Business Coach | Do Your Job | A Look Under The Hoodie

During this powerful business coach management training, America’s #1 Bill Belichick fan and America’s #1 business coach, Clay Clark deep dives into the principles that have allowed Coach Belichick to become successful. Find out form Business Coach Clay Clark and Dr. Robert Zoellner how and why Bill Belichick is so successful as a NFL coach. In this episode of the Thrivetime Show, they talk about the systems he uses on the field and how you can apply them to your own business.

Podcast Transcript

Clay Clark: One, two, three into the four. Welcome back to The Thrive Time Show on your radio. My name is Clay Clark, I’m the former SBA entrepreneur of the year sent here to teach you how to start and grow a successful business. Occasionally, about three times a week, four times a week I’m able to capture a Tulsa icon, a Tulsa tycoon, a man who’s usually out expanding his vast entrepreneurial empire somewhere and we have got him today inside the box that rocks. It’s the co-host with the most, Dr. Robet Zoellner, Sir how are you?

Dr. Robert Zoellner: I’m not sure what most host I have the most of.

Clay: It’s all about putting the right emphasis on the correct syllable.

Robert: I tell you what though, I know one thing, you’re an excitable man.

Clay: I am very exciting, very, very excited right now, very excitable.

Robert: You’re an excitable man and you’re having one of your dreams come true and this week is a culmination, is a build up to something very, very fantastic in your life. That is that it’s super bowl week and your team, and I say your team as if-

Clay: It’s America’s team, it’s the Patriots.

Robert: They should be, but my team which technically is America’s team, The Cowboys, didn’t get in.

Clay: You know why they didn’t get in this year?

Robert: The dirty birds did, I got a dirty bird on my thing.

Clay: If you’re on Facebook live you can see Dr.Z’s dirty bird on his desk here. Seriously though, did you know why the Dallas cowboys did not make it in to his years superbowl? Do you know why?

Robert: They didn’t beat the Green Bay packers.

Clay: Their stadium’s not big enough.

Robert: Ouch.

Clay: If they built a bigger one then they would be just fine.

Robert: That’s just hurtful.

Clay: It’s not as expensive and if they would put more money into the infrastructure, into the size of the stadium, I’m sure they would have-

Robert: I feel like you just attacked my core right there, I’m got to come right back at you.

Clay: I’m outnumbered because today’s guest, we have a guy on the show today, Mr.Thomas. Now, Thomas is the founder or the co-founder, we’ll get into the details, but he’s the founder / co-founder of this great company called, “Full Package Media”. They basically do photography and videography for realtors, real estate agents. He’s from the great city of Dallas, Texas and I’m inferring he’s probably a Cowboy fan. Thomas are you a cowboy fan?

Thomas Crosson: A little bit, a little depressing when they lost against the Packers, but I agree a bigger stadium would do it.

Clay: I am definitely outnumbered here. We have two cowboy fans inside the box that rocks and today we’re talking about a subject that is so exciting it’s almost more exciting than Oklahoma Joe’s baked beans. It’s almost as exciting as the baked beans, I had some this weekend, they’re game changers. Z, would you argue that today’s topic is more exciting than Oklahoma Joe’s Baked Beans? could that be argued?

Robert: It could be argued, but it’s not true because the baked beans change you not only mentally like this information does, but it also changes you physically.

Clay: That’s very, very true.

Robert: It’s a synergistic effect of the change of your mind and the change of your body when you go to Oklahoma Joes with three convenient locations here in the Tulsa area.

Clay: You know what you would do if you got those Oklahoma Baked Beans and you wanted to be very productive? If you’ve been listening to our early time management episodes?

Robert: Yes.

Clay: What you would do is, you would take those baked beans to Tulsa’s number one bank. You would take those with you, you take them to go, you say, “I’ll take those to go”. You take those baked beans with you into the lobby of Regent Bank my friend, that’s where you would go.

Robert: You know what we need to do? I need to talk to Joe Davidson about this, we need to have another Oklahoma Joe’s in the lobby or a food truck parked there, an Oklahoma Joe’s dispensary of heaven right there.

Clay: It makes too much sense.

Robert: Yes, you come in and you open a checking account you get some baked beans.

Clay: “Welcome to Regent Bank, are you here to get the beans or are you here to open a checking account?”

Robert: “Both actually, both.”

Clay: “Oh, that’s sweet”

Robert: You fill out a loan application, you get some baked beans, maybe some burnt ends on that too.

Clay: We give these ideas for free to Regent Bank, we’re not charging for these ideas.

Robert: These are no charge.

Clay: Today we’re talking from a book I just finished writing called, Do your job, A look under the hoodie of Bill Belichick’s management moves. A lot of people ask, “Why do you like the Patriots? Why? Are you from Boston?”, “No”. “Do you love Tom Brady?”, I respect Tom Brady, “Why do you love the Patriots?” I’ll tell you why. I love them because of Bill Belichick’s management systems. I love the fact that on any given Sunday, it doesn’t matter who’s on the team, every week I’m like, “Who just caught the ball? Who is that guy? When did they sign that guy?” and they just keep winning, it’s not star dependent it’s a system.

Robert: The people out there listening they go, “Oh my gosh is this sports radio? No. Is this politics? No. Is this home and garden? No. Is this how to get your house ready to sell it? Is this like a real estate channel?”.

Clay: Three ways to get your refrigerator all cleaned up before doing a show.

Robert: “The type of cookies you should make when showing your house” That’s not what this is about, people may be going, “Oh my gosh, here he goes talking about the Patriots again”. You’ve got to understand folks listening out there in Thrive land, you’ve got understand one thing. My good friend, my co-host, my young grass hopper to my left which would be your right, he is so inspired by the patriots because he looks at them as the ultimate business and as Bill Belichick as the ultimate business man. The way he runs this football team, I think if Bill Belichick coached anything you’d be like, “I’m a fan”.

Clay: Absolutely. I’ll tell you a true story, I was in Boston, Thomas you’d probably like this story. Have you’ve ever stayed at a Holiday Inn Express, one of those ones where it’s like they have a pool inside the hotel, have you ever been to one of those Holiday Inns?

Thomas: I have, in San Antonio I think.

Clay: Really? It’s like a souped-up Holiday Inn?

Thomas: A pool and a little outdoor indoor trevese thing.

Clay: My wife bought me these tickets to go see them play for my birthday last year. I go there, I’m in the lobby, and Foxboro, by the way, is the size of Bixby, but yet it’s the home of the team because they couldn’t get the permits needed to build the stadium in the city of Boston.

Robert: Those that are listening out there that don’t know about Bixby, that’s what? 20,000, 30,000? How big is Bixby?

Clay: Bixby is like 30,000 people, you feel like you’re in small town America.

Robert: You feel like you’re in small town America in Foxboro.

Clay: We’re staying at this small hotel that has a pool inside and it’s the only hotel there is. There’s a Renaissance hotel that is at the stadium and other than that, that’s it, there’s just no other place to stay.

Robert: Really?

Clay: Yes, and most people commute 45 minutes out of town to go see the games. Long story short, I’m there for the morning breakfast they had this great buffet of sausage and french toast and all this stuff. Our waitress, bless her heart, was impossibly slow. I am not making this up the guy next to me looks at me and he goes, “I swear, she needs to do her freaking job”.

Voice over: Broadcasting live from the center of the universe, you’re listening to The Thrive Time Show.

Clay: Everyone in Boston uses the word freaking as though it’s a period. It’s basically an adjective for anything. “I swear, she needs to do her freaking job” and I look and I’m kind of like, “No, way”. I look at the guy, he’s got all the Patriots gear on. My wife and I laughed so hard, he goes, “I swear, if Belichick was here this crap would not be happening. He needs to manage this place.” They are talking, all these people are like, “I swear” and that became the conversation, if Belichick was managing the Holiday Inn it would have been better.

I’m just telling you, it’s a very intense culture that he’s built there and they just win over and over. We’re going to get into it, we have 16 management principles that he lives by and I have distilled them in my book called, Do your job, A look under the hoodie, that will soon be on Amazon.

We’re going to start with this first one Z. If you flip here to page number one of the book, this is a big principle and I would like for you to break it down here for me okay? Principle number one, hire character and train skill. Now Bill Belichick is obsessed with hiring people of good character and training them the skills. I want to ask you as a business guy, forget the Patriots, why do you believe so strongly in this concept of hiring character and then training skills?

Robert: I have a saying and for the most part this is true and I live by it. Everybody has an example of all of our core stuff, all your core beliefs you can always find there is that one time that it happened. I have a core saying and it goes something like this, “People change seldom”. I want everybody to be better after they’ve left the relationship with me in some form whether it’s an employee or a friend or whomever. I want people to say, “My life is better because I was around Z for fill in the blank”, but the most part the core issues in a person, the core person that they are, yes you can knock off some edges, you can knock of some stuff, but people change seldom.

Clay, you went through a huge transformation, but your core was still your core. You were hard working, you learned what to do and the fact that you dress kind of like a thug and you had your little hoop earrings and you were kind of a little creepy.

Clay: Super sexy. I was super sexy.

Robert: It was a little phase. You went through your little DJ phase and you were —

Clay: I was upset with people and I thought if you looked angry long enough, you would eventually get paid more. That was my plan.

Robert: How did that work out for you?

Clay: Didn’t work out so well. Z, I have a notable quote from Bill Belichick himself. Here we go. This is a quote. This is from page three of this book. Page three. He says, “Talent sets the floor, character sets the ceiling.”

Robert: Absolutely. What when you talk about hiring for character and then training them, what that really means is that you’re much better off hiring a pleasant happy, self-motivated, cheerful person who may not know how to push the buttons, who may not know how to fill in the blank, who may know nothing of your checklist, nothing of your systems that you’ve developed in your business but you start with a really good play doll. Then you can just form that into the shape you want and if they’re clever enough and if they have enough intelligence and they have the will too, then you could teach them the level that you need to teach them in your business.

Clay: Now here’s a question I’d like to ask Thomas because Thomas, you started — How long ago did you start Full Package? How many years or months or days? How long has the business been around?

Thomas: We started Full Package Media about six months ago.

Clay: About six months ago, and this month, correct me if I’m wrong, you have over 100 people who’ve actually called you and hired you to take photos of their real estate. Is that true or I’m I making the number up?

Thomas: At least 100 probably.

Clay: At least 100?

Thomas: Yes.

Clay: Okay. Now we were just talking this morning that you’re having as much business as you can personally do. I mean you personally can’t fly any more drone flights. Is this right?

Thomas: That’s correct.

Clay: You can’t take any more photos?

Thomas: Can’t fly, can’t manage, can’t do it all the same time.

Clay: Okay. Recently you hired two guys, right?

Thomas: That’s correct.

Clay: Walk us through. Walk the Thrivers. There’s a lot of people listening. According to Forbes, 57% of the people listening right now want to do what you’re doing. They want to start a business.

Robert: Yes. You just did it six months ago. That’s why it’s so awesome to have you on the show. I mean you are like a new born.

Clay: He’s like a Thriver success story. We’re so excited for you.

Robert: He’s like a toddler. He’s like a little toddler.

Thomas: Well, we appreciate being on. Yes, we started six months ago and originally we thought before Clay got us into this principle of hiring character an teaching skill and we thought we need to hire a really good photographer and let them do the shoots and we found that that was not a good solution and we hired — did group interviews and hired two people and fired one already.

Clay: Whatever did the guy who didn’t work out already. What happened?

Thomas: I don’t know what happened to him.

Robert: I have taken pictures for national geographic. I am a big deal in the photography world.

Thomas: People know me.

Robert: People know me. I’ve had stuff published.

Thomas: My office smells of rich mahogany.

Robert: I’m not sure you’re doing things correctly around here. In fact, I have a lot of input that I could help you with because I am a big deal.

Clay: Real quick. I want to bring this up though. Of the two people you hired, the one who didn’t work out because they just did not get there on time or what was the issue? Why do you have to move on already?

Thomas: He was late multiple times, didn’t follow the system, didn’t take enough photos. Actually [crosstalk].

Clay: Shocker. Z and I are — we’re not cynical, we’re just real about the thing. If you hire according to — someone needs to google this right now. Google this. US Chamber, CBS employee theft. We’ll give you time Thrivers. What percentage of employees– Z, what percentage of US employees steal from the workplace? I’d love to tell you but I can’t because you’re going to have find out when we come back after the break.

Robert: That’s just mean.

Clay: I’ll tell you what, if you email us right now, info@thrive15.com. Email info@thrive15.com. When the price is right kind of thing. The first person who gets the number right or closest without going over percentage-wise. What percentage of employees steal? We’re going to give you some Oklahoma Joe’s baked beans. That’s what I’m going to do for you Z.

Robert: Oh boy. I tell you what. I’m googling right now because I’m going to be the first one.

Clay: Stay tuned for more management mastery tips when we get back. thrivetimeshow.com. Welcome back to the Thrive Time Show on your radio. My name is Clay Clarke and I am obsessed with making your wallet grow. Z, what do you think about that? Basically, the miracle grow for the wallets of America.

Robert: Well, I’ll tell you what. It’s wonderful that people now have choices in Tulsa, the green country area and Chattanooga, soon to be in Illinois and really anywhere in the world because you can get online and listen to our podcast at thrivetimeshow.com. People are like, oh my god. I’m tired of politics. I’m tired. I’ve listened to home and garden all day long.

Clay: Can we argue though for about an hour an a half about the wallet though? Should they build, should they not? Can we do it and just take the show way hard right, way hard left and just argue about the wallet for a hour and a half?

Robert: We promised we wouldn’t do that. We wouldn’t go off on ten. Just political [crosstalk].

Clay: There’s not enough political shows talking about the political issues.

Robert: I know you want to talk about cooking. I know you’ve got some special recipe that you —

Clay: Yes. It’s an honor our show’s about that.

Robert: That’s not our gig. Our gig is to bring you the world’s —

Clay: best –

Robert: – business show. You’re out there saying, “Hey, I own a business. What do I do? Where do I go? I don’t know what I don’t know.” Right?

Clay: I don’t know what I don’t know because my wallet won’t grow.

Robert: My business is good but it’s not growing the rate I want it to grow. Hey, I feel like I have a job and not a business. Hey, where do I find a mentor because really rather learn by mentorship than mistakes. That’s why couple of three years ago when Clay approached me and said, “Hey, listen. Let’s scale our business coaching. Let’s make this affordable for people. Let’s give them the thing that most and if not all enterpreneurs are looking for.” That is someone who’s been there and done it and wants to share with them. Its easy to see guys and tell them and say, “Oh man. That dude or that chicy poo, they got it going on. They’ve done the down thing. I sure would like to hang with them.”

Clay: I want to brag on a Thriver. We have a Thriver named Collin who came out to one of our recent workshops. As the listeners might or might not know, the last time we did a thrive 15 workshop — we did one here at our beautiful office on the left coast of the Arkansas river and we sold out all the seats. When you sit here you’re not sitting in a small chair like you’re at some hotel. We have a desk for you. You’re sitting in an actual desk. You have room to write and sprawl out. This guys comes for one of our two day workshops and he goes, “You guys are — I’ve watched Z’s businesses grow. Clay, I’ve watched your businesses grow.”

He has a lanscaping company. He says, “This was so great to hear specifically what I needed to do to grow my business.” He came out for the two-day 15-hour workshop and for those of you who couldn’t get in, we went ahead and had another one the following week. It kind of overlow because we were all booked out. We’ve announced the new time for our next workshops. It’s going to be February 24th and February 25th and it’s from 7 A.M until 3 P.M. It’s February 24th and February 25th from 7 A.M until 3 P.M. The thing is again, we sell tickets until we’re sold out. We have a scholarship program and so If you can’t afford it, if you’re going, “Hey, I’m gong through a rough patch,” well, guess who can empathize. Z can.

Robert: Yes.

Clay: I can. We both grew up without money but we have a scholarship program. There’s really no excuse to not be here other than just you got to book a ticket. Go to thrivetimeshow.com to learn more. We get in to a lot of stuff. We really drill down deep into management and sales and search engine optimization and into marketing, Z.

Robert: I think one of the most important things is time management. I hear young entrepreneurs over and over and over. I’m asking them —

Clay: “How do you get everything done? How do you do it?”

Robert: I’m asking them specific questions and they’re like, “Well, I would do that but I don’t have time.”

Clay: “How do you get through your emails?”

Robert: “How do I do that?” Time management may be the most important of all the things that we teach in those workshops. Why did we do workshops? Because we got asked to do workshops.

Clay: Over and over. I tell you what. For me, it is so fun because we have five kids and Venessa and I used to travel around speaking for Cheveron down in Houston or going to Maytag University out there in LA or traveling. You guess what? I have five kids. It’s time away from the kids. It didn’t fit my F6 life goals and so we decided to host them here in Tulsa and now people from all over the world are coming in. We’ve people from Idaho last week, people from Dallas, people from Wichita, people from Toronto. It is awesome. Go to thrivetimeshow.com to learn more.

Robert: You’re like the Gandhi and this is the mountain and people can just come here to the mountain and there you are sitting Indian leg style in a robe. Actually, a suit probably but for the purposes of this show right now, the magic of radio imagination. You climb the mountain and there sitting at the top of it is Clay Clarke. Then all of a sudden you realize, “This is not what I wanted at all. Why did I climb this mountain?”

Clay: “There’s no oxygen up here. Why did I come up here?”

Robert: But then the best part is you can ask any question you want and you can get your answers.

Clay: There’s no up sales. No up selling. We don’t up sell you anything. Now Z, principle number 1. We’re talking about from Bill Belichick. His management principle is hire character and train skill. Now I want to give you a fun fact about Bill Belichick, okay? Check it out. The guy he lands his first job in NFL after graduating from Wesley University in 1975. I know there’s inflation but he took his first job working for the Baltimore Colts for $25 a week. The guy is making $100 a week and you go, “How do you afford to feed your family with –” If you adjusted the money for inflation, it would be like 150 bucks a week right now. How did he afford it? He couldn’t because he’s like, I need a job in NFL. I want to be a coach and guess what, a lot of other people do too.

Robert: Got it. Got it. Got it.

Clay: They said here’s the deal. We’ll pay you 150 bucks a week and you can be our a fill in guy. Well, he went on. He did this. He coached in the NFL for over a decade before getting his first legit gig.

Robert: Well, he did the move we teach about it. If you’ve missed past shows, you can go to www.thrivetimeshow.com and listen to all the podcast. [unintelligible 00:20:23] the bad show. But that’s one of the moves on how to become a great employee and that is it’s the intern move. That’s basically working for nothing. Call what it is.

Clay: They got to do it.

Robert: A 150 bucks a week, it’s unsustainable. You’ve got to have other stuff going on. You’ve got to have other means but that’s the move. You basically said, “I’ll be an intern for you”. Back then it was $25 a week. When I go in, I’m in the system. I’m on pay roll. I’m going to just– I’m on now– I’m over deliver– I’m going to-

Clay: I want like all $25 delivered at the same time.

Robert: In small unmarked bills.

Clay: Small unmarked bills. That’s all I’m saying. I’m the fill in guy. Now we’re moving on to the second principle which is, build your success based on repeatable systems and not individual talents. I want to ask you this, Thomas. How many hours would it take you to teach Z and I how to fly a drone? How many hours you think?

Thomas: Probably about 10 hours worth of flying. But we’ve put out a list of what needs to be taught and what needs to be gone over and give them some YouTube videos and things like that to look at and watch before to build that background. We’ve come up with a rough system on how to do that.

Clay: What kind of talents do I have to have to learn how to fly a drone previous to being trained? Does Z have to be a ventriloquist? Does he has to be a mime? What has to happen?

Robert: I [unintelligible 00:21:39] right now.

Thomas: Really. Really no skills and a lot of– specially in the– no skills. You’re fit [crosstalk]

Clay: This is great. I’m going to apply. Where is your website? What’s your website?

Thomas: Www.fullpackagemedia.com. You can apply there.

Robert: Hey, Bro. I tell you what. Can I bring my coffee cup with me, Bro?

Thomas: Sure.

Robert: Can I fly a drone while I’m drinking my coffee?

Clay: Do I have to wear a pants? Do I have to wear pants?

Thomas: Yes. Pants. That’s our mandatory

Robert: [laughs]

Clay: Z and I, we share a car because we spend a lot on coffee. Is it okay if you drive me around each shoot?

Thomas: No.

Clay: We have wedding photographers that would ask us this all the time? In the interview they would go, “Bro. I don’t have a car. Could you guys drive me to every wedding?”. Yes, that makes a lot of sense. There is a certain barrier of entry that you need to be high character, dependable, coachable, honest, that kind of thing. Right?

Thomas: Yes. Absolutely. A lot of the younger generation that plays video games and has able to do two things at once and look up while using something that works.

Clay: Bro, I can drink coffee while driving. Bro.

Robert: Bro. Bro, I want to murder Mike Johanapp, Bro. I’d just all black out, Bro.

Clay: Alright Thrivers, stay tuned. We come back Thrive Time Show.com. Boom. Alright Thrive nation. Welcome back into the conversation about how to make your wallet grow. We are broadcasting here within the box that rocks which is located inside the beautiful thrive15.com world headquarters which is located on the Arkansas River. The left coast of the Arkansas River which is located right here in the center of the universe which is located in the most incredible country in the world. It’s the USA, Z. We’re located right here in the heart of America.

Robert: America baby. I tell you what. It’s something in the water. It’s something in the air around here because Wall Street Journal puts out that Tulsa, Oklahoma, where we broadcast from, is one of the top rated places for young entrepreneurs to start a business. I guess we have no choice. You could just as pulsates out from here. Just like, “[pulsating sounds] Entrepreneurship”.

Clay: You cannot be not an entrepreneur in Tulsa.

Robert: It’s impossible.

Clay: You could lie to yourself.

Robert: You could.

Clay: You could be saying right now, “I don’t want to start a business someday”. [crosstalk]

Robert: Man, I don’t want to start a coffee shop. I’ve just you know I got to though.

Clay: Now here’s the deal Thrivers, 57% of you want to know how to start or grow a business. If you’re like my main man over here, Thomas with Full Package Media. If you’re actually crazy enough to start that business. What’s going to happen is all of the sudden you’re going to start to sell much more product or service that you can personally do. Thomas, when did the epiphany occur to you? Where you said, you’re looking over there, your incredible co-founder slash girlfriend slash life coach slash teammate. When did you look over her and go, “I can’t possibly keep up with all of the sales personally anymore”.

Thomas: I think about a month ago when we realized that we were getting more new clients and our existing clients were continuing to book shoots and not only was I not able to do all the shoots but other parts of the business, customer service, and sales were lacking, falling behind.

Clay: Now Z, I want to see if you can offer a little bit of coaching and mentorship for Thomas here. Okay. This is isn’t Thomas. This is someone Thomas knows. This is what the questions. This is ins’t Thomas. [crosstalk]

Robert: Okay. A friend of a friend. Okay. Got it.

Clay: He says, “So I, here’s the deal. Because the marketing is going so well. What I want to do right now because I’m overwhelmed, I cannot keep up with my”,– It’s not a drone company. It’s another company. Different company, not at all related to a drone company. “I care about quality and we have so many new sales that are coming in. I just want to know, is it okay if I turn off all my marketing and I stop doing all my sales. Is that cool? Is that normal? I just turn off marketing and sales for the foreseeable future as I look for the dream teammates, and people who are previously trained in the in the dark arts of photography, videography and droneography”.

Robert: Is this where I slap him? Am I able to?

Clay: That didn’t feel so good, boss.

Robert: Yes. I would say to you. There’s a word that has two letters in it that I would use. It starts with an N and ends with an O.

Clay: I don’t know. What is it?

Robert: It’s not ON, you got to flip it around.

Clay: Oh, so NO. It’s NO.

Robert: No. No. No. I think with that– listen. Sometimes I hear people say this all the time, “We’re growing too fast”.

Clay: We’re growing too fast. I can’t keep up with the growth.

Robert: We’re growing to fast. Got to pump the brakes. Got to shut things down. It’s unsustainable. I can’t do it anymore longer. [crosstalk]

Clay: Shut it down. Yes. Too crazy. Too crazy.

Robert: Now folks, what you need to do is you need to hire fast, fire fast, and you need to have your systems written down, categorized and just like Thomas was saying. And I know this isn’t about Thomas [crosstalk]

Clay: Friend. He is a good friend. He is a complete moron named Barry from Boston.

Robert: Billy or Bar– Okay.

Clay: Barry. Barry. Boom

Robert: Starts with the B. Anyway, so what happens in is you got to hire fast, fire fast, but you have to have a system to where you can bring in even a– how do you say this. I hope

this doesn’t come across wrong but-

Clay: Somebody from Mongolia?

Robert: You can bring in even an idiot. Warren Buffett talked about you only like to buy businesses that even an idiot could run because eventually they will be.

Clay: Okay and I want to ask– Thomas is in it though. He owns a business. He’s wearing all the hats. Doing accounting, sales, marketing, that kind of a thing, so on behalf of your friend Barry, what questions would you like to ask Z? Barry would ask Z. Not for you, for Barry.

Thomas: I would say, “How do you find the time to document those systems and develop those systems and really full proof them when you’re doing everything else in the business?

Robert: Okay. What you do is you take your a laptop. You take your internet. Www.stuff

Clay: That’s the web.

Robert: You take your cable company.

Clay: Alright.

Robert: You take your Netflix account, your Amazon account. And you take them and you shove them down a hole so deep you don’t want to know where you put them. That frees up about five hours of your day because the average person’s watching TV about, five hours a day.

Clay: If you Google this, it’s crazy how accurate you are. That is very disturbing. The average person is watching TV five hours a day and the average person right now is spending on an average of 3.5 hours of their day being distracted by social media. Back to you.

Robert: Also, there’s things called weekends, evenings, early mornings, in between lunch times, when you’re going to the restroom you can have a pad and pen handy there to-

Clay: Very descriptive.

Robert: -And what it is called is, any spare moment you have this becomes your priority. In my book The Business Pig, Chapter II talks about being the pig-

Clay: At breakfast.

Robert: And not.

Clay: The chicken.

Thomas: The chicken.

Robert: The chicken. And what. What? What does that mean? But you know that– that takes us down to the farm [musical background]

Clay: Yee-huhhh.

Thomas: [laughs]

Robert: Anytime start mentioning pigs, chickens, and logic. This makes me want to go to farm logic. See here’s the deal. The pig, Thomas for your friend Barry, for doing whatever

business he’s doing.

Clay: Thank you for asking these questions by the way Thomas. On behalf of myself.

Robert: Is that when you’re committed. When you’re committed, that means you give your life. And when you give your life that means everything else becomes a distant second.

Clay: That doesn’t feel very nice.

Robert: Because it’s for a season. It’s not forever.

Clay: That’s right. For a season.

Robert: When I first started working, I work seven days a week. Do I work seven days a week now? No, I don’t.

Clay: I want to you ask you real quick. You did work seven days a week at one point?

Robert: Because that’s all I had. I mean. Currently that’s all I have.

Clay: I’m going to get down deep. I don’t think the listeners are understanding what we’re saying here. You worked seven days a week for how long, bro?

Robert: Year in a half, couple of years.

Clay: You did that and now could be said there might be days that you don’t actually see any patients at all? Is that ever a thing ?

Robert: Yes. That’s kind of a thing.

Clay: On a typical day, how many patients– if your rock’n and it’s the craziest– because obviously you guys have record setting days all the time, what’s the most number of patients you can see over there at your optometry clinic right now?

Robert: The other day, we did– what between the two offices, nearly 300 people.

Clay: How many of those did you meet?

Robert: I’m embarrassed to say, I didn’t meet any of them.

Clay: Really? You didn’t go for a fast and just get through all 300.

Robert: No, I didn’t even answer the phone once.

Clay: Or even 150.

Robert: I didn’t even, I didn’t even say thank you.

Clay: But you built the system that made it happen by focusing for two years, working seven days a week.

Robert: Oh my gosh, you may be on to something.

Clay: This is terrible. I knew this would happen. Every time that I listen to this show, it ends up being true that I might not. I don’t want to hear truth. I’d rather hear parables and generalities and TED talks.

Robert: I don’t want to delay my gratification. I just to watch Netflix every night for just hours, binge watch.

Clay: Mark Wahlberg has a couple of new movies out. I’ve been trying to watch them all three times to memorize the words.

Robert: And if I were to do that, I wouldn’t have time to write down my systems to get a game plan, to get a template, so that when I get the new guy in, I say here’s how you do the drone, the video, like you said earlier. I know it’s not for you Thomas, it’s for your friend Barry. But in theory, you would say, “Hey, here’s the steps you do, boom, boom, boom.” What I’ve done is I’ve taken and shortened the time line of how to learn to fly one of this drones.

Clay: I’m going to read you a notable quotable before we head in to the break. We are sponsored by Oklahoma Joe’s and Regent Bank. Here we go. This is Bill Belichick, he says, ‘There is an old saying about the strength of the wolf is the pack. I think there’s a lot of truth to that. On a football team, it’s not the strength of the individual players but it is the strength of the unit and how they all function together. When we come back, we’re going to marinate on this concept of how do you actually practically build repeatable systems. He does it every Sunday on the field. They just keep winning with different players all the time. How do they do it?

Robert: Howl guys, ready, one, two, three. That’s amazing. That just feels good.

Clay: That makes me feel comfortable. That makes me feel like a man. All right Thrive Nation, welcome back into the conversation. It’s the Thrive Time Show on your radio, sponsored by Oklahoma Joe’s. Dr. Z, before we get into the management mastery tips from Bill Belichik from my newest book called, Do Your Job, A Look Under the Hoodie, where we examined Bill Belichick’s management systems. Who’s Bill Belichick? He’s the head coach of the New England Patriots. Why do we care? The Superbowl is coming up this week but the main thing I want you to look at is look at the roster of the Patriots and notice how they keep winning year after year with a bunch of randalls.

They’ve got a guy right now who’s — The Buffalo Bills didn’t want him and now he’s their star receiver. They got a guy like Wes Welker back in the day from Oklahoma, no NFL team even wants him, and then he becomes a star. When people leave the Patriots, they become an unstar. He has this system that works and what he does is he basically created his success based upon repeatable systems and not individual players.

We have Thomas on the show. Thomas is an entrepreneur based in Dallas, Texas. He’s the founder of Full Package Media. They do photography and videography for real estate projects, people trying to sell homes. He is selling so well, the service is so good. The people love the product that word of mouth is starting to happen. It’s becoming kind of an avalanche. Now, he’s going, “Oh my gosh, we’re growing fast.” By the way, it’s the winter, it’s not yet spring.

In real estate, if you keep doing this, you will be, for sure, four times larger than you are now in the spring. He’s probably getting hit by the avalanche of sales success. I’m going to tee it out for you, Thomas. What questions do you have for Z about the specific steps you must take to build repeatable business systems?

Thomas: We hired our first two people, we fired one and that’s the only other person that works for us right now. What would you say to our next best hire?

Robert: Here’s the thing about is, how did you go about finding those two people? May I ask you a few questions here? How did you go about finding them? What did you do?

Thomas: Posted on Craigslist and then we did a group interview. I think we invited about 80 people to those group interviews.

Clay: How many people showed up?

Thomas: About 40. 20 or half were late and half were not dressed and half were weird.

Robert: [laughs] Half showed up naked, half showed up late, half showed up, “hey man”. Where did you advertise to get those 80 to come in? Is that Craigslist again?

Thomas: Craigslist, yes. And we’re doing another one tomorrow with I think 80.

Robert: Another 80 people?

Clay: Thrivers want to know this. What percentage of US employees do steal and this just in from the US chamber, it’s 75%.

Robert: I want to equip you. Do you want to know a question to ask that is a very fun question because here’s the thing about employees that you want, you want givers and not takers. You know what that means Thomas?

Thomas: They give and they don’t take.

Robert: He shoots and he scores. Holy cow. What happens is this, if you have a giver, they are a person that helps the people underneath them, that gives time and energy to the project, that is looking for what’s best for the team. The taker, on the flip side, is the person that is all about themselves. They take, take, take. They want to climb the ladder. They want to suck up to the people who are ahead of them and all they’re thinking about is just trying to get ahead and not what’s best for the business.

What’s best for your business is givers. I have a full proof number one question to ask them in this group interview that you can ask them that will help you determine how they respond, how to determine whether they are a giver or a taker. Would you like to know that Thomas?

Thomas: Yes, would love to.

Voice-Over 1: Surely, you can’t be serious.

Voice-Over 2: I am serious. And don’t call me surely.

Clay: Okay. We’re ready, Z.

Robert: I got some hot sauce here. I just wish I was close to your breaks so I can tease you but I am so far away, I can’t tease you. I got to tell you now. Pull over, get your pen and paper out because this means a lot. Listen. If you can’t write this question down, what you need to do is circle back around to thrivetimeshow.com, fast forward to this and write this question because if you’re ever in an interview management or ownership position, this is a very important question to ask them. As you’re seated across from them at the desk or you’re seated next to them in a chair because you want to feel [unintelligible 00:36:28] equal and not an intimidating boss.

Clay: What is the question?

Robert: You can look at them and ask them this question and you could say, “Would you please tell me the last four people that you’ve substantially helped in their career?” The taker will typically tell you, namedrop four people that you probably know about that or maybe even a big deal but they’re definitely above them and they were basically, shortcut is they were sucking up to those people. They didn’t really help them in their career but they are going to tell you four people that are kind of name drop in and kind of a big deal —

Clay: I work closely with Barry Bons and Bill Belichik. He got the hoodie idea from me. Basically, I was wearing a hoodie when I was [crosstalk] on the games and I looked at him one time and I knew he stole my idea.

[laughter]

Robert: Kind of [unintelligible 00:37:21] for those commercials, I came up with that.

Clay: He’s got my idea, boom.

Robert: The giver will answer it differently. The giver will tell you four people that you probably never heard of, either at their level or below them in their careers. They would give you the stories about how they helped them, either behind the scenes or helped them publicly, to help further their career. A big differentiator there. That’s a way you can tell the givers from the takers. Because ultimately, you want a team of givers, it’s what you want. Because somebody is going to take, take, that doesn’t help the team move on down the field.

Clay: Thomas, do you feel like you have some clarity there? What other questions do you have for the Zohan about this?

Thomas: That brought a lot of clarity. I guess, what position do you think is better to hire someone that’s more like a sales person or admin role or what role is most important?

Robert: Ye, yes, and yes. What happens is, when you’re first starting off, this is kind of like — I’m just opening up my business, do I need the mop more, do I need a light bulb more? Is the light on? Yes. Is there water on the floor? Yes. Well then, you better get a mop because you don’t want to slid and fall.

The thing about is, you’re going to get all those positions, a lot of times, what you do is you find someone that has that skill set and they’ve got great character and you’re like, “I want you on my team. Before you’re going to be a full time admin, I need you to learn how to fly a drone. And then we’re going to work you into as I get more drone flyers, you can work more into the admin side of it because that’s truly your super skill set. But today, I like you, I want you on my team. You’ve got a great character. You’re a giver. You’re a good person.” Another rule of thumb is, you want to hang out with this person when it’s all said and done.

Clay: Preach that please. Seriously. That’s the thing where I see it all the time. Business owners are hiring people they don’t like and they feel bad about wanting to fire people that they don’t like. Z, please explain this principle to us.

Robert: You see in life, life is short. And as you go through life, you have some choices to make. You see your free time, your spare time, is your time.

Clay: You need to preach it because I’m getting irritated, you ain’t preaching them.

Robert: If you got someone you’re paying for their time and you don’t want to hangout with them anytime, then they should probably walk on down the line.

Clay: Are you talking about firing somebody? It’s crazy. I’m getting sweaty.

Robert: [laughs] The thing about as Jack Wells teaches it, he’s one of my — He’s a dude that– someone said, “Hey, if you could hang out with a dude for an afternoon that would be one of the dudes I’d want to hang out with.” Great guy, built a tremendous company and just a knowledge of wealth-

Clay: Former CEO of GE. He grew the company by 4000%, Z. For those people who are not familiar with him.

Robert: You can Google him, he’s got, I’ve got his book right in front of me, Winning. He’s just a great guy, great mentor and in his book he always says, “Hey, listen, one of the things that I wanted to make sure, that it was a guy that I wanted or person that I wanted to go hang out with in my spare time, if I didn’t want to go”, he didn’t say, “Have a drink with”, but hang out with, break bread, have a drink, whatever-

Clay: I want to have a drink with everybody, I love to drink with- I’ll drink right now.

Robert: [laughs] It could be a Coca cola drink of your choice, but if he said, “Listen, if it’s somebody that I didn’t want to do that, then what I’m I doing having them on my team? I don’t want them on my team”.

Clay: Now Z, you kind of alluded to it, but I’m going in to move to Bill Belichick’s third principle, from my book, Do Your Job, A Look Under The Hoodie. Learn how to manage your business or to become, basically learn how to manage your business like the NFL’s top coach. This is what he says. He says, this is principle number three, “Do the right thing for the team.” Now, I want to give you a notable quote from Bill Belichick. I want to have you unpack it, Z.

He says, “Mental toughness is doing the right thing for the team when it’s not the best thing for you.” [laughs] And so, here’s an example of the Patriots doing this. Bill Belichick routinely switches players to a position that’s convenient and appropriate and efficient for the team. As an example, their top receiver right now, Edelman, Julian Edelman, their top receiver, played quarterback in college. He drafts him and says, “Henceforth, you will be a receiver, you will not be a quarterback because that’s the best use of your skills.” And imagine your whole career you’ve been a quarterback, and now you are a receiver, Z.

Robert: Yes, absolutely. And you know who that reminds me of, don’t you?

Clay: Who’s that?

Robert: Sean Kouplen down at Regent Bank.

Clay: Yes.

Robert: They will–. What makes then such a great bank is, they take what’s your business and they literally will do what’s best for your business and not what’s best for the bank.

And that’s exactly what Belichick’s doing right there. He’s saying “Hey, listen. We get you in, we get to know you, we see what your needs are.” And the Regent Bank, they are a serious business bank. They’re my bank, and they should be your bank, if you’re in business. And so Sean Kouplen, he’s kind of like a Belichick. In fact, we should get him a hoodie and he can walk round the bank with, like his arms cut off –

Clay: That’s legit.

Robert: He wouldn’t scowl though, he’s such a nice guy-

Clay: He’s a great guy.

Robert: -I couldn’t get him to scowl. I can’t get him to scowl.

Clay: He’s kind of like Tulsa’s Joel Osteen.

Robert: He’s–. Yes-

Clay: He’s a great guy.

Robert: -as a banker.

Clay: Yes, now Thrivers, when we come back, we want to get more into this concept of hiring people who understand the concept of doing what’s best for the team. All right, Thrive nation, Green Country, Oklahomies, people in Nashville, people all over the world in our– . And a big special shout out to all of our listeners in Australia. Australians, we have many listeners in Australia right now, my friend.

Robert: I would say, and I don’t do an Australian accent very well-

Clay: How do you know?

Robert: -but put a shrimp on the barbie for us, and enjoy the show.

Clay: Yes, I want to get to a thing where I could say– . I don’t really know how it– . The whole Australian accent is a beautiful thing, I like it-

Robert: It’s beautiful.

Clay: -I just, I struggle with it. I have to work out over the breaks-

Robert: I know mine, I think sounds more Scottish, I think, than, than–.

Clay: Crocodile Dundee. That’s, that’s pretty weak. Anyway, I’ll come back to it.

Robert: [laughs]

Clay: Anyway, for all the kangaroos out there we’re so excited to help you jump into this new year with success and many of you have been asking, so I’m going to tell you the details here . If you want to attend an in-person workshop and you were unable to get into the last one because we were sold out, my apologies. We’re expanding.

Robert: So sorry.

Clay: February 24th and February 25th, will be the next one. For those of you who are listening who are like, “Are they going to try to ambush you with up sells?” Go ahead and get out your Google machine here-

Robert: Google.

Clay: -your smartphone, your ipad, and type in Thrive 15 Conferences. Thrive 15 Conferences, just do a Google search and you can find about 125 reviews now, they’re in video form, you can read reviews, more reviews are coming in all the time. The thing is, people are sharing what their experience was, and so I’m telling you that we’re all about helping you. That’s why it’s two days, and it’s 15 hours because it’s not even logical to think that we are going to be able to teach you the specifics of how to build a linear workflow or to do your accounting or how to optimize your website in an hour or a two-hour pump-up talk, where we talk about the pumping-you-up and getting you all motivated. Eventually we have to get into the details, and that’s why it’s 15 hours each.

Robert: Right, you get templates, you get a hands-on training and why are we doing this?

Clay: Why?

Robert: Because we’re just maniacal, want to dominate the business world? No. We’re doing this because you asked for it, Thrivers. We started with our online business school without the BS, and that’s Thrive15.com. We tried that a couple, about two and a half years ago, now. And everybody was like, “Oh, this is awesome. We love the videos. We love the bite-sized videos. We love that we can search by topic”-

Clay: I love the videos. They pump me up.

Robert: [laughs]

Clay: It keeps me going.

Robert: [shouts]

Clay: I am so excited about them but I want a, I want a workshop. I want to get there and get, and meet you and I want to, I want to snuggle you.

Robert: -I want to touch you .

Clay: It just got kind of weird, but okay.

Robert: One time, one time–. So then, then you said, “Hey, listen. The videos are great, but are you guys, is this real?”

Clay: Is this real?

Robert: “Is this real?” [whispers]. “Are you guys mystics, that you guys just sneak in and film David Robinson and Lee Cockrell and all these cool mentors around the country behind their back and then you’re just a big, like in a closet somewhere where you have just?”-

Clay: Is this a rouge? Is this a rouge?

Robert: “Is this a P.O. Box and a dude that lives in a van down by the river?”-

Clay: Oh, man.

Robert: -“and that’s just all some big old hocus pocus magic, shell game?” No.

Clay: No.

Robert: We have our headquarters here in Tulsa, on the left side of the Arkansas river. Now we’re inviting them to come, and you the Thrivers to come into our two-day workshop where we teach our 13 core principles. You get the boom book-

Clay: You get the boom book.

Robert: -wait, here’s my boom book. You get the boom book, which highlights them all. We’ve got all kinds of great stuff for you, and guess what? No up selling. And we have scholarships, if you say, “You know what, money’s a little tight this month, but I think my business could really use a little shot in the arm. I could use”-

Clay: Big thank you to Z, I want to share this with you real quick. We have a Thriver who’s here, who had some medical issues and I spoke to her and she was able to attend our workshop for $25. I was talking to her and she said, “You have no idea the impact that that made.” And you know what, we’re happy to do it. That’s why we do it. This is the whole thing. So there’s no up sell, no smoke and mirrors.

Robert: That’s our heart. For our business school we charge $19 and then we even have a scholarship program on that too. Come on, it’s really nothing, okay? And so the other thing is, is that with our scholarship program you can come in and get two days of intensive workshop, leave here with just all kinds of great things to go out and help your business.

You might say, “Well, listen, I don’t have a business yet.” But we know you’re thinking about starting one .

Clay: Yes. According to Forbes, 57% of you out there want to start or grow a business, and so today what we’re doing is we’re answering a question that many of you are asking all the time. You’re emailing info@thrive15.com and want to know, “How do you manage your business?” “How do you manage people, how do you manage the business as it begins to grow?” We’re talking from my newest book called, Do Your Job, A Look Under The Hoodie and we’re teaching you Bill Belichick’s management system.

He’s the head coach of the New England Patriots who’ll be playing in this Sunday’s Super Bowl. We’re moving on to principle number three, which is, “Do the right thing for the team.” And so, Z, I want to give you an example of what happens when you don’t hire people, or you don’t create a culture where this is normal, where people do the right thing for the team. I built the DJ business back in the day. It’s called DJConnection.com and we specialized in working with brides and grooms. Z, imagine the house of cards that I built. This is what happened – the DJs would call-

Robert: Okay, hold on, hold on, wait a second. How much–? You know what, this sounds like it.

[music]

Clay: Oh, yes.

Thomas: Story time.

Clay: So here’s the deal. So here’s the deal. On a Saturday, the day of the weddings, DJs would call and go, “Hey, bro, I know my load out time’s at 12 and I know I’m supposed to do the wedding at the Golf Club of Oklahoma, but could I, could I do a different one? Because I want do to one that starts at noon because my schedule’s really busy this weekend, and I just want to make sure that I get home early.” So I go, “Sure, I’ll make it happen.” And then another guys calls and goes, “Bro, I don’t want to do the show on Sunday because I’ll have a date with my wife planned, I forgot to put in the calendar. Could you fill in for me?” And I’d say, “Sure.” And then someone else calls on a Friday and goes-

Robert: [laughs]

Clay: -“Hey, is there any way that I can keep my equipment over the weekend, in my van”-

Robert: [laughs]

Clay: -“and not bring it back? Because I’m going to be back from my show late.” And I say, “Sure.”`

Robert: [laughs]

Clay: This really happened in one weekend. I remember this vividly because I realized I am a moron because I’d hired people that didn’t want to do what was right for the team, and I wasn’t holding people accountable to doing what’s right for the team. And this is what happened, one of our DJs, he parked his car, his van, outside of his apartment complex and the vehicle got broken into and all of our equipment got stolen out of that van on the night that I let him keep the gear at his house.

Robert: What?

Clay: Because it was best for him.

Robert: Absolutely. And that’s– . Do you know what? Do you know how long you’d put up with that?

Clay: I’d put up with it– I did it for about five years, Z. What happened is, is that, then on I switched that wedding because the DJ said, “Listen, I really want to be home

with my wife and is there any way someone could do my show for me and I could switch it out?” And I did it, and then the bride wrote a horrible review and said that I baited and switched her DJ that she’d planned on, and then the other DJ screwed up the event because he didn’t have the music knowledge he needed for that kind of event. Long story short, I had two bad weddings and all my equipment stolen out of a van, and I realized that is it, Z. And you know what? I put up with it for way too long, my man.

Announcer: Broadcasting live from the center of the universe. You’re listening to the ThriveTime Show.

[beeping sound]

Robert: Oftentimes, young entrepreneurs ask me, “Hey, how long should I put up with this stuff going wrong?” And I listen to them and I go, “You know my DJs switching around and then I got stuff stolen”-

Clay: Yes.

Robert: I’m just bending on all these policies, I’m bending, I’m bending-

Clay: Bending.

Robert:- I’m bending-

Clay: Bending.

Robert:- I’m bending-

Clay: Bending.

Robert: -because I want to be the nice guy. I want to be the cool boss. I want to be the–, I want everybody to like me. I’m just bending and bending, and these guys are taking advantage of me. Now I just sit down and simply go, “Mm-hmm, yeah, Mm-hmm. Yes, okay, oh really? Oh well, that’s bad, okay, mm-hmm, yes,” and then I look at them and they’re done and they’re finished, just like you just did right there and they say, “Well, what’s the answer?” I go, Well, here’s the deal, you will put up with that as long as you want to put up with that. Until you’re — [music] whammies, is that the whammy sound?

Clay: Yes, that’s the thing where you go, “That wasn’t the answer I wanted.”

Robert: I know but you know what, hey, it’s your business, it’s your life, it’s your backyard in the sense that – I used this analogy the other day. It’s your water hose and you can either walk over to those flowers on a hot summer day and water them.

Clay: You could do that.

Robert: Look, my flowers are thriving and growing or you could take that same water hose, go over the corner where there’s some crabgrass and some ugly weeds –

Clay: Crabgrass, let’s water that.

Robert: – and you’re just like, “Look at those, they deserve water too.”

Clay: “I love crab grass.”

Robert: “They say it’s the world but it’s [crosstalk]

Clay: “My employees are calling with random complaints and questions, they don’t like the dress code I should change that. They don’t want to do different shows, I should let them switch.”

Robert: “They are our parents too.”

Clay: “They don’t want to come to work on time, they can understand it.”

Robert: “My cram my dango. I heard they’re doing so well.”

Clay: “They don’t like the handbook, I should change it. They don’t like the pay scale, I should change it.”

Robert: It’s your choice, you could have a backyard full of beautiful flowers that you choose and plant, put them where you want them and fertilize, you grow them or you can have this haphazard weeds that blow in your backyard from haphazard other weeds and you water them and grow them and look at them and go, “Well, my backyard doesn’t look good but it’s my backyard.”

Clay: Now, we have a real thriver in-person, this is the founder of full package media, a guy who actually started his company about six months ago and whose business has now taken off, its growing by leaps and bounds. Thomas, is it scary how fast you’re starting to grow now?

Thomas: It is yes, we were talking about that this morning that we’re excited of course, but nervous about how we’re going to be able to handle it all.

Clay: For people who are listening who don’t know what it’s like to a) start a business and to b) grow it this fast. Can you describe what that feeling is like?

Thomas: It’s been a whirlwind and cut a lot of things out of my life and focus on the business, and makes people mad along the way, but okay with that. It’s been a journey and a good one at that.

Robert: With the analogy that I could give you Thomas and that hopefully will help ease your mind a little bit.

Clay: All right, here we go.

Robert: Is that you’re in a really nice sports car and you are on the open road during that section that you see about on the movies but we’re between nowhere and nowhere, just a big flat road and it’s just like nobody out there. You’ve got your fuzz buster because of course, we always want to follow all traffic laws at all times, and you’ve got your fuzz buster i.e your radar detector.

Clay: I don’t even know what that is.

Robert: You’re out there and you just hit that gas and that’s what you’re doing right now in your business, you’re hitting that gas and you’re 30, 40 shift gears at 50, 60, you’re getting a little nervous, 70. It’s a nice sport car. Before we start shaking, like if it was a not an ice-cream sports car.

Clay: I can’t handle it, you’re going too fast.

Robert: You’re going 80.

Clay: Where’s the breaks.

Robert: 90.

Clay: Mayble.

Robert: Now you get a little scared, you’re like, “Oh my gosh because if I’d jerked a wheel, I’d been up in the ditch dead.” Now you go a hundred and then all of a sudden you go.

Clay: “Mayble, we’re going too fast, we’re going too fast.”

Robert: Then you back out and then you back up a little bit to 70, 60, in 60 you’re thinking, “Men, I’m just crawling.”

Clay: “That was no big deal.”

Robert: “I’m not even moving.”

Clay: “I went 110 right there.”

Robert: Then you ease back up to a hundred and you go, “Yes, it feels good.”

Clay: “If I could see the road, it wouldn’t feel so dangerous. Z, what’s that special you have on those glasses? Would you recommend using my phone calls to drive at a hundred and one, what goggles would you recommended Z?”

Robert: Sure, my 3D glasses order, my distance glasses, I don’t know because everything is coming very close.

Clay: Do you sell racing goggles, Z, do you still sell the racing goggles there at Dr. Robert Zoellner and associates?

Robert: Those are for the sidecar and the motorcycle. But my point Thomas, is that when you’re first going up to that high speed and just like your business is going up to a higher speed, its nervous and gets a little whatever, but I will tell you this, that once you’ve driven that speed for a little while you calm down and it feels natural and normal. In fact, when you slow down to what we call the speed limit, you will save yourself ,”Oh now it seems like I’m crawling, I’m not even moving. Is the car moving? Is it going? I’m I going anywhere? I’m I ever going to get there?”

Clay: Z, this reminds me of back in the day when roller skating was a thing.

Robert: Back in the day?

Clay: Remember when roller skating was a big viable move?

Robert: Yes.

Clay: With roller skating, what happened is there’s always that wall and if you didn’t know what you were doing, if you couldn’t go fast, they had speed skating. Some DJ would hop on the mic with some bleached blonde hair and he’s like, “All right ladies and gentlemen stick around, we’re going to do the nice game.” If you can’t skate fast you go, “Oh no, can you get onto the outside of that wall because if you can hold onto that carpeted wall, you’ll be safe.” But in the middle that’s where the experienced skaters are.

Robert: The guys with their own skates, they always had the rented ones and they always had a wheel that was always off a little bit there.

Clay: Yes, you’re in the rented ones, you’re hanging onto the outside but the guy owns his own skates.

Robert: He’s working it.

Clay: He’s got those knee-on laces and a jean jacket.

Robert: I’m looking at him going, “One of these day.”

Clay: Then they go, “Attention skaters, we’re not going to be doing reverse skate,” and you’re going, “Holy crap, people could skate backwards now. He’s going faster backwards than you can go forward, that’s what that’s like.”

Robert: Totally, that’s exactly what that’s like.

Clay: I’m just telling you right now thrivers, if you haven’t been roller skating, you need to go over to Oklahoma Joe’s and get your skates on.

[laughter]

Skate on in to Oklahoma Joe’s, check it out, it’s the world’s best baked beans.

Robert: It is. If you’re in broken arrow, it’s over there by the bass pro shops you can’t miss it. If you’re in Southold, it’s the 61st insured in. If you’re downtown for lunch, next to the iconic Cain’s ballroom. Get on in. My move is, burnt ends and baked beans, you’re going to thank me so I’m just going to preemptively say, you’re welcome.

Clay: I’m going to tell you what, if you’re on a diet you still want to try it. You might want to just starve yourself six days a week and then go over the seventh.

Robert: That’s a good call.

Clay: Medically speaking as a doctor, could you endorse that strategy?

Robert: I think it’s a very healthy diet as matter fact.

Clay: All right now thrivers, when we come back we’re going to teach you Bill Belichick’s fourth principle for managing a team to win. Why would you want to learn management from Bill Belichick? Because he wins and you want to win in your business too. Stay tuned.

[silence]

All right thrive nation, welcome back to Super Bowl week on the Thrive time show, this is not a sports show but we are aware of current events. I’m telling you what, I’m having a Trump-tastic week– I slip that in, I’m sorry. I’m having a Trump-tastic week so far.

The Super Bowl Sunday is quickly approaching and today we’re talking about the management principles that Bill Belichick has used to help create a consistently successful team there with the new England patriots. We’re talking about his management principles that I’ve actually distilled into my newest book called Do Your Job. A Look Under the Hoodie where you can learn the 16 management secrets of Bill Belichick. Now this fourth move Z, this is the one that you do the best. I’m going to have some fun with this principle.

The fourth principle is, don’t allow yourself or your team to be distracted. Now, I’m going to go into the notable quotable vault, this is what Mr. Bill Belichick says about being distracted. He says this, during an interview he actually said this, they’re asking him about, “How would you respond to the Pittsburgh Steelers, their Facebook live post where they were saying bad things about your team, what feedback do you have? What would you say? What are you telling your team? How do you keep your team from being distracted with social media? This is his quote, he says, “I don’t twitter, I don’t myface, I don’t yearbook,” Bill Belichick.

Again, this is a man who does not allow himself to be distracted but here’s what I see in businesses everywhere. You’re a business owner, you’re focused, you want to have some success and there’s somebody who’s on your social media sending you negative messages and they’re distracting you. You’re trying to read and this is what’s happening in your brain [music] and it’s a deal where somebody keeps interrupting me with loud music and you’re trying to read and their playing Born in the USA by Springsteen or something, and you’re just trying to focus they keep just jamming the music.

How do you shut it off? How do you avoid those distraction?

Robert: Sometimes it’s not the loud sound, sometimes it could be just a little –

[George Whisper: Careless Whisper music]

– whisper, a little interaction, maybe something is trying to just pull you in.

Clay: I’ve never noticed.

Robert: Take your mind off what you’re supposed to do, oh my.

Clay: She’s beautiful. That’s my wife.

Robert: Is that a squirrel over there?

Clay: That’s a squirrel.

Robert: I think that’s a squirrel. That squirrel reminds me of my wife, which reminds me of Facebook, I should write that on Facebook.

Clay: Wait, my phone just buzzed, maybe I’ll slip it out because someone’s whispering.

Robert: I can’t believe I forgot to put that on Facebook, I’m going to go put that on Facebook right now, it’s so nice.

Clay: Well, I haven’t snapchatted all morning.

Robert: I want to snapchat with my granddaughter.

Clay: It’s probably time.

Robert: The thing about it is that this world, everybody and most of the businesses out there are trying to occupy the space between your two ears. What? What does that mean? What does that mean?

Clay: What does that mean?

Robert: Here’s what that means is, everybody wants your thinking moments, everybody wants your brainpower, everybody’s trying to – I know this is probably a strong word, manipulate you in some way to buy something, to like something.

Clay: Z, every DJ wants you to listen to Rob Base right now, every DJ in the world wants you to listen to Rob Base

[Rob Base & DJ E-Z Rock: It takes two]

Every DJ right now they want you to hear this song all the time.

Robert: I’ve got the lumberjack move.

Clay: You’re in there trying to do your paperwork. I used to be a DJ and I want you to hear this song all the time. For me, as a former DJ, it’s always a party. Always a party.

Robert: Always a party.

Clay: Always a party. Oklahoma Joe’s we’re having a big party and you’re trying to focus.

Robert: Yes, I’m at Region Bank, I’m filling out a loan document, I’m trying to focus. The point is that distractions happen. The worst thing that can happen is that you’re a distraction, you bring into the group, and it’s the groups distraction.

[Rob Base & DJ E-Z Rock: It takes two]

Clay: I’m having a dance party there’s four of us. There’s Karen from accounting, Carl in the sales department, we’re all getting down. Z, why aren’t you getting down buddy? Why aren’t you getting down? We’re just trying to get down.

Robert: Because I’m trying to get some work done.

Clay: What?

Robert: I’m trying to focus.

Clay: Do you want us to turn this off?

[playing Rob Base & DJ E-Z Rock: It takes two]

Clay: Or can we just keep jamming? I’m feeling like a petting zoo my friend.

Robert: If you ask my children, I have three lovely, beautiful, well-adjusted, awesome kids. Bridget, Blake, and Bo if you’re listening hi guys, I love you very much. If you ask them one of the core things, the things that I pounded in, well I didn’t pound, but the thing that I put in their head.

Clay: He basically hit his children repeatedly and he’s just disclosing it for the first time on air.

Robert: DHS is on their way I’ll tell you what.

Clay: The lead pipe marks have now finally healed. You used a lead pipe.

Robert: We have him on record he pounded.

Clay: Thank you for confessing on the show.

[laughter]

Robert: No, I would encourage them with, verbally.

Clay: Verbally.

Robert: One of my number one core things was work first.

Clay: Work first.

Robert: Then play.

[Rob Base & DJ E-Z Rock: It takes two]

Clay: Which is great because I always have this song queued up and ready to go.

[laughing]

Oh yes.

Robert: But the thing about it is this, all work and no play isn’t healthy. All play and no work leads to shutting down your business. There is a nice balance in there, but trust me, if you always put work first, let’s get her done.

Clay: Get her done.

Robert: What’s your objects, what’s our checklist, what’s the things we need to get done today, and guess what, if we have time left over then we will all play. Then we’ll start the DJ party, then we’ll get the disco ball going. Then we’ll break out the skates and we’ll do the what you call it reverse skate?

[Rob Base & DJ E-Z Rock: It takes two]

Clay: Reverse skate baby.

Robert: Reverse skate.

Clay: You’ve got reverse skate, the dice game, you’ve got the whole thing. Couples skate was always hot too. Couples skate was always a deal where they’d queue up a song that was like a song that had a certain romance to it. An oldie but a goodie like Prince I wanna be your lover.

[Prince: I wanna be your lover]

Robert: Then you’d look across the thing at that girl that you’ve been looking at all night. You’d think man I wish I had the nerve to. I may not, you know what I’m going to do, I’m going to. Crap Billy just asked her to skate.

Clay: The move you would do back in the day is you would want to skate by Billy. So Billy is out there skating. What you would do is you would pass hard with that left shoulder, you knock over Billy,

[laughing]

the next thing you know is Billy’s falling down. She says are you okay Billy and Billy goes, “Yes, I’m totally fine, I’ll be okay. Just skate on without me.” You’re like, “Yes, skate on without him with me.”

Robert: Absolutely. The problem is that I would go out there to hit Billy then the DJ would get on and go, “Excuse me sir, this is a couples only skate. You are single, you need to remove yourself from the skating platform.”

Clay: It always ended with you skating alone with Billy. That’s how it always ended that way.

[laughing]

Somehow it always ended that way. All right now I’m going to give you another Bill Belichick quote about distractions. People always say, “Why does he always wear the same freakin hoodie? Why does he always wear this beat up nasty hoodie?” The thing about Bill Belichick is that he hates distractions so he says he basically buys a hooded sweatshirt and the team gives it to him so he says, “I’ll just keep wearing that until it no longer works.” Here is his notable quotable, he says, “I have short arms, so most of the time the sweatshirts that I have would come all the way down past my fingers, so I cut them off so I have a little more comfort. It’s all there is to it.” That’s why he wears those hoodies over and over.

Robert: Yes, because no distractions you’ve gone with the hoodie move now.

Clay: I’m going with the hoodie move. I’m going with a large variety of thrive15.com honey badger theme wear. That’s the thing. To be entrepreneur you have to be a honey badger.

Robert: Now is it just a coincidence? I just have got to ask.

Clay: Sure ask.

Robert: If you’re looking on Facebook Live right now, you’ll be able to see what I’m getting ready to ask him. If you’ll zoom in.

Clay: You’re going to see something.

Robert: Sam the lumberjack producer.

Clay: You’re going to see some eye candy I’ll tell you what.

Robert: A honey badger is our mascot for The Thrive Network of stuff we’ve got going on. Because the honey badger is tenacious and gets stuff done and they don’t put up with any boop. Is it a coincidence that the honey badger that’s on your sweatshirt right now is in the shape of the patriots logo?

Clay: No it’s designed to be very very similar. What I’m doing is I’m working on the color scheme to be red, white, and blue, and it all fit in there. It’s a patronisation of the office. Because we have a theme in the office. I’m always telling people do your job. That’s the whole thing.

Robert: Do your job.

Clay: We’ve already built the systems. We know what works around here. We know what needs to happen over at your optometry clinic. We know what needs to happen at my haircut business. We know what needs to happen at all the different companies. Now we have just got to find people to do their job. That’s why Bill Belichick has his fifth principle which is this, “Have a bias for results”, Z. A bias not for potential but for results.

Robert: What you inspect is what you’re going to expect. You’ve got to inspect it. You’ve got to have your numbers a hit. You’ve got to have your game plan.

Clay: You want to get a follow up with people and assume they might not have done their job?

Robert: You know what Billy?

Clay: Thrivers stay until we come back, learn about doing your job.

[silence]

All right Thrivenation, welcome back into the entrepreneurial conversation. According to Forbes, 57% of you want to start or grow a successful business and that is why on February 24th and 25th we are hosting another Thrive15 workshop. The Thrive15 two-day workshop. When is it? It’s going to be February 24th and 25th. How can I learn more about it? It’s at Thrive Time Show. What will I learn? Everything you need to know. How long is it? It’s 15 hours of power for two days from 7:00 AM to 3:00 PM. How much is it? It’s affordable, Z because we have a scholarship program for everybody.

Robert: Yes, if you look at the price you would say, “I can’t afford that, I’m having a tough month. I’m having a tough time. My wife just went into the hospital and then we had some medical bills we didn’t know about.” There’s a lot of reasons. Hey, we all every now and then need a little help. Every now and then, we all need a little help. There’s nothing wrong with that. Nothing wrong with admitting it. We don’t publicize it, we don’t, “Row two, the third person from the left here are on scholarship.” We don’t do that. We’re here to help because that’s our heart. That’s what we want to do because there’s a number we are going to stamp out.

Clay: According to Forbes, this is a very very bad number. It’s a fact from Forbes.

Robert: Just stamp this out. Here’s the thing, I’ve got a 97% guarantee on this.

Clay: 95.

Robert: If you come to our workshops and you do the stuff we tell you to do, you will not be one of the casualties of this number. That is, according to Forbes and some people even call it “higher than this”, but according to Forbes 8 out of 10 businesses that start, fail. 80% failure rate.

Clay: We have a guy inside the box that rocks right now who is a real deal, in person, Thriver from Dallas Texas. He is a guy that started a business six months ago. Thomas, how would you describe the growth of Full Package Media at this point?

Thomas: Slow in the beginning, but now it’s taking off faster than we know what to do with it.

Clay: What do you do? Do you guys sell bagels and wash dogs? What do you guys do at Full Package Media?

Thomas: At fullpackagemedia.com we do real estate photography, drone videos, property websites for your listing. Your one-stop shop for everything that you need to market a listing as a realtor, also do some commercial photography.

Clay: Z, one of the comments you made just a moment ago is you’re talking about how everyone needs a little bit of help. I think we all get by with a little help from your Thrive friends. So if you’re a business owner and you go I’m trying to get by, I’m just trying to make it, you can get by with a little help from your Thrive friends. What reminds me of the Oklahoma Joe’s completely original tune I’ve been working on. I’ve been writing a Oklahoma Joe’s.

Robert: Jingle?

Clay: Kind of a jingle. A completely original tune. If it feels familiar that’s because it’s so good.

Robert: Familiarity sometimes does that.

Clay: [singing: what would you do if I sang out of tune] Does that sound familiar at all?

Robert: No, it sounds good, it’s pleasing to my ears.

Clay: That’s how I’m starting it off. I’m not really sure what the rest of the song is going to go.

Robert: Something about getting, I hope it’s something.

Clay: [singing: get by with a little help from my beans.]

Robert: A little meat candy.

Clay: [singing: get by with a little help from my beans, all I need is.]

Robert: A little meat candy in there too.

Clay: That’s what I’m working on right now. I’m not really sure where that original tune came from, but all I know is that it’s going end up being a great song.

Robert: I’ve got a super good feeling that it’s going to. That’s the thing about it, Thrivers out there, this is our heart. We brought you the online business school without the BS. We then brought you in person workshops. Now we’re bringing you this radio show, thank you Scripts Media, we appreciate that very much. Now the radio show is also being turned into the podcast that you can go to thrivetimeshow.com and listen to. Guess what, if that’s not enough for you there’s more. Now we have one on one business coaching. How are we doing that? Well we’re training up young business coaches. I say young they could be any age actually.

Clay: Many of them are old right now. We’re trying to get some young ones, but all of the guys who keep signing up to be coaches on our team they’re all of these successful entrepreneurs who have already been there and done it. They all happen to be 40, which is frustrating because we are trying to find some 18-year old whippersnappers who really know their way around the business game. Right now we keep running into these veteran entrepreneurs who are becoming coaches.

Robert: Yes, that’s awesome because they have a flavor about them that they’ve actually been there and they’ve done it. That’s good. That’s healthy and that’s good. We’ve built a system and now we’re doing what we’re teaching you to do. We are actually expanding our business coaching platforms to fill the needs for what you want. That’s what a good business does. That’s what we teach you how to do. Get out your calendar right now. If you’re driving in the car, pull over. Write it on your arm if you don’t have a piece of paper. Get out a pen.

Clay: Mayble, where is my paper? Where’s my paper? Where’s my pen?

Robert: Get a Sharpie. And I need you to write down February. That’s F-E-B. You can just shorten it.

Clay: Hold the wheel Maybel. Hold the wheel.

Robert: All right Maybel.

Clay: Hold.

Robert: That’s 24th and 25th. That is a Friday and Saturday. Where is it? It’s here in Tulsa, Oklahoma at our Thrive15 Headquarters which is on the Riverwalk which is on the left coast of the Arkansas River right here in Jenks, America.

Clay: Mayble, you got to hold the wheel. I’m trying to write it down. February 24th and 25th here. Quick question for you Dr. Zoellner. It’s amazing how I can talk to you from my car to the radio. It’s a unique telepathic communication I have here.

Robert: Yes.

Clay: Do I have to have a fancy internet connection and do I have to wear pants to attend your workshop?

Robert: Well, technically, quilts are for men. Quilts would be accepted.

Clay: That’s great.

Robert: And when you’re here, we take care of all the internet connection when you’re here. You do need to get on, you can just call us, technically.

Clay: If you can just fax me over an mp3, I would definitely be there with my iPad.

[chuckles]

Robert: You might need to hit a different school before you hit this school, Mr. Ostwald’s.

Clay: Somebody just bought a ticket in the background. Okay, we’re moving on now. We’re talking about having to buy us for results. This is what Bill Belichick says about it, from the voice of Oswald from Oswald’s Bagels, he says this, “You get the job done or you don’t.” Oh my gosh. What does he mean by this, Dr. Robert Zoellner?

Robert: Well, I mean, you either get the job done, you don’t. It’s self evident in the sense that and the thing about that as a business owner, you make assumptions. Like, I’m assuming today, here we are, it’s Tuesday, it’s over lunch time, I’m assuming that all my businesses and the people that are in them are actually doing the things that I’ve told them to do, that I’m paying them to do, and then I want them to do. But every now and then I have to mystery shop them. Every now and then I have to drop by, and every now and then I’ve got to check the result and see that they did do the stuff that I’m paying them to do.

Clay: Thomas, what questions do you have when it comes to – because you’re growing your team now, you’re hiring people. What questions do you have for Z about getting people to be accountable to doing what they’re supposed to do?

Thomas: One of the questions I have about having a bias for results and you’re tracking your team is, what’s the most important thing to track and to look at and what’s the least important?

Robert: To me, the most important thing is whenever you have an individual that you’ve done business with, there’s a key indicator. And that key indicator, you can ask that person. Let’s say you go to customers that have gone through your process, all right?

Thomas: All right.

Robert: Billy just hired you, you guys came out with the drones [makes drone sounds] you did the drones, you did the photography, you did the stuff, bum bum. Then he pays you, all that. Thank you. And then you go up to Billy, “Billy, how likely are you to refer us to one of your friends?” It’s a key indicator. Break it down Clay.

Clay: That actually is called a “Net promoter score” that Harvard talks about. And at the end of the day what you want to do is you want to make sure that every customer you worked with is wowed, if at all possible. Because if you wow them, then they will tell their friends and it’s very expensive to advertise. And if you’re going to get a new customer you want to do everything in your power to wow them.

Robert: Now, apart from that and that’s one of those things that okay, that just tells you everybody in your business, you find the guys that says, “Well, 10 out 10 likely to refer you to a customer. In fact, you guys did awesome. I am what we call an apostle of your business. I’m going to go out and preach about you business.”

Clay: It might be a little much but I got a tattoo of Dr. Robert Zoellner and Associates on my left arm. And on my right arm I put the other locks in there. I wasn’t sure of the name of it so I just wrote Z something. But now I’m adding the 6th and the 6th tomorrow and it’s going to be great.

Robert: Perfect and that is, that Thomas is the actual end result that is above and beyond. That right there, boom. Home run. Now here’s the other thing, now, really for me, one of the more important things is profit. You’ve got to get that P and L. You’ve got to break down your numbers. And you know what, as people, people aren’t stealing from you, people doing their job, people are using the right parameters, you’re going to make some money.

Clay: Thrivers, when we come back, we’re going to talk about Bill Belichick maniacal focus on results. And how he does it on the playing field this Super Bowl Sunday.

[silence]

Clay: All right Thrive Nation welcome back to your inspiration station. This is Tulsa’s only local business radio show. And in fact it might be Chattanooga’s only local business radio show. Every market we’re in, I’m just telling you what The Thrive Time Show is really becoming a phenomenon. I wouldn’t call it viral yet. But what’s happening is most of the listeners are going to thrivetimeshow.com and they’re sharing the podcast with a couple of people. What’s happening is we’re growing exponentially and it’s fun to see that. But the product, you say, “What’s the product? What’s Thrive15?” Our product is trying to help you start and grow a successful business, because Z and I know that once you build a system that can create financial and time freedom, you get to be the best you that you want to be. Z, you get to do whatever you want.

Robert: Whatever you want and I tell you what, what’s fun about this show is well, we have a little bit of fun. That’s just our personalities and we enjoy doing that. Thanks for putting up with that. To get to the meat of the show, we just always very practical business tips. I mean today we’re talking about how to manage your team. It’s Super Bowl week, we pulled we think one of the best managers of a team/business or you can fill in team and business, it’s the same thing, is Bill Belichick and he’s done a great job and his concepts are the same concepts that you should have as an owner or a manager in your business because you hold these and hold your people. What number are we on now? 5 or so?

Clay: We’re on number 5 right now.

Robert: We’re on number 5 and we’ve got like 16 to go through. We’re not going to get through all of them today. We’ll just probably for the next couple of days of the show. We’ll have fun with it.

Clay: Yes.

Robert: Build enough for the Super Bowl. Clay, I’m going to brag on you just a little bit. I’m going to brag on this young man to my left a little bit. He is a great author. And he just wrote just an awesome book. And I was asking the other day, I said, “Hey, it looks like you have an image of Belichick on there. Let’s change it enough to work. It’s going to be fine.”

[Chuckles]

Clay: Yes.

Robert: But it’s called, “Do Your Job: A Look Under the Hoodie” Very clever and it goes through the 16 points on management. And you say, “That’s not a business.” Well, it’s a football team, we’ll call it a business. But the management- the thing about it is this, is that what we’ve learned in business and our in person workshops, we teach this, the 13 points of our business, I don’t care whether you’re selling pizzas.

Clay: I don’t care. We don’t care.

Robert: Or like your Thomas here, with a photography/drone company.

Clay: Yes, we don’t care.

Robert: The principles are the same.

Clay: Now, here’s the thing guys, I want to get into this. There’s 4 principles that Bill Belichick has that have helped him generate results. One, everyone on the team has a key performance indicator. It’s a number that they’re held accountable for.

Robert: Right.

Clay: And I know this sounds crazy, but if you get a chance to read his book called, Belichick Brady, he talks about scouting for receivers. And one of the things he looks for when he signs a receiver is, “Can the man set blocks?” He wants a receiver who will set good old blocks.

Robert: You would think he’d be able to catch the ball. I’m not an NFL coach.

Clay: He wants a guy who will set brutal blocks. It’s something he’s obsessed with. And so they’re talking about, you know he’s always drafting these slow guys or he signs a lot of guys that every other team has cut. He brings them on the team but he wants people who can set blocks. That’s what he needs to win. And the other thing that he does which is crazy is, he knows what he wants out of every position. He has it written down. So all these kickers, all these punchers are always left footed. Did you know this?

Robert: I did not know that.

Clay: And they’re always left-footed because it’s crazy hard to track the ball through used to see it come off the right foot. And it causes a few more bumblings of the ball, a few more fumbles of the ball. When people can’t quite get their eye on the ball. You see left-footed putters everywhere.

Robert: Oh my gosh. I did not know that.

Clay: Third thing is that he looks for guys who will play on both sides of the ball. So they won the Super Bowl years ago. Troy Brown was their best receiver and he moved in the defense at back because someone got hurt. And they kept winning. The thing is their star receiver they switched him to defensive back, what other team can that happen?

Robert: The Bakers, I know.

Clay: Because Bill Belichick is purposeful in it. And the fourth thing that is interesting is after every game, they always bring it in after the game. The whole focus is on the team winning. If you go to patriots.com you can watch them. But after every game whenever they win, they all bring it in and go “Ahhh Yeah.” It was Tedy Bruschi who came up with that idea. But they bring it in and never are allowed to talk about individual achievements during the press conference, they have to talk about the team’s achievements. So if you had a great game you’re only supposed to deflect and brag on another team mate or the team itself. You’re not allowed to speak about yourself and what you did during that game. It’s a team-based culture. Thomas, I want to ask. You have the floor my man, you’ve built Full Package Media. It’s a growing company, you’re a real life thriver based in Dallas Texas. What management question do you have for Z, you’ve got the man sequestered inside the box that rocks. Any question goes my man, ask him anything. Go for it.

Thomas: Along those lines about the team first not being an individual, how do you draw the line between making the business to serve you and still helping your employees reach their goals? How do balance that or what’s the move?

Clay: Good question.

[Commercial]

Robert: This is going to sound crazy.

Clay: Oh boy. Here we go.

Robert: This is going to sound crazy. But in my book The Business Pig. One of the chapters I have in there, I might have to break this down for you because just from the hip you’re going to say, “Oh my gosh. That is crazy. That doesn’t make sense.”

Clay: Doesn’t feel very good.

Robert: Yes, doesn’t feel very good. Listen Thrivers, we’re going to break this down, I’m not going to leave you hanging. Don’t worry about it. But Thomas, in my book The Business Pig a chapter starts of with this it says, “The big pig at the trough eats first.”

Clay: The big pig at the trough eats first.

Robert: What does that mean?

Clay: I’m hungry for some bacon [crosstalk].

Robert: What are you doing why are you confusing me with farm stuff and pigs all the time, it’s just confusing. What I mean by this Thomas is that a healthy business, a healthy entrepreneur, a healthy person, is one that makes sure that they are put first in their business.

Clay: That just feels so, I don’t know if it’s a word, but it feels so Darth Vader.

[background music]

Robert: Here’s the concept, and here’s what you’ve got to get a hold of, and I know you’re driving right back to your office from lunch, you’re driving down the road, you’re sitting at your desk going, “That doesn’t make sense Z, what in the world are you saying?” Listen it’s out of your excess, it’s out of your extra, it’s out of your overflow that you can help people with. When you talked about, “Hey listen, how do I get the most out my people? How do I show my people what to do?” Because you make an example of yourself. And what I mean by that is that a healthy business the can, i.e a healthy you, a healthy bottom line, you’re kind of, “I’m going to put my employees first.”

Clay: Let me walk you through what that looks like if you do that Z.

Robert: Please do.

Clay: Some of the business that I own and that I’m a part of, we have certain music that must be played overhead because it’s customer-facing. So customers walk into the stores, or into the shops, into the locations and we want a certain atmosphere. And so the atmosphere that we want is like this [music] You walk in and it’s like you’re in a wine bar somewhere.

Robert: Like a sushi restaurant or something.

Clay: It’s in the raw. It feels cool, fashion forward, soho, and people come in and what happens is this, typically the front desk man or woman will typically say about every seven hours, “Bro, I’ve had to hear the same playlist twice today,” and then they want to say, “Can we change it?” And I say, “No,” and they go, “Why?” “Because the average customer doesn’t get their haircut for eight hours in a raw, they get their haircut for 30 minutes and I’ve chosen every single song in this playlist to create the ambience that we want.” And that’s about it. If I ever give them an explanation, that’s as much as I give them, and I just keep playing the same stuff.

And if you’ve ever worked at Victoria’s secret, you’ve ever worked at the mall, you’ve ever worked for a big retailer, I tell you this if you’re listening and you’ve ever worked at the Olive Garden, every 45 minutes it’s, [singing: When the moon hits your eye, like a big piece of pie, that’s amore.] And then you go [crosstalk]. But if an employee there took a count and says, “How many times have I heard that song?” Probably every eight hours because of rotational lists. And so the business has to serve you as the owner, and the owner had to decide on that playlist, and the customer, and the employee gets served down in the line a little bit.

Robert: And if you go over and say, “Bro, I’m sorry you’ve had to listen to that playlist too much, you just play what you want to play.” He’ll just play [music]

Clay: Welcome to the Olive Garden, we’re having a Darth Vader theme today, we have some great lasagna, we’re going to do some Darth Vader because Trevor in the back is really excited about rogue one, and it’s hard for me to talk over this music but Trevor really enjoys the rogue one a lot.

Robert: I want the best for Trevor.

Clay: I’ll take your drink order as soon as I can hear you. I’ve got to finish this song because now Sarah —

Robert: Just point with the lightsaber to the beverage you want I can’t hear you.

Clay: Now Sarah is into Prince right now, “I’m sorry welcome to the Olive Garden we’re playing Prince.” No you can’t run a business that way it’s not an opinion poll, it’s not democracy, it is a total dictatorship, it’s called a business. Z, for the people listening they say, “I want to learn more, I want to learn how to activate these things, I want to start and grow a successful business.” Tell them about thrive15.com.

Robert: Well the fun thing about The Thrive Time Show that you’re listening to right now is that we can give practical business tips. Sometime we have the time to really unpack them and deep dive in and sometimes we don’t, and so we have a backup plan, backup plan.

Clay: Here we go.

Robert: Thrive15.com for $19 a month, you can get on there and you can binge watch all you need to know about business, just all day, all night it’s up to you, it’s like the netflix of business coaching.

Clay: And item number two, we have the thrive time show podcast, you can hear this broadcast and every other broadcast it is archived there forever at thrivetimeshow.com. Moving number three.

Robert: In-person business coaching.

Clay: You want a one-on-one mentor to help you grow your business and to navigate the tricky waters of entrepreneurship, we can help you. And the fourth, we have our two-day in-person thrive time workshops, they’re on February 24th and 25th, get all the information you need at thrivetimeshow.com, and I’m sorry for those of you who couldn’t get in the first time we’re all sold out, but we are expanding adding more room, and we have a scholarship and it’s affordable for everybody Z.

Robert: Hey listen, it’s 2017, it’s the last day of January so the year is still young, and guess what, you could start your business this year, we’ll help you. And as always Clay we end the show with –

Robert and Clay: Three, two, one, boom.

[01:25:14] [END OF AUDIO]

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