Podcasts about Hiring

As a business leader, you know what it's like to constantly juggle multiple responsibilities and face the demands of a fast-paced work environment. Your days are filled with meetings, calls, and strategic decisions that require your undivided attention. Time is of the essence, and it feels like you never have enough of it. In this competitive landscape, staying on top of your game requires strategic delegation and effective time management.    In today's episode, Donald Miller talks with the CEO of Belay, Tricia Sciortino, about best practices for hiring and using a virtual assistant. A virtual assistant can help you handle crucial tasks such as scheduling, correspondence, meeting note-taking, and follow-ups to give you back hours of your workweek. With a virtual assistant by your side, you can reclaim precious time and focus on the strategic initiatives that drive your business forward. Tune in now to learn best practices on hiring and using a virtual assistant!   Schedule your free consultant from Belay to see how a virtual assistant can help you get your time back at YourNewAssistant.com.    Get more small business managment tips and tools with Tricia each week on the One Next Step Podcast.    --   ORDER DON'S NEW BOOK "HOW TO GROW YOUR SMALL BUSINESS": GrowYourSmallBusiness.com   SUBMIT FOR YOUR CHANCE TO GET COACHED ON THE PODCAST: BusinessMadeSimple.com/Podcast    FIND AND FOLLOW US ON INSTAGRAM: Instagram.com/BusinessMadeSimple      

Karalee Nielsen Fallert is Founder, Partner, and CEO of All Good Industries, based in Charleston, SC. Karalee opened her first restaurant in 1996 at the age of 19, having dropped out of culinary school to do so. She sold that restaurant and went on to work for P.F. Chang's where she learned about expansion and training, among many other useful skills. She moved to Charleston, SC and eventually opened restaurants such as Taco Boy, Park & Grove, The Bounty Bar, and The Royal American. Unstoppables! Please consider taking this survey about our listener demographics so that we can better determine how to best serve our listeners. Less than 10 simple questions. Here is the link: CLICK HERE Show notes… Calls to ACTION!!! Join Restaurant Unstoppable Network and get your first 30 days on me!  Connect with my past guest and a community of superfans. Subscribe to the Restaurant Unstoppable YouTube Channel Join the private Unstoppable Facebook Group Join the email list! (Scroll Down to get the Vendor List!) Favorite success quote/mantra: "Growth is the only evidence of life." In this episode with Karalee Nielsen Fallert we will discuss: Opening restaurants Working for big chains and learning from them Hiring and managing friends Creating an institution Why restaurant businesses fail Partnerships and operating agreements Today's sponsor: Meez - If you're a chef, consultant, operator, or generally if you manage recipes intended for professional kitchens, meez is built just for you. Organize, share, prep, and scale recipes like never before. Plus, get fast and accurate food cost and nutrition analysis. Sign up today for 2 FREE months of invoice processing. With Invoice Processing, you can link all of your purchases to ingredients in your recipes, and the most current cost will be automatically reflected in every recipe. 1Huddle - 1Huddle is a coaching and development platform using quick-burst mobile games to more quickly and effectively level up and fire up your workforce. With a mobile-first approach to preparing the modern worker, a library of 3,000+ quick-burst skill games, and the option to instantly create personalized content – 1Huddle is changing the way restaurants develop their workers by transforming traditional manuals and videos into deceptively simple, highly effective mobile games proven to level up workers quickly. Key clients include Loews Hotels, Novartis, Madison Square Garden, Yum, FB Society, Hakkasan, TAO Group, and the Dog Haus. Restaurant Systems Pro - Join the 60-day Restaurant Systems Pro FREE TRAINING. This is something that has never been done before. This 60-day event is at no cost to you, but it is not for everyone. Fred Langley, CEO of Restaurant Systems Pro, will lead a group of restaurateurs through the Restaurant Systems Pro software and set up the systems for your restaurant. During the 60 days, Fred will walk you through the Restaurant Systems Pro Process and help you crush the following goals: Recipe Costing Cards; Guidance in your books for accounting; Cash controls; Sales Forecasting(With Accuracy); Checklists; Budgeting for the entire year; Scheduling for profit; More butts in seats and more… Click Here to learn more. Knowledge bombs Which “it factor” habit, trait, or characteristic you believe most contributes to your success? Vision What is your biggest weakness? All or nothing What's one thing you ask or look for when interviewing/growing your team? Integrity What's a current challenge? How are you dealing with it? Surrounding my self with unicorns Share one code of conduct or behavior you teach your team. Growth-mindedness What is one uncommon standard of service you teach your staff? Every person you encounter is a guest What's one book we must read to become a better person or restaurant owner? The Heart of Business by Hubert Joly GET THIS BOOK FOR FREE AT AUDIBLE.COM  What's one piece of technology you've adopted within your restaurant walls and how has it influence operations? Microsoft Teams If you got the news that you'd be leaving this world tomorrow and all memories of you, your work, and your restaurants would be lost with your departure with the exception of 3 pieces of wisdom you could leave behind for the good of humanity, what would they be? We're better together Clear is kind You become what you believe Contact: info@allgoodindustries.com Instagram: @karaleefallert Thanks for listening! Thanks so much for joining today! Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the top of the post. Also, please leave an honest review for the Restaurant Unstoppable Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates. Huge thanks to Karalee Nielsen Fallert for joining me for another awesome episode. Until next time! Restaurant Unstoppable is a free podcast. One of the ways I'm able to make it free is by earning a commission when sharing certain products with you. I've made it a core value to only share tools, resources, and services my guest mentors have recommend, first. If you're finding value in my podcast, please use my links!

What's next for this podcast? Does it live on? Or come to its eventual end, as all things eventually do? 

Ryan Wiggins is the VP of Growth and Analytics at Mercury where he oversees a Growth team and founded the Analytics function. Prior to this, Ryan built Growth teams at WhatsApp, where he helped grow WhatsApp Business from 0->100M users, Workplace, and Facebook Ads. If that was not enough, Ryan is also an active angel investor. In Today's Episode with Ryan Wiggins We Discuss: 1.) From US Department of Commerce to Leading Growth Teams: How Ryan made his initial foray into the world of growth with Facebook and Whatsapp? What does Ryan know now that he wishes he had known when he made the entry into growth? What advice does Ryan have for people who want to change their career but are not sure what they want to do? 2. ) Who and When: Building the Team: Should we hire a Head of Growth or a more junior growth hire first? What are the different profiles of growth hires? How do they change with business model? When is the right time to hire your first growth hire? What are the single biggest mistakes founders make on the timing of growth hires? 3.) How to Hire: The Process: Structurally, what is the right way to hire for a growth team? What does the interview process look like? What do you want to get out of each meeting? Should case studies be used, if so, should they be used for the company hiring or of the company where the candidate is from? What does the comp package look like for different growth hires? Who should be brought into the growth hiring process? What stage should they be involved? 4.) Onboarding: Setting Growth Up for Success: What is the ideal first 30,60 and 90 days for new growth hires? What can leaders do to ensure they are set up for the maximum chance of success? What are three of the biggest red flags bad growth hires show in the first 30 days? What are the biggest mistakes founders make in the onboarding process of growth hires?

In this weeks episode we explore what you can expect during the hiring process and gain valuable insights from my firsthand experience as a hiring manager. As I've interviewed applicants for a position within my company, I've come to realize the opportunities for growth. Throughout the episode, I offer a unique perspective from the hiring manager's point of view: What factors do I consider when making a hiring decision? Additionally, I provide practical advice for individuals looking to ace their interviews. By examining both perspectives, you'll have the opportunity to reflect on past experiences and discover effective strategies to ensure the interview is a success.     This episode is brought to you by the Power Your Launch Marketing Accelerator; The largest virtual marketing education company focused on helping business owners learn how to market their products or services online and on social media. Join the 6 week accelerator today!   Have a question for the podcast? Click here to go to our website and click on the corner of the website, leave a voice note and we'll answer it: https://www.poweredaf.com/ -- Check Out Abu's stuff: * The Marketing Accelerator * Permission to CEO Newsletter * Marketing Insights Newsletter * AbuFofanah.com   Links: * Do you love Powered AF? Subscribe to our Youtube channel. -- Past guests on the Powered AF Podcast include Teri Ijeoma "Trade and Travel", Sevetri Wilson, Emmelie De La Cruz, Maya Elious, Charm City Buyers, Jubril Agoro, Terri Lomax, Danielle Holmes, and more.   LEARN MORE ABOUT ME: Say HI on Social: • Host IG | instagram.com/abufofanah  • Pod IG | instagram.com/poweredaf • Twitter twitter.com/theabufofanah • Youtube | Watch Videos & Interviews • Tik Tok | tiktok.com/whereisabu   Additional episodes you might enjoy: EP 74: Who Should I Hire? All About Assistants (Executive, Personal, Virtual) EP 23: [Powered Chat] Facebook iOS Updates and Data Privacy Laws How to Navigate the Landscape Today (Part 3) EP 28: Harsh Truths to Myself EP 30: Marriage and Real Estate with Charm City Buyers EP 18: How to Position Your Content on Social Media with Merlyn Melesia  EP 20: How to Build Successful Business Partnerships with Jubril Agoro EP 26: Business Structure, Intellectual Property, and Trademarks with Jessica Bull EP 11: [Powered Chat] Paid Ads vs Organic Marketing with Maya Elious (part 1)  EP 8: How to Make $1,000 A Day Trading and Create the Life You Want with Teri Ijeoma EP 3: Half a Million Dollars in 10 Minutes with Danielle Holmes EP 2: Building Marketing Teams with Emmelie De La Cruz   If you enjoy the podcast, it would mean a lot to us if you followed the show, leave a review, and share the podcast with your peers, friends, and family!

In this special episode, brought to you by Ceres Talent, a marketing staffing agency run by modern-day marketing matchmakers, we're going to talk about 4 Hiring Myths that anyone hiring and managing marketing talent have probably run across. We're going to get to the bottom of each of these today, plus provide an outlook on the marketing talent market as it currently stands. To help me discuss these topics, I'd like to welcome Sue Keith, Corporate Vice President at Ceres Talent. RESOURCES Ceres Talent website: https://www.cerestalent.com The Agile Brand podcast website: https://www.gregkihlstrom.com/theagilebrandpodcast Sign up for The Agile Brand newsletter here: https://www.gregkihlstrom.com Get the latest news and updates on LinkedIn here: https://www.linkedin.com/company/the-agile-brand/ For consulting on marketing technology, customer experience, and more visit GK5A: https://www.gk5a.com The Agile Brand podcast is brought to you by TEKsystems.Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

You can find Jake at @jake.bruton on Instagram. You can check out Jake's Build Show Build series here. Jake and Steve's UnBuildIt podcast is here.

Episode #91. This week on the podcast, I am thrilled to be joined by Anne Garcia. Anne is a virtual assistant turned agency owner and team lead for Dklutr. Dklutr is a team of creatives that aim to help clients declutter their workflow. Our agency provides key services so clients can achieve a seamless system and workflow, be visible online and on social media, and have time to do the things that matter to them the most. After leaving her corporate work due to a heart condition, she delved into the world of virtual assistants. Her “get-things-done-no-matter-what” mindset and “loves-to-check-things-off-the-list” personality fit perfectly with the VA world and remote work. Anne loves working with collaborative, inspiring, and imaginative clients, and having a solid team of highly-skilled individuals with great personalities and strong work ethics has been the formula for the growth and success they now enjoy. I met Anne when I really needed help with launching my podcast. I've worked with her and her team in the Philippines ever since. Hiring her and her company has been one of the best decisions. In our conversation today, we talked about how Anne has built a successful team and found work that gives her a sense of purpose. Connect with Anne: Website Connect with Lupe: Website Instagram  

In our 112th episode of Kitces & Carl, Michael Kitces and client communication expert Carl Richards talk about what it looks like when you have to let go of an employee. For full show notes, see kitces.com and thesocietyofadvice.com.

Free training that goes deeper into identity shifting and how to use it to change your life ➡ https://www.clarkkegley.com/free-case... (no sign-up required) NEW free mini-course that helps you create The 2.0 Version of You in under 1 hour ➡ https://www.clarkkegley.com/freecourse (for youtube subscribers only) Metamorphic Coaching ➡ https://bit.ly/METAMORPHIC We're Hiring! Apply here to join our team: https://forms.gle/bQsQqqrJfiCU31nYA Follow Me On IG/ Tik Tok: @clarkkegley It's a big paradox in self-improvement: when you are over-attached, you're results are worse, not better! Sometimes the secret to getting what you want in life.... stop caring! This video, I'm sharing with you the powerful lesson of detachment. Detachment is the key to unlocking the true power that lies within you. Detachment is the key to unlocking the power that lies dormant inside you. This lesson is so important, and I believe it can change your life for the better. If you're ready to let go of the past and focus on the future, then watch this video and learn the power of detachment! Refusing to settle, Clark

In this CEO diary episode I'm sharing what's going on behind the scenes, including my reflections on some huge personal and professional milestones - like hitting $1M in lifetime revenue! I'll also share a little about some nervous system work I'm doing and how I plan to incorporate more fun and play into my business.  If you enjoyed this episode, please head over to Instagram and send me a DM to let me know your thoughts! Want to create a more profitable business in 2023? Then you need to do a year-end review and plan out your money moves! Download my free Year End Review Workbook (and check out episode 43 for a walkthrough) to review what worked in 2022 from a financial perspective and identify the things that will make you more money next year! Are you looking for more information on building wealth with your business? Sign up for my free email newsletter, Millionaire Mondays!  Do you have a question or topic you'd like me to cover on the show? Click here to send us your submission!  Links mentioned: {CEO Diaries} 55: An Honest Behind the Scenes of Scaling My Business | Energy Drains, Revenue Plateaus, and Restructuring 60: My FIRE Strategy | How I Plan to Reach Financial Independence and Retire Early In this episode, I'm sharing all about: 0:00 Behind the scenes at Young + Co 2:58 How I'm regulating my nervous system  5:17 Crossing and celebrating milestones in my business   6:38 Reflections on hitting the $1,000,000 mark in lifetime revenue 11:04 Hiring and expanding my team so I can focus on being a CEO 13:59 Improving our customer service experience    I'm Sarah Young - a CPA, Virtual CFO, and the Owner of Young + Co! I have over a decade of experience in helping entrepreneurs scale their businesses and build wealth at the 6- and 7-figure levels, and I started the Profit + Prosper podcast to help you do the same. Profit + Prosper is a business finance podcast created to help entrepreneurs build their wealth in a way that's fun and empowering. This is NOT a boring numbers podcast - I will share tactical tips to increase your profit so you can truly prosper in your business and in life. I hope you'll subscribe so we can Profit + Prosper together!   Connect with Sarah: Instagram - https://www.instagram.com/itssarahyoung/  Facebook - https://www.facebook.com/youngcocfo  YouTube - https://www.youtube.com/channel/UCO4wwwPKmuvCFh5NvVuwvnQ  Website - https://www.trustyoungco.com/ 

In this episode, Brian and Chad continue their conversation about presence and how your presence attracts clients.   In Donald Miller's 'Building a Storybrand' he warns us we are not the hero of the story, we are the guide who comes alongside the hero. The guide must be credible. How can you be a credible guide?   You must be other-centered but still show up Add value to what you care about Show the value you bring, don't tell them the value you bring. Rely on who you are in Christ  

We're in the strongest job market in years — so why doesn't it feel that way? We've heard from all of you that it's still not easy to get the job you want right now, despite strong hiring numbers and low unemployment. If you're struggling to land interviews after dozens of applications — or even getting ghosted by hiring managers — this episode's for you. Career coach Eliana Goldstein is here to unpack the job market and dispense advice about what you really need to do to stand out as an applicant, from finding the right job opportunities to brushing up your resume. In Mailbag, we answer questions about paying off credit card debt and protecting yourself against identity theft. In our money tip of the week: how to split finances in a relationship.  The HerMoney with Jean Chatzky podcast is sponsored by Edelman Financial Engines. The podcast team and its host are neither employees nor clients of EFE, however, the show does receive fixed compensation, and is a paid endorser and therefore has an incentive to endorse EFE and its planners. To learn more about the sponsorship, please visit PlanEFE.com/HerMoney. Thanks to our other sponsor for this episode, Athletic Greens. Go to athleticgreens.com/hermoney to get a free 1-year supply of immune-supporting Vitamin D and 5 free travel packs with your first purchase. Please contact advertising@airwavemedia.com if you would like to advertise on our podcast, and to learn more about Airwave, head to www.airwavemedia.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

The one truth to life that none of us seem to ever speak aloud came from our guest today: "We all die." Whether you are pondering what will happen to your loved ones when you pass away or if you are a caregiver to someone who is sick, today's episode is for you.    ⩥ PLEASE SUBSCRIBE ⩤   CLICK HERE for our best-selling products: https://amzn.to/3xaG3xw and https://rdbl.co/3DIQVUC   CLICK HERE to join our free Police, Fire, Military and Families Facebook Group: https://bit.ly/38w2e7r   SUBSCRIBE to the LEO Warriors YouTube Channel here: https://bit.ly/3xbvVon   Check out our website and learn more about how you can work with LEO Warriors by going to: https://www.leowarriors.com/   About Our Guest:  

In today's episode of the podcast, Allison chats with Abundance Community member Marian about hiring for personality, smoother ways to onboard, & how to scale clinically. Sponsored by: TherapyNotes® To check out our free resources, including weekly worksheets, visit https://abundancepracticebuilding.com/links. Attention new grads: Allison is doing a Q&A specifically for new grads on 5/23 at noon ET. If you or your grad school buddies graduated within the last year or so, join her with all your private practice questions whether you just opened up shop or are planning to down the line. Learn more here: https://www.abundancepracticebuilding.com/newgrad 

Welcome to another episode of the Insurance Dudes podcast!This is a continuation of our episode “How to Scale Your Insurance Agency Without Losing Your Sanity.”Join us as we dive deeper into the essential elements of creating a positive and effective work environment and the importance of effective communication among the team to avoid conflicts and resentment.Craig Pretzinger and Jason provide their valuable insights on how to set clear and acheivable goals and easy ways through which you can track your team's progress.Learn how to find the perfect balance between your work and life and the impacts of a fun and nurturing work environment!TIMESTAMPS:2:50 effectively and clear communication4:15 valuing employee feedback5:05 the sandwich delivery method6:18 maximizing sales performance8:18 setting clear metrics for your sales team9:35 finding the right work-life balance11:35 bonding with your teamThe Insurance Dudes are on a mission to find the best insurance agentsaround the country to find out how they are creating some of the top agencies. But they do not stop there, they also bring professionals from other industries for insights that can help agents take their agencies to the next level. The Insurance Dudes focus on your agency's four pillars: Hiring, Training, Marketing and Motivation! We have to keep the sword sharp if we want our agencies to thrive. Insurance Dudes are leaders in their home, at their office and in their community. This podcast will keep you on track with like minded high performing agents while keeping entertained!About Jason and Craig:Both agents themselves, they both have scaled to around $10 million in premium.  After searching for years for a system to create predictability in their agencies, they developed the Telefunnel after their interviews with so many agents and business leaders.  Taking several years, tons of trial and error, and hundreds of thousands of dollars on lead spend, they've optimized their agencies and teams to write tons of premium, consistently, and nearly on autopilot!LEARN MORE BY Registering for TUESDAY's LIVE CALL With The Insurance Dudes!Like what you heard? Check out our other episodes https://podcasts.apple.com/us/podcast/the-insurance-dudes/id1451888095https://podcasts.apple.com/us/podcast/how-to-scale-your-insurance-agency-without-losing-your/id1451888095?i=1000613066674https://podcasts.apple.com/us/podcast/10-reasons-why-salespeople-suck-at-sales-and-how-to/id1451888095?i=1000612486038https://podcasts.apple.com/us/podcast/the-1-skill-in-all-businesses-insurance-agency-playbook/id1451888095?i=1000612167917

Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire

This week on the Wedding Planning Podcast, cozy up and enjoy a sampling of unique wedding scenarios, questions, and curiosities, including: Wedding "decision fatigue" and the priceless value of hindsight, "Conversations with my fiance have been frustrating recently.  We can't seem to agree on anything regarding our budget, guests, or priorities.  What are some ways we can get back on the same page and embrace compromise?" Hiring a day of coordinator - what should we be looking for?  (Visit the episode dated 5/4/22, "Hiring Your Wedding Vendors" for lots more on this topic) DIY flower recommendations - this is an item that's not terribly high on our priority list, what are some of your top tips for doing our own flowers? Help evaluating pros and cons of venues with more or less DIY Is a videographer really worth it?  Any alternate ways to capture video? WEDDING QUESTIONS? Planning a wedding celebration from start to finish comes with countless questions about logistics, feasibility, budgeting, etiquette concerns, just to name a few (I could go on, and on, and on ....) Wouldn't it be nice to talk through your ideas & concerns with a down-to-earth, totally neutral 3rd party who has literally "seen it all" when it comes to weddings? Now you can take advantage of personalized, 1-on-1 calls!  Wedding Strategy Calls are available to book now when you visit wedpodcast.com.  Take advantage of flexible options including monthly subscription pricing, or simply book one call to clarify a few specific questions.   Talk soon! Visit Generation Tux, where you can build your suit & tuxedo looks from home, get free color swatches, a free Home Try-On, AND manage your entire wedding party online. Get professional help planning your dream honeymoon when you email susan@susanstravelservices.com . Don't forget to mention the Wedding Planning Podcast for $50 off your honeymoon OR $200 off your destination wedding!

Hiring your first team member as a Christian business is an exciting milestone for any business owner, whether you are launching a business or getting ready to scale a business. However, it's crucial to approach this process with caution and ensure that you're truly ready for the responsibilities that come with it. I see many coaches and course creators try to do this before they are truly ready! ALIGNED VALUES One of the key aspects to consider when hiring your first team member is the alignment of values and beliefs. As a Christian business owner, it is important to have someone working alongside you who shares your vision and values. When your team members believe in the same things you do, it strengthens the unity and purpose of your company. You'll also want to find individuals who not only understand your business but also grasp the true vision behind it. Read More... EPISODE LINKS Calling all Holy-Spirit led coaches and course creators! Are you looking for ways to build and grow a counter-cultural business that promotes freedom and wholeness to your clients? Join Us for The Selah Sozo Summit: Unleash Freedom & Deliverance in the Coaching Industry! There are only 6 days left before the live event! Don't miss out on this incredible opportunity to gain the knowledge and tools you need to help your clients live a life of true freedom. ⁠Register now for the Sozo Summit. You need to be in the room!  Are you ready to radiantly build, launch and scale your high-ticket signature coaching program to $100k in the next 12 months? Check out my quick 20 minute training for building your group coaching business and how I built my own $100K program. Get the free training here! Are you ready to radiantly build, launch and scale your high-ticket signature coaching program in the next 12 months? This is for the faith-filled coaches and course creators who are ready to step into God's calling for their life, so make sure to apply so you don't miss out! Apply now for The Selah Collective to go from $0 to $100K in the next 12 months! Grab my newest guide, The Holy-Spirit Led Coaches Guide to Hitting Your First $100K in the Next 12 Months in Your Coaching Business! If you are struggling in your business, you haven't launched yet, you aren't sure where to start, or just stuck in the hamster wheel of posting on social media with no results, you need a roadmap! You need to know how to hit $100K in the next 12 months. I'm spilling all my secrets from building my own businesses, and providing you behind-the-scenes info about revenue, plus my proven 5-Phase Plan to help you get started!   Click here for info about my FREE Masterclass: Recession-Proof Online Business - Build Your  Business Around You God-Given Calling! Learn how to shut down the fear and claim the faith while booking out and building your God-Given online coaching or course based business in the next 90 days! Just starting out or ready to scale? You don't want to miss this free class! Grab The Productivity Playbook! Designed to help you build your online business in only 20 minutes a day, now is a great time to get your year started off with the right habits! Businesses are built on habits - without good ones, your business will probably suffer. This is your go-to guide to help you sit down at your desk and know what you are working on each day. From daily tasks to content planning to organizing your team, this playbook will help walk you through where to focus and what to focus on. Click here to get your business organized for 2023! Want to get started with Kartra, the All-In-One Funnel Builder? Use this link for a 14 Day trial! As a Christian Business Coach, I have created an amazing community of faith-based entrepreneurs. Check out my free community and connect with other entrepreneurs who are Wild + Radiant just like you! Follow Ashley June Co. on Instagram Subscribe and leave a review on Apple & email me a screenshot at team@wildandradiant.com to get a FREE Coffee!

Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/

On today's solo episode, I dive into asking for help when it comes to your business and what the process should look like for busy entrepreneurs starting out. It's important to carefully navigate through your options to decide what will be the best investment for helping your business grow and thrive. Here are some companies that I've hired that have helped me along the way: Josh Coats: PUSH Coach, Monique Scrip: Leadership Coach & Business Mento, Wren Robbins: Podcast Strategist, Chic Influencer Branding Experience.   Resources from this episode:   Find Josh Coats, PUSH Coach: Here   Find Monique Scrip, Leadership Coach & Business Mento: Here   Find Wren Robbins, Podcast Strategist: Here   Find Chic Influencer Branding Experience:  Full Payment Here  2 Payments Here (Use Code WIW50BRANDING for $50 off!)   Check Out My Website: Here   Book a 15 minute 1:1 Discovery Call: Here     Sign Up For Virtual Bootcamp Groups: Here   Discover Coaching Mentorship: Here    Check Out 14 Nights of Easy Dinner Recipes: Here    Get Your Printable Goal Guide: Here    Thank you for listening to this episode! Please take a screenshot and share your biggest takeaway on your Instagram stories and tag me @molly.asplin so that I can shout you out! Until next time,    Molly Asplin    Facebook | Instagram | TikTok *Team Beachbody® does not guarantee any level of success or income from the Team Beachbody Coach Opportunity. Each Coach's income depends on his or her own efforts, diligence, and skill. See our Statement of Independent Coach Earnings for the most recent information on the actual incomes of all our Coaches.  

If you've hit a growth plateau in your business, there's a good chance it's time to hire your second in command. I've seen designers in our Flourish and Thrive community experience these plateaus, which keeps them from moving forward. They know they “should” be hiring, but they put it off because they're unsure how to hire a great team member or which activities to let a number two take ownership of. This is a common stumbling block which is why I'm so excited to have Carla Garro and Sam Wunschell of Lita Seaglass on the Thrive by Design podcast. They generously shared how working as a team has helped the company double in size and revenue.  In Podcast EP#408, we go in-depth about hiring the right team for growth… Making sure that you know your strengths so that you can hire people who complement you  Hiring a second in command who is the polar opposite of the creative visionary Keeping an open mind about what you want and how you like to communicate to find the right person for each role  Training your team to self-direct and to feel confident in making decisions without worrying about making mistakes And so much more…   Here are the resources mentioned in the show: The Ultimate Marketing and Social Media VA Hiring Template for Jewelry Business Owners   Are you enjoying the podcast? We'd be so grateful if you gave us a rating and review! Your 5 star ratings help us reach more businesses like yours and allows us to continue to deliver valuable content every single week.    Click here to review the show on Apple podcast or your favorite platform Select “Ratings and Reviews” and “Write a Review” Share your favorite insights and inspirations   If you haven't done so yet, make sure that you subscribe to the show wherever you listen to podcasts and on Apple Podcast for special bonus content you won't get elsewhere.   Xo, Tracy Matthews   Follow on Instagram: Follow @Flourish_Thrive on Instagram Follow @TracyMatthewsNY  Instagram Follow Flourish & Thrive Facebook   Follow us on Tik Tok: Follow @Flourish_Thrive Tik Tok Follow @TracyMatthewsNY on Tik Tok  

While there is a lot of excitement that comes with running an agency, there are challenges too.But worry not!In this podcast, Craig Pretzinger talks about 3 things that can help you scale your business and also keep your sanity.Creating efficient systems and processes: you have to learn how to streamline your processes and simplify your tasks by automating them.Delegate your tasks: you have to make sure you divide the tasks among your team.Use CRM: use a good and efficient Client Relationship Manager to handle leads, team management, and much more!Highlights:1:22 Implementing efficient systems2:20 What can we automate with the efficient systems3:30 Task delegation4:00  CRM4:45 teaser for part 2 of “How to Scale Your Insurance Agency Without Losing Your Sanity”The Insurance Dudes are on a mission to find the best insurance agentsaround the country to find out how they are creating some of the top agencies. But they do not stop there, they also bring professionals from other industries for insights that can help agents take their agencies to the next level. The Insurance Dudes focus on your agency's four pillars: Hiring, Training, Marketing and Motivation! We have to keep the sword sharp if we want our agencies to thrive. Insurance Dudes are leaders in their home, at their office and in their community. This podcast will keep you on track with like minded high performing agents while keeping entertained!About Jason and Craig:Both agents themselves, they both have scaled to around $10 million in premium.  After searching for years for a system to create predictability in their agencies, they developed the Telefunnel after their interviews with so many agents and business leaders.  Taking several years, tons of trial and error, and hundreds of thousands of dollars on lead spend, they've optimized their agencies and teams to write tons of premium, consistently, and nearly on autopilot!LEARN MORE BY Registering for TUESDAY's LIVE CALL With The Insurance Dudes!

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Richard and Caitlin talk about onboarding a new associate, ordering supplies commensurate to your increased production, dedicating operatories to the new doctor, plus way more!   Relevant resources

Holmberg's Morning Sickness - Monday May 15, 2023 Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's episode features Andrew Keel, CEO of Keel Team LLC, who shares his experience in mobile home park investing.  He discusses his approach to finding off-market deals through cold calling and the efficiencies he brings to properties through sub-metering and other improvements. Sam asks Andrew about the market sentiment in mobile home park investing and his journey from flipping houses to owning over 2,000 lots across 33 mobile home parks and 11 self-storage facilities. Andrew also explains his company's approach to adding affordable housing units to markets in need while providing great returns and tax benefits for investors. Join Sam and Andrew in today's episode. -------------------------------------------------------------- Cold Calling and Timing [00:00:00] Andrew Keel's Journey [00:01:07] Efficiencies in Mobile Home Park Investing [00:04:20] Building a Cold Calling Team [00:07:48] Forced Sellers in Mobile Home Park Investing [00:10:10] Creating Affordable Housing in Mobile Home Parks [00:11:44] The need for affordable housing [00:12:33] Community engagement in mobile home parks [00:13:36] Connecting buyers with manufactured housing [00:17:09] Building a Team [00:18:45] Creating Win-Wins [00:23:09] Contact Information [00:24:15] -------------------------------------------------------------- Connect with Andrew: Instagram: https://www.instagram.com/keelteamrealestate/ Facebook: https://www.facebook.com/keelteam6/ Linkedin: https://www.linkedin.com/company/keel-team-real-estate/   Connect with Sam: I love helping others place money outside of traditional investments that both diversify a strategy and provide solid predictable returns.     Facebook: https://www.facebook.com/HowtoscaleCRE/ LinkedIn: https://www.linkedin.com/in/samwilsonhowtoscalecre/ Email me → sam@brickeninvestmentgroup.com   SUBSCRIBE and LEAVE A RATING. Listen to How To Scale Commercial Real Estate Investing with Sam Wilson Apple Podcasts: https://podcasts.apple.com/us/podcast/how-to-scale-commercial-real-estate/id1539979234 Spotify: https://open.spotify.com/show/4m0NWYzSvznEIjRBFtCgEL?si=e10d8e039b99475f -------------------------------------------------------------- Want to read the full show notes of the episode? Check it out below: Andrew Keel (00:00:00) - they're not gonna wanna sell right when you call 'em, right? They're, you're kind of caught 'em off guard. But it's getting the details on the property, seeing how it's performing, and then following up with them because life happens. I, I, if, if this cold calling has taught me anything, it's that, hey, you know, people are one heart attack away from fire sailing their property. It's all timing and being there when you know something happens to help give them a solution, right? A, a fast exit, uh, because that's, that matters in today's world.   Intro (00:00:27) - Welcome to the How to Scale commercial real estate show. Whether you are an active or passive investor, we'll teach you how to scale your real estate investing business into something big.   Sam Wilson (00:00:40) - Andrew Keel is the c e o of Keel team llc and m h u Top 100 owner of manufactured housing communities with over 2000 lots under management. His team currently manages over 30 manufactured housing communities in 11 self storage facilities. Andrew, welcome to the show. Thanks   Andrew Keel (00:00:56) - For having me. Excited to be here, Sam.   Sam Wilson (00:00:58) - Absolutely. The pleasure is mine. Andrew, there are three questions I ask every guest who comes in the show in 90 seconds or last, can you tell me where did you start? Where are you now, and how did you get there?   Andrew Keel (00:01:07) - Started flipping houses around central Florida, uh, through a yellow letter I mailed out. I found two mobile homes, uh, uh, that, that I ended up buying and selling on contract. Ended up meeting a, a park owner and he took me under his wing and, and said, Hey, this is how you syndicate deals and raise money from investors. So now I've been doing that for seven years, and we own, uh, over 2000 lots, across 33 mobile home parks and 11 self storage facilities.   Sam Wilson (00:01:37) - Wow, that's amazing. That's absolutely amazing. Tell me, I guess, what, uh, what's the market sentiment and what it is you're doing right now?   Andrew Keel (00:01:46) - The market sentiment? You know, I think it's, uh, I think there's some, some ups and downs. You know, there's some, there's some landlords out there that have kind of given mobile home park investing a black eye, I would say from, you know, raising rents too fast and, and, and kind of, you know, predatory landlording is, is kind of, you know, going around. So there's some of that out there. Uh, but then there's good operators that are doing it the right way, right? Like, you know, rent's gotta go up, but you gotta fix that deferred maintenance, you gotta improve the properties and make 'em better. And I think there's a win-win there for the tenants and for the investors. So, uh, it's just finding the right operators. Yeah,   Sam Wilson (00:02:23) - No, that, that's absolutely right. Uh, I want to hear, you know, what, what it is that you guys are doing right now. Uh, like who is your target seller? What, what's that, what's that look like for you?   Andrew Keel (00:02:36) - Target seller is, uh, we have a, an acronym, it's called goat and it stands for Gray, old and Tired . And in our c r m we don't pursue any deals unless the owner is a gray, old and tired, uh, owner of commercial real estate, specifically mobile home parks and self storage facilities. Uh, through our sales team, we make over a quarter of a million cold calls to mom and pop owners of, uh, self-storage and, uh, mobile home parks every year. And that's where we buy all of our deals or are off market, uh, direct to owner. And, you know, we've just found that, you know, when we're buying from mom and Pops, we're able to get, you know, uh, typically better deals, but mainly we're buying properties that are not being efficiently run. And when we take them over, you know, there's very easy to see things like, Hey, having your rent roll be digital and software instead of on a yellow pad of paper. Little things that we can do to tweak the operations to make it better. And hey, if that's how they're running the rent roll, imagine what else they're doing that we could tweak to more efficiently and and increase the No, I, so yeah, that's, that's our nutshell. Yeah.   Sam Wilson (00:03:46) - And, and I think anytime, and of course the, the manufacture to housing community space, even for the last decade has certainly been undergoing its fair share of sophisticated ownership groups. Uh, in fact, I would say it's probably more on that front than maybe less at this stage, cuz it's, it's been such a hot, uh, a hot, um, asset class to be buying in. But tell me some more other efficiencies maybe that you guys see some sophistication that you can bring to the table at scale, maybe that a mom and pop owner just can't afford to do with a single property.   Andrew Keel (00:04:20) - Yeah, I mean, the big one that comes to mind is sub metering the, uh, water and the water usage, right? The under each home, you know, now there's technology out there with internet connections. The sub meters actually have internet connection and will in real time notify you of high usage. So if they go over, uh, you know, high usage, we can stop it, right? You know, very early on, instead of waiting 30 days for us to get a, uh, uh, an invoice in the mail from the water company telling us that we have a water leak because our water bill is double right. You know, we're able to just react in real time where the mom and pops, they may not even be billing back for the water and sewer. They may just be including that in lot rent. So not only were we billing it back, but we're also catching leaks earlier to, you know, reduce that potential expense.   Sam Wilson (00:05:07) - Yeah. And it's small stuff like that. I mean, I don't know what, what do those meters cost you on a, on a per home basis?   Andrew Keel (00:05:14) - Let's say 500 bucks all in with installation.   Sam Wilson (00:05:17) - Okay. But, okay, so 500 bucks, let's assume it's a hundred pad, uh, a hundred, a hundred pad park, that's 50 grand, right? And so that's right to a mom and pop owner, that's a tough pill to swallow. Like, man, you know, I don't know. That's, we, we run this park and that's $50,000 and you know, he probably had a, had a new truck in 10 years, so, you know, he's looking at a new truck or backfilling water and goes, I think I'll just take the new truck. Uh, cuz you know, if you have to choose how to spend his money, where you look at that and say, how can we not put that amount of money into these parks? It just, it just makes financial sense.   Andrew Keel (00:05:52) - Like, for example, a park we bought it had water leaks and it was losing $2,000 a month on the water sewer recapture. Wow. So if you take 2000 a month, month, it times up by 12 months gives you 24 K a year in additional expense. If you're able to, you know, add 24 K in NOI to that property and then add a seven cap, you know, you just saved $342,000 over $342,000. So to spend 50 k to make 342,000, we're gonna do that every day of the week.   Sam Wilson (00:06:26) - For sure. For sure. You call me when you have that next, uh, next, uh, you know, uh, opportunity right there. If I can do that in a year, I'll, I'll, I'll be all, I'll be all about it. Thanks, Andrew. Um, no, that's fantastic. I love that. I love that. Let's get into the, the, the 250,000 cold calls comment. I mean, that's mind boggling. Are there 250,000 self-storage and or mobile home? Are there, are there that many combined in the United States   Andrew Keel (00:06:53) - That there there's not, yeah, there's about 50,000 or so of each asset class. Okay. And obviously, you know, for mobile home parks, that number's going down every year because it's really hard to get new ones developed and the existing ones are being torn down and turned into apartments or, or something else. Uh, you know, for it's self storage is obviously being built up, you know, uh, more and more. But, uh, you know, a lot of that is recurring calls. You know, they don't pick up, you know, you're leaving voicemails, you're doing different things. But, but yeah, I think that is our niche. And you know, for example, we have a $4 million property under contract right now that's supposed to close at the end of the month, a hundred percent owner financing. Wow. At 6% and a seven year term and 25 year amortization. Okay. So like a hundred percent l t v, you know, and, and do your return metrics on that when all of the capital you're raising is for improvements. Hmm.   Sam Wilson (00:07:48) - Mm-hmm. . That's amazing. That's amazing. Awesome. And people, people will tell you that those deals don't exist, but you're, you're living proof that that, that they do in fact still exist. What's it, what's it been like, give us some insight onto building a cold calling team and even getting the deal flow and data right? Such that that team can then continue to produce those phone calls. I mean, that's, that's a whole process all itself. Yeah.   Andrew Keel (00:08:13) - Oh, it a hundred percent is, yeah. We used a, a software called Reonomy to help identify property owners and get their contact information and then, you know, really identifying the team. You know, we found that it's better to get sales guys that can work part-time because do it eight hours straight of just cold calling. You're gonna lose energy and you're gonna, by the end of it, you're not gonna be as productive. So we have, uh, a team that works part-time, you know, four hours a day, right. In the mornings typically. And, you know, they're on a dialer, so they're hitting, you know, multiple numbers at once, you know, reaching out to people and, and it's been really productive for us, you know, building those relationships, you know, hey, they, they're not gonna wanna sell right when you call 'em right? They're, you're kind of caught 'em off guard, but it's getting the details on the property, seeing how it's performing, and then following up with them because life happens. I, i, if, if this cold calling has taught me anything, it's that, hey, you know, people are one heart attack away from fire sailing their property. It's all timing and being there when you know something happens to help give them a solution. Right. A a fast exit. Uh, because that's, that matters in today's world.   Sam Wilson (00:09:18) - It, it certainly does. And I was the unfortunate recipient of some news on some deals we'd been chasing a couple years ago. And, uh, you know, the seller at that point was just hard and fast. No, no, no, not gonna do it. And then, uh, I found out today that all the whole portfolio had traded hands. And I'm like,   Andrew Keel (00:09:34) - It's my own   Sam Wilson (00:09:34) - Fault for not staying in front of them. Right. I mean, it's my own fault. Those are lessons learned the hard way where you just go, okay, you've got to, like you said, it's one heart attack away from suddenly going, Hey, we're gonna fire sale this. You know, I got three months left to live maybe and I don't really care anymore, so somebody buy it so I can go do what I want for the next 90 days. Uh, yeah. And   Andrew Keel (00:09:52) - Right now, you know, with what's going on with all these, uh, interest rate caps that people are buying and, and what happened with these variable rate loans, you know, I think, I think there's more and more forced sellers than there are, uh, you know, people that, that would desire to sell, you know, at, at the right time. So there might be some opportunity there. Do   Sam Wilson (00:10:10) - You think it's happened because it's certainly, I've seen it happen in the, um, multi-family space. I hadn't really heard or thought much about it in the manufactured housing or community, uh, space. People taking on bridge debt, bridge debt is now coming due. They need to refi, but they can't, cuz it doesn't make sense. They're, they're doing cash in refis. I mean, are you guys seeing that in your, in your, uh, asset class as well?   Andrew Keel (00:10:35) - Not a ton of it. You know, I think it's still early even for multi-family. You know, I think it, it's still early, but there were some operators out there that took variable rate loans and now are negative cash flow. And I mean, I, I've seen it, right? These CMBS lenders are vicious. They will take your property back. They want to take your property back. Right. So it, it, it's really, you know, a matter of time before we see blood in the streets.   Sam Wilson (00:11:00) - Yeah. Yeah. That's unfortunate. Yeah. And that's, uh, and again, you know, I haven't seen it a lot in the multifamily space, but certainly have heard the rumblings and have, uh, you know, talked to some lenders and people that have indicated that they're, that they are seeing that, uh, indeed occur on the, especially on the cash and refi side, on, on multi-family properties, which has gotta be a painful situation Oh. Uh, for everyone. Uh, especially   Andrew Keel (00:11:21) - Everyone, especially   Sam Wilson (00:11:22) - Your investor base. Um, so yeah, that's, uh, let's talk about the affordable housing crisis. I mean, it's something, you know, we hear that those three words put together all the time, and you're in a space that is a, like you said, it's, it's a, it's not just a constrain, but it's a dwindling supply space. So what are you guys doing on that front to preserve and or create more affordable housing?   Andrew Keel (00:11:44) - Yeah, great question. I love talking about this because, you know, this is the win-win, right? You know, we're, we're buying these properties from mom and pops who have let things kind of dwindle, right? Like, we're buying properties that are 70% occupied, you know, so there's, there's more lots sitting there, but the mom and pops just don't have the effort. Or like you said, the, the funds to go and buy homes, bring them in and set 'em up on those lots, right? So when we're able to rejuvenate a property and come in with a lot of energy and a lot of new capital, it, it just, it, it is so awesome. That is why I love doing this business because I'm able to see lives change. I'm able to add affordable housing units to markets that desperately need it. And at the same time, I'm able to create a win for our investors because they're able to get great returns on their investment and also get great tax benefits because of these, these mobile home parks.   Andrew Keel (00:12:33) - But I think, you know, still the majority of mobile home parks, like over 60% are still owned by Mom and Pops mm-hmm. , and they've just kind of used these things as a retirement vehicle and haven't reinvested into them. So, uh, that vacant lot scenario is where we're adding affordable housing units. And, you know, the, the high level econ 1 0 1 is like, hey, the supply of mobile home parks are shrinking every year. That's like unknown. Just type in, you know, mobile home parks, uh, shutting down into Google and see what pops up. It's, it's all over the news because, uh, deferred maintenance, because redevelopment, you know, you name it. And we're able to buy these properties and keep them mobile home parks and increase the occupancy so that we're adding affordable housing. And, and that just matters that, that matters because we desperately need it. Manufactured housing can be built for around $50 a square foot where site built housing is over a hundred dollars a square foot. So it's like there's a huge win here, uh, to be had. And, uh, yeah, I'm excited to be able to add to that supply.   Sam Wilson (00:13:36) - Tell me about, tell me about, um, maybe community engagement inside of your, uh, communities. What's something you guys are doing on that front? Obviously retention of your, um, residence is probably a lot easier in your space, but are there things that you're doing to really improve the, um, just kinda the holistic experience of someone living in your communities?   Andrew Keel (00:14:00) - Yeah, I think the first thing is we always have an onsite manager that is, is a tenant that lives in our park. You know, and, and just giving them that point of contact really makes it feel, you know, more like a community because they connect everybody. They're talking with everybody. Uh, that has been huge. You know, we're, we're buying from mom and pops who have self-managed Yeah. And maybe they live a couple hours away and they don't make it to the property. Uh, you know, every month where an onsite manager that's working, even if they are part-time, you know, Monday, Wednesday, Friday, you know, you know, and whatever the, the hours are. But it's just good to have someone there that they can talk to and they can work through stuff and see the options. You know, we noticed that in, uh, during c o d, you know, there was a ton of rental assistance programs, but there was no one to like hold the, the hand of the tenants and help get them signed up for these.   Andrew Keel (00:14:49) - So our onsite managers really carried that load and, and sat down on the computers and helped, helped our tenants sign up for these rental assistance programs. And, you know, that is a huge burden off of their back. Now they can spend the money that they have on food and other resources instead of needing to worry, you know, they got thousands of dollars for their rental assistance and that was just a huge help. So having onsite managers and then obviously communicating well with our, with our resident base is, is huge for us. So those are two things, community engagement wise, uh, that we make sure to do every year.   Sam Wilson (00:15:19) - Yeah, no, I think that that's really, really cool. Thank thanks for sharing the insight on that. Yeah. And having that local, that person that's right there, living one of your neighbors. I mean, I think that would be just a huge, um, just a huge thing that would really, you know, again, not just resonant retention, but but from a, a, uh, feeling like you belong there sort of thing would, would make a big Yeah. A big difference on that front. You mentioned bringing homes in. So you buy a park, use the example, you said it's 70% occupied, that means, let's call it a hundred. I don't know how many units was there, but let's just make a number up and say it's a hundred. So you got 30 open slots, you're gonna bring houses in. Are you guys then selling those to your residents? Are you using those as park owned homes? What is that? What's your plan there?   Andrew Keel (00:16:02) - Our plan is, is we want tenant owned home communities. It's just more scalable and, and we're, we want to rent out the dirt, not the homes themselves. Right. You know, a lot of people don't, don't think about this, but manufactured homes are built differently. The drywall is not the same size that the windows are different sizes, the doors are different sizes. You can't just go down to the Home Depot and get some of these materials. So you're gonna have to special order them and, and ship them in. And, you know, with the logistics issues we've had the past couple of years, that can get expensive. So we don't want to own the homes. We want our tenants to own the homes and we will sell them, uh, sometimes via like a, a, a lease option or a, you know, a, a a rent credit program where they will make monthly installments towards purchasing the home. Uh, but mostly, uh, you know, there's financing companies out there as well, like Triad and PEP Lending that will finance our tenants and then we will just, you know, get law rent.   Sam Wilson (00:16:56) - Got it. Got it. So you guys aren't even directly buying the homes, you're just connecting the buyers with the, uh, manufactured housing, uh, manufacturers. Is that right? Or are you guys buying 'em, bringing 'em in and then connecting them? Some   Andrew Keel (00:17:09) - Sometimes. But, you know, everybody likes it with a bow on top and ready to go. So, we'll, we'll actually get the homes in and there's a program called Cash Program at 21st, uh, mortgage where we, we'll buy the homes or we won't even have to buy the homes. We'll get the homes moved in, get 'em set up on the lot, and then we'll market them and then, you know, funnel, uh, interested buyers to this 21st mortgage who's a part of Berkshire Hathaway and that whole, uh, you know, Clayton Homes, you know, Warren Buffet deal and they will finance our tenants.   Sam Wilson (00:17:38) - Got it. Oh, that's cool. I like that. I like the way you put that with, everybody wants it with a bow on top, cuz that's that's absolutely true. I know here, and again, I haven't had, uh, we haven't talked mobile home parks on this show probably, uh, maybe six, seven months. So I know the last time someone came on and really dove deep into the mobile home park space, even then they were experiencing just some supply chain constraints as it pertained to getting new homes, getting things on the lots. Has any of that lessened, or what's that look like now?   Andrew Keel (00:18:06) - Yes, it has lessened, you know, it was 18 months to order a home and it wasn't come in for 18 months. It was crazy. Wow. Back in Covid and all the, you know, the logistics issues. Uh, but now we're down to about four months. Okay. So we'll order it and four months it's coming in, which is amazing. I mean, I'm, you know, very grateful for that because 18 months was just so hard. And then they, they wouldn't tell you it was 18 months. Right. They'd tell you it was gonna be 12 months. Right. And then they'd push it back and then they push it back, and then it ended up being 18 months. So imagine your proforma when you're planning on income at, at month 13, and you're not getting until month 19. So there was a lot of operators hurting at that time, but things have improved on that front.   Sam Wilson (00:18:45) - Oh, that's great. That's great. I'm glad to, glad to hear that. Yeah. That's one of those things that, uh, like you said, if it's, if it's, you can't, you can't underwrite, you know, when, when timelines aren't kept from your manufacturers, you just can't, you can't stick to it. Tell me about this. You've built a team. You've, you've gone from, I think you started in fixing flip, is that right? If I'm remembering your story correctly in the beginning Yep. Picks and flipping. Yep. Now you've grown this, this huge mobile home park, uh, or mobile home community business. You've got team members, you've got cold callers working all day. You guys are selling homes, you're buying communities. I mean, you're going like gangbusters. What is one thing you feel like you've done really well that maybe somebody that's just starting out and or you know, has a little traction should emulate   Andrew Keel (00:19:28) - Hiring overseas? Hiring overseas and siloing off, you know, tasks and then documenting really well, if, if I was gonna, you know, do it all over again, I would've done that earlier. You know, you can hire more loyal and, uh, you know, less expensive help overseas that will be, will be just fully capable and then some to execute. And, you know, I, if you can do that, I, I really think every business owner should really explore hiring some overseas help. Mm-hmm.   Sam Wilson (00:20:02) -  mm-hmm. . Yeah. Absolutely. Absolutely. When it comes to things that maybe rewind the tape a little bit and, you know, you said, gosh, I could have done this better. What are, what are some of those things that come to mind?   Andrew Keel (00:20:15) - Yeah, man, I, uh, in my early days, you know, when we were just hiring people, uh, we didn't do like a personality assessment or anything like that to see if they would actually be good in their role, uh, long term. So we had a lot of turnover, uh, because it was, hey, we, we put someone that was not detail oriented in a role that required, you know, very detail oriented, uh, personality types. So now we use a system called the Predictive Index. Mm-hmm. . And it does a, a cognitive and a personality assessment. And it's just aligned our team with the roles and we're, we're fighting. They're staying longer, they're happier, you know, because we're playing to their strengths. So that's been huge for us.   Sam Wilson (00:20:59) - Yeah. Man, what a powerful thing that is. I can, I can just speak, uh, and completely agree with you on that front. Using a personality assessment and familiar with predictive predictive index, the disc test. A lot of those, uh, you know, maybe one, one, I don't know if one's necessarily better than the other, but I've used them both. And, uh, gosh, I was even having a conversation with a new hire yesterday when I was like, wait, I can refer back to your, um, personality test that you took. And I recognize that I need to speak to you and engage with you in a different way such that you understand what it is I'm trying to say. And, and give you what you need to go do your job.   Andrew Keel (00:21:38) - And Exactly.   Sam Wilson (00:21:39) - And I, that's so powerful. It's so powerful and I so powerful. And actually this, there was a team member that we just, this is the same team member we just brought on, but I had a role, I wanted to hire this particular, I wanted to fill this role and I already knew this person. I wanted to put her in that role. She did the personality test and I said, no, but there's another kind of blended role that we can put you in that will do a little bit of those things, but fill the gap over here much more meaningfully based on your skillset. She's way happier and she's crushing it. It's like she That's awesome. No, it is awesome. So I just thank, thanks for sharing that. Cause I think if people aren't utilizing those very, and they're not expensive.   Andrew Keel (00:22:17) - No, they're not. No.   Sam Wilson (00:22:19) - And it makes all the difference in the world. So I can just testify to what you've just said as a, as a leader, um, how powerful that is when we're building out, uh, our teams on that front. So very, very cool. You, you've shared with us so much here today, Andrew, on how to build a team, talking about, you know, making 250, which is an astounding number thousand cold calls, how you guys are buying, you're buying everything offline, buying from, from, uh, you know, mom and pops, how you're bringing sophistication to the industry in this space. We didn't even get a talk about self-storage. I mean, you guys are buying in, in, in that department too. Maybe you'll have to come back on show number two and tell us how you're, how you guys are finding opportunity on that front. Is there anything else really that comes to mind today that you'd say, man, Sam, these are some things that I really wanna share with your listeners that are relevant to what we're doing and that, uh, I think will make a difference?   Andrew Keel (00:23:09) - Yeah. I would say at, at the end of the day, uh, you know, being willing to, uh, give back and, and try to create win-wins, you know, in, in your business, right? Like, uh, our, our goal is not to make as much money as we humanly can, right? At the end of the day, it's creating a win-win for our residents. Mm-hmm. . So they're happy. And by doing that, they're gonna stay longer and it's gonna be a win for our investors because they're gonna have more reliable, uh, income and, and, you know, income and distributions off of their investments. So that's, that's something I can go to bed at night and lay my head down knowing, hey, I'm doing, I'm doing good in the world. I'm adding affordable housing and I'm, I am, you know, keeping these assets as mobile home parks in, in my case, uh, where otherwise they might have been redeveloped and, and turned into something else and these people would've lost, uh, lost their homes and lost their living arrangements. So, uh, yeah, I'll just spin that way.   Sam Wilson (00:24:06) - Awesome. Andrew, thank you for coming on the show today. I do appreciate it. Certainly learned a lot from you. If our listeners wanna get in touch with you and learn more about you, what is the best way to do that?   Andrew Keel (00:24:15) - Best way to do that would be to check out my website, it's keel team.com. That's just K e E L t e A m.com.   Sam Wilson (00:24:25) - Kehl team.com. We'll make sure we put that there in the show notes. Andrew, thank you again. Have a great rest of your day.   Andrew Keel (00:24:31) - Yeah, thank you so much, Sam.   Sam Wilson (00:24:33) - Hey, thanks for listening to the How to Scale Commercial Real Estate Podcast. If you can, do me a favor and subscribe and leave us a review on Apple Podcast, Spotify, Google Podcast, whatever platform it is you use to listen. If you can do that for us, that would be a fantastic help to the show. It helps us both attract new listeners as well as rank higher on those directories. So appreciate you listening. Thanks so much and hope to catch you on the next episode.      

Welcome to the Rainmaker Family Show! Today we are breaking down 12 Travel Hacks for Entrepreneurs with Kids and 5 Essential Services for Hassle-Free Journeys! Hit play to hear our go-to travel trips and tricks we have picked over the years!  We also created a full list below you can come back to later :) Happy Travels! Travel Hacks for Entrepreneurs with Kids: Embrace TSA Precheck: Make airport security checks less stressful for both you and your kids. It's a time-saver and totally worth the price. No more long queues, removing shoes or taking laptops out of bags - travel like a VIP with your family! TSA PRE: https://www.tsa.gov/precheck Points-Earning Credit Card: If you're a business owner, a credit card that earns you points could help save on travel expenses. Think of every expense as an investment towards your next vacation! Bonus: Amex Lounges: Available at airports worldwide, these lounges offer a relaxing space for your family before your flight. Enjoy complimentary food, drinks, and Wi-Fi in a quiet, comfortable environment. American Express for Travel Points + Amex Lounge Access (use link for 80k miles referral bonus) https://americanexpress.com/en-us/referral/CHELSDpG6s?xl=cp01 A Sturdy Stroller: It's a carrier for your kids and your stuff. Especially beneficial when you have a lot of bags. Save your energy for exploring your destination instead of hauling luggage around the airport! Pack Plenty of Snacks: Keep your kids busy during the flight with a variety of their favorite snacks. From crunchy veggie sticks to sweet fruit gummies, make sure you've got all taste-buds covered. Bonus: Invest in 'Busy Snacks': These are snacks that take a while for your child to eat, keeping them occupied longer. Think string cheese, granola bars, or whole fruits - the longer they're eating, the less time they'll have to get restless. New Toys: A few new toys or sticker books can serve as a great distraction for your kids. The novelty of a new toy can keep them entertained for hours! Turro: The Airbnb of car rentals! More affordable than traditional car rental agencies, and some hosts offer curbside pickup at the airport. Choose from a wide range of vehicles to suit your family's needs. Turo (car rentals) https://turo.com   Baby Quip: Rent baby gear from other moms. Convenient for those bigger items like pack 'n plays and high chairs. Why lug around heavy baby gear when you can rent it at your destination? BabyQuip (kid stuff rentals - use this link for $20 off) https://www.babyquip.com/r/8419dd84   Airbnb: When traveling with kids or for an extended stay, renting a house can be more convenient than a hotel. You get more space, a kitchen to prepare meals, and a homey environment for your children. Rent Your Home Out on Airbnb www.airbnb.com/r/sdiaz40   Care.com: A great resource for finding one-time babysitters or nannies, especially when you're traveling for a longer period   Screen Privacy Protector: Secure your screen from prying eyes during travel with a magnetic privacy protector for your laptop.   Screen Privacy for Laptop https://www.amazon.com/s?k=screen+privacy+for+laptop&crid=NUNPE1MDU4KN&sprefix=screen+privacy+for+laptop%2Caps%2C191&ref=nb_sb_noss_1   Mail Your Shopping Back Home: Avoid extra luggage by mailing your shopping purchases back home. It could be more cost-effective than an overweight bag fee.   Connect with us: The Rainmaker Challenge: https://rainmakerchallenges.com/join ► Subscribe To Our YouTube Channel: https://bit.ly/33EdgBs ► Website: therainmakerfamily.com ► Facebook: www.facebook.com/diazfamilylegacy ► Instagram: instagram.com/chels_diaz instagram.com/steezdiaz instagram.com/therainmakerfamily ► Get Free Stuff On Amazon: stephensfreestuff.com/sfs   Episode: minute by minute  0:00 Introduction to today's show 3:17 Hack #1 TSA Pre-Check 5:57 Hack #2 Get a credit card that gives you points 7:38 Hack #3 The right stroller 9:17 Hack #4 If you think you have enough snacks, pack more! 10:38 Hack #5 New toys 12:23 Hack #6 Bring help 12:50 Hack #7 Turo 16:11 Hack #8 Our favorite sites: Babyquip and airbnb  17:52 Hack #9 Hiring a babysitter at care.com 21:32 Hack #10 Make sure you have a mobile hot spot 22:12 Hack #11 Use a VPN and screen protector 23:52 Hack #12 Don't be afraid to ship things back home to yourself 25:48 Choose to have a positive attitude  

Introducing our latest podcast guest, Rebecca, who has over 100k followers on Instagram and has grown her client base through social media. In this episode, she shares her secrets on how she was able to gain a massive following by hiring out. You won't want to miss this episode if you're looking to grow your social media presence and increase your client base. Listen now on Spotify and Apple Podcasts! LETS GET SOCIAL My Instagram-  @tampawaxer Podcast Guest- Rebeca Miraba @Skincare.Rebeca TWP Facbook group- The Waxing Podcast VIP (password - wax on wax off) The Waxing Podcast Wax smarter, not harder- learn 15 minute brazilian waxes and make more money with The Waxing Guide. Click below to learn more.  Thewaxingguide.com *Use code PODCAST10 to save 10% on The Waxing Guide --- Support this podcast: https://podcasters.spotify.com/pod/show/kirsten-goetzelman/support

Are you craving community and inspiration? Jess Von Bank and I talk all things HR, HR Tech, and humanizing work. We also had a little surprise in store for our listeners... On today's episode, Amanda Hahn, Chief Marketing Officer of HireVue surprised us live!   HireVue is an organization that helps global enterprises gain a competitive advantage in the modern talent marketplace with video interviewing software, conversational AI, and pre-hire assessments. Together we chat about getting the full view of PEOPLE while leveraging tools that HireVue uses to transform the way companies discover, hire, and develop talent. By combining video interviews with predictive, validated IO science and artificial intelligence (AI), HireVue augments human decision-making in the hiring process and delivers higher quality talent, faster.   Together Jess, Amanda and I discuss the utilization of talent acquisition tech platforms and how they help to better evaluate skills, capabilities, and future potential in the hiring process.

How do you know the person sitting in front of you is a bad hire? We've found out — the hard way, and more than once. Today, we invite you to let our mistakes be your guide. Seriously. Listen to this episode before your next interview! It’s exciting to build a team. It's a sign […] The post MBA2308 Red Flags To Watch Out For When Hiring + Free Ride Friday appeared first on The $100 MBA.

In this engaging podcast episode, Shane covers topics such as the importance of communication, planning, pre-construction process, leveraging consultants and architects to minimize problems and challenges, the role of a foreman and manager in the project, how long the process typically takes, budgeting for unexpected change orders, typical warranty claims, capacity to take on projects up to 2024, whether Kalamoir is bondable and provides references from their projects and more. Get insights into how to make your infill townhouse project a success! Tune in now!   [00:00 - 04:09] How to Earn Good Money Investing in Commercial Real Estate: 10 Questions Answered by Developer and Builder Shane Melanson • How much money you can make on a project is a loaded question. • Strategies and practices to create significant wealth investing in commercial real estate are available to accredited investors. • 10 questions were answered from a new real estate developer looking at building a townhouse. • Recommendations for mechanical, electrical, energy code survey, geo tax and structural consultants are provided. • Communication frequency should be every two weeks with onsite meetings and daily/couple of days pictures updates through Procore software.   [04:09 - 07:55] Developer's Guide to Contingency Planning for Infill Projects • Communication is key to avoiding surprises. • Generally, a project will have a site supervisor, project manager, and coordinator. • Hiring an interior designer can make a big difference. • Infill projects typically take 10-12 months to build. • Contingency of 5-10% should be used for hard and soft costs.   [07:55 - 11:39] How to Prepare for a Tight Budgeted Project • Examples of unexpected costs like building code changes, offsite levies, power poles, etc. • Development is risky and requires eyes wide open and cash on hand • Common warranty claims include water issues, dishwasher problems, sump backups • Pre-construction phase gives 4 months to work with developers and value engineer plans • Construction is a tight margin business and needs to be planned in advance   [11:39 - 17:00] Building Your Dream Project with Biweekly Communication, Expert Staff, and Cost-Effective Solutions • Generally, clients don't require bondable insurance for projects. • Cost of insurance is passed on to the developer. • Consultants are recommended to build a team for the project. • Communication with client is biweekly both on site meetings and emails. • Project timeline depends on staff size: foreman/site supervisor, project manager, project coordinator.   You can connect with me on LinkedIn, follow me on Twitter, and watch my videos on YouTube. If you want to go even deeper into the world of commercial real estate, head over to Shane Melanson, a roadmap to investing in commercial real estate! Get my book Club Syndication - How The Wealthy Invest Their Money     LEAVE A REVIEW + help someone invest in commercial real estate with confidence by sharing this episode or clicking here to listen to our previous episodes.        Follow The Game for Real Estate Developers & Investors Podcast on all Streaming platforms. Deezer, Apple Podcasts, Google Podcasts, Spotify, or visit our YouTube Channel.       Quotes:  "It's very expensive to have delays on your project. So I would just keep that in mind." - Shane Melanson

Neal Karski, CEO of Patient Engine, talks about his experience running a marketing agency from the middle of the woods in Blue Ridge, Georgia. He explains how he came to this lifestyle choice and how he has been able to build a successful agency while living in such a remote location. Karski also encourages people to invest in themselves and to fall in love with who they are. He speaks of the importance of making changes in order to be happier with oneself. FOLLOW NEAL: Work with Patient Engine: https://www.patientengine.co/ Instagram: https://www.instagram.com/nealkarski/ TIMESTAMPS: 0:00:00  Intro 0:01:20 Podcast Start 0:02:05   Living in Blue Ridge 0:03:49   Exploring the Benefits of Gun Shooting and Social Media Advertising 0:05:54   Body Sculpting: Understanding the Benefits of Coaching for High ROI 0:08:29   Bridging the Gap Between Sales and Marketing for Successful Clients 0:10:27  Building an Agency and Putting Strategies into Practice 0:17:14  Agency Lab and Branding for Patient Engine 0:19:11  Rebranding and Investing in Business Growth 0:21:16  Learning the Intangibles of Business and Core Values 0:25:16  Scaling a Business from Inception to $100K in Seven Months 0:27:49   Moving to Blue Ridge, Georgia and Automating Lead Conversion 0:33:31   Investing in Paid Ads and Growing from 10 to 150 Clients 0:35:41   Discussion of Key Marketing Strategies for Agency Growth 0:37:10   Benefits of Attending Conferences for Business Growth 0:41:59   Handing Off Sales Responsibilities 0:45:31   Hiring a Sales Person and Closing 250 Clients 0:47:18  Benefits of Rewarding Employees for Performance 0:54:12   Lead Flow and Business Goals 0:57:07   Guaranteed Results and Refusing a $5 Million Cash Offer 0:58:53   Retirement and Financial Security 1:00:08   Finding Meaning and Purpose Through Work 1:01:52   Body Sculpting: Finding Purpose and Helping Others 1:05:33   The Benefits of Helping Small Business Entrepreneurs Succeed 1:07:15   Discussion on the Impact of Remote Work on Job Opportunities 1:11:15   Building a Remote Culture and Team Building Activities 1:16:45   Patience in Business 1:21:17   Neal's Fortune Cookie Advice 1:24:46   Investing in Education 1:26:26  Recommended Books for Personal Growth FOLLOW 4MEDIA: Main YouTube Channel: https://www.youtube.com/4mediamarketing Clips Channel: https://www.youtube.com/channel/UCNx7auVTseV865Mu1CZX0WQ Website: https://4media.marketing/ Join Our Team: https://4media.marketing/jobs Instagram: https://www.instagram.com/4media.marketing/ TikTok: https://www.tiktok.com/@4media.marketing? EDDIE Instagram: https://instagram.com/eddiemaalouf Twitter: https://twitter.com/imakegreatads Marketing Course: https://www.brilliantmarketers.com/ ANDREW Instagram: https://instagram.com/andrew_deitsch Website: https://andrewdeitsch.com YouTube: https://www.youtube.com/andrewdeitsch Andrew's Other Podcast: https://www.andrewdeitsch.com/podcast

Jordan Slover is the Founder of Neon Ambition, an inbound marketing agency that helps companies grow using the latest online marketing strategies. Before Neon Ambition, he was the Online Marketing Sales Manager at The Web Showroom, responsible for hiring, training, and managing the online marketing consultants team. Jordan also worked for Google and has considerable experience in CRO, SEO, web design, Google AdWords, and Google Analytics.   In this episode… Do you want to understand your buyers' journey better to reach your ideal consumers or get more clients? The business world is constantly evolving — and to differentiate yourself from competitors and flourish, your marketing strategies also need to be top-notch. Jordan Slover recommends hiring a marketing agency, experts who understand the market to help you maneuver successfully. Having been in the marketing agencies for years, he discovered that many full-service digital agencies out there are not delivering on their promises. Jordan shares his journey of starting and running his agency to help ambitious business owners and marketers grow their companies and achieve their business growth goals. Listen to this episode of the Inspired Insider Podcast with Dr. Jeremy Weisz as he welcomes Jordan Slover, Founder of Neon Ambition. Jordan talks about Neon Ambition, the questions to ask when hiring a marketing agency, what to look for when hiring an account manager, and his thoughts on niching down as an agency.

What are some top lessons learned from lawsuits and how to avoid potential litigation in the future? Where is NYC going with regards to tenant laws? What are some of the best hiring practices in order to grow a real estate company? Top commercial broker in New York, Bob Knakal, Head of New York Private Capital Group for JLL, shares his insights. Read this entire interview here: https://bit.ly/3BdvKtE What have been the top three lessons learned from lawsuits that you have seen out there? How can we avoid potential litigation in the future?The number one advice relative regarding litigation is don't get into litigation. Nobody wins except the lawyers. Even lawyers will admit that in litigation, nobody wins. Avoid it, it would be my number one lesson to learn from. Number two, avoid litigation. The easiest is with full disclosure. The brokerage law in New York requires that the broker convey to a buyer what they know, or what they should have known. You can't say, I didn't realize that there was a hole in the roof, even though all the apartments on the top floor are flooded every time it rains, because you didn't know that you should have known that. Was there a fire in the building two years ago? Was there some condition that you either knew or should have known? Do you have to convey that to the parties? Also, in New York, if you're representing a buyer and a seller, disclose who were you getting paid by, if you're getting paid by someone, let the other party know. You will eliminate many potential issues relative to litigation by being an open book, being transparent, communicating, over-communicating. That's something that's generally good in real estate, to over-communicate rather than under-communicate. Having a lot of transparency avoids a lot of potential problems.  What are some of the best hiring practices? What do you look for not only from the brokers that work with you, the agents that work with you, but also from the rest of the team that supports you?Real estate is a very competitive business, and it's also very team-oriented. We enjoy talking to people that played team sports growing up. We also like to talk to people who exhibited excellence in some type of competitive area, whether it was captain of the debating team or president of the school newspaper, or something that was a competition where they excelled. Secondly, we looked for people who didn't necessarily have the best grades in the world or the best education, but were very motivated. We used to joke around that we would only hire PhDs. And those were folks who are poor, hungry, and driven because they were going to work hard. But besides being hungry and driven, they must have passion for the business. We have people who had a passion for real estate, not that they thought they could make a lot of money, but did real estate resonate with them? That was a big part of what we thought led to success in the business because no matter how good you are, you're still going to have tough and challenging times. But what enables you to get through that challenging time is that you love the business. And we looked for that passion, the most important of them all. With the real estate investing mindset, is there anything else that is important for our audience to know?A broker should specialize in one thing really well. Investors should do the same. Pick an area of town, a city or region, a type of property, a type of transaction, or a type of something where you can know that particular thing better than others. This ability gives you a competitive advantage.Also, be good to brokers. There's an expression that says mean what you say, and say what you mean. Don't lie to brokers, don't mislead us. Treat us with respect. And that's a two-way street. Bob Knakal @BobKnakal bob.knakal@jll.com Sign up to attend Fannie Mae's Chief Economist on June 8th: https://bit.ly/44kzfvp --- Support this podcast: https://podcasters.spotify.com/pod/show/best-commercial-retail-real-estate-investing-advice-ever/support

It is not so much the fear of change that keeps us from moving forward in the areas we know are necessary. It is the fear of what will happen when we implement the change. The fall out, we imagine, is too much to handle and so we stay where we are.  On today's Shift Break we will be talking about why you need to embrace the fallout related to needed change and how doing so in a people-first way will, in spite of the inconveniences, lead to a better outcome. Listen to these related episodes next: 301 : Hiring and Training for Excellence 191 : Retraining your Staff on new Standards 080 : Changing things in the Cafe : A workflow for Refinement 179 : What you MUST Know About Employee Culture w/ Stan Slap  Visit our Sponsors!!! The best espresso machines in the world! www.lamarzoccousa.com   Custom branded mobile apps for your shop! www.espressly.co.

Are you struggling to find more time to work on your business as it grows and also more time for your personal life too? Many women business owners share the same struggle. And it's no wonder because we are all trying to balance multiple roles whether it is as moms, care-takers, partners, volunteers, friends, CEOs, and more.  That was certainly the case for $ix Figures Lab member Rachel Cahill, who is a mom of three kids under the age of ten.  Rachel is the CEO of a consulting firm that works with anti-hunger nonprofits. And she originally reached out to me because she needed help hiring in her business.  Now, she has hired help both in her business and at home, and she says it has been life-changing.   Join me for today's episode where Rachel and I talk about why she hired help, the parts that were challenging for her, the mindset shifts she had to go through and the difference it has made.  

Hiring a business coach to help you start and grow your nutrition business is a great investment. Over the years of my career, I've hired many coaches to help me along my life & career journey.   Some were business coaches, some were life coaches, and then there were those who were “in between.” The common denominator was that each one of them were extremely helpful and supportive. I wouldn't be where I am today if I had not invested in myself in this way.   Today on the Make More Money as a Dietitian Podcast, I share why I do not consider myself a business coach, even though I help my clients start and grow their nutrition businesses.     WHAT YOU'LL LEARN IN THIS EPISODE Why I don't identify as a business coach. The title I most identify with and prefer that you address me as. The one thing that is more important than learning the practicalities of business building, IMO. And, SO much more!     FEATURED ON THE SHOW Work with Christine as your business coach. Learn more about private coaching and schedule a Consult Call w/ Christine so she can discuss the details of how she can help you start & grow your business this year.   Our flagship program, The Incubator is opening soon! Be sure to get on the waitlist to be one of the first notified about open enrollment.     Grab a copy of the workbook “How to Calculate Your Rate as an RD Entrepreneur” .  

This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍‍Guest: Amy MurrayBusiness Name: Dental Practice Management AgencyCheck out Amy's Media:‍Website: https://www.dentalpracticemanagementagency.com/‍‍Other Mentions and Links:University of TampaEaglesoftIndeedDISC AssessmentMarissa NicholsonDental IntelBraving Video - Renee BrownShrekUnreasonable Hospitality - Will Guidara ‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:Try not to talk over your patients! Instead, be an active listener to really hear the issues and concerns they have.Resumes only show technical qualifications, so always request a cover letter from applicants to really hone in on values and personalities!Always acknowledge patients when they walk in the door! Even just a smile and a wave can make all the difference.Engaging workshops and motivating projects are essential to an effective team meeting system.Having a third party coach that can see your practice from a bird's eye view is a valuable asset!‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍Thank you for supporting the podcast by checking out our sponsors!‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: Amy, how's it going? Good, how Amy: are Michael: you? I'm doing pretty good. Thanks for asking. If you don't mind me asking, where are you located Amy: right now? I'm actually in Highlands Ranch, Colorado, so right outside of Denver. Michael: Nice. Okay, wonderful.So if you can tell us a little bit about your past, your present, how'd you get to where you are Amy: today? Well, let's see. I've been in dentistry 25 years. Um, how much time do we have? So I've been in dentistry five years and it's pretty exciting. I started off as a dental assistant and then I moved my way over into administrative roles.So I was a treatment plan coordinator, receptionist, financial coordinator. Moved myself up to an office manager, decided at one point in my life I wanted to go back to college and get my bachelors degree and become a dentist, and that didn't work out very well. I actually fell in love with the topic of sociology applied sociology's degree in as soon as I graduated from University of Tampa Dentistry Concierge in Tampa.Absolutely loved it. Um, from there I had an opportunity to move to Colorado and became a technology advisor. So I'd go into dental offices, I would teach about eaglesoft conversions, um, digital CAD cam training. And then from there I started my consulting role, uh, took a little bit of a time, a break and works for a sleep apnea company for devices and integrations into practice.And now I'm back dental coaching and consulting. Okay. Michael: Wow. So you were able to, you did technology training? Amy: I did, Michael: yes. Okay. Wow. So that's interesting. A a lot of this. So then go back to applied sociology. That's what you started falling in love with more. Why? Amy: Oh, well, I took a class in inorganic chemistry, not once, but twice.And so we didn't agree with, I took a class cause I had to in sociology. My PE professor walked in and, uh, he didn't look like a normal professor. And so I, I sat back and I opened myself up to this class. And what I loved about it is that it allowed me to learn more about, race, ethnic background, gender, um, age.And it really breaks it down into how societies work and how they function with one another. And it's so applicable as to what I do today. Okay. Michael: Okay, so then, so what you do today, how does those two mesh together? Amy: How do they correlate? Well, you know, every day as a dental consultant is something new. So in saying that, I have wonderful clients that I work with.They're, they're, they're the best in the business, I feel. And what I love about them is they are female, they're male, they're different age brackets. They come from different backgrounds and they're personal influences. Their professionals, where they went to dental schools, where they did their undergrad.And so having this sociology background, I can help in understanding how they wanna grow their business and also the element of their team member. Team members come from so many different backgrounds. It's like a melting pot. So to be able to really understand them and the ways of communication and how different cultures, genders, ages, blend, that's how you get a beautiful practice.So that's how I see they've kind of correlated. Michael: Mm-hmm. Okay. Gotcha. So this all kind of stems. From the, so how does that apply when you're hiring, I guess a team, you're finding a team member, you're looking for them. We don't, I mean, do we wanna look at their like, oh, okay. Tell me more about your upbringing, or how does that work?Amy: So, you know, it's quite interesting. I love the hiring pro, uh, process that we do with the agency. Uh, we place an ad, it's typically on indeed, When, um, individuals are applying, we do ask for them to place a cover letter, because a resume only shows me where you work and what your job responsibilities are.A cover letter is huge. That's you telling me with your verbiage, who you are, where you excel, what's your background. I, I love a cover letter. That's just wonderful for me. After I received that, I actually called the doctor, or I call the applicant, and the first question I ask them is, tell me a little bit about yourself.Such a really simple question. However, it's a very powerful, whenever I ask that question, I'm not really focusing on the personal, I wanna hear about your business. I wanna hear how you've, you know, grown your career. Where are you at, things of that nature. Then I'll ask for them, what's important for you in a dental practice to be a part of a team?What is important to you? So I capitalize on those things. From there, I actually ask them if I can send them what's called a DISC assessment. And the DISC assessment actually helps me learn what is the best way that they like to communicate. Michael: Okay. So there's like a system to it, a strategy. Yeah, very much so.When it comes to the cover letter to you, what are things you look at where this is a wonderful, like this is should be framed, cover letter or one that's like, this is nothing, this doesn't tell me anything. Amy: Wonderful, wonderful. Uh, question. So in a cover letter, what I wanna look for is a, that you can spell.That's huge. Right? And grammatically, you know, actually how to place those punctuations. Cause think about it, in our industry right now and dentistry, we do a lot of emails, we do a lot of text messages as well. So grammatically, uh, you wanna be on point. Also, you wanna have a beautiful tonality as well. I want something that's really strike me.So what are the words that you're using?What wrong, uh, verbiage and powerful words are you putting in there for me to be like, okay, this person actually has like, much better, much better, has stepped up the game. So that's what I look for. Michael: Okay. Now, so it doesn't, there's no length that you're also looking for like, oh, it has to be like 10. Amy: Oh, no.Now I always say, show me what you have. Show me who you are and why is it that you are wanting to apply for this position? Michael: Okay, that's interesting. So then you, after you decided, we rewind a little bit back to you, you went to apply sociology, you learned, and then you decided to go into some positions where you're, you know, teaching technology a rep and things like that.And then you switched to consulting. Amy: I did. Why I did, I was actually in a training class. I was training a, uh, software and I had this beautiful person named Marissa Nicholson join in on my training. I had no idea who she was. Uh, her client and her, um, team members. She took me aside afterwards and she says, oh my gosh, you had such a plethora of knowledge, not only about the software, you were giving tips and tricks about how to run an administrative role.I said, yes. I said, well, that's what I used to do in my past. And she says, have you ever thought about dental coaching and dental consulting? I was flabbergasted. I said, wow, you think that I'm good enough for that? She says, I think you're amazing. Okay. And so we started working together at that point. And it's been a beautiful friendship and a professional relationship since then.Michael: And so that was the kickstart, the inspiration, the motivation to go into that? Yes. Very interesting. Yeah. Now, when it comes to an administrative role, you said, because that's, I would say that's your forte. Wouldn't that be your area of expertise? Yes. Amy: That, uh, preservation of culture in the practice.Communication. Oh, yes. Michael: Okay, so when it, well, two questions, but the first one, when it comes to an administrative role, break it down for us. What are some things we need to absolutely have to create that system for an administrative role? And then what are some things that are not as important that we feel maybe are highlighted too much in social media or other stuff?Amy: Mm-hmm. That's a good question. Uh, I would say for an administrative role, what's super important is for somebody, To greet patients, answer the phone with a smile, put a smile on your face, you change your physiology. It's amazing the verbiage and the tonality that comes outta your mouth. So I always think that it's somebody who is charismatic, who's very positive, who wants to be there, and who wants to be a team member.They want to learn from there. I would say open communication. I feel as though in our administrative roles right now, we don't have a lot of people that are considered active listeners. We have a lot of people that want to talk over, talk over the patient. The patients are calling you because they need you, and you need to be the active listener.Ask powerful and appropriate questions. Make sure that you're hearing what the patient has to say. Repeat back to the patient what you heard them say to make sure you're capturing it so eloquently, and then take care of what the need is that the patient's asking for. Michael: Gotcha. What powerful and appropriate questions can you like prep us for that normally happen?Amy: Definitely. I always like to, first I thank patients who call, so if it is calling Dr. Speedo's office, you wanna greet them and you wanna say Thank you for choosing Speedo Family Dentistry. This is Amy, I can help you. It's powerful in that introduction because A, it identifies you know who I am. Thank you so much for choosing.If you could choose anybody, and I'm the person that's gonna be able to help you. From there, I like to ask them. Well, typically at that point they tell me what it is that they need. Mm-hmm. So I'm quiet and so it's appropriate for me to ask the next question. I always like to ask, are you a patient of record?And if they say Yes, I've been there before, that's awesome. If they say, no, I've never seen this dentist before. I said, that's great. Welcome to your new dental home. I'm very happy to take care of you. How can I best support you? Or how can I help you? Mm-hmm. And then from there, again, I'm an active listener.I listen to what the patient says and what it is that they need. If they're calling for a traditional profi appointment cleaning appointment, or if they need to get in and have their emergency met, then I'm asking a more key question. What are you feeling? Can you describe to me what location of the mouth is it?So I like to ask all those fun key questions. It's like an onion. You wanna pull back the layers and keep asking and asking until you get exactly what it's. Michael: Nice. Yeah. I feel like sometimes Amy, I remember when I was in the front, sometimes it would be like I'm rushing it, you know what I mean? The phone drinking, somebody just walked in and I'm like, okay, even though we have another front office.And so when it comes to asking questions, it, two things I feel like it made me realize is one. I'm rushing it. And then the second it's like, Hey, how's everything coming along? Is it good? Is it bad? I'm, I'm giving them options to answer instead of being comfortable with the silence. So how can we be better with, comfortable with, you know what I mean?Like asking 'em a question and then shutting up. And then the second thing would be, um, how do we handle not rushing it? Amy: Definitely not rushing am it's, it's hard, right? That's a double-edged sword, especially being in, um, a very busy practice. Uh, as an administrator, you have people walking in, you have people giving you handoffs from the back.Uh, you have other lines that are ringing. I always like to say that when a patient walks in, you should acknowledge them, acknowledge them with your eyes, even if you're on the phone, acknowledge 'em with their hand, um, and smile. So they know you're gonna be with them momentarily. What's most important, especially if there's a new patient on the phone, you never, ever, ever want, stop that conversation.That's why I initially asked in the beginning, are you a patient of record? Are you a new patient? If they're a patient of record and I have all these other things that are happening, I'm very candid with the patient of record and say, you're extremely important to me. Could you please tell me what I can do to help you?And then if it's something that I can call them back, I will gladly take their number and let them know I will call you back in the next five to 10 minutes. You gotta hold it to your word though. Mm-hmm. You gotta call him back five to 10 minutes. If it's a new patient, I'll simply roll through and do what I need to do.Um, I also would hope that I would have strong enough administrators and team members that are cross trained, that if I'm focused on something, they can also help. But I believe that if you just simply smile and acknowledge and let people know, they generally get that queue and know that you'll be with them as quickly as possible.Michael: Gotcha. Okay. So it involves also like. Letting the team members know, kind of Right. Maybe would you recommend like having like a, a signal or something when you're feeling like, okay, I have too much going on, and, you know, or, or what do you think? Yeah, Amy: yeah, you could actually, I mean, we use this for hygiene all the time with the agency, which I love.We have, uh, different colored cards. So what that means is we have green, if things are going good, there's, there's no. There's, there's not a lot of time that are on this phone call. We have yellow. Yellow is like, Ooh, this is a little bit tricky. Patient's asking a couple of questions, and then we have Ray, oh my gosh.They have a whole lot of things that they wanna get across to us. So what you can do is you can have those series of cards and as somebody walks up without you mouthing anything, miss what the patient's saying. You can easily slide over a card and, and so they know. Mm-hmm. Now that's a visual cue, and then they can know that if it's yellow or red, hey, I need to take care of this patient.Our administrator is really focused. Michael: Gotcha. Okay. I like that. The card situation. Yeah. I feel like whenever you're stuck in a situation when you're with a team and you're having a hard time, there should be like a signal or something. Okay. You know what I mean? Yeah. Yes. Amy: Yeah. There totally should be. There should be.So, yeah. Uh, we help our teams with that, so it's just a fun idea. Michael: Nice. That's wonderful. And so then you also mentioned one of your area of expertise is maintaining the team culture. Mm-hmm. And so first, how do we even. Find the, like I, for example, I'm just gonna give you an example. Like if I go, Amy, I want my culture to be happy.Do we do, how do we go from there? What do we figure Amy: out? So of course I'm gonna ask you what does happy mean to you? Like, give me some more words. That's just a real general, um, description. So I said, give some more words, more specific. Are you looking for team members? Are you wanting to preserve something that people are excited to come to work day?That you're gonna be excited to, um, I don't know, answer the phone every day, things of that nature. Right. So the way that we go about preservation for positive culture in a practice is we actually do what's called observation. With the agency, which I love because this allows us to be able to float from front to back.We watch admin side, we watch our das with our doctors, we watch hygiene, and we do this because there's certain key words that we want to see how the teams are interacting with each other and then also with the patients. So that's huge. not only do we do the observations and we're very candid, we give great feedback, constructive feedback to our team members and to our doctors as well to accelerate that.We also provide monthly team meetings. Which, uh, we, as the business coaches and consultants, we run those. And what I love about them is that we have an agenda. We do fun workshops, we focus on communication. We do disc presentation, so we'll take disc off of everybody and we'll do a fun presentation on that.Um, we'll actually talk about better strategies of how information is given and received by team members as well. Michael: Okay. So then when it comes to the observation part, what are some things you've seen that you can share with us? Like the three most common, this is what happens and this is the solution for why we can stop making that happen when it comes to a problem.Amy: Yeah, so definitely one of the things that we like to observe is the handoff. Those are critical, right? We like to know exactly, uh, that. Hy I'm gonna use hygiene, for example, if that's okay. Mm-hmm. Hygienist is in with the patient, right? It's a very, uh, it's like a dance of a relationship, right? The, the patient is gonna tell the hygienist more than they're gonna tell the doctor sometimes.So what we like to do is we like to have the hygienist, uh, after they do it, the tore of the mouth. That they specifically write down things and they also tell the patient, Hey, you, I'm a little bit concerned. I see some things here, but let's confer with the doctor. When the doctor comes in. It's important, doctor. It's still great for the hygienist to say, you know, uh, Dr. Sido, today we're seeing Mrs. Jones, and what I saw with Mrs. Jones was X, Y, and z. I'm curious about this. Could you please take a look at this and then to go in if there's perio concerns or anything of that nature? there, the doctor's gonna do their dance, but the doctor is listening to the hygienist.That's the beauty of it, right? That the hygienist is actually pointing out areas. And from there, what I love is that the doctor is gonna confer. Yep. You know you are exactly right. I see what you're seeing. Let's go ahead and get this patient scheduled. I'll see you in the next week, two weeks. There's a time and urgency.That's that appointment. So now the patient's, not the patient has heard what they need to have done. Not once, but twice. And then the third time is when they're handed off from the hygienist to the administrator. So the patient is now hearing what they need three times. This is a beautiful dance because us as humans, we don't listen to things.We don't grasp them one time. So by the time we're ready to get appointed, we're now hearing it three times and we know that is an urgency because the doctor has placed that. That really helps in the scheduling of practice. Michael: Mm. It helps finalize it, right? Yeah. Yeah. Like to, to get it in there. Interesting. So do you ever feel, Amy, when you're doing the observations like. Team members act or perform kind of thing in front of you, right? And then they go back to like, because I mean, somebody watching, somebody's watching me. So I'm like, I gotta turn it on. And then maybe like somebody else is like Amy, he really doesn't act like that around here.He just, you know what I mean? Does that happen? Amy: Oh, it happens all the time. Happens all the time. Um, a lot of times myself, uh, Marissa and Nicholson and Chris Hamal, the main coaches, uh, we actually don't do a lot of the observations. We have our administrators, we have two administrators, uh, Jamia and Alexa, who actually go in on our behalf because we know how our team members act.So if it's a different set of eyes, they might get a different reaction as well. you know, we're humans, so we go straight into our automatic, it's what we know. And if we know that somebody's watching us, like you said, we can step up our game a little bit and then we kinda fall back. Um, we definitely go in.We try not to let everybody know that we're coming in so we can actually see them in their natural, uh, capabilities and where they land. Some of the times it's inevitable. If they see us, they see us. Uh, but a lot of times what we do like to do is kinda go in on the stealth mode and a different set of eyes.It might get a different return. So Michael: yeah. Okay. That's interesting. So then how can we main, we figured out how we can find the culture. How do we maintain it? Amy: Maintaining. So it's critical to have those monthly team meetings. A lot of offices, the moment you say, oh, let's have a meeting, all of a sudden people are like, no, I don't wanna have a meeting.Cause it's just by PowerPoint or there's people complaining and that's no fun, right? Mm-hmm. Uh, so I always like to say team meetings need to be motivated. Be transparent with your team about your numbers. We use a great digital software platform, Intel, and I love dental Intel. It only works with certain softwares, however, it will take within that software and put it in a dashboard, um, metric.so doctors are really transparent with their teams and you're gonna get the best outta your teams. Now, they're also held accountable for daily goals. For DR. And hygiene as well. from there I always like to do what I like to call personal and professional check-in, so gimme one one of each and everybody around the room does that.And I love it because a lot of times our teams don't have time to get to know each other, so everybody shares something great that's happened with them personally and professionally. Very clear about numbers. And then I'll actually bring in a workshop. Workshops are huge. You can go on YouTube and actually Google different type of inspirational videos.Brown is one of our. And you can pull from what she's saying and you can actually make that into a really small workshop. Ask your team powerful questions, have them work together and that is beautiful. Cause at the end of the day, you're preserving that culture cuz you're teaching everybody how to properly communicate.Michael: Yeah. What have been some amazing workshops that you've done, Amy? Well, I Amy: love disc. Disc is my favorite. When we make it really fun, we actually use the movie Shrek as a part of our disc presentation. Mm-hmm. Because, uh, you have the dominant person, you have the other person who's very interactive. You have the one that needs and the one that needs consistency. And, uh, so this has to be my absolute favorite. Second would be braving, uh, by Brene Brown. Mm-hmm. It's actually teaching everybody how to trust a team member and how a person needs to be what's called a vault. And when you tell somebody something who is a bolt, you know that they are gonna take whatever you say, to their grave.And so I love that one as well. And it's really learning how to trust one another, which a lot of times is a work in progress. Huh? Michael: Can you give us some steps right now on how we can tell our team, like you, you need to trust, you need to trust Suzy Bell, like, you know what I mean? How can we, yeah. What are some things we can do?Amy: Well, definitely I always say if you have an upset with somebody, you have to go directly to that person, right? And you have to clear the air. A lot of times it's very difficult to do. We do teach people how to do that so they feel comfortable in their own skin and to be able to go to that person. We also like to talk about how in breathing that it's super important to know that. When you set that positive culture in the practice and you know that I can go and I can talk to this person, and this person is not going to, uh, take what I say, take it outta context, share it with other people, um, we teach them that you'll have a beautiful friendship and professionalism for the rest of your life.Right, and it's really, it's learning to like and love each other. And that disc plays an important role because it's how, how can I read that person? Are they very direct? Are they mostly like a high, they're not. Listen, So it's really understanding the disc part and establishing those parameters and boundaries, um, for giving in, receiving information, and the, the three all work together, so Beautiful.Michael: Nice. When you do these workshops and assessments, or even before that, what do you do when you notice there's a team member who you're like, you don't fit, man. Like, you just don't, you're. You're negative or something. Like what? What happens with that? Amy: Ooh. Those are what I like to call crucial conversations.Mm-hmm. Right? Mm-hmm. Uh, you even see it outside of the team meeting, you can pretty much pick it up pretty quickly, right. Um, what I like to do, always like to believe in the beauty of everyone. I will ask the doctor if it's okay for me to take that team member aside and really one-on-one. I'll ask the team member, are you doing okay?That's the first thing I'll ask them. If they say, yes, I'm doing fine. Say, okay, well I've noticed that there's a little bit of, um, you're not being your best self. And what I mean by that is I see so much beauty in you. How Courtney does that sound right? Me? Just saying that I see the beauty in you. It's true though.Cause look, I just said it to you and you smiled and you left. Mm-hmm. Right? Made you feel good. I see the beauty in you and I can see that you are so much more than what you're giving right now. So how can I get the very best out of you? And usually once I do that, even if you are the highest in their D category of dominant.I can get a pretty good response back and I kinda figure out what's going on with them. Michael: Gotcha. Also, you normally see that in the dominance. Like people who are like I, you know what Do you think it's that? Because it's like somebody else is coming into here and I run it kind of thing? Or, or no? Amy: Oh yeah.Oh yeah. Some of the highs, I love them. Each category has a special place in my heart, but the highs, they're gonna tell you what they need and what they want and everything else just doesn't really matter to them. It's okay. They have a special place in this world. to teach them to be more open and better communicators.That's where I kind of land when I ask them those questions. Michael: Gotcha. I have a question for you then, because I guess what do you do when, what is the best way, if you can tell, like the listeners, this will help facilitate the coach coaching consultant team or coaching consultant practice. So much easier if you do these steps.If you don't, you're gonna put the blame on me, or you're gonna put the blame on somebody else. You're just not gonna see the results you want. What would help Amy: with that? Well, I would say definitely, uh, look at a dental coach, right? They are, I know a lot of doctors are like, gosh, you know, I have, I have so many overhead expenses, and, and it can be costly.I understand that. Hiring a dental coach is taking a third party person who is actually looking for the betterment of you for the betterment of your practice and keeping your team sustainable. And that's huge. I feel as though, uh, bringing somebody on board who has the outside perspective that can look in and be very honest with you.I am honest with all of my clients. Good, better, indifferent at the beginning of our relationship. I tell them at times, you may not like what I'm gonna say, and I understand that I am looking out for the betterment for you guys to be successful. I always tell my my wonderful clients as well, I, I don't plan on being with you forever and ever.Amen. I'm gonna teach you the tools and I want you to fly, and if you need me to come back to redirect, I'm gonna be there. but we are together for a period of time. So a lot of times doctors think, oh my gosh, I'm gonna get this consultant. They're gonna be with me forever. And sustainability and financial agreements, um, our agency doesn't operate like that.Again, we will, uh, teach you how to fish and then we want you to go up and be completely successful and we'll always be your biggest cheerleaders. Michael: Okay. So it's mainly like the communication that you want. All the time. Right to, yeah. Let them know like, hey, yeah. Be, because I remember we, we would have a lot of coaches and consultants, like even with Somewhere, I'm like, where do you come from?Like, you know what I mean? Like, I've never heard of some of these before. Like I'm just like, where are you? Right? And so I never knew what they did in the sense of, oh, now we're just taking Medicaid or Medicare. You know what I mean? Now we're just doing something else. And I would see them kind of run through the door.And I remember our office manager sometimes or other people, they'd be like, yeah, you know what, they don't know what they're talking about. Yeah. They're not gonna come in here and fix it. And I'm like, maybe if we were more flexible, it would've worked. Or maybe if they knew what they were, you know what I mean?Kinda Amy: thing. Yes, yes. It's very, very true. It's very, very true. I always love to give team members, I always like to let them know I am joining to help you grow. A lot of times when team members hear the word consultant or business coach, they automatically think that they're not gonna have a job.And that's scary. So of course their defenses are already up. So when Chris, Marissa, or myself go into a practice, we always introduce us who we are. I give them my background. I always say to administrators, I used to do what you did. I know how important your role is. Mm-hmm. And I'm here to help you.You had three things. Three things you love in this practice, tell me. And then they'll tell me. I said, okay, if you had three things that you wanna make better in this practice, what are they? And I asked every single team member that question, and let me tell you, nine times outta 10, they're all saying the same thing.They might say it differently, there's a common thread. And that's when I typically take that common thread back to the doctor and I say, okay, so this is what I'm hearing. This is what I'm seeing. But I like to let the team members know that I'm there for them. I want them to grow and for them to be successful.Michael: Mm. Okay. I like that. Three common things, you know what I mean? Yeah. Especially if they're all like, what's this one person? Then, you know, like, ok, then we gotta get rid of that one person. Whatever. Interesting. I'm kinda ok. Yeah. Yeah. So these next questions are just to get into the head of someone who isn't totally involved on the clinical side of dentistry, working every day in the mouth, right?Yeah. What would you like to see more from a dentist? Amy: Oh goodness. What I would love to see more from a dentist is, Look at your team members, be appreciative of your team members, and know that they are there every day, day in and day out to make you better and to support you. I think a lot of times as dentists, we overlook that.They are so worried about, um, overhead, right? Getting more new patients. How do I market myself better? There's so many things that they're thinking of, and a lot of times we really don't look inside and we really don't appreciate the team that is supporting us and helping us grow. So what I mean by that is I always tell my doctors once a quarter, do an activity with your team.Show them how much you appreciate them. My goodness. Um, order, coffee, things of that nature. It's the small things that really mean a lot. one workshop that we do, it's really great, we talk about value, um, morals and values, and I learn while the doctors there, what their team member values. And some of the times the doctors sit back and they're like, I never knew that that's what they needed.That's what them going in the day. So I, I feel as though that type is, um, really gonna make it better for, for the, for the dentist all the way around. Michael: Mm. Okay. I like that. Like doing activities with them, letting them know you appreciate them. Yeah. Um, understanding that it is true. You need them to, you know what I mean?You need Amy: them. Yeah. You need them. Michael: They're important. Okay. All right. So next question is right now. What do you dislike or hate about dentistry? Amy: Oh, goodness. That's a tough question. I would have to say, uh, what I dislike with dentistry right now is, um, everybody is looking for new patients, right? The, the dentist believe that more new patients I have is the bigger and better that I'm gonna grow, and they miss that.They miss what's most important. What's most important is the current patients that you're serving. So what do I mean by that? Well, when your patients walk, the first question that your administrator needs to ask is, how is your visit today? That's such an important question because that one question, if they had a great visit and the patient responds, oh, it was awesome.It was great. That is so wonderful. We are accepting new patients. Do you know of anybody who's looking for a new dental home? And then again, active listeners don't say anything. Mm-hmm. Don't say anything. And if they say, well, you know, I don't know. Here's some of our cards. We love patients just like you.So if you do, please send them our way. What a beautiful compliment you just gave somebody. Right? And positivity. They're gonna go and they're probably gonna tell other people. And by organic growth, we're getting new patients. And I think that if dentists would take a moment and take a step back and really listen to what I have to say in regards to that, you would be amazed what you would get.Mm, Michael: doing that with every single patient, right? Every single patient. Amy: And it flows, it really does flow. Uh, at first when you tell administrators to do this, they look at you and they say, I don't have enough. That's what they say. I don't enough time. You actually do have enough time. It really just rolls off so easily because you know Mrs.Jones, you know she's amazing and you want more people like her. So give her that beautiful compliment and let her know you guys are looking for new patients and when you want people just like her. Mm-hmm. Michael: Beautiful. I like that. I like that a lot. Okay, so focus on the internal marketing kind of thing.Yeah. Yeah. Awesome. Okay. And then right now, what do you absolutely love about dentistry? Amy: What I love about dentistry is, um, all the beautiful team members that I get to work with and the wonderful clients that I have. It's super important. With our agency, we focus on the quality of our clients, not the quantity.The quantity doesn't define us. What definitely defines us as the quality. I love the fact that, um, my clients know they can call me whatever time, day or night, and I'm gonna be there for them even on the weekend. I cherish them. I cherish our relationship. I love the fact that they were like a, they opened their kimona for me to come into their practice and to help them succeed.So, being an open dentist, it really does open you up to so many capabilities and possibilities. It's pretty awesome. That's what I really love about dentistry now. Nice. How Michael: does, let me ask you side note, how does that affect your, I guess, like personal life? If they're always like, you can call me no matter what, whenever.All the time. Yeah. What does that look like? Amy: Oh, it's great. It really is. Uh, a lot of times they don't always take me up on that. However, if it's a nine one emergency, they know that I'm gonna be there. You know, Chris, Marissa, myself, we do like to spend time with our families and outta town. The beauty about our working relationship is that we will cover for one another as well.Mm-hmm. So we communicate if somebody's gonna be non-available, that person, the other coach will be responsible to take those calls. So I try to kinda balance it the best as possible. But again, it comes down to the quality of my clients and not the quantity. I, I love them all dearly and I wanna take the very best care of them.So whatever it takes. Michael: Yeah, that's nice. That's wonderful. And then to you thinking of the general population, what needs to change for people to be more open to dentistry? Amy: Well, you know, unfortunately we live in a populace where we have a lot of patients who are very fearful of the dentist. And so they won't go, and I'd like to think that, you know, unfortunately, fortunately, COVID actually brought a lot of attention to this because it's the oral cavity, right?Oral cavity is the gateway to your systemic health. And so what I'm really, really hoping is, is that people will take their oral health very seriously. So where does that come from? It actually comes from, um, you know, children being in school and they have a hygienist.embrace your child to take them. Find a great dentist that suits you. as a patient, when you call a dental office, ask specific questions. Ask how long have they been in dentistry? What do they special? Do they do history? Uh, let let the administrator know. If you're high fear, you know, gosh, I just don't like coming to the dentist.Right? And find that right practice. That's going to love you and support you and help you in your dental journey. Okay. Michael: I like that a lot. And then, what's one of the best advice you've ever received that you can share with our listeners? Oh, Amy: in general. In general? Mm-hmm. In general, um, you know, One of our, uh, Chris Oval, this one is the best for me.I've gotten better. I've gotten better. I was not the person who was always on time, right? Mm-hmm. And I love philosophy. If you're on time, you're late, so you need to be early. And that's considered on time. I think that that was actually the best piece of advice she has ever given to me and has shown me.Because for me, when you're early to something, it shows that person that you're meeting, Hey, I'm here undivided attention. I'm waiting for you. I'm excited to meet you. So I always like to live with that, that theory of if I'm early, I'm one time. Yeah. And I'm winning. And it shows that person that they're very important.Nice. Michael: Wonderful. Awesome. Amy, thank you so much for being with us. It's been a pleasure. But before we say goodbye, can you tell our listeners where they can find you? Amy: Oh, yes, you can. You can go to www.dentalpracticemanagementagency.com and you will find myself, Marissa Nicholson and Chris Hamal. Awesome. Michael: So guys, that's gonna be in the show notes below.And Amy, thank you so much for being with us. It's been a pleasure, and we'll hear from you soon. Amy: Thank you so much. It was a pleasure.

Shauna is a returning guest on our show. She is the owner of Tax Goddess Business Services ® and a certified tax coach. Shauna also acts as an author, speaker, and investor. Skilled in many and all things, learn more about Shauna's career here. Today we welcome back a well thought and experienced guest, Shauna Wekherlien, CPA and founder of