Podcasts about management team

In this month's episode of the Alfa Romeo Driver Podcast, brought to you by the Alfa Romeo Owners Club, Editor Guy Swarbrick sat down with his very first guest - Management Team member David Faithful to choose their favourite ten episodes from the last five years.

The collaborative group of state and federal agencies that manages grizzly bear recovery across the Greater Yellowstone Ecosystem met this week. The group discussed bear conflicts, population numbers and how to manage a growing bear population with a smaller team.

If you were managing a football team and you had someone with the skills to be a star quarterback, would you have them be a kicker?  In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss the pitfalls of having dual roles in your property management business. You'll Learn [01:26] How to Guarantee Your Team Will Fail [06:19] Why Dual Roles Often Do Not Work [09:17] Set Your Team Members Up for Success Quotables “It's never ideal when we have a dual role, but it is possible in certain cases.”  ”Most entrepreneurs, we can do this, we can shift and balance back and forth. The problem is that then we think that's normal. And we expect other people to be able to do that.” “We make the mistake as entrepreneurs of assuming other people think the way we do.” “You probably could wear 10 different hats in your business, but you don't enjoy doing probably half of them at least.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript [00:00:00] Sarah: If you have a star quarterback... [00:00:02] Jason: yes.  [00:00:03] Sarah: And that quarterback...  [00:00:03] Jason: super sharp  [00:00:04] Sarah: can put that ball anywhere on the field with pinpoint precision,  [00:00:08] Jason: right?  [00:00:09] Sarah: Are you going to take that quarterback and make him the kicker?  [00:00:12] Jason: All right. We are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing, increase profits, simplify operations, and build and replace teams. We are like Bar Rescue for property managers. In fact, we have cleaned up and rebranded over 300 property management businesses, and we run the leading property management mastermind with more video testimonials and reviews than any other coach or consultant in the industry.  [00:01:02] Jason: At DoorGrow, we believe that good property managers can change the world, and that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. [00:01:12] Jason: At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the bs, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now let's get into the show. Alright. [00:01:26] Jason: Sarah, what are we talking about today?  [00:01:29] Sarah: We are going to talk about how you can almost guarantee that your team will fail.  [00:01:34] Jason: Guaranteed failure. And the method to do this- yes- we call dual role...  [00:01:40] Sarah: oh.  [00:01:41] Jason: Team members...  [00:01:41] Sarah: yes.  [00:01:42] Jason: Right? So and so, what's the scenario? What do we mean by dual role? And it's pretty common. [00:01:48] Sarah: I see it quite a bit.  [00:01:50] Sarah: Yeah. Do you see it a lot?  [00:01:51] Jason: Yeah. I mean, do you want me to explain the idea or you want to explain what you see?  [00:01:55] Jason: No, I just want to know if you see it a lot.  [00:01:56] Jason: Yeah. I see a lot of people make this mistake when hiring. I don't see it work  [00:02:01] Sarah: Well, no.  [00:02:02] Jason: And I see people try to do it, but I see a lot of failure. [00:02:06] Jason: I've seen companies with, I talked to one the other day with 6,000 doors, which was kind of trying to do a dual role. And I've seen lots of startups try to do more than just two roles. They're trying to get somebody that's like them. They're like, I just need to find the clone. I call that the clone myth, like that's the earliest stage of hiring, the biggest mistake. [00:02:26] Jason: They're like, I just need somebody that can do 10 roles, 10 things. Someone just like me as an entrepreneur that would love to work for me, unlike an entrepreneur. Right. So how about you? You've helped a lot of our clients with hiring. So what what comes up?  [00:02:41] Sarah: So usually, and let's just backtrack and say, alright, by dual role. [00:02:47] Sarah: Yeah. What we mean is, Hey, I need to hire someone and they're going to do this and that. So they're going to do, you know, sales and manage the doors. They're going to do the operations and like help me with the team and stuff and then also they're going to be a property manager or a maintenance coordinator or whatever. [00:03:08] Sarah: Yeah. So take two roles that are not the same thing and mash them together, and this is what we mean by dual role. And this situation gets aggravated significantly if those two different roles are also two different personality types.  [00:03:26] Jason: Yeah.  [00:03:26] Sarah: So if you have someone who's going to do operations and function as an assistant. [00:03:32] Sarah: Okay. I mean, it's not ideal, but it's possible. Yeah. It's possible. If you have someone who's going to function as like a sales appointment setter and a closer or, and a BDM. It's possible. It's never ideal when we have a dual role, but it is possible in certain cases. [00:03:52] Sarah: Okay. Where it never works out is what all entrepreneurs think is, "oh, I'm like that. I can do that." Yeah. So somebody else should be able to do that too. Well, I can shift in and out of different roles and in and out of different personality types, and I can turn it on and off like a light switch when I need to, so then that means everybody can, and it's not true. We are very unique in that.  [00:04:17] Jason: Yeah.  [00:04:17] Sarah: So I can also turn it on and off, like light switch when I need to get into something, I'm like, okay. Like let's go. And then when I'm done, I'm like, oh, okay. Get out of that. And I kind of shift back to my natural normal state. [00:04:30] Sarah: So if any of you guys see me ever in person. That is not my natural normal state. It's just not because it's so high energy. Especially at something like a DoorGrow Live event. Yeah. Like after DoorGrow Live, I crash for about two days, like two full days. This is true. I'm done. I am done. I sleep for like 15 hours, 16 hours straight because I've spent too much time in my opposite. [00:04:54] Sarah: Yeah. And most entrepreneurs, we can do this, we can shift and balance back and forth. The problem is that then we think that's normal. And we expect other people to be able to do that, and most people cannot do that.  [00:05:07] Jason: Yeah. The mistake that a lot of us make, like you said, is we make the mistake as entrepreneurs of assuming other people think the way we do. [00:05:15] Jason: Entrepreneurs do this all the time. They assume other people are money motivated, so they try to bonus them or compensate them with money. Most people are not actually. They assume that people are adaptable and can just wear lots of different hats and be entrepreneurial like that way, but that's also not generally the case. [00:05:34] Jason: And if they are adaptable, usually they go start their own business. So they leave, and I've seen a lot of property managers steal doors from their employers, so their employer's basically just training their next replacement.  [00:05:47] Jason: I love, I think when we don't put the dogs away during a podcast, and I'm being super sarcastic right now. [00:05:52] Sarah: Yeah. Well, I did say this was going to be a quick podcast, but the food... [00:05:56] Sarah: so maybe this is a sign we should wrap it up. Yeah, the food that you ordered is probably...  [00:06:01] Jason: Oh yeah. I ordered some food. [00:06:02] Sarah: ...being delivered right now because it's like six o'clock on a Monday right now. Which is great.  [00:06:07] Jason: They're protecting us from the food. [00:06:09] Jason: So, while we've got a chorus of dogs in the background.  [00:06:12] Sarah: They're just confirming.  [00:06:13] Jason: Yeah.  [00:06:14] Sarah: They're like, definitely they agree with us. Don't try to hire two different people. So here's the idea.  [00:06:19] Jason: Let's break this down real quick and then we'll wrap up because the dogs are going insane, but. People do not have split personalities that you want to hire. [00:06:28] Jason: They're not two different people, and so different roles have different personality types, and it's very difficult to find somebody that can jump into very different roles and personalities that would actually enjoy those. Even you as a business owner, you probably could wear 10 different hats in your business, but you don't enjoy doing probably half of them at least. [00:06:46] Jason: If not most. Yeah. And so that's the idea. So you need to figure out what would a good property manager look like? What would a good business development person look like? They can't be both. What would a good assistant look like? What would a good operations person look like? What would a good maintenance coordinator look like? [00:07:02] Jason: They can't be multiple things typically, and I think we got to end. Okay. It's getting louder.  [00:07:08] Sarah: They're just dropping off the order. That's all. Now we have three dogs barking.  [00:07:13] Jason: It's not stopping.  [00:07:14] Sarah: So we have a big one and a medium one and a very little one.  [00:07:19] Jason: Okay.  [00:07:19] Sarah: But you know, that's a good example though, is so we've got three very different dogs. [00:07:25] Sarah: Like Captain is small, he's maybe 14 pounds, and Parker is pretty large. He's about 85 pounds. So would I do the same thing for the big dog that I would do for the little dog? No, I'm going to feed him differently. I'm going to, you know, get him like a different size harness, et cetera. You have to kind of think of roles in your business the same way. If you're trying to treat every role the exact same, it'll be really hard because you'll be like, I don't know, I don't understand. Like that worked with my sales guy. Why can't I just throw more money at this person and then they're going to be better? Yeah. That worked with my sales guy. [00:07:58] Sarah: Yeah, of course it did. It's not going to work in other roles. And then if you're a dual role and you're trying to constantly bounce back and forth, like, oh, I got to do the sales and I got to like do maintenance coordination and like property management work, like, oh well, which, what am I supposed to do? [00:08:14] Sarah: What do I prioritize? And then when you get busy, when you get overwhelmed and you get stressed, something is going to not get done. And it's really hard sometimes to choose, well, what am I going to sacrifice? Because both things are important, and I can tell you that 99% of the time, the thing that will be sacrificed is the thing that they just don't like doing. [00:08:35] Sarah: Yeah. So if they don't like doing the property management piece. Your delivery is going to tank. And then if they don't like doing the sales piece, they're going to focus on the delivery and your sales. You're going to have none. And you'll be wondering, well, I don't understand. Like I hired you to do both and this is why this is that pitfall. [00:08:53] Sarah: So if you want to guarantee that your team is going to fail, that your business is going to be stressed, and that your team, you are, it's almost a guaranteed like turnover of your team as well because they're not going to, they're not going to stay when they're not happy. And part of them is doing a role that they hate. [00:09:11] Sarah: The other part of them might be doing something that they really love, but part of them, for part of their day, they're doing something that they hate.  [00:09:17] Jason: Yeah. So to drive this home, it's really important that you don't put people in a position that they're going to fail. And here's a big major tip. If you have somebody that's good at selling, and you're having them waste time doing anything else, that is a really stupid way to like waste a resource. Like if somebody can make you money and bring fresh money into the business and you have them doing stupid stuff like posting notices or talking to your existing clients. You are wasting a massively valuable resource. [00:09:54] Jason: They would make you so much money they could pay for multiple other team members if you just let them only focus on business development. And so if they can sell, get them just doing that. If they're good at that. If they are good at property management, don't have them waste time dinking around trying to sell. [00:10:11] Jason: Go get somebody that can sell, that can grow your business. Right. And there's other roles, but we're using these two as an example. But yeah, dual roles work. I doesn't work.  [00:10:19] Jason: I think  [00:10:19] Sarah: that's one of the most common ones. I see.  [00:10:21] Jason: Yeah. It is pretty common.  [00:10:22] Sarah: It's either sales and operations, which like never works. [00:10:25] Sarah: Yeah. Or sales and like property management. Yeah. Those are like the two most common that I see. And the way that I explain it to people is. If you understand sports... [00:10:37] Sarah: we're using sports analogy?  [00:10:38] Sarah: We are. We're going to use a sports analogy. Okay. So on a football team...  [00:10:43] Jason: yes. [00:10:43] Sarah: If you have a star quarterback... [00:10:46] Jason: yes.  [00:10:46] Sarah: And that quarterback...  [00:10:47] Jason: super sharp  [00:10:47] Sarah: can put that ball anywhere on the field with pinpoint precision,  [00:10:52] Jason: right?  [00:10:52] Sarah: Are you going to take that quarterback and make him the kicker?  [00:10:56] Jason: No, that'd be stupid.  [00:10:57] Sarah: Or the blocker... [00:10:58] Jason: that would be really bad.  [00:10:59] Sarah: Or a defensive lineman? No way. How about the water boy?  [00:11:02] Sarah: No.  [00:11:03] Sarah: Why would you ever do any of that? Right?  [00:11:04] Sarah: So people who are like, they're like, oh my God, no. So are you going to see the star quarterback doing anything other than his job?  [00:11:13] Jason: No.  [00:11:14] Sarah: Never. Never. No.  [00:11:15] Jason: That's actually a really great analogy.  [00:11:18] Sarah: I know. I'm really smart sometimes. So there's...  [00:11:21] Jason: you're really smart all the time, and you know this.  [00:11:24] Sarah: I do know this. [00:11:24] Jason: Don't pretend you're humble. [00:11:26] Sarah: Well, I'm the most humble of all of the Zodiac signs.  [00:11:30] Jason: Yeah me too. I'm super humble too.  [00:11:31] Sarah: No, I'm the most humble though.  [00:11:33] Jason: You're way more humble than me.  [00:11:34] Sarah: I'm more humble than all of...  [00:11:36] Jason: you're the most humble ever.  [00:11:37] Sarah: As Scorpios, we all are. Okay, guys. Yeah. So anyway, if you're going to have your quarterback doing anything other than that, like that would just be silly. It would just be stupid. So if you were watching TV and that's what your team did while you were watching...  [00:11:52] Jason: yeah.  [00:11:52] Sarah: And it's like a playoff game. And that's what happens is you're like, why is my quarterback, what are you...? You wouldn't even believe your eyes. But then that's what you are doing in your business is you are taking your sales person, your star sales person, and you're making them do other stuff. So it works the same way. It's divide and conquer. That's like football teams do this. That's why it's not just a free for all when you get on the field, it's like, all right guys, just figure out how to, no. Yeah, they're specialists. They divide and conquer. Your business is the same thing.  [00:12:22] Jason: That's a great analogy. Cool. So it's super obvious in sports, like you've got some guy, man, he could throw it anywhere on the field. Look how accurate he is. He's not super big, but man, he can really throw it. Maybe we should have this guy just be a kicker. Yeah. That would like, that'd be crazy, but somebody's really amazing kicking the ball.  [00:12:39] Sarah: Some of you guys would lose your freaking minds if you saw that happen in a game.  [00:12:42] Jason: Right? But then you're doing it in your business! [00:12:44] Jason: You do it in your own business. You're doing it in your business. They're like, well, they could do both and maybe it'll save money and they can kind of do two things, and you wonder why the business is struggling or not growing. So we need to make strategic hires. We need to be make careful hires. [00:12:56] Jason: We need to get the right personality fit, skill fit, culture fit. We talked about the three fits on previous episodes, but you also want to make sure that personality fit, they are a really great personality fit for that particular role, and you're not trying to hire them for two. All right. Anything else we need to say about this? [00:13:11] Sarah: I don't think so. We're going to go eat.  [00:13:13] Jason: Cool. So if you have felt stuck or stagnant and want to take your property management business to the next level, reach out to us at doorgrow.com. Also, join our free Facebook community just for property management business owners at doorgrowclub.com. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. [00:13:34] Jason: We'd really appreciate it. Until next time, remember, the slowest path to growth is to do it alone. So let's grow together. Bye everyone.

Recently we had quite the experience while on a trip with our Management Team - and it involves the need for lots of wipes (yes, a baby blowout).

This episode charts the growing significance of online auctions as a powerful selling and acquisition tool in CRE with Laurence Bergman and Michael Bergman of NAI Bergman.The Crexi Podcast explores various aspects of the commercial real estate industry in conversation with top CRE professionals. In each episode, we feature different guests to tap into their wealth of CRE expertise and explore the latest trends and updates from the world of commercial real estate. In this episode of The Crexi Podcast, host Yannis Papadakis sits down with Larry and Michael Bergman  to discuss their extensive experience in the commercial real estate industry. Larry, a founding member of NAI Bergman, and Michael, an experienced broker and attorney, share insights into their career paths, the importance of relationships, the evolving role of technology, and the growing significance of commercial real estate auctions in today's market. They also delve into how they built and scaled their family business while maintaining a strong company culture. The Bergmans provide valuable advice for new brokers, highlight their approach to leveraging national networks and technology, and discuss broader industry trends heading into this year and beyond.Welcome to The Crexi PodcastMeet Larry and Michael BergmanLarry's Journey in Real EstateMichael's Path to Commercial Real EstateMentors and Early ChallengesLessons from MistakesBuilding and Scaling NAI BergmanTechnology in Real EstateThe Role of Auctions in Real EstateEvolution of Auction TechnologyMisconceptions About AuctionsBenefits for Buyers in AuctionsEfficiency and Transparency in AuctionsLeveraging National NetworksSuccess Stories in AuctionsFuture Trends in Real Estate AuctionsCommercial Real Estate Market OutlookImpact of Rising Insurance CostsAI and Technology in Real EstateBest Asset Classes and Hidden PotentialRapid Fire Questions and AdviceParting Words and Contact Information About Laurence Bergman:Laurence Bergman, a founding member of NAI Bergman, is a licensed real estate broker in Ohio, Kentucky, and Georgia. Larry oversees business and client development, NAI Bergman licensee supervision, acquisition / disposition representation, and engages in transactional activity.Larry is a consistent award winner in Commercial Real Estate. In 2014, he was selected by the Midwest Real Estate News Commercial Real Estate Hall of Fame. He was also awarded NAI Global's President's Award – Eastern US Markets. The President's Award recognizes leadership, teamwork and business generation. Out of 400 NAI Global affiliates, NAI Bergman was nominated for company of the year and was recipient of The Eagle Award – Major Markets – US. Larry has been consistently recognized with multiple industry awards, including multiple Crexi Platinum Awards, and was also recognized by the Cincinnati Business Courier as a Top 10 Commercial Real Estate broker. Through Larry's community efforts, NAI Bergman was selected as the 2012 Blue Ash Business Advocate of the Year.Larry has a broad range of commercial real estate experience and his knowledge is extensive. He repeatedly proves worthy to those he comes in contact with. Beyond brokering transactions, Larry is a principal in a real estate development and investment business. He served as Chairman of the Greater Cincinnati Commercial Real Estate Council and has also served on the Lands Commission in the United States Federal Courts.About Michael Bergman:At NAI Bergman, Michael Bergman has wide-ranging experience, including retail, industrial, office, land and development transactions as well as tenant and owner representation. In addition, Michael provides receiver services for NAI Bergman. Published in several areas, he is the co-author of The Brokers Manual, a guide to tenant representation. An attorney by training, and admitted to practice in Arizona, Michael has been involved in commercial real estate for over a decade in both Georgia and Ohio. Michael represents national shopping center owners, international retailers, large office owners, and office tenants. He has worked closely in numerous complex transactions that have proved successful. Currently, on the brokerage side, Michael is engaged in work involving student housing developers, national senior housing groups, regional breweries and restaurant groups, and several REIT's. Additionally, he has been working closely as Receiver with NAI Bergman's Management Team to stabilize several properties and optimize them for future ownership. If you enjoyed this episode, please subscribe to our newsletter and enjoy the next podcast delivered straight to your inbox. For show notes, past guests, and more CRE content, please check out Crexi's blog. Ready to find your next CRE property? Visit Crexi and immediately browse 500,000+ available commercial properties for sale and lease. Follow Crexi:https://www.crexi.com/​ https://www.crexi.com/instagram​ https://www.crexi.com/facebook​ https://www.crexi.com/twitter​ https://www.crexi.com/linkedin​ https://www.youtube.com/crexi

Hvordan leder du mennesker, der selv er vant til at tage lederskab i deres rolle? I denne episode får du indblik i, hvordan du som leder skaber rammerne for et stærkt team af Product Managers, der både forventer retning og frihed. Vi taler om balancen mellem struktur og fleksibilitet, performance og trivsel – og om kunsten at lede uden at micromanage.

Imagine finding a $600K error in your books! Cory Parks shares his journey from near disaster to business revival. You don't want to miss this!Time Stamps00:45 - Episode & Guest Intro03:25 - Cory's Business Journey07:28 - Financial Struggles and Solutions11:41 - Management Team and Roles16:44 - Cory's Profit Problem22:14 - Cory's Financial Literacy Journey30:31 - CRM and Bookkeeping Challenges31:56 - Automating QuickBooks Integration32:22 - Identifying and Solving Duplicate Entry Issues33:31 - Leadership and Financial Challenges34:58 - Implementing Salary Cuts & Transparency36:52 - Rebuilding Financial Stability37:49 - The Importance of Trust and Transparency39:02 - Navigating Financial Statements42:42 - Learning from Mistakes and Seeking Guidance53:18 - Transitioning from Cash to Accrual AccountingSnippets from the Episode“I have made every single mistake that Martin talks about in his book.  Every single one of 'em!” -Cory Parks“We were doing well, but we kept  coming back to our books.” -Cory ParksMy income statement is telling me that we are absolutely killing it. We're making $600,000 profit, but  where is the money? - Corr ParksResources24 Things Construction Business Owners Need to Successfully Hire & Train an Executive AssistantSchedule a 15-Minute Roadblock CallCheck out OpenPhoneBuild a Business that Runs without you. Explore our GrowthKits Need Marketing Help? We Recommend BenaliNeed Help with podcast production? We recommend DemandcastMore from Cory ParksHydroHelp911 websiteCory Parks on LinkedInEmail CoryMore from Martin Hollandtheprofitproblem.comannealbc.com Email MartinMeet With MartinLinkedInFacebookInstagramMore from Khalilbenali.com Email KhalilMeet With KhalilLinkedInFacebookInstagramMore from The Cash Flow ContractorSubscribe to our YouTube channelSubscribe to our NewsletterFollow On Social: LinkedIn, Facebook, Instagram, X(formerly Twitter)Visit our websiteEmail The Cashflow Contractor

On this episode of Chit Chat Stocks, Brett gives a research report on Nu Holdings (ticker: NU). We discuss:(04:08) The Founding Story of Nu Holdings(07:31) Personal Anecdotes and User Experience in Banking(11:53) Management Team and Leadership Insights(18:44) Business Model Overview of Nu Holdings(31:12) Geographic Opportunities: Brazil and Mexico(38:39) Nu Holdings' Growth Strategy in Mexico(42:44) Competitive Landscape and Market Dynamics(53:19) Navigating the Credit Cycle and Economic Risks(58:41) Future Financial Projections and Valuation Concerns*****************************************************JOIN OUR NEWSLETTER AND FREE CHAT COMMUNITY: https://chitchatstocks.substack.com/ *********************************************************************Sign-up for a bond account at Public.com/chitchatstocks A Bond Account is a self-directed brokerage account with Public Investing, member FINRA/SIPC. Deposits into this account are used to purchase 10 investment-grade and high-yield bonds. As of 9/26/24, the average, annualized yield to worst (YTW) across the Bond Account is greater than 6%. A bond's yield is a function of its market price, which can fluctuate; therefore, a bond's YTW is not “locked in” until the bond is purchased, and your yield at time of purchase may be different from the yield shown here. The “locked in” YTW is not guaranteed; you may receive less than the YTW of the bonds in the Bond Account if you sell any of the bonds before maturity or if the issuer defaults on the bond. Public Investing charges a markup on each bond trade. See our Fee Schedule. Bond Accounts are not recommendations of individual bonds or default allocations. The bonds in the Bond Account have not been selected based on your needs or risk profile. See https://public.com/disclosures/bond-account to learn more.*********************************************************************FinChat.io is The Complete Stock Research Platform for fundamental investors.With its beautiful design and institutional-quality data, FinChat is incredibly powerful and easy to use.Use our LINK and get 15% off any premium plan: ⁠finchat.io/chitchat *********************************************************************Bluechippers Club is a tight-knit community of stock focused investors. Members share ideas, participate in weekly calls, and compete in portfolio competitions.To join, go to ⁠Blue Chippers and apply! Link: ⁠https://bluechippersclub.com/*********************************************************************Disclosure: Chit Chat Stocks hosts and guests are not financial advisors, and nothing they say on this show is formal advice or a recommendation.

Colaiste Muire Management Team Ahead Of All Ireland LGFA PPS Senior C Final

In this exciting episode, we celebrate David Cradock and the entire team at Wiseberry Enmore for winning the prestigious Property Management Team of the Year award! Learn how David and his team have set the standard for excellence in property management, thriving in a competitive market through strategic growth, exceptional service, and a strong team […]

Threave Rovers management team Danny Dunglinson and Frazer Brolls join the show to discuss the side's move to the West plus their quest to gain promotion this season. Never miss a moment, podcast or article on SM Media as you can follow us below on all our platforms. Website - https://thesmmediaent.wordpress.com/ YouTube - https://m.youtube.com/channel/UCO40v_nSWgc6WjmzF4IR68g Twitter - https://twitter.com/SMMediaEnt?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor Facebook - https://www.facebook.com/SMMediaEnt/ Instagram - https://www.instagram.com/smmediaent/?hl=en iTunes - https://podcasts.apple.com/gb/podcast/sm-media/id1528862527 Spotify - https://open.spotify.com/show/1iPnMJSgUPj4f0U58DHI9J?si=iVlyktAZTlOcDLPBvbLhzQ SoundCloud - https://soundcloud.app.goo.gl/fD17rkT6o5NNVaPj7

Despite federal mandates requiring every agency to have a disaster recovery plan, 6% of the federal government still lacks one entirely.  This week on Feds At the Edge, we explore proven strategies for building effective backup plans and provide timely advice for organizations with basic or intermediary recovery plans looking to enhance their preparedness. We'll focus on the key pillars of disaster recovery- planning, communication, and continuous updates.   Tommy Baril, Assistant Director, Defense Capabilities and Management Team, for GAO, highlights the need for synchronized disaster recovery plans across federal agencies, stressing strategic communication and role clarity.   Kashif Ansari, Senior Director of Sales Engineering, Commvault, discusses the role of AI in accelerating system recovery, helping identify compromised segments faster than human intervention.  Tune in now on your favorite podcasting platform to uncover the critical distinction between IT disaster recovery and cyber resilience, and gain actionable insights to strengthen your organization's readiness.    

In this FWRD Podcast episode, Corey Smith interviews Alec Ruffini from Fowler Automotive Group to discuss essential automotive management strategies. Alec reveals how to build strong automotive teams through effective communication, knowledge-sharing, and conflict resolution. He emphasizes the importance of managers being accessible to technicians, fostering a culture of accountability, and implementing continuous training and digital tools. Learn how embracing new technologies and improving interdepartmental communication can keep your automotive business competitive. Tune in for expert insights on successful team management in the automotive industry.

This morning on The Greg & Dan Show, two Bradley University seniors, Uriel De La Torre and Ethan Sountris came in to tell us about an upcoming competition they have coming up this week!See omnystudio.com/listener for privacy information.

Een week eerder belde mijn eigen team. “Floor, we moeten je spreken. Er is gedoe.” Eerlijk? Dat was lastig. Niet omdat ik niet weet hoe je met gedoe omgaat—dat is mijn werk. Dit keer ging het om míjn team. En dat voelde kwetsbaar. “Hoe kan dit gebeuren in mijn eigen team? Ik ben toch de teamcoach?” Juist dát was de uitdaging.Gedoe hoort erbij. Niet in teams waar het fout gaat, maar in álle teams.Het gaat erom hoe je ermee omgaat als het er is. Dus deze week vloog ik in. Niet als de expert die alles weet, wel als leider die samen met haar team kijkt naar wat er niet werkt. Om niet-werkende patronen zichtbaar te maken en te doorbreken. In deze aflevering deel ik hoe ik dit heb begeleid—kwetsbaar en eerlijk. Zodat jij tools hebt om de boel weer te laten stromen als het in jouw team vastloopt. Wil je meer weten over mijn nieuwe programma, ⁠⁠⁠⁠⁠⁠⁠⁠⁠Teamcoachen voor CEO's en Senior coaches⁠⁠⁠?⁠⁠⁠⁠⁠⁠ Of zoek je een executive (team) coach? Vraag ⁠⁠⁠⁠⁠⁠⁠⁠⁠HIER⁠⁠⁠⁠⁠⁠⁠⁠⁠ een kennismakingsgesprek met mij aan!

Steve Gutterman is the CEO of Gryphon Digital Mining. He has built, led, acquired, and invested in market-changing companies for almost 30 years. ================ All Episodes can be found at www.thecryptopodcast.org   All about Roy / Brain Gym & Virtual Assistants at https://roycoughlan.com/ ------------------    About my Guest Steve Gutterman:   Steve Gutterman is the CEO of Gryphon Digital Mining. He has built, led, acquired, and invested in market-changing companies for almost 30 years. He previously served as CEO of Falcon International, and he held a variety of senior roles including at E*TRADE Financial where he was EVP and COO of E*TRADE Bank. During his tenure, the bank's assets increased from $1 billion to $35 billion. What we Discussed:   - Who is Steve Gutterman ( 1 mins) - Steve's Crypto Journey (2:30 mins) - The Level of Acceptance of Crypto (3:35 mins) - Was does Gryphon Digital Mining do ( 5 mins) - The Power Costs for the Business (7:30 mins) - Why they are using Natural Gas for Power ( 9 mins) - How long will the 850 acre project take (13:30 mins) - Using the heat from the Mining centres (14 mins) - The Management Team (15:30 mins) - How they plan for the speed of technology ( 18 mins) - Investors and shareholders (19:30 mins)   How to Contact Steve Gutterman:   https://www.gryphondigitalmining.com/ https://x.com/gryphonmining https://www.linkedin.com/company/gryphonmining/ https://www.linkedin.com/in/steve-gutterman-38970738/ https://www.facebook.com/GryphonMining   ------------------ All about Roy / Brain Gym & Virtual Assistants at https://roycoughlan.com/ ------------------   

Lorraine and Warren Reilly from Loughrea in Co. Galway share their story and Dr. Cliona Murphy, Clinical Director HSE National Women and Infants Health Programme, on the external reviews being carried out into the delivery of nine babies at Portiuncula hospital.

In this episode, Steve Fretzin and Simon McCrum discuss:Effective business development in law firmsEnhancing client loyalty through serviceStanding out with unique differentiatorsBuilding trust and collaboration internally Key Takeaways:Authenticity and trust, rather than sheer volume of connections, are the cornerstone of effective business development, as demonstrated by prioritizing fewer, deeper introducer relationships.A well-defined "service promise," crowd-designed and rigorously delivered, creates a memorable client experience that sets a firm apart from its competitors.Revisiting underutilized existing client relationships can unlock significant growth by exploring untapped legal service opportunities and addressing overlooked needs.Implementing transparent client feedback systems, like real-time service ratings published publicly, builds credibility, accountability, and fosters long-term client trust and satisfaction. "Business development isn't goodwill development; it has to be about money and profit." —  Simon McCrum Got a challenge growing your law practice? Email me at steve@fretzin.com with your toughest question, and I'll answer it live on the show—anonymously, just using your first name! Thank you to our Sponsors!Rankings.io: https://rankings.io/Rainmakers Roundtable: https://www.fretzin.com/lawyer-coaching-and-training/peer-advisory-groups/ About Simon McCrum: Simon McCrum, a Management Consultant, helps law firms strengthen and grow their businesses. A solicitor and former Equity Partner and Managing Partner, he has decades of leadership in law firms and legal teams. Qualifying as a lawyer in 1990, Simon moved from fee-earner to roles like Marketing Partner, Director of Business Development, and part of the Management Team at a £50m turnover UK law firm. In 2007, as Managing Partner of a Top 200 UK law firm with a £6m turnover, he led the firm from a trading loss during the Credit Crunch to its most successful year in 2010, becoming the UK's fastest-growing law firm. After the firm's 2016 acquisition, Simon launched McCrum Consulting to boost law firm performance and growth. He developed "The Perfect Legal Business" model, which inspired his bestselling book, The Perfect Legal Business, followed by The Perfect Lawyer. His upcoming book, The Perfect Partner, completes the trilogy. Connect with Simon McCrum:  Website: https://www.mccrum.legal/Email: simon@mccrumandco.comLinkedIn: https://www.linkedin.com/in/simonmccrum/ Connect with Steve Fretzin:LinkedIn: Steve FretzinTwitter: @stevefretzinInstagram: @fretzinsteveFacebook: Fretzin, Inc.Website: Fretzin.comEmail: Steve@Fretzin.comBook: Legal Business Development Isn't Rocket Science and more!YouTube: Steve FretzinCall Steve directly at 847-602-6911  Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

In this special bonus episode, we delve into the innovative intersection of sports and e-commerce with Patrick Jenkinson, Commercial Director for Venue and E-commerce at Manchester United, and Thomas Peyer, Director, Growth, SCAYLE, a leading enterprise e-commerce platform.Patrick shares insights into Manchester United's remarkable global fan base, boasting over 270 million social followers and viewership that rivals global sporting events like the Super Bowl. Highlighting the club's transition from an outsourced to an in-house e-commerce model, Patrick emphasizes the importance of providing a seamless, unified shopping experience that caters to fans worldwide, regardless of location or language.Thomas discusses SCAYLE's unique approach to enterprise e-commerce, rooted in modern architecture and API-driven platforms. He explains how Scale enables organizations like Manchester United to integrate diverse digital offerings, from merchandise to content subscriptions, fostering deeper fan engagement and loyalty.The conversation also explores broader retail trends, emphasizing the significance of loyalty programs, unified commerce, and agile technology to meet evolving consumer expectations. With a record-breaking Black Friday and ambitious plans for international growth, Manchester United and SCAYLE exemplify the potential of combining heritage with cutting-edge technology to deliver unparalleled customer experiences.Tune in for a compelling discussion that showcases how innovative partnerships are reshaping the business of sports and retail.This episode is brought to you by SCAYLE, the world's fastest growing enterprise commerce platform.  Patrick JenkinsonManchester UnitedCommercial Director Venue & E-CommercePatrick Jenkinson is responsible for revenue across direct-to-fan products at Manchester United. He oversees a broad range of business units across the physical and digital realms including retail, content, and subscriptions, serving one of the biggest fan audiences in sport. Patrick joined the club from Leeds United where he served as Head of Business Development and prior to this he was a VP at DAZN, the world's largest live sport streaming service. At DAZN, he held in-market leadership roles in Japan and Spain as well as overall responsibility for international expansion. He began his career in TMT M&A followed by sports & media private equity. Thomas Peyer, SCAYLEDirector of GrowthThomas is Director Growth and part of the Management Team at SCAYLE. He is tasked with growing SCAYLE's business beyond its home market Germany. Before joining SCAYLE, Thomas worked at adidas as VP Advanced Analytics, where he was responsible for all AI / ML products for the brand. Thomas spent his formative years as a McKinsey consultant and in Private Equity. He holds a MSc in Economics from the London School of Economics and an MBA from INSEAD. About UsSteve Dennis is a strategic advisor and keynote speaker focused on growth and innovation, who has also been named one of the world's top retail influencers. He is the bestselling authro of two books: Leaders Leap: Transforming Your Company at the Speed of Disruption and Remarkable Retail: How To Win & Keep Customers in the Age of Disruption. Steve regularly shares his insights in his role as a Forbes senior retail contributor and on social media.Michael LeBlanc is the president and founder of M.E. LeBlanc & Company Inc, a senior retail advisor, keynote speaker and now, media entrepreneur. He has been on the front lines of retail industry change for his entire career. Michael has delivered keynotes, hosted fire-side discussions and participated worldwide in thought leadership panels, most recently on the main stage in Toronto at Retail Council of Canada's Retail Marketing conference with leaders from Walmart & Google. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, CanWest Media, Pandora Jewellery, The Shopping Channel and Retail Council of Canada to his advisory, speaking and media practice.Michael produces and hosts a network of leading retail trade podcasts, including the award-winning No.1 independent retail industry podcast in America, Remarkable Retail with his partner, Dallas-based best-selling author Steve Dennis; Canada's top retail industry podcast The Voice of Retail and Canada's top food industry and one of the top Canadian-produced management independent podcasts in the country, The Food Professor with Dr. Sylvain Charlebois from Dalhousie University in Halifax.Rethink Retail has recognized Michael as one of the top global retail experts for the fourth year in a row, Thinkers 360 has named him on of the Top 50 global thought leaders in retail, RTIH has named him a top 100 global though leader in retail technology and Coresight Research has named Michael a Retail AI Influencer. If you are a BBQ fan, you can tune into Michael's cooking show, Last Request BBQ, on YouTube, Instagram, X and yes, TikTok.Michael is available for keynote presentations helping retailers, brands and retail industry insiders explaining the current state and future of the retail industry in North America and around the world.

SER Capital Partners is a middle-market private equity investment firm dedicated to North American industrial sustainability. They manage $500M in equity, plus opportunities to harness debt for the right projects. Typical investments range from $50-$150M per company. In addition to his role at SER, Rahul is a former private equity investor at Energy Capital Partners and a Board member at Sunnova, NextLight, FirsLlight, Sungevity, and growth-stage cleantech companies.  In this episode, you'll learn these four important takeaways. How they pick the right companies to invest in Their perspective on ESG and how it adds financial value to their portfolio companies How they select the right management team, and what it means to be pulled vs. to push Why he practice Transcendental Meditation 5x per week and tries to bring a gift to every personal encounter

Learn what FirstFleet's Fuel Department can do for you! This week on the podcast, we are joined by Deanne S. and Trish Y. to discuss the ins and outs of fuel.

Hear award-winning columnist Dejan Kovacevic's Daily Shots of Steelers, Penguins and Pirates -- three separate podcasts -- every weekday morning on the DK Pittsburgh Sports podcasting network, available on all platforms: https://linktr.ee/dkpghsports

Did Chappel Roan get dumped by her management team? Let's break it down! Plus, let's discuss the Zach Bryan and Brianna Chickenfry breakup, some new info on Diddy freak-off parties, Jessica Simpson's cryptic Instagram posts, Megan Fox's new pregnancy with MGK, and more! Hosted and Produced by Zack Peter and Andy Lalwani - Find us online: https://instagram.com/justplainzack https://instagram.com/andylalwani Learn more about your ad choices. Visit megaphone.fm/adchoices

Kennst du das Gefühl dich teilen zu müssen, um allen Anforderungen gerecht zu werden?Doch wie soll das gehen?Darüber haben wir mit Sennder Gründer David Nothacker gesprochen, der inzwischen mehr als 1000 Leute führt und genau durch diese Phase musste.Was du lernst:Wie priorisiert David im Day-To-Day?Wie sieht Davids Team aus, welches ihm zuarbeitet?Und was bedeutet das für das Management Team und die Organisation?ALLES ZU UNICORN BAKERY:https://zez.am/unicornbakery DAVID NOTHACKER:David Nothacker: https://www.linkedin.com/in/david-nothacker/ sennder: https://www.sennder.com/de Join our Founder Tactics Newsletter:2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach:https://www.tactics.unicornbakery.de/ Marker:(00:00:00) Welches Framework nutzt David, um zu priorisieren?(00:03:41) Davids Support System & Team(00:08:49) Entscheidungen mit dem C-Level treffen(00:12:51) Das Organigramm bei Sennder & die Management Strukturen(00:16:55) Rhythmus der Organisation (All-Hands und andere Formate) Hosted on Acast. See acast.com/privacy for more information.

Oct. 31, 2024 - In the wake of the devastation caused by Hurricane Helene, more than 200 state and local government employees from New York were deployed to help communities across the South. We talk about this experience with Adam Picket, Nick Johnston, and Erin Hanczyk, who are part of the state's incident management team and were deployed to North Carolina.

Mary Dugas has enjoyed a rich and colorful career in the music industry. Her resume includes positions as a member of the Management Team for the Gregg Allman Estate. She […]

In this episode of the Multifamily Wealth Podcast, we sit down with Sean LeBlanc, the founder of Mammoth Properties, a vertically integrated multifamily real estate company based in Southern New Hampshire. Sean shares his inspiring journey from being a mortgage broker to becoming a successful multifamily real estate investor.We dive deep into his unique approach to scaling his business, discussing how he transitioned from a duplex to larger properties, including a significant 30-unit portfolio. Sean emphasizes the importance of being a hands-on operator and executing value-add business plans effectively.Throughout the episode, we explore key topics such as: - The challenges and lessons learned from raising capital and managing investor relationships - The importance of having a robust management operation in-house versus third-party management - Strategies for navigating the complexities of value-add deals and minimizing execution risk - Sean's vision for the future, including his goals for growth and the importance of maintaining a strong operational foundation.If you'd like to learn more about our newest investment offering (a 72-unit value-add deal in a rapidly growing NH submarket that we sourced direct-to-seller), you can access the deal room here.Are you looking to invest in real estate, but don't want to deal with the hassle of finding great deals, signing on debt, and managing tenants? Aligned Real Estate Partners provides investment opportunities to passive investors looking for the returns, stability, and tax benefits multifamily real estate offers, but without the work - join our investor club to be notified of future investment opportunities.Connect with Axel:Follow him on InstagramConnect with him on LinkedInSubscribe to our YouTube channelLearn more about Aligned Real Estate PartnersConnect with Sean:Follow him on InstagramConnect with him on LinkedInLearn more about Mammoth Properties

On this episode of Chit Chat Stocks, we talk with Simon Erickson from 7investing about Rocket Lab stock. We discuss: (04:25) Understanding Rocket Lab's Business Model (09:05) The Neutron Rocket: A Game Changer (13:36) Comparing Rocket Lab and SpaceX (21:24) Government Contracts and Defense Opportunities (24:42) Exploring the Spacecraft Segment (28:34) Future of Space Data and Services (33:08) Management Team and SPAC Insights (42:28) Risks and Concerns for Investors (46:06) Potential Upside and Valuation of Rocket Lab 7investing: https://7investing.com/ ***************************************************** Subscribe to our YouTube channel: https://www.youtube.com/@ChitChatStocks  Follow us on Twitter/X: ⁠https://twitter.com/chitchatstocks  Follow us on Substack: ⁠https://chitchatstocks.substack.com/  ********************************************************************* Sign-up for a bond account at Public.com/chitchatstocks  A Bond Account is a self-directed brokerage account with Public Investing, member FINRA/SIPC. Deposits into this account are used to purchase 10 investment-grade and high-yield bonds. The 6.9% yield is the average annualized yield to maturity (YTM) across all ten bonds in the Bond Account, before fees, as of 8/28/2024. A bond's yield is a function of its market price, which can fluctuate; therefore a bond's YTM is “locked in” when the bond is purchased. Your yield at time of purchase may be different from the yield shown here. The “locked in” YTM is not guaranteed; you may receive less than the YTM of the bonds in the Bond Account if you sell any of the bonds before maturity, or if the issuer calls or defaults on the bond. Public Investing charges a markup on each bond trade. See our Fee Schedule.  Bond Accounts are not recommendations of individual bonds or default allocations. The bonds in the Bond Account have not been selected based on your needs or risk profile. You should evaluate each bond before investing in a Bond Account.  The bonds in your Bond Account will not be rebalanced and allocations will not be updated, except for Corporate Actions. Fractional Bonds also carry additional risks including that they are only available on Public and cannot be transferred to other brokerages. Read more about the risks associated with fixed income and fractional bonds. See Bond Account Disclosures to learn more. ********************************************************************* FinChat.io is The Complete Stock Research Platform for fundamental investors. With its beautiful design and institutional-quality data, FinChat is incredibly powerful and easy to use. Use our LINK and get 15% off any premium plan: ⁠finchat.io/chitchat  ********************************************************************* Sign up for YellowBrick Investing to track the best investing pitches across the internet: joinyellowbrick.com/chitchat ********************************************************************* Disclosure: Chit Chat Stocks hosts and guests are not financial advisors, and nothing they say on this show is formal advice or a recommendation.

Welcome to the first episode of Sports Cards Lite! SCLite is a shorter version of SCL. We sit down with Joe Drelich, Brian Coppola & Jimmy Ryan the National Sports Collectors Convention management team to get their thoughts on how the Cleveland National was this past July; attendance, challenges, trade nights, clamping down on booth sharing, the rise of Fanatics Fest, and what changes they are looking at for Chicago in 2025 and more so join us live and bring your questions and comments as they will be in play. Friday Sept 6 @ 6:30pm PST / 7:30pm MST / 8:30pm CST / 9:30pm EST #sportscards #thehobby #nscc Please show some love to SCL sponsors and partners: Visit sportcardexpo.com for info on all Expo events across Canada now in Toronto, Edmonton, Montreal and Quebec City. If you've discovered a vintage collection and need help with valuation and selling, please reach out to Leighton Sheldon at Just Collect. Visit justcollect.com. If you'd like to consign your cards to Fanatics Collect, please use referral code SCL when filling out your submission form. If you'd like to consign your cards to MC Sports Cards to sell on eBay.com, please email them at info@mcsportscards.com. If you like to enter group breaks, please check out SCL sponsor Filthbomb Breaks. Visit filthbombbreaks.com and follow them on Fanatics Live. If you need help getting into a grail for your collection, Fund Your Cards can help you finance the purchase with your own cards. Visit fundyourcards.com and tell'em JLee sent you! Mintink offers in person shopping 7 days a week at two Toronto Locations or shop online @ www.mintink.ca (Worldwide shipping) Check out vancityshow.com and I will see you there Oct 11-13. If you'd like to consign your cards to Canada's Slab Sharks to sell on eBay.ca, please reach out to me at jeremy@slabsharks.com and I will help you out. Be sure to check out REA Auctions tri-annual Catalog Auction and select Sports Cards Live as how you heard about them. If you collect cards from the 90's or cards of players who played in the 90's, check out 90sauctions.com for a niche auction house that provides personalized customer service. If you value transparent, consistent and accurate grading, please check out TAG (taggrading.com). Download the Center Stage app on iOS and Android for instant card identification and pricing. Visit centerstagehq.com. Want to create live streams like this? Check out StreamYard: https://streamyard.com/pal/d/4746991205089280 Learn more about your ad choices. Visit megaphone.fm/adchoices

Here's what's in the episode: 00:00:00 - Introduction 00:00:30 - Start with the Customer 00:01:00 - Understanding the Market 00:01:40 - Evaluating the Management Team 00:02:20 - Balancing Passion with Reality 00:02:50 - Analyzing Financials 00:03:20 - Scaling the Business 00:03:50 - Building with the End in Mind 

Here's what's in the episode: 00:00:00 - Introduction 00:00:30 - Start with the Customer 00:01:00 - Understanding the Market 00:01:40 - Evaluating the Management Team 00:02:20 - Balancing Passion with Reality 00:02:50 - Analyzing Financials 00:03:20 - Scaling the Business 00:03:50 - Building with the End in Mind 

Is your New Jersey business ready for the winter? Sunset Lawn and Landscape's pros are here to keep snow and ice from freezing your daily profits - call 856-856-3702 or click https://www.sunsetlawnandlandscape.com to book your snow removal and ice management services! US Enterprises LLC dba Sunset Lawn and Landscape City: Marlton Address: 525 Route 73 North Website: http://www.sunsetlawnandlandscape.com Phone: +1-856-856-3702 Email: info@sunsetlawnandlandscape.com

In this week's episode of the KCLR Hurling Podcast, the Two Eddies dive into the latest buzz around Kilkenny hurling. We kick things off by celebrating the recent underage success of the Kilkenny teams, showcasing the next generation of hurling stars. Then, it's all about the club scene—get a full recap of the weekend's action, as we break down the key moments and standout performances. Plus, we look ahead to next week's games, offering insights and predictions you won't want to miss. Finally the Kilkenny management teams for the 2024/2025 season are up for discussion. Tune in for an episode packed with analysis, commentary, and the passion only the Two Eddies can deliver.

The Move to Millions Minute is powered by God Girls Making Millions   Each week, I will release an affirmation of the week to help you to continue to MOVE your business toward the million-dollar mark.  Affirmations are supplied by our Move to Millions Million Dollar CEO Affirmation Cards available at www.movetomillionsmerch.com  "My financial management team is my game changer. I am deeply grateful for my dedicated financial management team, who are committed to guiding and supporting me in being an excellent steward of my financial legacy. Together, we create and implement strategies that ensure the prosperity and sustainability of my multi-million dollar business. Their expertise, diligence, and integrity empower us to make informed, decisions that honor our vision and values. We work in harmony, each contributing our unique strengths to build a solid financial foundation. I trust my team implicitly, knowing that their unwavering commitment and skillful management protect and grow our wealth. Our collective efforts not only secure our present success but also pave the way for a lasting legacy of abundance and impact for generations to come."   In this week's full episode, I talk about your Financial Management Team's starting line up if you have a desire to make the move to millions. As you build your team, you first need to understand who you need and when you should add them.  A big mistake I see many make is bringing on a CFO too soon. Trust me, there is a time and a place but doing this too soon could impact your growth.  There are several things you should have in place before this level of financial management oversight will be required. The investment you make for a CFO could be better used on other team members to stabilize your results and get you to the 7-figure mark. You'll know what I mean will you listen to the full episode. Affirm with me: "My financial management team is my game changer. I am deeply grateful for my dedicated financial management team, who are committed to guiding and supporting me in being an excellent steward of my financial legacy. Together, we create and implement strategies that ensure the prosperity and sustainability of my multi-million dollar business. Their expertise, diligence, and integrity empower us to make informed, decisions that honor our vision and values. We work in harmony, each contributing our unique strengths to build a solid financial foundation. I trust my team implicitly, knowing that their unwavering commitment and skillful management protect and grow our wealth. Our collective efforts not only secure our present success but also pave the way for a lasting legacy of abundance and impact for generations to come."   Journal prompts: The next person I need to add to my financial management team is… My biggest goal for my financial management and legacy includes… As I continue to build my financial legacy of wealth, it makes me… I know these three journal prompts will enhance how you finish this week.   Get your own deck of Affirmation Cards Partner With Us To Scale Your Company Order the Move to Millions Book Learn about Haus of Millions Apply for God Girls Making Millions Dec 4-6, 2024 Episode 260 – Your Financial Management Team's Starting Line Up Social Media Links: http://www.instagram.com/darnyellejerveyharmon http://www.facebook.com/darnyellejerveyharmon http://www.twitter.com/darnyellejervey http://www.linkedin.com/in/darnyellejerveyharmon Subscribe to the Move to Millions Podcast: Listen on iTunes Listen on Google Play Listen on Stitcher Listen on iHeartRadio Listen on Pandora Leave us a review Are you subscribed to my podcast? If you're not, I want to encourage you to do that today. I don't want you to miss an episode. I'm adding a bunch of bonus episodes to the mix and if you're not subscribed there's a good chance you'll miss out on those. Now if you're feeling extra loving, I would be really grateful if you left me a review over on iTunes, too. Those reviews help other people find my podcast and they're also fun for me to go in and read. Just click here to review, select “Ratings and Reviews” and “Write a Review” and let me know what your favorite part of the podcast is. Thank you!

Move To Millions  Podcast Season 5 Episode 260 My Financial Management Team Cheat Sheet Show Notes. (For Website): Episode Summary “Your financial management team is essential to you scaling and sustaining a 7-figure business.”  Dr. Darnyelle Jervey Harmon Can I be honest?  If you have millions on your mind and you want them to enter and run through your bank accounts, you're going to need to assemble your financial management team.  If you haven't yet, trust me I get it.  When I first started my Mary Kay business, right out of corporate America, I kept a spreadsheet with everything I thought I needed to know.  That's the thing though, I didn't know what I didn't know, and I am 100% positive that delayed my own move to and beyond the million-dollar mark.  You see, I made this decision based on the way I saw money – money is private and you keep it to yourself.  Once I got audited the first time and ended up having to pay more than I desired in taxes because of the errors I made, I knew it was time to call in the professionals. I started with a bookkeeper and tax preparer and today I have a full-blown team supporting my business financially.  In this episode, I share exactly who is in my financial management team's starting line up with you. It's true, money is personal for many; however, keeping your misaligned beliefs and blocks to yourself will mess with your money and delay your move to millions.  It's time to dive deep into the essential components of a robust financial management team for entrepreneurs and small business owners ready to scale and sustain a 7 figure+ company. If you're a millions-minded entrepreneur looking to scale your business, this episode is for you. I break down the key players you need on your financial management team, the roles they play, and the optimal times to bring them on board. Tune in to learn actionable insights that will help you manage your finances effectively, ensure sustainable growth, and position your business for long-term success. As I say every time I am talking about money and financial management, I recommend that you listen  to this episode from your vision point and not your vantage point so that you can hear how to steward your business so that it becomes a wealth stream for your financial legacy. Millions don't just happen; they are planned for strategically and financial management is at the top of the list. Your business' financial health is tied to your financial management so grab your Move to Millions Podcast notebook and listen in to discover: The importance of a structured financial management team The 7 essential financial management team members and when to add them to the roster What your financial management cadence should be to build a strong financial foundation And so much more Powerful Quotes During the Episode: "In an ideal scenario, you want a team where bookkeepers support accountants and accountants support your CFO. That's going to change the game in your financial management team." "You will not make it to the million-dollar mark if you don't have cash flow and resources to invest. It takes money to make more money because you're going to have to invest in places that will elevate and accelerate how long it takes for you to get to the next money milestone." "Your bookkeeper is not a strategist; they are just going to report on what happened in your business. As you have that information, you can then share it with your certified public accountant or your accountant." "A wise man leaves an inheritance to his children's children. Your estate attorney is going to help with that." "Financial management is a key system. It's why it's one of the seven systems to seven figures because it is a big part of you being able to get your business to the next level and having the cash you need in order to fund the life that you crave." Resources Mentioned: Move to Millions by Dr. Darnyelle Jervey Harmon – Get Your Copy Companion Guide for Move to Millions – Download for a detailed overview of the seven systems to seven figures. Join the Move to Millions Facebook Group for ongoing support and community engagement – Join Now Move to Millions 90-Day Business Growth Planner – Get Your Planner Want more of Darnyelle? Social Media Links: http://www.instagram.com/darnyellejerveyharmon http://www.facebook.com/darnyellejerveyharmon http://www.twitter.com/darnyellejervey http://www.linkedin.com/in/darnyellejerveyharmon  Links Mentioned in the Episode: com com com Move to Millions Continuum Episode Subscribe to the Move to Millions Podcast: Listen on iTunes Listen on Google Play Listen on Stitcher Listen on iHeartRadio Listen on Pandora Leave us a review   Are you subscribed to my podcast? If you're not, I want to encourage you to do that today. I don't want you to miss an episode. I'm adding a bunch of bonus episodes to the mix and if you're not subscribed there's a good chance you'll miss out on those. Now if you're feeling extra loving, I would be really grateful if you left me a review over on iTunes, too. Those reviews help other people find my podcast and they're also fun for me to go in and read. Just click here to review, select “Ratings and Reviews” and “Write a Review” and let me know what your favorite part of the podcast is. Thank you!    

Stephanie "Steph" Bishop currently serves as a Public Information Officer and member of the Command and General Staff of California Interagency Incident Management Team 4 (CIIMT 4), a Federal Type 1“All-Hazards” Incident Management Team. Stephanie serves as the lead managing and mentoring other Public Information Officers to establish and coordinate all media, community, and stakeholder relation information needs during an incident. In addition, she is responsible for establishing and maintaining positive interpersonal and interagency working relationships with local, state, tribal, and federal governments to ensure the right message is being delivered to those affected promptly and accurately.Before joining CIIMT4, she had a diverse and impressive background in various fields related to public safety, communications, and emergency response that gave her a unique perspective on the challenges faced in public relations. Stephanie was introduced to public information during her 18 years in law enforcement, specializing in child crimes and human trafficking, where she would assist in communicating with the media and public about ongoing investigations and high-profile cases.With over 25 years of experience and training, she has a wealth of knowledge and skills that she brings to her role as a Public Information Officer. She has a Bachelor's degree in Criminology from Regis University. She attended Purdue University, obtaining a Master's in Crisis and Strategic Communications and Strategic Management. Stephanie has a passion for sharing her experience with others through teaching and has been a subject matter expert in strategic communications. She is an instructor for the USFS and NPS in Region 5 S203 Public Information Course, L952 All Hazards Public Information, and assists in mentoring and coaching in Command and General Staff courses.Stephanies EmailThis Is PropagandaChallenging marketers' delusions about the cultural impact of our work. A WEBBY winner!Listen on: Apple Podcasts SpotifySupport the Show.This episode is sponsored by John Guilfoil Public Relations. From crisis communications to website development; visit our website JGPR.net or call 617.993.0003

265: Managing Your Team Effectively  Today's podcast is a conversation with Shelly Warren. Shelly is a women's leadership advisor, and she's the host of the “Stacking Your Team” podcast. Her expertise is in helping small business owners develop and nurture a leadership team so that they can take over the day-to-day operations, giving you, the owner, more time for growth, conversations, and decision-making. I hope you enjoy the podcast. Topics Mentioned: Career path Management Team building     Key Thoughts:  Defer to your experts, ask them for their point of view, and then you can take that one step further by making sure that you showcase that individual to your clients and your customers.  Shelli Warren    The company could be terrible, and the manager could be great. We're going to stay because we are somewhat tethered to that manager. They're watching out for us, they're caring for us, they're leading us, they're growing us, but they're acting like a coach for us, and they're moving us around.  Michele Williams    A players want to work with other A players, and they want to work alongside an A player leader.  Shelli Warren    The team that got you here may not be the team that will get you there.  Michele Williams  Contact Michele: Email: Team@ScarletThreadConsulting.com Facebook: Scarlet Thread Consulting Instagram: @ScarletThreadATL Website: ScarletThreadConsulting.com LinkedIn: Michele Williams Contact Shelli: Website: www.stackingyourteam.com/   Email: shelli@stackyourteam.com   LinkedIn: https://www.linkedin.com/in/shelliwarren2/ Instagram: @StackingYourTeam Facebook: @Shelli Warren YouTube: @StackingYourTeam References and Resources: CFO2GO Work with Me Metrique Solutions Michele's 3 courses:  Pricing Without Emotion, Understanding Your Financials, and Master Your Profit  It's Okay to be The Boss by Bruce Tulgan Necessary Endings by Dr Henry Cloud Unfiltered Wisdom: Free Coaching from Michele's Keyboard to You Are you hungry for more? Subscribe now to receive two free coaching emails per month, personally crafted by Michele! Delivered every two weeks, these emails are packed with valuable insights, actionable strategies, and thought-provoking ideas to guide you on your business transformation journey towards greater success.

Vredevoogd Plumbing, Heating, & A/C doubled from $20MM to $40+MM highly profitably in just three years. The company has multiple branches across central and western Michigan. This this interview, we interviewed Operations Manager Scott Van Druen & Branch Managers Andy Martinus, Derek Trier, & Tim Floate. The four gentlemen detail the “Vredevoogd Model.” They explain how the company succeeds from the ground up, including how they hire, onboard, train, and lead their field teams. We pay special attention to the roles of Team Leader and Branch Managers later in the interview. At the heart of the “Vredevoogd Model” is the concept of hiring A+ people to follow strong process, and consistently reevaluating those processes to get better.Show NotesThe Successful Contractor Podcast is a part of the CertainPath family. CertainPath builds successful home service businesses—and has for 25 years. We do it by providing contractors with a proven path to success, professional coaching, software solutions, and a member community of 1,100+ strong. Doubling your sales, with a 20% net profit, and an inspiring company culture is ALL possible. Let us show you the way. With CertainPath, Success is Made Certain. Visit www.mycertainpath.com for more information.FOLLOW CERTAINPATH: Facebook: https://www.facebook.com/CertainPath Linkedin: https://www.linkedin.com/company/certainpath Instagram: https://www.instagram.com/certainpath/Thank you to our sponsors:Moen. As the #1 faucet brand in North America, Moen offers a diverse selection of thoughtfully designed kitchen, bath, and smart water security products, each delivering the best possible combination of meaningful innovation, useful features, and lasting value. Moen strives to be the most durable, reliable, and easy to install brand of faucets. Moen leans on Pros to help continue to drive consumer innovation needs and influence Moen's engagement with consumers in a meaningful way. For More information, visit https://plumber.moen.com/Rheem. Founded in 1925, Rheem® innovates new ways to deliver precise temperatures while saving energy, water and supporting a more sustainable future. Rheem is the only manufacturer in the world that produces heating, cooling, water heating, pool & spa heating and commercial refrigeration products. For nearly a century, Rheem has been the industry leader, pioneering numerous industry firsts including smart features that meet the HVAC needs of homeowners and contractors with high-quality, sustainable, high-efficiency air conditioners, furnaces, and more. That is why we design every new product with the Rheem 360°+1 philosophy of performance, installability, serviceability and integration. We evaluate every detail from top to bottom, inside and out, and everything in between. We consider the work that goes into installing and servicing our products as well as how we can deliver the best homeowner experience...and then we take it further. That's 360°+1. Go to www.rheem.com for more information.Ruud. Ruud is an industry leader for total heating and cooling solutions. With more than 85 years of experience in HVAC, Ruud has honed the art of producing reliable solutions that deliver high efficiency and lower operating costs. Today's economy isn't about product lines; it's about product solutions. Whatever your interests or needs; whatever your heating or cooling application, Ruud has a reliable, cost-effective solution to meet it. Go to www.ruud.com for more information.Shubee. Keeping your client's floors clean can be a hassle. But it doesn't have to be when you use ShuBee's high-quality shoe covers and surface protection products on every job. Our products are specifically designed to showcase your professionalism at a minimal cost per job. Made from strong, durable materials that won't rip or tear, our products ensure maximum protection. We know that your time is valuable, and that's why we make it our mission to provide you with the tools you need to get the job done quickly and efficiently. So why wait? Try ShuBee today and experience the difference for yourself! Visit www.shubee.com to check out some of our great products and use code SC10 to get 10% off all ShuBee products.Professional Plumbing Group. How many hours in a day do your plumbers waste because you do not have the right part for the job? This problem leads to additional issues and reduced productivity, poor customer satisfaction, and increases your cost per job. Professional Plumbing Group (PPG) can help you solve all those issues and more! We have everything you need to help your business grow and become more profitable by allowing you to focus on plumbing not inventory management, product selection and so much more. Go to authorizedplumberprogram.com for more information.

Send us a Text Message.Summary: Stephen and I talk all about the City of Raleigh Department of Parks, Recreation and Cultural Resources.________________________________________________________Sponsor: This show is supported by the Top Five Newsletter. If you want a simple and to-the-point update on Raleigh commercial development you can subscribe to the Top Five. It's free if you want it to be!________________________________________________________Big Take Aways:- Stephen's journey from a focus on physical education to leading a team of 1,800 (seasonal peak) team members- How the department is funded.- The value of an ethic of conservation.- How the Raleigh Greenway system encompasses over 4,000 acres of land.________________________________________________________About Stephen C. Bentley: Stephen C. Bentley is the Director of the City of Raleigh Parks, Recreation and Cultural Resources Department and part of the City's Management Team. With a career spanning over 20 years, he has worked for public park agencies at the federal, state and local levels of government. As Director of the Raleigh Parks Department, he is responsible for overseeing the mission, vision and equitable values of Raleigh's system. For more than a decade, Stephen has worked with elected officials, community and business leaders on approximately $350M in park and recreation improvements across the City. Stephen has extensive experience in public park planning, community engagement, public space design, funding and public-private partnership strategies. The values that guide Stephen's work include collaboration, inclusion and empowerment. Stephen has a bachelor's degree from East Stroudsburg University in Recreation and Leisure Services Management in Pennsylvania and received his master's degree in Parks, Recreation and Tourism Administration from Michigan State University. He holds certificates from National Recreation and Park Association's (NRPA) Directors School, North Carolina State University Natural Resources Leadership Institute, and the University of North Carolina Municipal Administrators Program. Stephen is active in several national organizations and local nonprofits supporting efforts for everyone to live a healthy life.Connect with Stephen: Website | LinkedIn Mentioned in the show:City of Raleigh MuseumRaleigh Urban ForestryRaleigh Parks BoardRaleigh Parks Newsletter - MyRaleigh Subscriptions  Recless PodcastPodcast Raleigh: Ernest Dollar, City of Raleigh Museum________________________________________________________Sponsor: This show is supported by the Top Five Newsletter. If you want a simple and to-the-point update on Raleigh commercial developm

Today's episode looks at the relationship between prospect management teams and gift officers. Why are their head winds and how to effectively compare and challenge the status quo. How to remove the implied hierarchy between the two positions to bring success to the entire team and more, the organization's mission.

The market has entered a new cycle, and it's very different from where we were even a year ago. How should you adjust your vetting process for multifamily real estate deals today? As the CEO of a multifamily firm, listen in as Ellie Perlman shares her expertise on how her team evaluates potential investments to ensure they align with their strategic goals. Key Takeaways Market Analysis: -How to understand local and sub-market conditions: what to research -Simple Google searches can provide valuable insights into market dynamics. Financial Evaluation: -Ellie discusses the importance of scrutinizing financials, particularly focusing on bad debt and rent growth. -High bad debt could indicate issues with tenant quality or management effectiveness. -Evaluating rent growth helps determine the potential for increasing rental income. Management Team Assessment: -How to choose the right property management team  -How a strong management team can significantly impact the success of an investment. Investment Committee and Underwriting: -Ellie explains the role of the investment committee in adding a layer of scrutiny to ensure sound decision-making. -Thorough underwriting practices help balance risk and opportunity, avoiding overly aggressive or overly conservative approaches. Touring the Assets: -The essential thing to do to understand the property's condition and potential. -The 3 Key questions to ask during tours Maintaining Discipline: -Despite market changes, Ellie stresses the importance of adhering to disciplined pricing and yield targets. -Staying disciplined helps ensure that investments remain viable and profitable. Prefer to read the interview? See transcript here. Watch the full episode here. Are you REady2Scale Your Multifamily Investments? Learn more about growing your wealth, strengthening your portfolio, and scaling to the next level at www.bluelake-capital.com. To reach Ellie & her team, email them at info@bluelake-capital.com or complete our investor form at www.bluelake-capital.com/new-investor-form and they'll connect with you. Timestamps 00:00 Introduction and Welcome 00:30 Overview of the Vetting Process 02:52 Key Factors in Deal Vetting 05:07 Importance of Market Analysis 08:23 Management Team and Underwriting 11:03 Touring the Assets 16:00 Final Thoughts and Contact Information Producer: Blue Lake Capital Strategist: Syed Mahmood Editor: Emma Walker Opening Music: Pomplamoose #investing #deals #multifamily #realestate Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to The Profit Talk! In this show, we're going to help you explore strategies to help you maximize profits in your business while scaling and creating the lifestyle that you want as an entrepreneur. I am your host, Susanne Mariga! I'm a CPA, a Fractional CFO, and a Certified Profit First Professional Mastery Level providing tax strategies to 7 and 8-figure entrepreneurs. Let's dive into strategies to maximize profits in your business!  In this episode, I interviewed Sean Barnes. Sean is a seasoned cross-functional leader with more than two decades of progressive expertise in Leadership Development, Digital Strategy, Operational Excellence, Human Resources, ESG, and HSE.​ Throughout his career, Sean has successfully led and played integral roles in the acquisition and integration of over 50 companies, in addition to guiding two initial public offerings for oilfield services firms.​ Today, you'll: - Discover the key skills needed to transition from an individual contributor to an effective manager - Learn how employers and employees can work together to develop leadership skills - Understand the importance of identifying and promoting natural leaders within an organization - Explore the benefits of involving team members in the hiring process, especially for leadership roles - Learn strategies for addressing struggling managers, including coaching, demotion, and removal - Discover how to navigate the challenges of implementing stricter standards as a company grows - Understand the impact of toxic team members and the potential benefits of removing them from an organization ​Visit his website at https://www.wsssolutions.com/ Visit my FREE Facebook Group, The Profit First Masterclass, where I'll be sharing additional exclusive trainings to members of the community.   If you're excited about what's next for your business and upcoming episodes, please head to our itunes page and give us a review! Your support will help me to bring in other amazing expert interviews to share their best tips on how to powerfully grow in your business!  DISCLAIMER: The information contained within these videos is provided for informational purposes only and does not constitute, an accountant-client relationship. While we use reasonable efforts to furnish accurate and up-to-date information, we assume no liability or responsibility for any errors, omissions, or regulatory updates in the content of this video. Any U.S. federal tax advice contained within is not intended to be used for the purpose of avoiding penalties under U.S. federal tax law. 

Economic Transformation Technologies, or ETT, is a Florida-based company specializing in digital transformation within the current era of advanced technologies. The company boasts a team of top technologists, including Systems Architects, Software Developers, and Data Science experts, who have dedicated nearly a decade to developing an Intelligent Interoperable Ecosystem Platform. This platform serves as the "System of Systems" backbone for various sectors such as Healthcare, Education, Real Estate, Hospitality, Supply Chain/Manufacturing, Smart Cities, Automotive, and Renewable Energy.

Feeling stuck in the low-return investment maze? I combine my expertise as a best-selling author and top industry podcast host with AI and a specialized team to handpick the top 0.007% most lucrative vacation rentals each month. This unique approach is designed to help you achieve over 25% cash-on-cash returns, accelerating your journey to financial freedom https://t.ly/j14RW

In the first full interview release from our PCA 2024 series, we have Lovely Cigars! Prepare to be stunned as we uncover the surprising legacy of Green Bay's (Yes, I said Green Bay!) cigar and tobacco industry in this eye-opening interview with 2/3 of the Management Team of Lovely Cigars. Puff, Sip, Chat.....A platform exploring the world of premium spirits and premium cigars with the people who make it possible.Episode Content00:00 Introduction00:34 Meet Keith and Mike01:50 The No. 162 Cigar02:08 When Did Lovely Cigars Launch04:05 Where Did the Name Lovely Cigars Come From?05:07 The Surprising Legacy of Cigars in Green Bay, WI07:58 Releasing the New Blend: Bay City CigarHelp us to continue to make great content! Your donations are truly appreciated! - Puff, Sip, Chat Swag Available at: https://www.puffsipchat.com/- CashApp - $thestickmen- PayPal at https://www.paypal.com/donate hosted_button_id=3J2PBSCZDTFE6- Monthly Cigar Subscription - https://loyaltoash.com/?aff=5Puff, Sip, Chat is hosted by Reggie Kimble (aka StickMan #1) and Co-host Sean Simpson (aka StickMan Simp). What makes us unique is that we cover the Cigar and Whiskey scene in our neighborhoods across the globe. Look out for our Whiskey Reviews, Cigar Reviews and Interviews with the cigar lifestyle influencers that make what we do so much fun! Our motto is to always "Puff, Sip, Chat ... Repeat"Support the show

In this insightful podcast episode, we uncover the critical role of a strong management team in attracting private equity (PE) firms. Join us as we explore what PE firms look for when assessing potential investments and why a robust management team is often a key deciding factor. Today's guest is Eitan Reshef, CEO of Blue Wheel Media. Inc Magazine ranked his company #821 on the 2023 Inc 5000 list. Blue Wheel Media is a digital commerce agency servicing brands "from click to ship", with solutions ranging from marketing and advertising to fulfillment. In this episode, Eitan shares his insights through compelling discussions, offering listeners a deeper understanding of how a strong management team can significantly enhance a company's value proposition in the eyes of PE investors. Discover the qualities and attributes that make a management team stand out in the competitive landscape of private equity acquisitions, and learn actionable strategies for strengthening leadership capabilities within your organization. Whether you're an entrepreneur seeking investment or a seasoned executive aiming to lead your company to new heights, understanding what PE firms want in a strong management team is essential for driving growth and maximizing investment opportunities. Tune in to this episode to unlock valuable insights into building and nurturing a management team that attracts the attention of PE investors and accelerates business success.   Get the show notes for What PE firms want a Strong Management Team with Eitan Reshef at Blue Wheel  Click to Tweet: Listening to a fantastic episode on Growth Think Tank with #EitanReshef featuring your host @GeneHammett https://bit.ly/gttEitanReshef   #StrongManagementTeam #GeneHammettPodcast #GHepisode1075 #Inc5000 #AdvertisingServices #digitalcommerceagency     Give Growth Think Tank a review on iTunes!

Rich sits down with Simon Keith – Social Entrepreneur, Humanitarian, Philanthropist, and former professional soccer player. Simon received a heart transplant when he was 21 years old and is known as the world's first heart transplant recipient to play a professional sport. He's one of the longest-living organ transplant recipients in the world, and had a second transplant in  2019. Today Simon is a successful businessman who is recognized as an expert in the fields of organ donation; C-Suite, Board of Directors, and Management Team development; and entrepreneurship.  In 2012, he founded The Simon Keith Foundation, an organization dedicated to increasing organ donor awareness and educating transplant recipients. He also penned his autobiography, Heart for the Game – with a forward written by 2-time NBA MVP Steve Nash – that details his unique life journey. In the decade since, The Simon Keith Foundation has raised millions of dollars to support kids who have had transplants as well as spread organ donation awareness around the world.Rich and Simon start off by discussing Las Vegas becoming a huge business hub, Simon's experience playing professional soccer, the media attention that Simon experienced during his career, what Simon did after he retired from soccer, why athletes succeed as entrepreneurs, competitiveness & the difference between amateurs and professionals, Simon's experience starting out as an entrepreneur in Las Vegas, going the extra mile in business, Simon's first and second companies, staffing for stadiums, and Simon's experience with Don King.They then reflect on scaling companies and exiting companies, how Simon got into consulting, Simon's experience doing an ESPN piece in 2011 and how it changed his life, Simon's foundation and their mission, what Simon will typically speaks about during engagements, what young entrepreneurs need,  becoming the best version of one's self, what we're most afraid of, taking risks that others won't take, how entrepreneurs can scale businesses, and the importance of character & building relationships with others.Lastly, they talk about the importance of choosing the right partner, the key to staying married, Simon's second heart transplant, what Simon is doing in the consulting game, how Simon determines whether he'll invest in companies, what Simon is looking forward to in 2024, success in politics, the key to success in business, the fear of failure and success, and our greatest purpose.Connect with Simon on his website: www.simonkeith.com Connect to the Simon Keith Foundation: www.thesimonkeithfoundation.comVisit primecorporateservices.com/richsomers to book a free call--Connect with Rich on Instagram: @rich_somersInterested in investing with Somers Capital? Visit www.somerscapital.com/invest to learn more. Interested in joining our Boutique Hotel Mastermind? Visit www.somerscapital.com/mastermind to book a free call. Interested in STR/Boutique Hotel Management? Visit www.excelsiorstays.com/management to book a free call.

One of the biggest questions we get from property management business owners once they start building out their team is “How do I compensate and recognize my team members?” In this episode, property management growth experts Jason and Sarah Hull discuss the different kinds of compensation structures for different personality types and roles on your team. You'll Learn [02:15] The difference between you and your team [07:56] The problem with giving out percentages [12:13] How to set up commission structures [21:23] Recognizing your team effectively [25:44] Giving out raises and job titles Tweetables “Business is a more effective vehicle than even a charity at creating lasting and impactful change.” “When you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it.” “Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it.” “Recognition costs nothing.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: They need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows.  [00:00:14] Welcome DoorGrowers to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrower. [00:00:31] DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners. And their businesses, we want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We are your hosts, property management, growth experts, Jason Hull and Sarah Hull, owners of DoorGrow. [00:01:11] That good? Now let's get into the show. All right. We were trying to change the intro right before we did it. And sometimes she's not on it. Sometimes she is. She's mostly on it now. So. Anyway, here we are. So our topic today, I'm getting a lot of questions, a lot of questions, and this has been going on for a long time, but we're getting a lot of questions about compensation. [00:01:37] This just keeps coming up and we see a lot of mistakes when it comes to compensation. So the challenge with compensation is that entrepreneurs think differently than most people that they are paying, and so they make mistakes in how they compensate people because they think it's going to help them get more of what they want and they actually create the opposite. [00:02:00] And so I want you to pay close attention to this today. If you watch this you should not ever ask if you should be giving out a commission or percent sign to somebody or whatever So let's talk about a couple of things here. So where should we start?  [00:02:15] Sarah: Well, I think the best place to start is probably from just for background. [00:02:20] What is the difference between someone who has a sales mindset or entrepreneurial mindset versus someone that may not.  [00:02:30] Jason: Cool. Let's talk about that. The two types of team members that you're going to have. There's two types of people on the planet, those that like money and those that don't. And I know you're thinking, "man, no, everybody likes money." [00:02:42] And you'd be surprised. And so if you had all of your team members take a DISC assessment, there's usually on a nice DISC assessment, a section called the values index. And one of those values is the economic or financial score. And so on the economic or financial score, what you will see is that the score is low, then they don't like money. [00:03:04] And I know that sounds weird. They're not focused on money. They're not trying to get money. Money is not a big part of their psyche. It's just not. And I know entrepreneurs, you don't get this because you like money. Sarah and I do not hate money. We don't hate money. Okay,  [00:03:20] Sarah: I need that shirt. This is the one t shirt. [00:03:22] I'll wear the capitalistic pig shirt  [00:03:24] Jason: Right and so we don't hate money. You probably don't hate money either. If you do hate money and you're an entrepreneur Then you are probably struggling to have money, right. Money is the ability to change lives, make a difference and have impact. This is why business is a more effective vehicle than even a charity at creating lasting and impactful change in my opinion. [00:03:47] Okay? Because it has healthy motivators connected to it. Right. And money is the energy and currency of what everything moves through to happen. Right. So let's talk about this. So if the economic score is low, what does that mean? I'll tell you whose economic score is high. If your economic score is high, you are probably an entrepreneur or a sales person, right? [00:04:11] Those are probably the only two personality types or people that you should be paying out more money or bonuses or commissions to incentivize better behavior. That means most people, you should not be paying bonuses, additional financial compensation to try and motivate or change behavior. Now, if you just want to be generous and it's Christmas, that's different. [00:04:36] But if you're trying to consistently compensate somebody and motivate them, the motivators need to be connected to what your outcomes are and most people are doing it incorrectly. Now, if the economic score is low, this is what this means, they would rather what they most value is recognition. They would rather be recognized. [00:04:55] And recognition costs nothing. It costs nothing. And if you don't give them recognition, but you give them bonuses, it's often the opposite, it has the opposite effect. There's another values index called the charitable score. If they have a high charitable score, which means they might want to volunteer to soup kitchen. [00:05:14] They want to like donate money. They want to give money away, not get money. They want to give money away. And then they have a low end economic score. That means if you pay them more money than what is comfortable for them. You pay them more than that. They will start to become a worse team member. They will start to self sabotage because they feel guilty. And then they're going to project that and externalize it because they have to justify it. They're taking more money. They don't want to give up the more money, but they feel guilty. If Sarah was my boss, it'd be like, "Oh, Sarah's giving me more money. Well, all right. I have to be worth this. So I'm worth this more money. And you know what? I'm entitled now. And maybe I deserve even more because I'm developing this kind of cancerous blind spot of I deserve this money because I feel guilty. So I externalize it. And I blame that uncomfortable feeling on my boss. Oh, well, my boss is like terrible and doesn't do this stuff. So I deserve that more money to compensate for it." And so they start to find fault with the boss and they start to justify them taking this more money cause they feel bad so that they can feel somewhat okay about it. And then their behavior starts to show that and they start to perform worse. [00:06:23] I know entrepreneurs, you're like, "that makes no sense." But that's how a lot of people think. Most people do not enjoy seeking money. This is not their goal.  [00:06:33] Sarah: There is a caveat team members, they have to have enough to be comfortable, right?  [00:06:38] Jason: If they're starving, broke or hurting, they're not comfortable.  [00:06:42] Sarah: In pain or like worried, like, "Oh my God, I might lose my house or I can't feed my kids." [00:06:47] Like. Yeah. We're not saying, Hey, like give them no money, they'll work for free. That's not the case at all. Right. They have to have enough to feel comfortable to make sure that their needs are met and make sure that they're able to provide for themselves and anyone else or anything else that is important to them. [00:07:02] Once they reach that level though, and I think studies have been done on this, which is really interesting to me I don't know if they just surveyed Americans. Don't know, but I think $75k was like that magic number or $65k. It was something like that somewhere in that ballpark is that's like where people feel like they have most people feel like they have enough. [00:07:25] So once they feel like they have enough money to live and be okay and make sure their needs are met and bills are paid and things are taken care of and like Johnny can do soccer and whatever they, you know, they want to do, they don't then go, "well, now I want a hundred and now I want 200." They don't keep trying to climb that ladder. [00:07:46] Once they feel comfortable and they have to make sure that their needs are met, then they're not interested. So if you take it from 75 to a hundred, they're like, "it's okay."  [00:07:55] Jason: Okay. So the other piece to this, another challenge that I see is that because business owners want people to have skin in the game and they want them to, they think everybody wants money, they hand out percent signs. [00:08:08] This is one of the most dangerous things to hand out. We even made a silly video called, what's it called?  [00:08:13] Sarah: I think it's called Percentage Breaks the Property Manager for the Property Management Business.  [00:08:19] Jason: Yeah. So you can check that out on YouTube. But the idea we're playing this, these roles and I'm a business owner and I don't have money in the beginning, so I'm going to pay her a percentage of all the doors that I get in. [00:08:29] We made it ridiculous, like 50%. Right? Which means if you're handing out a percent sign, and we see this all the time, say Sarah's my employee and I'm the boss, and I hand out 50% or whatever to a property manager.  [00:08:42] Sarah: Or even if you're like, "okay, here have 30," because like even 10, 30, 40, I still, I see the that a lot. [00:08:48] Sometimes I see 20.  [00:08:50] Jason: It doesn't matter what the percentage is, right? The challenge is in a business, some property management companies don't even make 10 percent profit margin. And so handing out percent signs is really dangerous for businesses. So what they'll do is hand out a percent sign. So let's say I give her 50%. [00:09:06] That means my 50%. My, the other half, all of the expenses have to come out of that. And usually if a business has 50 percent profit margin, that's pure expense. So then I'm broke. So what happens is she's making more and more money because she has all upside. It's pure profit. And I have all the expenses do not give a percentage to a broker. [00:09:28] Pay them a flat fee of like five, 600 bucks. Do not pay a percentage of broker. If you don't have your broker's license, don't create relationships or situations where you are giving up a percentage to a property manager. "Hey, you get like 50 percent of each door that you get on when you get a 30 percent of each door," whatever, right? [00:09:46] Because then what happens is these property managers, if they're the personality type of handling property management, instead of doing sales, they are not going to be focused on getting more business on. They're going to be focused on just helping run the business and you're giving them more and more money the more doors you get, which means you're making less and less money, right? They're making more and more money, the more doors that you get. And they will get more and more lazy and more and more comfortable because there's no incentive for them to go work harder or hunt or chase to get money. You need to make sure if you're handing out a percent sign in any capacity, that's like giving out ownership of the business and they need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. This is why a lot of people join a franchise and then regret it later on because they're paying out six to eight percent, which is a lot, of their gross revenue not of profit not of what's left over for you. And some business owners. [00:10:56] That's their whole owner payout. Yeah, that's like top one. Some business owners, that's what they take out like you're giving away that to basically to a team member that's not really adding value. I could go on and on about franchises. You can check out my YouTube video about franchises. [00:11:12] I'm obviously like not a fan of the franchise model because I believe it hurts the entire industry. There he said it. All right. So don't hand out percent signs. Do not get into a relationship with a business partner and give them a percent sign unless they are the type that wants to hustle and grow and make money. [00:11:33] The challenge is I see a lot of business partnerships are like, "here's a percent sign" when they should have just said, "here's your salary. You can be the operator." So operator personality types, for example, systems, process, whatever, they don't usually want ownership. They're not often that entrepreneurial type. [00:11:51] They just want to make sure they're getting paid enough and taking care of enough. Now there's exceptions to this, right? But you don't want to be handing out percent signs to somebody unless it's like super critical for growth. And I do not recommend. I recommend in any way possible, don't hand out any percent signs to anybody ever except to yourself and maybe a salesperson. [00:12:13] Now, let's talk about commissions, right? Let's say somebody is money motivated and they can help you make more money. So if they're money motivated, then you need to be using them to help you make more money. If you're going to pay them a percent sign, but you're not going to pay them a percent sign residually. [00:12:30] Because then you're motivating them to not do more work. What you want from a good salesperson or a BDM, a business development manager, or a BD business development person. What you want from them is what? You want results, which is more doors. You want them to add more money to the business. That's the result you want. [00:12:49] So you're going to pay for them to get more business, not keeping the business because keeping the business is the rest of the team. And that's fulfillment. So don't pay them a percentage residual. You pay them a percentage of maybe the first month or the, like some sort of commission upfront. [00:13:07] And it could be a percent, or it could just be a flat fee. Like, "Hey, we'll give you 200 bucks or 300 bucks or 500 bucks or per unit that you bring on." and give them an incentive. So that means they have an incentive every month. They stay to hunt and to chase. Now, another mistake people make with salespeople is like, "I want to get a salesperson, but I want to have zero downside and I want all the upsides. [00:13:33] So they create another unfair structure where they're like, I will pay you pure commission. And if you don't hunt and kill, you starve. And if you hunt and kill, I make money and we both make money." so I need to address this. That only makes sense if you are giving the salesperson, all of the leads, they have a great follow up and nurture system, and all they do is show up to calls and close.  [00:13:56] Sarah: Now, can you clarify what giving them the leads means? Because you're like, "Oh here's the leads. Like, here's a list of 10, 000 people."  [00:14:04] Jason: Okay. That's not what I mean.  [00:14:05] Sarah: So yeah, exactly. So let's clarify that.  [00:14:09] Jason: Okay.  [00:14:09] Sarah: So 18, 000 people in my CRM. Here's your leads. [00:14:13] Jason: If somebody is going to be paid pure commission, which means they're just paid for basically closing deals, they should not have to go find potential clients. They should not have to be hunting for potential clients. They shouldn't be spending any time doing any of that stuff. They should just be taking appointments, somebody else scheduled for them and closing deals. [00:14:33] Then they're a closer. Everything that happens before that would be handled by a setter and the setter would be cold calling, following up, like all this stuff. Setting appointments. Setting appointments, rescheduling.  [00:14:46] Sarah: Making sure people show up. They don't show up. Right. Calling them again.  [00:14:49] Jason: Feeding the closer. [00:14:51] Feeding the closer. Then the closer can be peer commissioned and the setter would be paid a base, mostly a base, plus a small percentage for each like appointment they set or some sort of results. So they're motivated to get more results and they should be a little bit money motivated, right? Now, most people are going to hire a BDM and expect them to do both. [00:15:11] And if you're going to hire a BDM and expect them to do both, you need to pay them a base. I would recommend at least maybe 20 to 30 K, something like this of a base that covers their setting activities. And then they, the rest, they should be able to make somewhere annually about maybe six figures should be possible. [00:15:30] So work it backwards, but there should be a commission structure that if they're adding 10 to 20 doors a month, they should be able to make. Some sort of six figure sort of salary would be the goal. So figure out a commission on top of that base. Because what you're doing, if you say it's pure commission, you're expecting a closer who lives or dies by whether they hunt or kill and create some money, you're expecting them to starve for at least two months, usually. Because usually three. Because it takes about 90 days to build up a sales pipeline. So they're going to have to do networking and prospecting and outreach and they're working for free and. If they're starving for 90 days, they're just going to quit. [00:16:10] I've seen so many BDMs burn out and it sounds like this great model. "Well, I'll pay you basically nothing in the beginning." And you might get somebody to agree to do that, but they might be stupid if they're willing to do that. And then they're going to be like starving and not figuring it out. And then you don't give them a good system. [00:16:26] If you plug them in to DoorGrow, we can get them making a lot of money. We have an amazing system. Like we had a client in just 10 to 15 hours. We go from zero to a hundred doors in six months. And he didn't spend any money on ads and he was a solopreneur. He was all by himself. This is absolutely possible. [00:16:44] We can help BDMs crush it. We've helped some BDMs add two- three hundred dollars in a year. That's absolutely possible to do but they need to be able to dedicate their time to that and you are not going to get that kind of result if you just pay them a commission because they will only focus on the closing type of activities or the commission generating activities, and they won't do what the leading activities that actually generates the opportunities to close. [00:17:12] And so you're putting too much attention on the wrong thing. They need more attention. Most of the attention should be on the leading activities. Phone calls, outreach, networking that leads to this and then deals will happen. They don't even have to be super amazing at closing if they're doing enough leading activities And so we want to make sure we give them a base and then we give them an incentive to move those things forward.  [00:17:35] Sarah: Okay. Now with the base, this is the big one. "Well, how much is the base supposed to be Jason? I don't know?" [00:17:41] Jason: 20 or 30 K. Maybe  [00:17:42] Sarah: You need to find an amount that would be uncomfortable if that's all you made. It needs to be comfortable enough that if that's all they made, they're not going to be starving and eating out of a dumpster. [00:17:58] And it needs to be uncomfortable enough that if that's all they made, they wouldn't be happy and they would be hungry for more.  [00:18:06] Jason: They need to be hungry. They got to be motivated. It's financial compensation is all about motivation, right?  [00:18:13] Sarah: With a salesperson, when you lay out their commission structure and you let them know like, "Hey, this is your base and I'm giving you this base because of these reasons. I don't want you to be starving. I want you to be motivated. The real money, it's over here. This other piece, I'm going to give it to you because there's things like phone calls and settings and appointments and you know, all the stupid crap that you don't want to do, but that you will do because it leads to deals." [00:18:38] And they're like "yeah, I get that. But the real money is over here. So when you close deals, that's when you start to make money." And when you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it. The problem is if you just give them the carrot and you're like, here, have a 50, 000 base, have 100, 000 base, have a 200, 000 base. [00:19:03] They're like "Yeah. I don't need to work that hard. I mean, if I do nothing, I still make 50k." We just at the boardroom event, we had a client whose BDM has a 50, 000 base.  [00:19:13] Jason: And then he was wondering why they weren't super motivated.  [00:19:16] Sarah: She doesn't really, she closed like two doors a month. And I'm like, well, yeah, cause she's comfortable. [00:19:22] She's super comfortable there. So she's never going to be motivated to work harder and do more and stretch herself and go above and beyond. Because she doesn't have to, you gave it to her. I have to work for it. There's a difference. And the other thing is salespeople who they love the challenge. They don't want you to give it to them. [00:19:43] They don't want it. Like they'll tell you like, "Oh, I'll take 500, 000 a year for doing nothing." But they wouldn't really be fulfilled by that. They'll probably take it because they love money. I mean, who doesn't, but they wouldn't be fulfilled by it. Yeah. If you give them 500, 000 for doing nothing versus if they make 500, 000 because of the work that they did and because of their efforts, there's a big difference. [00:20:06] They're going to feel really proud of that and they're going to want that. So they're going to chase it. So you have to dangle the carrot and make it something that's interesting enough. You have to, you, and you have to set it up so that they have the ability to make at least six figures because that's what sales people want But don't just throw it to them.  [00:20:24] Jason: And to be clear No, bdm should be making five hundred thousand dollars.  [00:20:28] Sarah: That's not accurate at all. [00:20:30] Jason: There's really great bdm. Maybe if they're helping do some acquisition deals If they're adding 500 a year, maybe all right So but if your bdm can live comfortably without adding 10 doors a month, your commission structure is wrong. They should be minimum adding about 10 doors a month as a full time BDM minimum. [00:20:52] And they should need to do 10 doors a month in order to just reach comfort. And if they're really motivated, they'll do even more than that. They'll do even more than that because then it gets exciting, right? Then it's the game, right? It's the hunt. Okay. So we talked about compensation. [00:21:08] Is there any other challenges or mistakes we see people make compensation wise?  [00:21:13] Sarah: I think those are the big ones. I think let's though, before we wrap up, let's talk a little bit more about the recognition piece and then we'll close it out. Okay. Because people are like what do you mean recognition? [00:21:25] Like, "Hey, I see you." [00:21:26] Jason: So recognition is a process of just helping the team members be seen, especially in front of other team members for doing good things or accomplishing things. So the way that we do that in DoorGrow and in our operating system, DoorGrow OS. Maybe you've heard of like EOS or traction or some of these things. [00:21:43] DoorGrow OS is better. And what we do in DoorGrow OS to increase the amount of recognition is in every meeting we share wins. So if it's our weekly commitments meeting, we're sharing what wins did we have last week and everybody adds to the list. What did we do in our monthly goal setting? [00:22:03] We share wins for everything we did the previous month. Same thing with the quarter and annually, and it's pretty awesome. Like, we're building these lists and everybody feels great. And then even in our daily huddle meeting, which is like a 15 minute, 20 minute meeting we do every morning, I guess we do ours in the afternoon, but we do with our team. [00:22:21] We do Caught Being Awesome and we allow team members to share their wins or to highlight somebody else. And so our team are highly motivated because most of them are recognition motivated. So we're recognizing them. If we do give a bonus, like say for the holidays or something like that, we do it in a way that the focus is we wanted to recognize you because of what you've done for us this last year. So it's still about recognition and appreciation. And so that will get you team members that are incredibly loyal to you, that love being part of the team, that feel a sense of belonging, and that means a lot more to most of your team members than getting more dollars. [00:23:04] Is that good?  [00:23:04] Sarah: They want to feel important and they want to feel valued and they want to know that you care about what they're doing and especially in an industry like property management because it's tough. Yeah. Everybody has those like really awful days because let's be honest, sometimes owners or tenants or vendors and sometimes life just happens, right? [00:23:27] So it's tough and sometimes it's tough. All the time or it's tough for a while. This is not an easy industry. So when you've got this pressure all the time and this like annoyance, like, "Oh, that tenant's going to call me and yell at me again, or, Oh, like, Oh, I have to have this uncomfortable conversation and tell my client that we need a $15,000 sewer repair. [00:23:50] I don't want to do this." The it's the little things that will keep your team going and make sure that they understand like, "Hey. I know it's not the most glorious thing. I know it's always not super exciting, and it's not always super easy. However, what you're doing really makes a difference. It really is important and this is like the bigger mission and vision of the business and you contribute directly to that vision and what you're doing matters." [00:24:22] So that way it's like, Oh, you know, it's not this grind and this drain and we don't have a lot of churn on our own team and burnout and you know, bad team members that are like, "Oh, I hate my job." Right. Because that's super easy. It's easy and then you make it even harder. It's easy just by itself and then you make it harder because it's property management. [00:24:43] So it's super easy in property management to have that. So let's combat that. And just by recognizing them and saying like, "Hey, I saw you took care of that thing. Like, hey, oh my god, you got all the leases done. And hey," like, and it could be the littlest things. It's things that they do. Anyway, it doesn't matter. [00:25:00] They don't have to do anything that's like spectacular. "Oh my God. You like cleaned all the bathrooms today, Sally. Thank you. That was amazing. Like you didn't have to do that." It's little things and it's things that they're going to be doing anyway, but just let them know, "Hey, I see it. And I appreciate it." [00:25:16] Jason: All right. So the other thing I'll say about recognition is you might be thinking, well, salespeople and entrepreneurs, do they like recognition? The answer is yes. They like it too. We still like it. They like it too. So if you're giving them recognition that adds more fuel to the fire, right? And so you need a system like DoorGrow OS in which everybody gets recognized for their accomplishments and everyone will perform and behave better because they feel seen by everyone. [00:25:42] And that has value, right? Now one more point I want to make is you might get somebody, an assistant, you're like a VA, you're like they're amazing. I love them so much. They're so awesome. I don't want to lose them. And then you are like, because you're hardwired to be so money focused, you're like, I'm going to pay them a whole bunch more money. [00:26:02] I see this happen so often. Be very careful about just giving out raises prematurely. Be very careful about this because what I've seen over and over again, I've been in masterminds, multimillion dollar business owners, we're hanging out together and they're like, "Hey I just got this assistant. She was super amazing. So I gave her this big raise 'cause she's so awesome. And now she's showing up late. She's not like getting things done. She seems like entitled." This is what happens when you compensate people financially, instead of giving them recognition and doing it based on how you think instead of what they want, you then sabotage their efforts or they start to sabotage their efforts. [00:26:43] So don't start paying somebody more just because you like them, right? There needs to be a justifiable reason and they need to be able to justify that reason. And so they may need to come to you and be like, "Hey, here's why I deserve more compensation." And you're checking in with them regularly and saying, "Hey, how are things going?" [00:27:01] And if you have an open communication with your team members, they're going to tell you when they feel like it's time that they deserve some more money. And it's going to be really uncomfortable for them to do it if they don't like money, it's going to be so uncomfortable to have that conversation, but it's also uncomfortable for you to spend more money. [00:27:17] Team are the biggest expense. Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it. It's my thought. And so they need to be reaching out. To some degree, and you may recognize somebody deserves more pay, you know, deep down they're being paid too little. [00:27:36] So then you can give them a raise, but be careful about handing this out.  [00:27:40] Sarah: My other little tip with raises is I worked in corporate for a bit and it was like every year, you know, you're going to get a raise and how much of a raise you get depend, depend on all your stupid numbers and metrics and all, you know, call time and all that stuff. [00:27:55] So you knew you were getting a raise though, like for sure, unless for some reason they're firing you, right? But other than that, you know, like, "Oh, my annual review is coming up. How much money am I going to make now?" And then they expect it. And then you don't really appreciate it because it's expected. And it's like normal now it's like, "Oh, well I'm getting a raise now. [00:28:13] Now I'm going to raise." And then. What also happens is, "well, I'm getting a raise," and sometimes people go, "Oh, well I deserve like this much." And then they don't get that. They get less. And then they're like mad about it. They're mad because they're making more money. It's not as much money as they wanted or as I expected. [00:28:30] So one of my big rules when it comes to raises is with raise comes responsibility. Don't just throw out more money. Like, "Hey, if you want to go from here to here, I'm happy to take you there. This is what that would look like. Are you in?  [00:28:44] Jason: Okay. One last thing. Titles. Titles are heavily connected to compensation. [00:28:49] So I dealt with this week. I talked to a property manager. They had like 20 doors or something and they hired a director of operations. No. You can't afford a director of operations. So the thing is, yeah, I said, "tell them they are an operations assistant in ecrow." And said, I gave you this inflated title. [00:29:06] You're an operations assistant. Maybe then eventually they could graduate operations manager. Maybe then be the, you know, maybe eventually. The director of operations, VP of operations, COO, but titles matter. So be very careful about handing out titles. Start everybody out as a something assistant or junior  [00:29:24] Sarah: property manager, junior assistant, property manager, or you can just have levels, property manager, one property manager, two property manager, three, like. [00:29:32] There's a lot of different ways you can do it. Be careful about titles. Yeah, be super careful about  [00:29:36] Jason: titles. Because they'll go look it up on salary. com and they'll be like, "Oh I deserve this. I'm director of property management. I guess I should be getting 150k or whatever, right?"  [00:29:46] Sarah: And also, 20 doors, fun little caveat. Be careful when you're reviewing resumes with titles for the same reason. Because titles they sound really impressive sometimes and they mean they could be made up They mean nothing when I got hired at an insurance job. They were like, oh we have to make your business card And I said, "okay," and they said "well, what do you want your title to be?" [00:30:05] And I said, "I pick my own title?" And they're like, "yeah, you can put whatever you want on there." And I said, "well, aren't I a sales rep?" And they're like, "yeah, but don't put sales rep." I'm like, "oh, okay. So what should I put?" They're like, "put like account manager or account executive or like something like that." [00:30:24] So I don't remember what we came up with, but. Came up with something that sounded like I was like, "Ooh, I'm a big deal." I was a sales rep. That's it. I sell things. That's it. But the title sounded a lot more impressive. And sometimes that can go to people's head just a bit. And keep in mind, money is connected to the title. [00:30:45] It always will be. So get on. And if you're like, "well, I don't know what to," Google will help you just get on. Well, I just had this conversation, I think two weeks ago with client. " Well, I don't want to hire like the COO of the company. I can't afford that." You're right. You can't. So. [00:31:00] What are they doing? Maybe they're the team leader. Maybe they're the office manager. Maybe they're an operations assistant. Like get on, find some kind of title, get on Google and say, what are other job titles for this thing? And it will tell you and pick one of those and avoid things like manager, juror, and like VP president or like, Senior account executive, things like that. [00:31:26] Because it. It will be startling if someone. Looks at their position and realizes. "Oh, I should be making 125 and I'm only paid 55. Huh? That's odd."  [00:31:38] Jason: All right, so wrap us up. Give us a call to action. [00:31:41] Sarah: Just If you feel like you're struggling with any of this and I know there's so many of you that are like, "oh man. Yeah, that's me." [00:31:48] I might have made some of these mistakes and that's okay because we all have we've done it to Go on doorgrow. com Book a call with us. We can help you with this stuff.  [00:31:56] Jason: This is what we do. Yeah, and if you made any of these mistakes, I guarantee there's a lot of others going on in the business you can't see right now. [00:32:03] We can help you get this cleaned up and help you make a lot more money, help you grow a lot faster. All right. All right until next time, to our mutual growth. Bye everyone. [00:32:11] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:32:37] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Rushion McDonald interviews Sonia Fears of the Fears Group at Morgan Stanley. Sonia leads the All-Black Wealth Management Team at Morgan Stanley. She is on the show to kill a lot of financial stereotypes about Blacks and the financial community. She is the First Vice President, Financial Advisor, Senior Portfolio Manager, Alternative Investments Director, and Global Sports and Entertainment Director - one of the leading financial experts in discussing stocks, savings programs, compounded interest portfolios, Name Image and Likeness, and lines of credit. Sonia built a family practice at Morgan Stanley along with her two daughters. They provide Alternative Investment opportunities, Retirement plans, and Entertainment and Sports financial consultations.  Support the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Rushion interviews Sonia Fears, the founder of the Fears Group at Morgan Stanley. Sonia leads the All-Black Wealth Management Team at Morgan Stanley. She recaps many of her recent successful financial stories from listeners based on her recent visit. She is the First Vice President, Financial Advisor, Senior Portfolio Manager, Alternative Investments Director, and Global Sports and Entertainment Director - one of the leading financial experts in discussing stocks, savings programs, compounded interest portfolios, Name Image and Likeness, and lines of credit.    Sonia built a family practice at Morgan Stanley along with her two daughters. They provide Alternative Investment opportunities, Retirement plans, and Entertainment and Sports financial consultations.Support the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.