got appraised by three different people and we raised the value tremendously and we sold it and made you know, over $150,000. but I didn’t make it in one day. Chip, we bought the house, I think we worked on it for about a year and then we flipped it after we lived there. And so we’re going to do it again because that’s what my wife does. She’s very good at that. Right. So again, I don’t have, I can’t tell you, but steve, you’ve heard people that claim click funnels work. Yeah. What kind of leads do typically get steve, as a mortgage guy from click funnels? If you ever got to leave, if you ever get a lead from a more from a click funnel there, brent, maybe there’s an exception, but what kind of lead, what kind of lead quality do you typically get from a click funnel?
A lot of people that didn’t realize they clicked on a click funnel as an example, I was just funneled in here, man. Give me an example of what a misleading click funnel would look like and how it works. Click here to get a free list of foreclosed homes and so they click there. You click there and then facebook green, you’re on facebook and you click it and then it goes to the screen. It says, below is your list. Thank you, and you don’t realize that just captured your profile, your phone number, name your phone number, and your email, and so all of a sudden they took your information without your permission or you didn’t read. You don’t. You didn’t realize you’re giving them your business conferences permission and then people start calling you or emailing you and you’re like, what? So then steve’s team might call you and say, hey, I saw you’re looking for a mortgage, and then they go, what?
because it wasn’t because they feel like one that they’ve been misled. They don’t know who you are. Click funnels just don’t work and anybody who is stupid enough to sign up for something as a result of a click funnel is not an ideal and likely buyer. They’re usually somebody who’s trying to get rich for the fourth time and once they discovered that getting rich quick actually takes longer, they will waken up to how life works and so clear that that doesn’t. That does not work. Now move number five, this is value number five. As we’re going through the 12 guys by number five, overdeliver and bring the boom. We already talked about over delivering, but bring the boom and you have to bring the whatsapp.
Big, overwhelming optimistic momentum. The big overwhelming. What optimistic moment. What does that mean to you? Chuck? big. optimistic. That means that you are the energy in the room that you are pushing forward no matter what. It’s kind of that stoic mindset, but big, big, and an optimistic, mean joys, have a positive world view. You’re going forward. We’re not looking back. We’re not going to dwell on solution focused. Right? Ah, and then overwhelming wasn’t mean to be an overwhelming energy. It means nothing can stop you. And then momentum. what does, what does the same thing? Nothing that there’s a wall. There are momentum is going to carry. It carries through it. You’ve gone out on the town a couple times with the thrive team. Can you talk to me about the momentum shift when our team shows up at the holiday party, because we have a lot of different companies I’m involved with, right?
But when our thrive team shows up at the, at the, at the, at the annual christmas party, can you talk to me about the energy and how the rooms, how the momentum changes. People know, people know when the thrive team shows up. For example, the last christmas party that a claim, dr z had, um, there’s probably 300 over 300 people there and our core team shows up and we’re all wearing crazy outrageous christmas suits and we’re just having fun. We’re just there with the big, with the boom, bringing the boom. All our entire team would dance on the dance. Oh yeah. That was probably maybe 10 other people out of $300.
The guy’s cracking jokes because my values filter out. We’re no energy people, right? There’s just no. Steve, you’ve met, you’ve met our teAm. You’ve met eric chop, you’ve met marshall, you’ve met john, you’ve met victoria, you’ve met the team and they’re pretty much all funny people. Yeah. Which is why I moved in right permission. Literally. So it. And so I want to do this because I want to prove everything we’re saying today. I’ll make sure you put a link on the show notes to a photo from this year’s holiday party. You can find it in the thrIve history folder. We can come back to it later. We can put it on the notes for the listeners. So you can see our team, it was at the mayo hotel, and by the way, we’re just now starting to plan next year’s kind of crazy hill just now rounding the corner planning next year’s party.
So again, you have to study goats if you work for me, you have to over deliver and bring the boom number four, value number four. You got to get it and documented. It’s not every design firm I’ve ever worked with this pisses me off to the nth degree. They will save a print piece on a local computer and not put it on the cloud. They won’t. They won’t back it up on like dropbox or google docs and nobody can find it because every freaking person uses their own abbreviations. Hey, I need to know one can find a freak and it makes me crazy. He didn’t get that file. Oh, that’s on tanya’s laptop. And steve, you’ve seen you’ve no longer employed and steve, you’ve worked with me long enough to know. We fight that fight every single week to get every new hire to follow the freaking system and to save things the right way.
Right, the nomenclature matters. I’m telling you, if you were a chemist and you mixed the wrong chemicals together, things blow up. If you’re an advertiser and you match the wrong landing page with the wrong ad, nothing works. You got to get serious about it. I’m just telling you. Getting things done and documented is absolutely a massive part of what we do at the thrive time. Show now value number three, dress to impress our team. I want my team to always dress in a way that exceeds the expectations of the client so the clients weren’t a tee shirt. I want my team to wear a suit. If the clients were wearing suits, I’d want my team to wear tuxedos. I did this with the dj business and it was hilarious because I’m not kidding. Every bride would come in dressed like a bride to be with were wearing yoga pants or a sweat shirt or jeans and a tee shirts.
It’s the weekend or at night thereafter work. They’re coming into meet. OccAsionally a bride will be professionally dressed after work with her mom, but usually they’re dressed casual because it’s a casual thing. Planning the wedding with mom and they come into an office and all of our guys are wearing suits and when you overdress it makes people know that you’re trying to impress them. You’re trying to set a standard. It lets people know you’re you care. Right? And that’s a big thing. And you say, well clay, why are you not dressing up anymore? Because that’s something I want to know. Um, it’s because I no longer. I’m trying to sell anything. What does that mean? It means that like the things I used to have to dress up for, I don’t want to dress up anymore. So like political events. I no longer go to political events.
I don’t go ever. I don’t go to weddings anymore ever. I just talked to someone yesterday about that. I never go to weddings. Do you say you never go to weddings? Why? Well, let me explain to my theory on weddings here. Chip, I deejayed over a thousand weddings personally. Right? Which how’s that possible? Was there deejaying? I was 19 and 19. Ninety nine full time basically where I was teaching every weekend, but I actually did my first wedding when I was 16 years old. My partner matt, mark haugen and I, he was old enough, he was like 25 and he was my youth pastor so he could actually get into the country clubs, but I couldn’t because I was like 16 and they served alcohol so he would always say he’s with me and he’s the dj and I got in. So that’s our company’s called c and g dj service.
He went by the nickname g dot. My name is c, c and g dj service. I’d already dj probably 50 weddings before I graduated high school. But then I did started doing three a weekend, friday, saturday, sunday typically. And that was every week for like 12 years, for 10 years. I mean it was a long time, but I just remember at a certain point my wife pointed out, hey, you dj now a thousand events and I’m sure she had like a list of like, I swear if he does another event, 2001. He’s on the couch. All I’m saying is I’ve done a a thousand events. I’ve done, I’ve done a lot of events and so what happens is is that I’ve been to weddings and this is how the weddings go, steve. You typically will walk in to the mayo hotel and the bride and groom are getting married and there’s maybe 250 people there and you’re a guest.
Yeah. How much time do you personally spend you and sally interacting with the person who just got married? If a, it’s a wedding with 250 people on average, how much time do you personally spend with the bride and groom? Maybe 30 seconds. If you wait in the line to have them come by and you congratulate them. Chuck 10. If it’s. If it’s a wedding, someone you know, and there’s 150 people there. How much time do you personally spend with the bride and groom? You maybe say hello to them three times and in passing as they’re running to their dinner or whatever. So this is my move. I do go to weddings and it’s written in my book, the art of getting things done. If I do go to a wedding, I’ll be the first one at the wedding. I will show up, dressed to impress.
I will give you a gift and I will say thank you for inviting us. Here’s my gift. Here’s a card. You have a great day. You’re the man and then as soon as the ceremony starts a piece out ceremonies, because I am only going to live once and I’ve spent a lot of times. I’ve spent a lot of time at weddings. I mean more time at weddings. Anybody else and I just don’t care. I just, I don’t want to be. If it’s like my cousin, my uncle, my neighbor, I’m not going because I personally I just don’t care. I’m the same way with graduations. There you go. Not going. This is. This is my interpretation of a broken arrow. High school graduations, the one that ruined me. We’re going to start alphabetically speaking with a anderson, carrie anderson, and then like two hours later, Billy Thompson and then another hour later because a ton, a ton last name, taylor thomas, and you’re getting down towards those z and you’re like, there’s got to be nobody with the last name is z.
And then it’s like somebody with like a, a name from another country and you’re like, come on. Really? No, seriously. There’s very. We hope there’s a zelner you hope you hope you’re kind of done. No. And it just goes, ah. I mean, I’m not kidding. I’ve been to the ba graduation, I think it was like four or five hours, dude. It was literally the one that ruined me for, what was it, four or five hours when I’m making that up is about four hours. Terrible. And it was brutal. Yeah. Now the next value we have here is be coachable. What does it mean to be coachable? Being coachable means that you are somebody who takes feedback and doesn’t argue with your boss and applies it. Yesterday I almost beat my son as a result of this. So yesterday, um, my wife is doing homework, we homeschool our kids, my son has homework to do and my wife says, hey, sit down and do this, sit down and do this workbook, you know, do the workbook.
And uh, he says, I don’t want to do my work book. And I’m like, dude, hey, hey, hey. You say yes or I’m going to motivate you. And he says, okay, aaron threaten warstic throughout the day though, I’m just telling you like that guy he’s getting, he’s coachable 95 percent of the time now, but I can’t work with people that argue with you right. Period. It’s just, yes sir. Yes ma’am or nothing. Anybody who argues with you, they will not last on my org chart and they argue with me about saving something or they’re constantly meddling. Steve, you’ve seen that craft where somebody wants to change the script without permission. They want to change the system all the time. Just thought it would just to help steve. How crazy can it get if you have a bunch of people that, oh, by the way, I just changed the script, or oh, I decided not to do it the way you said I want to kind of make it my own way to fly the plane my own way to open the store.
I modified the checklist. What begins to happen? Things fall apart, which is why no one even has editing ability for our scripts except for me, my, my login into google and google docs for that reason because in the other thing too is people won’t like accidentally, you know, they like put a space or they put a thing in there and it raised it up and then it messes it up going forward and then you don’t realize that it’s messed up so you can’t touch things break. You can. You just cannot have uncoachable people working for you. And our final value, it doesn’t mean it’s the most important value. It just means we have 12 values and this is the final value. It’s to have candor. Candor is a. It’s very important that you can speak to your team directly because the people you can’t speak directly to, it gets weird so I can.
I can honestly say in my office right now at the thrive time show, with an exception of one person right now, I can tell them directly what’s going on because the one person, I brought it up to them multiple times. I’ve said, hey, this particular behavior has to stop. And their immediate response was, well, you know, I mean, do you don’t understand? I wasn’t told this or when I was hired I wasn’t told that or, and I said to the person, do you recognize that I’m your boss and I have the ability to fly or you, did you do you grasp that idea? Are you getting this idea and this? Yeah, yeah. I mean, I’m sorry I didn’t and it’s a person where they have a core function. I’ve talked to them. It’s been documented, but I’m almost there and it’s because I need a replacement that’s better before I ever fire somebody and so that’s just how it works. You have to be candid with the team and your office, and if you don’t have candor, chubbuck just gets weird. It gets weird. It’s a bunch of puffery and pleasantries and then you’re saying things behind each other’s backs, so it’s better to just be direct, honest and be positive when you can.
So what I’m going to do now is now that we’ve gone over the 12 values, we have a thrive. I want to have chuck reed a notable quotable from clayton christianson, which appears on our family values document. I’ll read the notable quotable chip and then you can break it down for me. Okay, sounds good. Here we go. This is the notable quotable from clayton christianson. He’s the harvard business professor that’s clayton christianson. He wrote a book called the innovator’s dilemma, which I like, and I’m not smart enough to have gotten into harvard, but I love harvard business school because they teach using the case study method, which means they only teach based upon real companies and real things. They’re not theoretical conceptS. He writes in a startup company where there are no processes in place to get things done. Then everything that is done must be done by individual people and resources.
In this circumstance, it would be risky to draft someone with no experience to do the job because in the absence of processes and checklists that guide people, experienced people need to lead, but in an established company where much of the guidance to employees is provided by processes and checklists and is less dependent upon managers with detailed hands on experience, then it makes sense to hire or promote someone who needs to learn from experience. Chuck, why is it so powerful? Once you build a company where everything is a checklist and a system, why is it just so it’s like a super unfair competitive advantage?
Well, for one thing, as the owner or the manager, the systems and processes and checklists and everything allow you to not be held hostage by your employees that do have that, um, all of the details and all of the knowledge that you could create the systems from. So if you never systemize out what this one person does for you, now they hold the power and they can kind of push you wherever they want to go. And so it’s super powerful to have all that stuff done.
Now, the next notable quotable I want to read to you is again from the harvard business school, and this comes from the book called the servIce profit chain. these are the all of the books that I read that no one reads, but that I read that you should read there because they’re, they’re like really, really practical and really, really boring and unless you’re sipping on penny some, some wine maybe while reading it, it’s almost impossible to get through it and you want to do a sip. You don’t have to be a goalkeeper, you do a goal. You’re like, this is the bucket as chapter two. So let me just explain me to read this notable quotable t and hopefully we can break it down for you. A it reads here, being nice to people is just 20 percent of providing good customer service. The important part is designing business conferences systems that allow you to do their job right the first time, all the smiles in the world aren’t going to help you if your product or service is not what the customer wants.
And so as an example, I went into chipotle a yesterday and I have been to chipolte a and my lifetime. Not 100 times, but quite a bit. Ninety eight. I, I, I’ve definitely go there. It seems like maybe once every couple months, but I go in there and uh, every time they got my, every time I’ve gone there, they’ve got my order right. And the food’s always good. Uh, well, why? Well, I mean, I talked to the guy yesterday when I was getting my food and I had a great conversation. There’s very few people there and so I wanted to ask if I want to. I love picking the brains of employees. I said, hey man, I have a question. That chicken over there is always so good. How do you know what temperature to cook it at? He says, oh, there’s a checklist over there. And I said, so, so you don’t, have you ever cooked chicken in the past?
Have you ever, you know, no. Are you a chicken kind of sewer? Like, hey, that stake of there’s really good, how do you know the temperature? He kind of looks at me weird. Like, what, what, what? What do you want? Why are you asking me this? And I said, I own a business called elephant in the room. It’s a men’s grooming lounge that we’re franchising and I’ve just, I’m always curious. I said, so how do you, how do you know what temperatures? Oh, it’s on the checklist. So, so how do you know what to do when you get to work? It’s always clean here. He says, oh, we have an opening and closing checklists. Then we have one every hour, like every hour we have another cleaning checklist of the bathrooms are never dirty. And I said, okay. So like, um, there’s some napkins on the floor over there.
How long would you wait until you picked them up? He said, oh, I didn’t see those. But that’d be done like at the top of the hour. And he has a system and all I’m saying is like, chipotle has built a system. It’s so good that that high school kid who really has no knowledge of chicken or steak always serves me a great meal every time and probably doesn’t care that much. Really. Probably if you went home to cook his own stake, he couldn’t do it correct. Very well. This is, this is real, this is real. That is why checklists and systems really do change the game. So I put a link to our values. You all the listeners, you can download our values. Feel free to download. I don’t think people realize this. If you go to thrive time show.com, it will put on the show notes, thrive time show.com, forward slash downloadables down loadables.
Um, I don’t think people realize we’ve had hundreds of thousands of people, you know, download a things over the years. And it’s, I’m sorry, it’s the thrive time show.com. Forward slash down load a bowl. So I make sure I didn’t yet. Downloadables ables, uh, is, we’ll put it on the show notes. We have all in. I’m going to read off the things we have available for you to download thrive nation, and it’s there. I mean every template that duck pin people ever made are all available [email protected] forward slash downloadable. So the first one is a 29 point business self evaluation. The 30 day alien abduction test. This means how do you know if your business is ready to franchise? OkAy, defined. It means if you’re abducted by an alien with the business, still run a defining your goals. I’m duplicatable. Business systems checklist, the goal identifier and motivation discovery tool, the stage one.
Assessment, how to form an llc template, templates for an operating agreement, a daily food safety checklist. Uh, these are all best practices from like chick filet and big companies, a manager on duty, checklist, lobby and bathroom checklist, the pricing list, employee handbooks, the file name, and there’s hundreds of them. standardized product numbers, pre vetted vendors. List the written company policies, templates for legal agreements, templates for sales contracts, budgeting. Do you realize, all right, now I’m giving you over $100,000 of legal templates right now. These are $100,000 of legal templates. Do you realize our seo checklist is the most comprehensive seo checklist in the world outside of bruce clay’s, which he’s never shown to me. I mean, think about that. I mean, if you don’t want to read all the books and you just want to know the proven systems, I mean you probably just listen to this podcast over and over and over.
There you go. To thrive time show.com, forward slash downloadables. You got a Oregon or organizational chart templates, automated data backups, the master marketing calendar, the systems document volt, the sample photography contract, the sample consulting contract, the inbound call scripts, the dream 100 marketing checklist, a standardized one sheet, the pr kit template, the dress code policy. This is the, I mean, you want a franchise, a business, just download all of these and make them for yourself. well, clay, why are you giving them away? It’s like a dying man. Why are you giving everything away? Um, because in a certain sense, I have died. I don’t really have a whole lot of things I want to achieve in my business career. My enTire motivation is to help you. So I’m giving you everything I’ve made. Well, what’s the catch? There’s no catch. Just like to go to the site and how do you guys make money?
People pay 20 bucks a month to be able to ask us questions to come to our workshops. That’s how it works. We only have 20 Five hundred people in the program. it’s what are your plans for growth? I don’t have any plans for growth. Why? Because I have five kids and they have plans for growth and My plans are to help my son build his dj company. I’ve got about three years left of My noncompete. I think four years left and my son turns 18. It’s on like donkey kong. Um, my daughter wants to open up a animal rescue. I will help her do that. My daughter angelina is really into video and photography will probably my noncompete for wedding photography will be up soon and I’ll probably open up one for my daughter. I mean, I don’t know. I mean, I just, I’m all about helping my kids go to the next level.
I want my, um, my ceiling to be my kids’ floor. You can download here the agenda, an agenda, how to lead a meeting. The agenda template, what that’s so powerful. The key performance indicator dashboard. Um, the outbound scripts, inbound scripts, presentation scripts. I mean, chuck, we’re only half the listings chip there or I’m not everything. I’m not exaggerating. There are thousands of downloadables. Yep. Did I have made over the past? I’ve been self employed now for 30 to be 21 years, essentially 20 years I guess. [inaudible]. I’m 37, so 18 the 18, I guess it’d be 16 to 37, so 21 years. Twenty one years. And every time I make something I document. I’ve been documenting crafts. I was 16 years old. So like that’s one of your core values, right? I’m like a human museum. I save everything. I’m here. do you see my yeezy shoes?
I just got. I said, see those gigs? He pulled it up. They’re unsure and I’ll take a photo of that. That will be archived forever. Colton dixon just sent me some yeezys. Yeah. Oh, nice. It’s the, uh, what can you read on a little note with it? Can you say what, uh, what style they are for the listeners out there. We’ll put a link to it on the show notes. It says, uh, thanks for everything over the last few months. We’re on the brink of something huge. So that’s the handwritten note there. Uh, he says these are easy 3:50 [inaudible], zebra, quote unquote zebras. I don’t even know what this meant. I’m the most uncool guy. Never aware of nowhere. I’m again, I’m gonna start tomorrow and we’re going to wear them when I figured you’d never wear them because they don’t match her status. I’m a shameless client. Sell out when a client of mine I’m working with, when they are having success.
When colton dixon, the christian top 40 music artists, uh, send you a pair of shoes as a thank you gift. You do, you weAr those shoes and you honor those shoes at work. yeah. You’re going to where I’m at at thrive, I have to because I can’t wait. Those are my easy. I didn’t even know those were made by adidas. Yeah, they’re the kanye shoes. They’re there. They’re not cheap. I’ll say that’s the only thing I knew about them. It’s like, how do they call their v12? It’s like having three pairs of air jordans. They’re. They’re more expensive than the jordans. Steve, can you look them up? I don’t know what those costs, but they’re there. The kanye. I don’t know because the writing on it was backwards. I’m maybe these are $400 shoes. I don’t know. I don’t have my. I haven’t bought like on trend fashionable shoes and over 18 years I’ve always just worn the same adidas.
I don’t really know what the adidas yeezy boost 3:50 vitu. How much are they? A $630. Thank you for callIng. Nine hundred. 1,000. Oh boy. Colton. Thank you very much. I appreciate that dude. What a dude. Shout out. What a great America big shout out to to colton dixon. Now again, we’ve gone through. These are all things are available. Everything I’ve said. Yeah you can. I’m proving and this is all available for you to download. These are all free for you to download. Just go to thrive time, show.com. Forward slash downloadables. Now shuffle you read the rest of the question. I can. Let me get back over to it. Here we go on the show. Okay, so getting back to core values, he says, are they for the employees? are they for you as the owner to make sure you stay on track? Both. So are they for the employees?
Yes. Are they for me? Yes. As an example, I will not work with marijuana dispensaries. I won’t do it. Why? Because I have a rule internally. Okay. And rule internally. Right? This is a rule I have for me personally. I am not ever going to sell something to a person that I wouldn’t. That I wouldn’t. That I wouldn’t sell them on kids. I won’t sell something to you that I don’t think my kids should experience. And you say, well where’s that on your values? In my business conferences office, I have a big picture of jesus, a big israeli flag, the american flag, and I have this value called study goats value number six would you talked about. And the greatest of all time that I’ve studied, in my opinion, is David Green, the founder of hobby lobby. Uh, he is my business hero that I don’t know very well.
I’ve met him for a day, spent probably eight hours with the guy. Dr z is my business here thAt I know very well. And both of those guys have very high values and high standards. But David Greene is, you said clay, in a perfect world, if you could come back and if you, if you could switch roles with somebody who would you switch roles? Switch roles with David Green because I think good hobby lobby. He’s blessing the world in a powerful way, giving away billions of dollars and making a product he’s proud of. So that’s, that’s the deal. So, um, and he can read the rest of his question there. Chip. Yup. He says, while we are talking about emotions, mission statements, do they predict what you want to happen, reflects your core values or tell you, start or tell you why you started your business. Read it again. So I can kind of, I to kind of marinate on that there.
He’s basically, so while we’re talking about emotions, do they predict what you want to have it reflect your core values or tell you why you started your business?
All the above for thrive? Uh, there’s a triangle and chuck, take a picture of it and put it on the show notes. It’s there by the route 66 sign. Make sure we take a picture of it in the show notes. Um, I have a, I always draw diagrams to represent my life and then I keep that diagram for usually about a decade. And then I change up my diagram from time to time, but I have a pyramid at the top of the pyramid. Steve, can you explain that? The diagram for the listeners, you have to kind of turn behind you. It’s behind you, so you have to kind of look back there. Oh, you kind of explain what you’re seeing there. And I know it’s tough to explain while being on the mic, but I believe in you and you can just spinning circles go for it’s a, at the top, there’s an eyeball, the all seeing eye, the all seeing eye.
The eye of providence, which represents god directly below that is a man named clay. So I believe that a underneath god’s always above me. Right? Okay. Next one. And then just below that as steve currington. Nope. Nope, just kidding. Just pull out that as jonathan and jonathan is the guy who runs all the systems for the thrive time show and elephant in the room. And then there’s kind of like an upside down triangle in the triangle. So it’s like three triangles that fit into the bottom portion. Yup. And then it says thrive time show podcast radio podcast radio books. Okay. Yup. And then that’s in the middle. And then on the left triangle inside the triangle that says elephant in the room. Yep. And on the right triangle, inside the triangle it says business coaching and then coaching the coaches. So basically my three areas of focus at professionally are coaching the coaches and the coaches coach.
All the brands I’m a part of and it’s the podcast itself. That’s what we’re focused on. And it’s elephant in the room. That’s where I split my focus. And so that is how I make my decisions and anything that’s not on that list not going to do. And then I have, I just, I, that’s how I hope she does not answer his question. You think that makes sense? Yeah. Okay. What’s the next part of his question? Uh, let’s see. Could you explain both core values and mission statements, what they’re for and how to use them in an upcoming show? Yeah. So again, core values. I Think we covered that. I think mission statements we’ve covered the mission statement is just why are you in business? And our mission statement at thrive is to mentor millions. That’s our, our total goal is to mentor millions and to help you create time freedom and financial freedom.
If you’re listening today and you don’t want to create time freedom and financial freedom, you won’t like the show. You won’t like that because that’s what I’m all about is time freedom and financial freedom. And so our, our entire mission statement is to mentor millions to create time freedom and financial freedom, mentoring millions to create time freedom and financial freedom. That’s what we do. Essentially our mission statement, elephant, the room is going to take men’s grooming to the next level. That’s what it is. It’s the next level of men’s grooming, but don’t, don’t get overwhelmed by this. I tell you this, if you don’t know where to start and you like the show, you probably agree with me. Unlike night of my 12 values, right? Maybe eight out of them. So maybe just copy my values, cross out the ones you don’t agree with, put your own in there and that would be your values. So that is a, an answer to a real question from a real thriver out there like you and now chubb. With any further ado, it is now time for winter
felt like a winner.
Let’s go drive nation. If you are in need of a hot streak, you maybe we can build your faith here with a win of the week. This comes to us from a company called outdoor solutions. Outdoor solutions is a company that, uh, our team is doing business coaching with. Um, my understanding is I don’t work with them directly is that they, um, outdoor solutions does do, from what I can gather, they trained people how to shoot long range rifles and it’s outdoors. So planning trips, do you know or so? Yeah. Yeah, I think I feel like they help you plan trips and I feel like they help you learn how to shoot long range guns and, and here we go. I’ll go outdoor solutions corp com, put a link on the show notes, outdoor solutions corp com. And if you’re wanting to have like a hunting fishing or long range shooting, outdoor adventure, you go there.
So we helped them build their site, get to the top of google. We’re managing online ads are getting like 60 leads from this recent trade show and they sold a lot of packages. So big shout out to outdoor solutions for not just being a hearer of the thrive time show, but for being doers of the action items because that turns out to be the hardest part. Yep. You got, you got to learn what to do. Yes. But knowledge without application is meaningless. Right? So big shout out to greg and his entire team and outdoor solutions
and by the way, if you’re out there trying to plan a fun trip for yourself, maybe you go to outdoor solutions corp com and now thrive nation. We’re going to go back into our exclusive interview with the good folks at tate boys and we’re going to teach us how to create a culture of winning and a look inside their overnight success that took them 29 years to build their tire dynasty. They have multiple locations. Check out their website, go to tate boys. What website I can go to. These are real people. These are real entrepreneurs out there. Go to tate boys.com. When you go to the website, you can go on the site and you can see all their different locations. There are real entrepreneurs who’ve had real success. It took him 29 years to build that culture and I think it’s a great tie in to the question from our thriver that emailed us earlier today. Now. Then he further new back to our interview with the tate boys.
All right. Thrive nation. Welcome back to the thrive time show on your radio and podcasts. Download now, thrive nation. One of the things we try to do on the show their chops, eric chop three now to business. You know this, we try to interview a when possible super successful people, but the problem is this, just had the problem with super successful people is they’re busy. Oh, I thought about interviewing some of the guys at one slash 69 with the will work for food science, but they’ve got a strategy but not a lot of time available. They do, but not a lot of people want to know their strategies. And so on today’s show, Paul Hood has made it possible to interview some of the key guys behind the tate boys automotive, uh, business, uh, Paul Hood, the legendary cpa. Paul, can you introduce the thrive nation to today’s guests?
I can, I can. I’ve known these guys for a long time, way back from football days and it’s marty showing thaller and craig tight from a tape. Boys tires. I got locAtions all over this part of the state and probably have the expansion play. I don’t know, I think they’re probably planning on taking over the world.
Craig, do you plan on taking over the world? Is that, is that part of your strategy in quarter four of this year
where we’re selfish? Our goals are, we always shoot for the stars that we want everybody that is going to buy a tire to buy it from us.
Nice. now for the stars, they’re going beyond the world. That is true beyond the world already. I like it now before.
Obviously there’s going up in space now, so we’re hoping to get those as well.
Nice. They help marty. Uh, uh, before we get into the meat and potatoes of this interview, we’re going to be a. Today’s show is titled an overnight success story 29 years in the making the tradeoffs of building a successful company. Uh, before we get into the details and the hard hitting questions, I want to ask you the toughest question you’ve probably been asked. How do you spell your name?
S c h o e n t h a l l e r.
What’d you say? You speaking russian. Speaking russian. I’m from Minnesota. Where everybody’s last name is dorfer or we have these like, you know, that kind of thing. So I have a respect for what is your, uh, uh, where, where’s your family from originally?
Born and raised in Iowa and Iowa and Kansas, but migrated down here to Oklahoma.
Okay. Well we’re going to get into the tough questions now. So I wAnt to ask him to start with craig and craig, the tate boys a business. If we have a lot of listeners who download this in Australia, South Korea, Canada, there’s hundreds of thousands of people that listen to this show. For people out there who aren’t familiar with the tate boy’s story, can you share with us how the company was founded and kind of your involvement in growing the business?
Yes. Yes. Absolutely. You say hundreds of thousands of people. Safe ride here.
This is true. I don’t feel super overwhelmed, but just know the seating capacity of the university of Michigan. The football field, um, is about 85,000. They’ve expanded it now to get 100,000 people in the stadium, I believe, Michigan. And, uh, uh, chuck, can you look that up on the show notes real quick? I can do the seating capacity of the Michigan wolverines and we have slightly more people that download our podcast and fit inside that stadium each month. So yes, there are hundreds of thousands of people. One hundred and 7,000, 601 people put that on the show notes, my friend. So what Is, uh, what’s the story behind, uh, the dictate boys success? How did the company start?
Yeah, that’s a good question. So my dad was bob and he, uh, we grew up in the retail world, so he worked for a company named. Oh, tesco and tesco for you that might not be familiar with. It was kind of the walmart before there was a walmart a, it was a store that was located based out of Arkansas. Had a 180 890 stores. Uh, the blueprint was about 5,000 square foot and obviously it stood for Oklahoma tired supply company. So really you could go To your business conferences neighborhood, oh, casco, uh, and you could get anywhere from appliances to hunting to toy a tv washer, dryer. But then also they specialize in the tire replacement and service area. So my dad graduated from high school and went into the marine corps and when he came back he went to work for task go. And that was in the, uh, late sixties.
So, you know, the time we were getting, uh, you know, the first 10 years of the company we’ve got transferred just about everywhere from joplin to neck, noches, Oklahoma city to Arkansas. But since he graduated here in barstow, grew up here in barcelona. He always wanted to come back here. So store opened up here in bartlesville, uh, at the corner of third and uh, doing uh, and now it’s editor’s office supply. But we came back here and uh, late seventies and he worked here til 86. And at the time walmart was really making their push. And uh, oh, tesco was privately owned and the family sold it to some pe, private equity out of New York city. And a walmart made their big push and really kind of put them out of business. So he retired in 86 and then the company went out in [inaudible] 88 or 89, so he couldn’t stay retired.
So. And 88 he opened up bob [inaudible] tire and service and I think it was more or less my mom just going, okay, we need to get you out of the house and you need to stay busy. So there was a little two bay garage over on the west side of bartlesville on Frank Phillips sold gas. And so I was in high school, uh, so I would go down there and work and pump gas and wash the windows here in summer break. And then also christmas. And then in 89, the old goodyear location at second. And John Stone, which is our current downtown store, became available. They were closing. So he moved over there in [inaudible] 89. And then a late 89. My brother chuck, um, was retiring from baseball. He was a baseball player out of osu. Went on the pitch for the giants within the minor league for three and a half years and finally said, okay, that’s enough.
So he came in in [inaudible] 89. That’s when I went off to college and once again still work during summer breaks and weekends and christmas and, and uh, then I joined when I graduated in 93 as far as full time. So, you know, my dad was, uh, he, he was really retired. He would come in and make coffee and make popcorn and make his rounds downtown at the time downtown bar. So had a really neat close knit business community. Uh, there was an impulse, remember there was a brown shoe fit and a may brothers and there was a whole bunch of different business owners and he still, every morning would go over and have coffee with them. And so at the time, so about 93, 94 check and I really started to run the buSiness and in 2099, my dad was just like, okay, you boys are doing everything, so why don’t we Just go ahead and sell it to you?
So we bought it in 2000 and chuck and I always had a plan to expand. So from there we expanded out to hIghway 75, which was our second location here in bartlesville. And then we’re about pacing about every two to three years. We opened a store, so we’ve got sky talked a lot, broken arrow, katusa, and then we’re building one now that’s set to open in early october at 81st and yale they’re in tulsa. So we expand a one. It’s. It’s tough finding the quarter, right? The old business cliche is location, location, location. But we also want to grow responsibly because we are a different culture. We want to make sure that we have somebody ready from inside a managers ready to be able to take all the work is really our, our, our culture is our people are the most important thing. So we could have opened up a couple three a year probably, but we just don’t want to dilute the, you know, the experience for the customer but also for the teammates.
now my role on this show is to try to break down the z. The history of your business conferences knowledge into practical and actionable at the action steps for all of our listeners out there. so I want to, I want to aSk you this question. They’re there, craig, you, you observed your dad? Uh, you got a chance to see a bob tate. Have you got a chance to see a guy who served his country who decided to start his own business? Can you talk to me about as a kid what your dad’s daily schedule looked like? I mean, was he the kind of guy that gets up at 5:00 AM every day and he’s just. Was he the kind of guy, I mean, what would you walk us through the day in the life of bob taylor? What you can recall about bob tate when he was really in the day to day growing the tape boys brand?
Absolutely. I mean, you can imagine being a murray, he, he had a very regimented schedule and it was the old retail scheduled meeting that he was up and out early getting to the store a really before any of us kids were awake.
What time do you remember? Was it like six in the morning or was it like a 5:00 AM?
Oh god, you know, anything before 8:00 back then. What’s too early? I’ll tell you that. But yeah, it was probably around 6:00. Okay, got it. Yeah. Yeah. So, you know, the store opened up at 7:30, I believe, and he was usually, they’re an hour, hour and a half before. So I said he was leaving the house around six. Um, you know, there were four of us take boys and I’m 65 to 70 and I’m the smallest one. So you can just imagine what we were all very rambunctious.
And the smallest one. Six. Five to 70.
Oh. And paul and paul can validate this. He knows me. Yeah. Yeah. My brothers were all six, eight, six, nine.
Oh, they’re just slightly taller than me. Just so, I mean, you’ve worked with a boy’s brand for a long time. um, how long have you
worked with, with tape boys? Uh, I probably been 12 years. So what was your, how did you first get connected to these guys? Did, did, did you lose a bet?
Now all of a sudden you showed up or what? What happened? How did you guys originally?
Well, you know, I don’t know that I actually remember. I know that uh, uh, all three of us, craig and marty myself, we all coached youth football for a long time. We had kids that were close to the same age and so we, uh, we just kinda got to know each other back then I actually graduated high school with a curtis tate, which is a craig’s brother. So it was he was he seven foot three. Well, what is craig? He’s the funny thing with craig though, was he had a growth spurt in high school. He was this kind of average size and then I think we graduated high sChool or we came back from a summer vacation and the dude had doubled in size. So yeah, he’s sick
when you go to college. but yeah, I’m so we were all late bloomers. I think I left like it now because of my age. I’m starting to shrink a little bit, but yeah, I was 65 and three quarters. SIx slash five and a half.
You know, David Robinson, one of our business partners, the admiral people know him as did he played for the san antonio spurs, nba hall of fame basketball player when he graduated from high school, uh, he was not seven feet tall, he was actually at six foot seven and, uh, he really didn’t even play basketball, uh, until his senior year. And so if we can put that on the show notes, but, uh, I’ll put, I’ll put a link here for you on the show notes, but he actually was six foot seven and never even played a basketball and on a high level until he got to a senior in high school. And he thought, well, I’m six foot seven, I might as well give this a whirl. And he grew to seven foot one in the naval academy and uh, ended up, uh, just people that beat him up as a freshman.
He ended up dominating them as a senior. So it’s kind of incredible how the late, the late bloomer thing. I want to get into marty here. So, so marty, obviously you’re bringing the, the german in industrial, uh, uh, take your, bringing like the bmw precision level of management you’re bringing, you’re like, you’re like the volkswagen, you’re like the david hasselhoff of tate boyce. You are bringing. Wow. I mean, you’re with before you, it was like having a tailgating event with no bratwurst. Worst. That’s what it was the worst. Yeah. I mean, so obviously you’ve saved the company, taking it to a next next level. The, the german economy, uh, represents at least a third of the entire eu. Seriously, the german economy holds up the european union. So I know that’s what you’re doing for tate boys. But outside of just saving the company, what do you do on a day to day basis there?
Yeah. Greg and I, going back to what paul talks about, we’ve known each other for a long time and uh, we’ve talked about this for a long time. So I, the company two years ago and I spent 33 years in corporate functions with ibm, conoco phillips and archer daniels midland, primarily in sales marketing or it or information technology evolves. Uh, so craig and I had been talking for awhile about craig wanted to grow in chuck wanted to grow this company and uh, the role that I feel like I have played is really anything that could free craig up, uh, to really be the operator that he is. Craig is being humble. He’s one of the best hire operators in the United States and his focus is on the operations of the business. So anything I can do to offload, you know, kind of corporate or office activities, finances, hr system. So that kind of stuff is really the role I’m playing it. I think he and I reallY play in our lanes pretty well and we’ve been personal friends for 15 plus years and so we really know how to work with each other and I think we are pretty effective at leading our team, uh, in that manner. So reAlly, I guess my job is pretty simple. Anything to free craig up to stay focused on the operations of our business.
you know, I, uh, I think that a waste of what paul has told me about your company and now hearing it from you directly, I feel as though your company is very similar to the or you have the same similar philosophies and culture, uh, that, that southwest airlines has and their co founder, herb keller, um, and there’s a, there’s a case study called nuts, which eric chop, our business coach will put on the, on the show notes there, but I’m going to read some of the notable quotables that herb keller has been a famous for saying. And I would like for a marty, for you to break down a couple of these and I want to get craig’s take on this. So this is the first herb keller notable quotable, the co founder of southwest airlines. He says, you can’t have a midlife crisis in the airline industry because every day is a crisis. And he’s explaining that basically it would be a solid business conferences leader. you can’t do work in southwest airlines and duke and to work there in a leadership position. you just cannot have mental problems or are. You can’t have breakdowns. I mean, because every day there are breakdowns everywhere And you’ve got to be strong. Can you talk to me about the importance of, of creating a culture where you guys can trust each other and being dependable?
Probably two different things. First of all, uh, You know, when it comes to trust that has to start with craig and myself and he and I have a little agreement that anytime we have any kind of discussions, arguments engaged with whatever, uh, we make sure he and I are 100 percent aligned before we go forward to the company. And it’s critical that our companies see us as the leaders aligned on whatever issue might be. So to your point, you have a crisis one day and if I come out and say one thing and crank comes in two hours Later, says no, go the other direction. That doesn’t really do a whole lot for our culture, for our company. So he and I really work hard to make sure we’re aligned in our thinking and based on, like you said, we have a great relationship that goes back a long ways.
Trust is very, very important for us. Number two, our mission statement, very similar to southwest airlines. It is all about enriching lives and our people, we, we build it from the beginning. We looked for people that fit the culture and our people are, we believe, are equipped and prepared to quite frankly handle issues, but more importantly to truly enrich people’s lives, whether it’s our customers, whether it’s our own teammates, whether it’s our suppliers, our partners like paul and others. And so I, I really do. I think we equip our team, we try to equip our team to be prepared to handle those kinds of situations and we don’t look at those crisis. We look at those as opportunities.
So you guys with tate boys, I mean you’ve, you’ve grown this brand largely based upon being, having a reputation for offering great customer service, uh, at your locations. And so I want to get into the kind of an offensive and I’m going to ask craig the tough question. Paul, do you think I should ask craig the hard hitting question here? The first hard hitting question is, should I go with craig or marty? What do you think?
Well, craig’s the taller one and so I was always taught that if you’re going to walk into a bar and pick a fight, you pick the biggest guy. So craig, craig, slightly taller, so I’d smack him in his nose. Okay. Here we go. This just
herb keller, the founder of southwest airlines rights. Leading an organization is as much about soul as it is about systems of effective leadership, finds it’s source in understanding a put another way. I see a lot of businesses that have no systems at all in everyday is like an endless motivational. Uh, it’s like an endless motivational conference. They have no systems and they try to compensate for having those systems with just being highly motivational. I see other companies where they have a very, very high system. They have systems in place, processes, checklists, but they have no motivation. No soul. People don’t like being there. Talk to me about the balance of motivating your team and having the systems because it’s both. It’s nOt either or, but I see companies that are totally aligned to just systems and no motivation or vice versa. Talk to me about how you guys at boys balance processes and motivating and inspiring your team.
So we believe very strongly people process and that’s going to equal profit business. So it’s our job, make sure that we’re producing profits for the company, but we start with our people. Once again, marty and said this, we, we, we hire. Our whoLe motto is hire the smile, train the skill we have to. Our six core values are family values. That’s what we interview on with our candidates. Uh, we’d go some a little bit probably. Well, I know we do. I mean we utilize wonderlic, kathy, and it’s all around emotional intelligence and that gives us a good baseline with what kind of candidates. So whether or not they’re going to be successful in this model because we call this and to herb’s point, um, it is organized chaos with what we do on a daily basis. SO we’re in the tire and auto service business.
So we, we, we, we don’t complIcate the business. So one, we get the right people, the people that we truly, and we don’t get a right 100 percent of the time, but we hire the people that we feel like from a core that have a similar beliefs to and understand what our six core values can be, which is our number one is making it about others, uh, are number three, is have fun and all we do, which is very similar to a southwest. Uh, and then the last one is make it about others. So I mean, uh, I’m, I’m sorry, I always do the right thing. so those are real three out of the six that we really look for when we’re hiring people. So then comes the second p, which is process. Um, you know, if you sat in our meetings you would hear a lot about five s or six sigma. There is a prOcess with everything that we do.
Six sigma. Did you just say six sigma? That is correct. We want to take a real quick, real quick, please explain this. This is something I’m passionate about. And if I talked to 100 people, nobody knows what six sigma is ever. If I, if I, my wife takes me, if my wife allows me to go out In public, which is very rare because I’m usually in the studio or at the show. But if I go out and we’re having a light talk, someone will say, so how was your day? And I’ll say, well, we’re working on a lean six sigma process for such and such business. And they’ll right away go, you believe, can we get a drink? People don’t know what I’m talking about. Can you please. I mean, last time I said lean six sigma chubb. This is live audio with the person said a cra. Luckily I had a microphone with me. You’re going to be core to the audio of what the man I was out to out. I was there with a couple and I’m having dinner with this couple. This is what his wife and what he said. As soon as I said the word six sigma,
I am. It was
crazy chef. It’s like he’s very caring. Was there. Can you please break down what six means
for the thrive nation?
Basically it’s measuring the variations in every process in order to be lean, which grace efficiency with grades, profits. So that’s, I mean we, we don’t have different. I mean we train our own when it comes to the table boys white as far as the process measurement. So I’m a big fan, big fan of Jack Welch and of course that’s where we’ve got a, you know, I, I just think that Jack Wells was one of the best leaders and the best ceos of a company. Uh, obviously ge was in its hay day, uh, they just did not have very many process failures with anything. So we know it’s capable because everything that they were measuring back then was all generated by people. So that’s, that’s what they were measuring. So for us it is a process value or taking the variations out of every process. So if you go to a tape boys in bartlesville, hopefully the experience and the processes are the same as the two. So are broken arrow or soon to be south tulsa.
So you’re talking about Jack Welch, you’re talking about a guy who grew a g and shoveled puts us In the show notes, but Jack Welch actually grew ge by 4,000 percent, uh, during his tenure. His book straight from the gut is phenomenal. A winning is arguably the number one management book of all time. and one of the notable quotables that Jack Welch said, and marty, I’m going to ask for your take on this. He said, good leaders. This is Jack Welch. He said, good leaders create a vision, articulate the vision, passionately own the vision and relentlessly drive it to completion. Chip, I’m going to repeat the notable quotable one more time and if you could supply dramatic echoes that would make this notable quotable, more profound and maybe the thrivers can let, let it kind of sink in before we have mr marty. Break it down. So here we go. Jeff. Jeff, are you ready? I’m ready. Here we go. Good business leaders. Create a vision, articulate the vision, passionately own the vision and relentlessly drive it to completion. all right. my friends, mr marty talked to me about relentlessly driving a vision to completion. What does that look like?
We’ve talked a lot about our business and we, you know, we live in a very complex world where a lot of people feel like more is better for us. We understand communicating clearly where we’re trying to go, where we’re wanting to go and making sure that we reinforce that with our people is clearly the most important thing, right? And I deliver on and we’re not here to be the functional leaders. We’re here to make sure people understand where we’re going and that we provide them the tools and the ability to get there. And you know, we’ve all read about welch. He did an incredible job not only himself, but equipping his leaders and his managers to do the same. And so for us, setting that direction and being very, very clear with it and then making sure our people are, are equipped to go get it. We’re not down there trying to tell them how to, you know, torque, uh, things a proper distance where it proper, uh, uh, approach whatever. For us, it is about setting that clear direction and clear vision for them and then giving them the tools to be successful.
Now when I was growing one of my first companies, dj connection.com, or even now as I’m growing elephant in the room, men’s grooming lounge or as I’ve been involved in different projects, um, whatever, you get over 100 employees and things begin to either get really awesome, like the momentum begins to really, really work in your favor or it gets crazy. I mean if you’re shoving stuff into the closet and instead of dealing with it, it gets crazy. So you have a family owned a business and I really want to get into a craig, your, your, your take on this because I think this is the kind of the dark side of business. So if you want to punt, I mean if it’s like first in 27, you’d rather just punt, that’s fine. But, uh, here it is. Here’s the, here’s the question for you. Jack welch wrote, management is all about managing in the short term while developing the plans for the longterm.
So here’s what I see in a lot of family owned businesses. Person a is the owner of the company, he’s the, he’s the founder, he’s maybe a leader like you guys. person b is like your cousin, your brother, your neighbor, your son, somebody, your daughter, you know, uh, and they, because they are family, your meeting starts at eight and they liked to show up at eight, 27 just to see what happens. I’m sure this never happens in your company. It never has happened. but for other companies it’s because it’s a family owned company. They’re Supposed to be there for the 8:00 AM meeting, but because their family over time, they begin to show up at eight, 27. And so everybody knows that the only person who has a hall pass and complete grace is the person related to you. Um, and then it begins to be a culture killer. You guys, it looks like you guys have been able to avoid that. How have you been able to manage the short term day to day expectations while dealing with family? I mean, if you had to fire family, if you had to, you know, what, what do you do, how do you, how do you handle that?
I think what helps is that we hire athletes, people that are playing sports, not everyone. We’re not saying that’s the only way you can be successful here. Um, but you know, the mentality of this is and with us, uh, and it rolls over to the business world. I mean, we, it doesn’t matter what your last name is. We play the best people. Uh, we have nepotism policies to where, if any relative, uh, is, uh, is by the org chart answering up to somebody, uh, that is a relative. They can’t, uh, so everyone that is family that comes and works for the business knows that very clearly. What’s the precedents that happened set? Unfortunately, through the 30 years, we have had very close friends, best friends, uh, a brother, a son, a law, a cousin that unfortunately I’m kind of tried to push that envelope a little bit. And at the end of the day, the busIness comes first. We got to take care of the mothership,
take care of. We got to put them on a tee shirt. The business comes first. You got to take care of the mother ship. Are you into space travel?
I am not, but it’s just because our culture, part of it is very candid. Once again from the sports world, if you’re a head coach, if you’re a coach, you’re going to play the best players out there and that’s how the business is to the expectations are very clear upfront that we’re not working for a family business. You’re working for a corporation, you’re working for a company. No matter if your dad is the president or the owner, uh, you have to be a, uh, you have to be a performer. And then I’ll just say from a data perspective, because I’ve got two kids at work In the business conferences, very clear when I came in. Not only do you have to be good, but if you have to be better than everybody else, meaning that if that if you have a tape and you have somebody else that have equal performance evaluations, we are always going to give the nod to the other person so you’ve got to be better than your peers if you’re going to move up in this company. And it’s worked well for us. I mean, like I said, there’s been unfortunate incidents over the 30 years. The good news is, is that I’ll personally said I had to fire one of my best friends, uh, and we’re still best friends today. And he knew exactly that it was coming.
Is it one of those things where he still thinks he works there? And he’s like, so what time do you want me to come to the meeting? It seems like I’m not on the schedule a lot. I mean, obviously he obviously knows, right? He’s, he’s aware of that.
my brother chuck, he had to make one of the toughest decisions and he wanted to handle it even though it was outside the nepotism policy with the son in law that just wasn’t working out. And you know, when those things happen, uh, it really sends a message. But yeah, I mean at the end of the day, even part of the reason that marty’s here, so I, I’m, I’m one of the owners, so, and I’m a high, I mean not the highest percentage owner and chuck was on. So here chuck and I were 50 slash 50 owners. We can basically do anything we want to, but we knew we wanted to grow. We knew, we knew we needed to have someone like marty into the business. So we gave him, at the end of the day, he’s the ceo at the end of the day, craig take could get fired from tape voice if I don’t have a performance.
And I sit down and we do quarterly coachings with marty and we do yearly evaluations. But I could be fired from this company. And I know, I believe it. Marty believes it. He knows it, but everyone in the company knows it, but I had a lot of people ask me because at the time I was the ceo and a lot of times people, I mean I had a lot of people. Well, how can you bring someone in that’s not a tape and now he’s your boss. It’s really easy. And if you had his resume and my resume sitting on your desk and you had to hire a ceo, who would you hire?
And of course now I wanT to, I want to ask you, I got, I got two final questions here for ya. And uh, I just want to, craig, this little tip for you. I’m, I’m from german ancestry. My mother’s maiden name was meinhart and I worry about germans. You know, we, we, we, we as a culture have started to war world wars. There’s only been two world wars and we’ve started to have them. So if marty starts to ever say something like, we should just take over the world, you would go. Have you ever. I think he did say that at the beginning of the shift. David hasselhoff. Hasselhoff in. Okay, so again, I’m going to shoot that. I’m going to tee up my neck, my final two questions
for you, marty.
So in all sincerity, Paul Hood, you’ve worked with the guys at tate boys for a long time. I want to ask you this, as, as, as a cpa that’s worked with him, your company hoods, cpas has worked with tate boys for how many years now? It’s probably been about 12 in your mind from the outside. What makes them so successful? I mean they certainly haven’t invented the tire industry. They certainly don’t have a monopoly on the concept of, of selling tires. And what makes from your perspective from the outside of objectively, what makes tate boys such a successful
brand? Well, like I said, they, they stay focused on what they do well. Uh, they are always eager to learn and one of the things that I’ve been most impressed with them because I, you know, we have a lot of clients and taped boys is one of our more successful clients, but yet they call me and we’ll sit down, you know, usually maybe once a month, once every two months. And, and bounce ideas off of me and, and I learned from them, they learn from me, but the thing that impresses me the most, if I mentioned, hey, what about this book? You guys should read this book and, you know, comparatively speaking, relatively speaking, they are very successful people, but yet they’re willing to learn. They’re willing to, um, to execute and just grind every day. They don’t make excuses
what I’m going to do now because I committed myself having two questions. That was one question. So my, my final question, this is for a you, marty, and for you, Mr. Craig, and you guys have a moment to think about it here. We like to do this thing called wins of the week where you can brag on an employee or a manager or a team member, you know, somethIng that’s a big win in the world of tate boys. So I’m asking you, we come back from this little intro here. I’d like to know what’s, what’s something great going on at tate boys? What’s, what’s kind of your win of the week at tate boys. And what’s a book that you would recommend for all of the listeners because chop, it’s now time for. All right, we’ll start with you, mr marty, what’s a win of the week at tate boys and what is a book recommendation for all of our entrepreneurial and business listeners?
A employee or teammate development is really important for us. And we hired a new head of hr about two months ago and she’s leading an eFfort right now to really build some capabilities around mentoring around the use of career maps so our employees, teammates can have an Idea how they can grow their careers and, and also something called a dream makers, which is an idea we learned from another tire company which is learning from our employees what’s their next major goal in their life? Maybe it’s to open a savings account, maybe it’s to own a home, whatever it might be. And for us to be able to help them achieve that, uh, and not necessarily financially, but it could be putting them in, in contact, contact with the local banker. Uh, so they can open up their savings account, whatever it might be. But it’s all about growing and developing those employees and we know how important it is for those folks. As craig said, hiring the right people. We don’t want to lose those folks. We want them to know that this is a great place to be and that we’re more, we’re more concerned about their holistic world than it is just their work world. Uh, so that’s kinda the win of the week. Our hr leads doing a great job connecting with people and delivering on those things that we’re going to be reviewing that with our teams next week.
Do you have a certain book command as well for all the listeners out there?
Yeah. Leadership is an art and I, it’s killing me because I can’t. I’ll come back to you in a second.
I, we’ll put it on the show notes. We’ll look it up. Leadership is an art.
Yeah. It’s a book that was written a long time ago by the then ceo of herman miller company and it just speaks to some basic leadership values that goes all the way back to his father and grandfather at the herman miller furniture company in Michigan. Max max dupree is that his name? Leadership is now. Great book, a great read, easy read on, on leadership
now. Now craig, uh, as we ask you about your wins of the week as well as your favorite, a book recommendation for all the business owners and entrepreneurs out there. And we always want to keep it Fair and balance. So a chip. I interviewed a guy, a local tire shop. I hope you’re not offended guyS. I interviewed them earlier today. They have or they’re on their third failing business. And they had, this was their tip for all the listeners out there, chuck, this is what the failing the owners of a failing tire shop had. This is our tip of the day for all of our listeners out there, you know what they say? See abroad to get that booty.
I don’t even know what that means. It sounds like an excerpt from the airplane movie, but I think it was business too. So. All right, so wow. So craig, it’s going to be hard to beat that. But uh, what is your awareness of the week? What is your book recommendation?
And it was actually last week, we have a newly promoted store manager at the, at our, our largest store in the, I mean the largest producer in the company, uh, here in bartlesville. We just promoted a guy, a store manager, and he’s just a great testament to who we are because I’m more proud of this guy then heaven, 100 locations or selling every tire. But he started with us 12 years ago when he was in high school and he was taking a tech classes out at tricounty tech and started in the tire lanes part time, just doing oil changes and tires and really stood there for about eight years, uh, became of age where he goes, you know what, I want a career out of this thing. I love it. I love the companY, I love the brand. I love the tea. So we put them into a, a, a, a crew chief role where he’s running the back shop. And, and here we are, five years later, he’s running one of our biggest stores. And, and to me, a guy that, uh, that is a testimony. I mean, that’s what we’re more proud of, of anything, seeing his growth and now seeing him be successful inside our company.
Awesome. Awesome. So that’s a win of the week. Now, what is a book that you would recommend? We have a lot of listeners that love. They love reading entrepreneurial books. I mean, we have sharon leCture coming up here, the, the bestselling author of the rich dad poor dad series. She works with the napoleon hill foundation. We’ve got a lot of great authors on thIs show. You’ve had the chip and dan heath there from the made to stick. The stanford professors. We’ve got a lot of bIg, big time, um, authors on the show. What’s, what’s, what a book you’d recommend for all the lIsteners.
So when he went by, Jack Welch was what was probably my top, top one, but I just recently got through reading a book and we put her manager. stewart is called extreme ownershIp and it’s written by two navy seals that as a ceo group number three, a jocko willink and life, I believe
claim to fame is we recently passed him and the itunes charts for the top rated podcasts and I’m afraid because the man is in unbelievable shape. He’s big and he talks with such intensity. It freaks me out a little bit. so jocko, I’m sorry we passed you in the itunes charts, but if we could just be, we’re kind of a copacetic in that same region, that’d be great. But his book is awesome. Extreme ownership.
But you know, the book really hits home, really hit home to me as far as leaders. We have to own the results no matter what. We’re not going to pass her excuse. Uh, uh, and when we don’t meet the results, then we’re going to take ownership. but when we overachieved, then we’re going to pass along those results. And I just thought that that book, I mean, I’m a, I love reading about the military from a leadership perspective. The customer, us as business conferences owners, our results might come into fiscal year, might be two or three years before we actually see a result, whether or not we’re good leaders are bad leaders for our mIlitary and for those leaders, they know immediately because of what happens on the battlefield. But extreme ownership is a great book as a leader. At the end of the day, you own the results. You can’t blame it on anybody else, no matter what happened. So, uh, a great phrase out of that book, and I have it written on my board, is it’s not what we preach, it’s what we tolerate. And so many times I kept my reach it, but then we tolerate it. So, um, that remInds me every day. It’s not what we preach, it’s what we tolerate as leaders.
Well, craig, I realize you’re not going to tolerate me for very much longer, so I’m just going to sneak in a little bonus question, then we’ll let your peace out and get back to growing. Tate boys the tire empire with your german megalomaniac partner over there. so. Okay, so, but, so what do you guys, craig, what do you guys like about working with Paul Hood? He’s obviously one of our show sponsors. We have a lot of sponsors who sponsor our podcast and I’ve known paul for a couple of years, but what do you like most about working with paul and his team with hood seat besides those good looks. Besides you can’t mention that it’s obvious.
Well, and it’s been probably longer than 12 or 13 years. He started charging us 12 or 13 years. I think he just finally got tired of me asking all the questions and getting free advice. I like working with paul because paul is because we match her personality. He’s driven, he’s a verY driven person to do things right, to do it the right way to grow his business. Uh, and also Because he’s always learnIng something new, uh, and uh, you know, and he’s also not afraid to tell us when we’re wrong or when we’re headed down the wrong path or a, you know, very candid with us. So everything, our core value seems like they match with fall as well. And uh, it’s just been a really, really good relationship. He’s definitely helped us grow and he’s helped us continue. I mean, continues. And every time we meet with him and talk with him, we always enjoy it.
Let me say one thing. They’re a good size boy to marty’s. I think about six for at least. But if I do, if I give them bad news, I’m running out the door. When I do it over the phone, I didn’t want them to get their hands on It. They go, go, go gadget arms and everything else. Well, marty and craig, thank you so much for being on the thrive time show.com podcast. it’s an honor to have you guys on the thrive time show podcast as always, free.