1
00:00:00,000 --> 00:00:01,000
Mm hmm.

2
00:00:03,000 --> 00:00:08,000
Well, got it. I'll drop that over there for her as well.

3
00:00:08,000 --> 00:00:17,000
Fantastic way to be super prepared on that. So yeah, Chutopia, other franchises or rather businesses that you sold,

4
00:00:17,000 --> 00:00:22,000
brokering businesses, you've managed to have your hands full.

5
00:00:22,000 --> 00:00:26,000
I believe when we talked, there was a certain book we talked about.

6
00:00:26,000 --> 00:00:27,000
Yeah.

7
00:00:27,000 --> 00:00:33,000
That I'm a huge fan of that you said that you had already had access to and read back in the 80s, right?

8
00:00:33,000 --> 00:00:37,000
Oh, no, that was Traction.

9
00:00:37,000 --> 00:00:38,000
Traction?

10
00:00:38,000 --> 00:00:39,000
Probably Traction.

11
00:00:39,000 --> 00:00:52,000
Traction and Emeth. Both those books. I was like, wow, and you found that you've been building with those concepts in your mind and heart and strategy for decades now.

12
00:00:52,000 --> 00:01:01,000
Yeah. And then I'm an exit planner now. So I help people with their set up their businesses for a good exit. Right.

13
00:01:01,000 --> 00:01:11,000
So I'm a certified exit planner. So this is a book I'd recommend if anybody's wanting to start the journey of exit planning.

14
00:01:11,000 --> 00:01:13,000
I love that. Walking to Destiny?

15
00:01:13,000 --> 00:01:21,000
Yeah, walking to Destiny. I'm also a certified Colby consultant. So I work with Colby Assessment and the Colby system with Kathy Colby.

16
00:01:21,000 --> 00:01:31,000
Yep. That is one of the highest recommended assessments that's out there in the market. For those of you who might be new to Colby, K-O-L-B-E.

17
00:01:31,000 --> 00:01:37,000
Disc, Myers-Briggs, all of those typically go in the same conversation.

18
00:01:37,000 --> 00:01:42,000
One of the resource in addition that they don't even talked about enough is landmark communications.

19
00:01:42,000 --> 00:01:49,000
And so I like to throw that out there just so you guys have all the potential resources to help you with growth. Today, we're going to get even more.

20
00:01:49,000 --> 00:01:52,000
So with that two more resources, Pete, what you got?

21
00:01:52,000 --> 00:01:59,000
What have I got? I've got well, two resources you recommend for visionaries and leaders out there.

22
00:01:59,000 --> 00:02:11,000
Yeah. Walking to Destiny is definitely one of them. One of the other ones, if you're a small business getting started, I think Donald Miller's book called Business Made Simple is good.

23
00:02:11,000 --> 00:02:20,000
I used to be a Business Made Simple coach as well. And from that side of things, he's got a wonderful platform on the back and it's Business Made Simple.

24
00:02:20,000 --> 00:02:34,000
And there's all sorts of great courses in there. And I think in particular great for sort of people getting going, for smaller businesses, for people that need to do a bunch of work to get their website going,

25
00:02:34,000 --> 00:02:42,000
guiding principles going, a lot of this kind of stuff, how to communicate your message. A lot of that sort of stuff is really good. And Donald does a great job of it.

26
00:02:42,000 --> 00:02:48,000
So, you know, I worked on that side for three years as well as a Business Made Simple certified coach.

27
00:02:48,000 --> 00:02:55,000
And there's some great stuff there for people that are getting going. I mean, as you as you move along, a lot of that sort of already developed.

28
00:02:55,000 --> 00:03:03,000
And it's good to go back and review all of that. But, you know, in particular for people that are getting going in business, I think it's a great one.

29
00:03:03,000 --> 00:03:14,000
Nice. Donna Miller is a fantastic model of somebody whose stage presence, specifically when he's doing video sales letters.

30
00:03:14,000 --> 00:03:26,000
He's got a great leadership demeanor and voice. I've never met him. So I can't speak firsthand. But his brand is one that one of my assistants opted into.

31
00:03:26,000 --> 00:03:39,000
And he's like, I read this guy's emails every time they come out. And so I started looking and I was like, man, this is good stuff. And it's it's a it's definitely got some some major value in the market.

32
00:03:39,000 --> 00:03:48,000
I don't like that. It's not as concise as the emiss is and as traction is like, hey, let's get to the point and get this done.

33
00:03:48,000 --> 00:03:57,000
But it to me, it kind of showcases Donald's willingness to be a high nurturer as well. And maybe he's different behind the scenes. What did you do? You work with them one on one?

34
00:03:57,000 --> 00:04:10,000
No, I worked with them in group setting, you know, with group coaching and that sort of stuff. So from that perspective, I mean, I do think that a lot of the courses are really well laid out so that you can actually knock that stuff off.

35
00:04:10,000 --> 00:04:20,000
You know, you come with great workbooks, and there's a variety of different things. So there's it's literally step by step procedure of what you need to do to build your vision, what you need to do to build your marketing plan, how you need to lay out your work

36
00:04:20,000 --> 00:04:32,000
in that group environment. It was good. You know, he does he does group training, essentially, right as part of it, but he's got a team, Jackson. And, you know, a lot of that revolves around the team.

37
00:04:32,000 --> 00:04:45,000
And then there's I don't know how many coaches there are now, but there's probably 300 or so coaches that are out there coaching to that methodology. And, you know, some people like me that have been there and have left and other people that have been there a

38
00:04:45,000 --> 00:04:59,000
longer time. And then he's got all the story brand people too, which is really good. It's kind of where his business side of things started, which is called building a story brand, another great book, and a great methodology that I love to use with any clients that are

39
00:04:59,000 --> 00:05:29,000
finding it hard to express what they actually do, how they take their customer from their pain to the gain that you're going to provide through your services as a business owner. I mean, and how do we lay that language out? How do we how do we put it into our social posts? How do we put it into our, our websites, all of these different things? Because one of the big things that we need to do as leaders is we need to communicate that promise, right? That promise to our customers, which is, okay, I know what's bothering you. Now, take me

40
00:05:29,000 --> 00:05:39,760
through that. And here's how I can help you through to a better life. Because ultimately, Jackson, people don't buy anything unless they see a better life at the end of the tunnel.

41
00:05:40,280 --> 00:05:44,760
Yep. And I think you were the one who shared that quote with me just less than a month ago.

42
00:05:44,800 --> 00:05:46,280
Yeah, everybody buys a better life.

43
00:05:46,280 --> 00:06:16,040
Yep. And it's been something I've been marinating on a lot. It's made a pretty big difference and how I approach certain circumstances. You know, it's it's one of those quotes to you're like, I'm not ignorant to that. But man, I sure miss out when I'm not focused on it. Yep. So glad that I'm really glad you shared that and you're you're chock full of these types of tips. I know I keep going back to it, but I'm I'm a big fan of, like, let's take advantage of getting behind the doors we don't typically get behind in entrepreneurship.

44
00:06:16,280 --> 00:06:46,120
Because it just doesn't happen. So when I talked about when you said Don Miller has his team to that he runs, it made me think of the difference between McDonald's and Chick-fil-A. Right. So if I go to make like, I'm talking about today's world, McDonald's is lost, man. Oh, my god, you can't even get somebody to come up to the counter. And there I'm taking my kids in. When I go to Chick-fil-A. It's like I'm talking to the owner's daughter or son. You know, it's like this amazing experience. That is a 100% reflection.

45
00:06:46,280 --> 00:06:56,120
On the depth of the culture of the brand at hand. So what was it like to work with Donald's tier one people?

46
00:07:00,680 --> 00:07:10,040
It was good. Leave that word. It was good. And it was it excellent? No. I mean, there's a reason why I'm not there anymore.

47
00:07:10,040 --> 00:07:23,800
I'd want to know that. And you know, if I were Donald, too, I'd want to know that I gotta be grateful, even if it was public or live or whatever, like only a pretentious leader gets upset in these situations and feels attacked. It's an opportunity for quality assurance and optimization.

48
00:07:23,800 --> 00:07:43,560
So thank you for being able to highlight that. I've never been in there. I know how hard the game of business is. So I would never evaluate the quality of a coach solely based on the students who don't win. But it is an indicator to be aware of and think about.

49
00:07:43,560 --> 00:08:09,800
So, no, I think like I said, from from all of everything around Donald stuff, it's professional, it's well done. It does take you through a lot of different things. But there's like I said, for the time, here's the main reason why I left Jackson is because I tend to work with business owners that have been at it a while are already doing well and want to do even better.

50
00:08:09,800 --> 00:08:39,720
And I think the platform of business made simple, and I mentioned this off the bat, is really for startups. And that's, that's where they really shine and do well with. And that just wasn't me. So, you know, for the culture, they had a culture of startups and working with independent operators and working with a lot of sort of smaller micro, I'll call them micro businesses. That just wasn't my thing. I work with businesses that are typically well established, doing well, where the business owner is, I call it, they want to move from front to back.

51
00:08:39,800 --> 00:08:59,800
And they're frustrated to freedom. And the the our owner, our operator to owner, which is another one of looking at that. And it's like, if you're tired of operating your business, you've been out of 10 years, and it's like, I'm just done with making these decisions, sometimes even done enough to sell your business because you're just tired of it all.

52
00:08:59,800 --> 00:09:17,800
That's the kind of client that I'm usually working with. And because that's what that's why I'm an exit planner, you know, I'm a certified exit planner, and I work with people to help get their business ready to sell and transition in those periods of frustration. So that was the primary reason why I left that whole business made simple.

53
00:09:17,800 --> 00:09:47,800
Super happy about it. Visionaries, leaders listening in. This is what we're doing is we're exploring perspectives outside of the standard perspective on purpose. I read the Five Love Languages. That book is not a direct business book. But all of the principles matter and are helpful and give me a new perspective on communications with human beings that also directly contributes to how I show up with my team. So these these types of external resources, when you're a franchise

54
00:09:47,800 --> 00:10:14,880
owner, it's important to follow the regulations and liabilities and rules and compliance that exists with franchising. But it doesn't mean that you should close your mind to the other opportunities that exist out there, you might discover your best secrets. And it's a it's kind of a one plus one equals two situation if you make it that way. So you know, Jackson, go ahead, you got I was a franchisee, right? I won two franchises. And I got to tell you, I was not a great franchisee.

55
00:10:14,880 --> 00:10:44,880
Hmm, I can see that you're an entrepreneur. So yeah. So I mean, I have owned two franchises. One of the first one I bought, which I'm proud to say is 30 years old in August of this year. Whoo. I know 30 years still going. And and so this was a bathroom innovation company, we went in and sprayed bathtubs that were harvest gold white, we sprayed tiles, I sprayed appliances, I sprayed old dark oak kitchens to white, we would do sort of, let's call them

56
00:10:44,880 --> 00:11:14,880
rip out alternatives for homeowners and and mostly for property managers, like all the apartments in town and all that stuff. So we did about 1000 bathtubs a year when I sold it, like we're in a lot of bathrooms a year. And, you know, had had multiple trucks out on the road and all this kind of stuff. But we started I started that off as a franchise, I was 23 years old 1994. And I had 10,000 bucks in my back pocket, I paid for my education went through business school, and I still had 10,000 bucks because I worked all

57
00:11:14,880 --> 00:11:44,880
through school and did my thing. And I'm like, but what can I buy for 10,000 bucks? Well, at that time, I could this is the days when we didn't have the internet, we're flipping through entrepreneur magazine looking for ideas, right? Right. And I saw this business called surface doctor. And I'm like, Oh, that's interesting. So I went down for discovery day to Atlanta, Georgia. I'm from at the time I was living in Ottawa, Ontario in Canada here. And I flew down, I'm like, Yeah, this looks cool. So I went back down, took my few weeks training,

58
00:11:44,880 --> 00:12:14,880
and started my business, I was franchisee number 20. They sold about I think about 300 of them. But within the first three years, I think they were down to about 50. They almost all failed. The franchise or changed twice in the matter of five years. So the original guy that started it told it that person didn't do well that sold it. And upon the second sale to the franchise or I elected to take the option to buy my franchise out. And then I just rebranded it called it

59
00:12:14,880 --> 00:12:44,880
surface medic. And so for the last 25 years or so, it's been called surface medic and choice on that name. Yeah, no, it's I mean, it was it's a good it's a good name. Surface doctor was a great name, too. But of course, as to properly defranchise that I couldn't keep that name. Right. And then, and then we carried on business and worked my own way, which I was kind of doing anyway, because it was a poor franchise. It wasn't a McDonald's. It wasn't a Chick-fil-A. It wasn't, it wasn't these big ones that had all sorts of systems. And here's the methodology. And I didn't pay

60
00:12:44,880 --> 00:13:14,880
for that either at $10,000. You know, so when I talk to people, franchises, it's like, really understand what you're buying here. And are you buying a system? Are you buying a name that people actually know, like and trust? And are you working through that stuff? You know, so to be quite honest, I ended up defranchising it. And then the person that bought it for me 15 years ago called me about two weeks ago. And he says, Hey, Pete, I've owned it for 15 years, you owned it for 15 years. And so I was so happy to have a great chat. They're doing well with the business and the

61
00:13:14,880 --> 00:13:32,460
business continues on. The other franchise I had was through one of those three franchisors, they had other businesses too. And the person that had the cleaning company, which was called Sani Service in Canada, Swisher in the States. And we serviced bathrooms for

62
00:13:32,460 --> 00:13:49,980
15 years and retail and all sorts of different things. We bought it with 30 clients, it was underperforming. We built it over a period of 10 years and 10 times it to 300 and then sold it. And you know, what you bought it for? Or is that you don't have to reveal that. But do you remember what you bought it for?

63
00:13:49,980 --> 00:14:18,920
I bought it for 15 grand. Yeah, I mean, it was they were just gonna, they were just gonna turn hand it back in essentially and say we're done. And I'm like, no, we can do something with this. And so, you know, we built it and sold it for I can't remember what it was now 325 or something like that time. This is a while ago. So but you know, it was it was a good business that treated my family well and provided us well for for 10 years and we sold it and sold it successfully. Right?

64
00:14:18,920 --> 00:14:40,520
In the world that that only you know, has time to celebrate the multi billion dollar transactions that exists out there, you know, again, nothing wrong with those. It's just like, these are the stories though, that are more tangibly accessible, then people don't they overlook all day long, they don't see the opportunities for them. My parents had a twice the ice machine. I don't know if that's the thing in Canada and Texas.

65
00:14:40,520 --> 00:15:10,520
No, no, no, no. So I know what they are, though. Yeah, that's right. And so they did about 4000 to $5,000 per month on that on that ice station and the ice station was on their 18 with their parking lot. They had the only 18 with a parking lot on the corridor of 35 through San Antonio, Texas. And so it was always full. The apartments all around and they found out the restaurant owners also when their ice machines broke down, would come by and buy so there was lots of lots of just little things that contributed to the

66
00:15:10,520 --> 00:15:28,440
ice scene on the cake, if you will, for the business. So there's there are all sorts of opportunities out there like that, guys. And that's where communicating talking with somebody like Pete becomes so powerful is you don't really know all of the intangible values that you get out of meeting people like Pete

67
00:15:28,440 --> 00:15:52,160
anymore. And especially somebody who understands the value of simplifying entrepreneurship. So we're going to take a short break. We're going to come back. I'm going to grab some water as fast as I can. And we'll be talking about Pete's vision for what's ahead. All right. Welcome in to Vision Pros Live with Jackson Callum. I'm your show host. We'll be doing interviews for visionary entrepreneurs and guest leaders who are building fantastic visions out there.

68
00:15:58,440 --> 00:15:59,440
What's up, Vision Pros and welcome into another episode of Vision Pros Live. I'm your show host, Jackson Callum, founder and CEO of First Class Business. And we get to talk about one of my absolute favorite leadership topics with Pete Moore. We're going to talk about simplifying business for success. And we're talking to somebody who's owned multiple businesses. This is huge and I love how transparent he is. In fact, when we were doing our pre-show, I hit Pete real hard with some difficult questions, one being, how do you get to the top of the business?

69
00:16:28,440 --> 00:16:57,880
I was literally trying to trap him in his own choice of words regarding businesses because I hate that so many people try to make business sound like it is simple and that it's going to be easy to move a business forward. And he took it like a champion. It didn't even move him one iode. He was like, no, business is hard. That's why we have to simplify it. And I was like, oh, we speak the same language. This is cool. And I didn't melt that fast. I had to hit him with a couple other angles on it.

70
00:16:57,880 --> 00:17:27,880
But he survived the blows that I tend to throw when I'm evaluating and vetting people for the show with flying colors. And I was like, man, I just cannot wait to catch up with this guy more. So we're going to be really fast in the sponsors today. The last spot with Melissa Gray, she is my go-to chief legal officer. And I'm super happy that we met. She understands that legal does not have to be complicated. She created a blueprint to help you understand it. I had a $20,000 trademark lawsuit, my friends. I should have had better legal

71
00:17:27,880 --> 00:17:47,880
counsel. I should have had done my research to find out who needed to represent me, who could have. And we also had a panic meltdown when Apple patented our software when I was at Restaurant Connect. That sucked. Again, when you have that protection, you know who to turn to. You don't have to stress about it. You can move on with your life and keep moving productivity forward so you can be profitable as a business.

72
00:17:47,880 --> 00:18:17,880
And there's the Healing Institute with Pramiliya Parham. With Pramiliya, you've got somebody who has been in the game of healing for decades. I actually want to find out how old she is because I love diving into the wisdom of our elders. They know so much more than we do. And while she's working on the technology front for what she's building, she's building an international community for practitioners and clients, meaning anybody who's practicing a form of

73
00:18:17,880 --> 00:18:47,640
healing therapies coaching can be included in this network. And people who are clients can go in and say, You know what? I don't know if I should be working with a therapist or a coach or an integrated healer. I don't really understand all this stuff. She's creating a hub for that. And my hope is that she will continue to raise the funding necessary to take this beyond all of our wildest dreams because I see too many people in this world suffering and feeling like it's okay to just feel okay about life. And it's okay to block the best feelings that life has to offer. I'd rather see all of us enjoy it.

74
00:18:47,640 --> 00:19:17,640
Thoroughly. I recommend catching up with Pramiliya if you are a practitioner, seeing how you can get involved in that process. Then there's the water project. I thought I was going to get water. My show segment for the trailer is it's too short for me to do that. I don't know what it's like though to suffer with true thirst. Meanwhile, when I found out about this project and I learned that there are millions of people who don't have access to clean drinking water, I couldn't let it go. I was like, man, I got to do more for this. I've got to tell people about it. We've got to

75
00:19:17,640 --> 00:19:47,640
give back to it as well and include ourselves in terms of how we do this. I love that the water project is super transparent. When you actually select a community, you get to see where the project's at from the get go. You get to see where they're going to build a sand dam or a borehole well or whatever other project they might do. Those are the two that I've seen. And once it comes to fruition, you get to see the community celebrate that experience. You get to see, I mean, look at this picture. These kids are celebrating water like it's Christmas day. And while that kind of breaks

76
00:19:47,640 --> 00:20:17,640
my heart to think of like, man, I'm glad my kids don't have to go through that. It gives me perspective to remember that while we're rocking these microphones or listening to podcasts, we can do so much more good in the world. I hope that you either give back to this or if you're in a financial position where you can't. My hope is that you just share this with somebody who might be able to. You never know how far the ripple effect will go of the good that you do in simple ways, such as just sharing about an experience. Without further ado, we're going to bring Pete Moore on stage, talk about simplifying business and entrepreneurship

77
00:20:17,640 --> 00:20:32,440
Pete. Thank you so much for joining me today, dude. Yeah, thanks for having me. It's, uh, it's great chatting with you, Jackson. The last couple of times we've been on and the first little bit here. So just really excited. I'm always excited to talk business. So love it.

78
00:20:32,440 --> 00:21:02,440
I do. Well, that's that makes sense. I mean, when you when you've been gifted the knowledge of the E myth, when you've sought it out diligently and traction all that you have, like, you know, you you learn the secrets of how to make this thing not suffer or not not be so painful that so many people are going through. And there's a lot of people who feel like they have to fake it till they make it. Let's shelve that for now. We're going to go right into your vision, though. What is your vision for the people that you serve? So I've already given you a couple of

79
00:21:02,440 --> 00:21:32,440
nuggets there around around the idea. But the real the vision that I have is all of the small business owners. And I've told you some of the people that I work with, you know, those business owners have been at it a while that really are have been working in their businesses hard to get it done because they had to because they had to put in their blood, sweat and tears and those they had to do the hard things that they had to do. But maybe now they're doing a little better. Maybe they have a little bit more money. Maybe they have a little bit bigger team. Maybe things are doing well and they're kind of looking and they're saying to themselves, hmm,

80
00:21:32,440 --> 00:22:02,440
I'd kind of like to go on a vacation. Haven't had a vacation really a good one for a couple of years. Or maybe I want to coach in my kids little league team. Or maybe I want to be more involved in my church or maybe whatever it is, it's uniquely yours as you're the business owner. But whatever those wants and wishes are. And if you're not exploring them and doing them and living them, why did you become a business owner?

81
00:22:02,440 --> 00:22:32,440
Because if you will back the real when you become a business owner, the idea was maybe if I become a business owner, I'll have a better life. And you had these visions of what that better life was. Sometimes we got to reel that back and go back to those early days of thinking what better life would look like because we've been trapped and habitualized into working all these hours, making all these decisions, doing all this stuff. And then start to think about, hmm, maybe I'm not actually getting it.

82
00:22:32,440 --> 00:23:02,440
I'm not getting what I wanted out of being a business owner from that perspective. I'm not enjoying maybe the life that I wanted to live. So what are we going to do about? And that's where I like to come in. It's like, okay, let's clean this stuff up and let's help you move from operator of your business to owner. If we look at we pull it back into the traction book that you were talking about, which I do like the best thing in my opinion that I like about traction that I took away was it's called the accountability chart as opposed to the

83
00:23:02,440 --> 00:23:32,440
operations, opposed to it just an operations chart, right? You know, when, when, when we look at that accountability charts, like who is actually accountable? And if your accountability chart is flat, where it's you at the top and everybody else underneath and everybody reports to you, that's a problem, because you'll never be free. And so let's start working through better communication, better process management, better accountability within your organization to get you out of making some of those smaller decisions.

84
00:23:32,440 --> 00:23:59,680
Off the bat and then get, get your team making decisions because they want to your team actually wants to make the decisions as business owners. We tend to get habitualized into making them. And we don't actually, we get might give them a title, but we don't actually hand over and transfer the accountability. Why? Because we say we don't trust them, but we really do trust them. We just don't trust the process. And a lot of the times when the process is in your head, that's a problem.

85
00:23:59,680 --> 00:24:29,680
Absolutely. Uh, to, to highlight color, commentate a bit on the vision for those that you're serving. I know firsthand the value of this. I've been in the business ownership, um, life since I was 21 years old. Um, right. So it's been like 15 years. I think that's the math. Um, we've had our ups and downs in the process. I've been fortunate since the beginning to kind of have the, I had that four hour work week mentality, not the one of being lazy, the one of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of, of,

86
00:24:29,680 --> 00:24:43,520
um, could get things done the right way so that I, and, but also always maintained balance since the very beginning. Then that book came out and kind of validated. And I was like, oh, good. I'm not the only one like trying to do this. And now I can point to this book.

87
00:24:43,520 --> 00:24:55,580
And my business partners are like, Jackson, why are we suffering as much as we are? Read the book guys. Um, you know, let's, let's get this balance. So to highlight that for those people out there, there's, there's two dynamics on that.

88
00:24:55,580 --> 00:25:00,520
One, Restaurant Connect, we signed our first international restaurant while we were at

89
00:25:00,520 --> 00:25:06,220
the South by Southwest show and grabbed a really good foundation within Austin, Texas.

90
00:25:06,220 --> 00:25:15,200
What people didn't see was I was going around Avery Ranch, an upscale neighborhood in Austin

91
00:25:15,200 --> 00:25:18,140
at night, picking up furniture on the side of the road, bringing it home.

92
00:25:18,140 --> 00:25:21,700
My wife and I were sanding it down, painting it, and that's how we were making InsMe.

93
00:25:21,700 --> 00:25:22,700
Why?

94
00:25:22,700 --> 00:25:26,180
Because the restaurant software wasn't paying the bills at the time.

95
00:25:26,180 --> 00:25:30,380
We had to do everything that we could to make sure that we made rent while also running

96
00:25:30,380 --> 00:25:31,380
that business.

97
00:25:31,380 --> 00:25:34,700
It took us three years to get 36,000 recurring monthly revenues.

98
00:25:34,700 --> 00:25:39,340
We had to do lots of things to try to make that business model work.

99
00:25:39,340 --> 00:25:45,540
On the same token, as we got to where we were prospering a little bit more and made a little

100
00:25:45,540 --> 00:25:51,300
bit smarter decisions financially, that also led to us going on a 41-day road trip.

101
00:25:51,300 --> 00:25:57,180
Up the California coastline, back through Colorado, and here we are in the gandola at

102
00:25:57,180 --> 00:25:59,820
Telluride, Colorado.

103
00:25:59,820 --> 00:26:05,140
Three days before that, I was on a podcast in the Redwood Forest in an Airbnb.

104
00:26:05,140 --> 00:26:09,340
I was like, holy crap, this is what this is all about.

105
00:26:09,340 --> 00:26:15,640
I'm coaching my kids' soccer teams and being involved in their sporting events.

106
00:26:15,640 --> 00:26:20,060
This is Harmony and I back when we were – she's obviously a lot younger here, but during the

107
00:26:20,060 --> 00:26:23,900
middle of a workday at Six Flags.

108
00:26:23,900 --> 00:26:29,620
Those types of things, they are possible to be able to achieve even if you're not fully

109
00:26:29,620 --> 00:26:31,180
winning in business.

110
00:26:31,180 --> 00:26:34,500
You can still set some boundaries and say, I'm still going to show up and be there for

111
00:26:34,500 --> 00:26:39,300
my family and I'm a big fan of you can have your cake and eat it too.

112
00:26:39,300 --> 00:26:42,060
That's what you're helping people figure out and realize with the entrepreneur.

113
00:26:42,060 --> 00:26:45,820
Don't lose sight of those things that were so important to you when you first got started.

114
00:26:45,820 --> 00:26:46,980
Glad you hammered it.

115
00:26:46,980 --> 00:26:48,180
Pete, what's ahead for you?

116
00:26:48,180 --> 00:26:51,300
What's your vision look like?

117
00:26:51,300 --> 00:26:57,700
These days, my main focus really is around working with business owners.

118
00:26:57,700 --> 00:26:58,700
Of course, that's what I do.

119
00:26:58,700 --> 00:27:00,900
I work with business owners.

120
00:27:00,900 --> 00:27:06,380
From that perspective, the two main areas of the business that I work with is with the

121
00:27:06,380 --> 00:27:07,380
Colby system.

122
00:27:07,380 --> 00:27:12,820
I love working with teams and overlaying Colby, the Colby A assessment, B assessment and C

123
00:27:12,820 --> 00:27:18,820
assessment, which are all around who you are, what your perception of your job is and what

124
00:27:18,820 --> 00:27:21,740
your boss's perception of your job is.

125
00:27:21,740 --> 00:27:28,020
When we start overlaying those onto the accountability chart, it really makes for powerful teams.

126
00:27:28,020 --> 00:27:33,660
It lets everybody on the team understand how to communicate better and essentially get

127
00:27:33,660 --> 00:27:34,660
stuff done.

128
00:27:34,660 --> 00:27:38,460
To me, that's what we're trying to do as business owners.

129
00:27:38,460 --> 00:27:40,060
We want to get stuff done.

130
00:27:40,060 --> 00:27:45,500
If you know how to present to one of your teammates something that you're wondering

131
00:27:45,500 --> 00:27:47,380
why the heck aren't they getting this done?

132
00:27:47,380 --> 00:27:51,460
It's probably because you're not actually communicating to them in the way that they

133
00:27:51,460 --> 00:27:54,340
need the information.

134
00:27:54,340 --> 00:27:58,580
We all assume that people want information and want to be communicated to the way that

135
00:27:58,580 --> 00:28:00,100
we like it.

136
00:28:00,100 --> 00:28:03,460
This is the problem because that's not the way.

137
00:28:03,460 --> 00:28:06,540
There are other people that are very different than you and they need their information in

138
00:28:06,540 --> 00:28:07,540
different ways.

139
00:28:07,540 --> 00:28:11,340
If you're expecting them to do something, you need to present it to them in that way.

140
00:28:11,340 --> 00:28:17,140
A lot of these different things when we start overlaying Colby is so awesome with teamwork.

141
00:28:17,140 --> 00:28:21,420
The other thing that I spend a lot of time these days with is helping people set up their

142
00:28:21,420 --> 00:28:24,340
business for a proper exit.

143
00:28:24,340 --> 00:28:27,980
From that side of things, here's a vision.

144
00:28:27,980 --> 00:28:31,420
One day you will exit your business.

145
00:28:31,420 --> 00:28:32,740
Guaranteed.

146
00:28:32,740 --> 00:28:34,060
Guaranteed.

147
00:28:34,060 --> 00:28:35,060
Right.

148
00:28:35,060 --> 00:28:36,060
True.

149
00:28:36,060 --> 00:28:40,020
The big one, you die.

150
00:28:40,020 --> 00:28:41,020
Yep.

151
00:28:41,020 --> 00:28:44,780
Divorce causes a lot of business exits.

152
00:28:44,780 --> 00:28:50,860
Disability, partner disagreements, lots of reasons.

153
00:28:50,860 --> 00:28:52,180
Those are unplanned exits.

154
00:28:52,180 --> 00:28:56,300
I think the only one I haven't passed through is the first one.

155
00:28:56,300 --> 00:28:57,300
I'm not dead yet.

156
00:28:57,300 --> 00:28:58,300
Yeah.

157
00:28:58,300 --> 00:28:59,300
Yeah.

158
00:28:59,300 --> 00:29:00,300
There you go.

159
00:29:00,300 --> 00:29:01,300
You've experienced these and a lot of people have.

160
00:29:01,300 --> 00:29:08,180
50% of businesses transfer in unplanned exits with those reasons.

161
00:29:08,180 --> 00:29:10,380
The other 50% are planned exits, which are nice.

162
00:29:10,380 --> 00:29:13,940
It's like, okay, well, I think within two to five years I would like to exit my business,

163
00:29:13,940 --> 00:29:15,660
so let's work on that.

164
00:29:15,660 --> 00:29:18,780
That's where I come in as a coach and it's like, okay, let's work through all this stuff

165
00:29:18,780 --> 00:29:22,940
to maximize all of the different areas in your business because I used to be a business

166
00:29:22,940 --> 00:29:27,040
broker helping people sell businesses too, so I really understand this.

167
00:29:27,040 --> 00:29:30,620
What do we need to do to clarify and maximize everything within your business so that you

168
00:29:30,620 --> 00:29:38,340
can present this property and obtain the right amount of multiple upon your exit?

169
00:29:38,340 --> 00:29:39,900
That gets me pumped.

170
00:29:39,900 --> 00:29:43,620
When I look at the vision there, it's like once somebody understands because in those

171
00:29:43,620 --> 00:29:46,300
early days it's like, I'm not looking at the exit right now.

172
00:29:46,300 --> 00:29:50,500
I'm just looking at getting this thing going, but once you get to a certain level, now it's

173
00:29:50,500 --> 00:29:52,780
like, okay, well, it's at this level.

174
00:29:52,780 --> 00:29:55,520
I better start planning for the unplanned exit.

175
00:29:55,520 --> 00:29:57,820
That's just good business strategy.

176
00:29:57,820 --> 00:29:59,980
Yes.

177
00:29:59,980 --> 00:30:04,100
I should also plan a little bit, at least depending on where you are in your business

178
00:30:04,100 --> 00:30:09,120
cycle for the planned exit because it takes time, Jackson.

179
00:30:09,120 --> 00:30:13,340
It takes time to get this stuff, all the process down, all the people.

180
00:30:13,340 --> 00:30:19,240
You talked a lot about culture, the difference of culture between McDonald's and Chick-fil-A.

181
00:30:19,240 --> 00:30:22,700
Your culture means something when somebody looks at that.

182
00:30:22,700 --> 00:30:25,660
How are you perceived in your local community?

183
00:30:25,660 --> 00:30:28,400
How are you perceived within your team?

184
00:30:28,400 --> 00:30:29,840
What is that culture?

185
00:30:29,840 --> 00:30:33,180
There's a lot of value to that and it takes time to build it.

186
00:30:33,180 --> 00:30:34,180
Absolutely.

187
00:30:34,180 --> 00:30:41,800
When we look at all of these things, my vision is helping people get to their exit strategy,

188
00:30:41,800 --> 00:30:45,620
get their business running on rails so that it can run without them because that's when

189
00:30:45,620 --> 00:30:49,460
it's also most valuable, by the way.

190
00:30:49,460 --> 00:30:50,800
Part of that is the team.

191
00:30:50,800 --> 00:30:54,180
A big part of that is the team, which is where Colby overlays.

192
00:30:54,180 --> 00:30:56,540
I love that.

193
00:30:56,540 --> 00:31:00,740
We focus heavily on the vision, obviously.

194
00:31:00,740 --> 00:31:03,820
That's why we launched the show.

195
00:31:03,820 --> 00:31:08,260
What that leads to, oh, we need to create a culture here.

196
00:31:08,260 --> 00:31:11,820
That culture attracts certain types of leadership.

197
00:31:11,820 --> 00:31:12,820
Whether you intentionally-

198
00:31:12,820 --> 00:31:13,820
And repels, too.

199
00:31:13,820 --> 00:31:14,820
... do it unintentionally.

200
00:31:14,820 --> 00:31:15,820
Was that-

201
00:31:15,820 --> 00:31:16,820
And repels.

202
00:31:16,820 --> 00:31:17,820
Exactly.

203
00:31:17,820 --> 00:31:18,820
Here's what's cool about that.

204
00:31:18,820 --> 00:31:23,900
If you intentionally build your culture out, it will attract people that are intentional

205
00:31:23,900 --> 00:31:25,020
about culture.

206
00:31:25,020 --> 00:31:30,140
If you don't care about culture and don't put any importance on it, you're going to

207
00:31:30,140 --> 00:31:36,180
attract people who do not care about culture and do not care about belonging to what it

208
00:31:36,180 --> 00:31:38,760
is you're building.

209
00:31:38,760 --> 00:31:43,700
That transition process, we've experienced this in Texas within the last three years,

210
00:31:43,700 --> 00:31:44,900
I think.

211
00:31:44,900 --> 00:31:46,180
Water Burger sold.

212
00:31:46,180 --> 00:31:50,100
Water Burger is our McDonald's of Texas.

213
00:31:50,100 --> 00:31:51,880
The family finally sold it.

214
00:31:51,880 --> 00:31:54,220
People are super unhappy about the fact that it sold.

215
00:31:54,220 --> 00:31:55,860
I'm excited and happy for them.

216
00:31:55,860 --> 00:31:58,340
They did everything they could to probably transition the brand.

217
00:31:58,340 --> 00:32:03,220
At the same time, I already know full well that we make it when you order it.

218
00:32:03,220 --> 00:32:05,900
Uh-uh, not anymore.

219
00:32:05,900 --> 00:32:10,820
That culture did not stick in the franchise right now.

220
00:32:10,820 --> 00:32:16,220
The people who've been loyal to that brand for a lifetime, we're now like, I think a

221
00:32:16,220 --> 00:32:17,220
lot of it's hard.

222
00:32:17,220 --> 00:32:18,820
A lot of people will be like, Jackson, what are you talking about?

223
00:32:18,820 --> 00:32:19,820
Don't hate on Water Burger.

224
00:32:19,820 --> 00:32:21,300
That's a Texas thing.

225
00:32:21,300 --> 00:32:22,820
It is.

226
00:32:22,820 --> 00:32:25,100
I went last night, actually.

227
00:32:25,100 --> 00:32:31,860
Once again, I was reminded of this isn't what it used to be.

228
00:32:31,860 --> 00:32:36,860
We've got to plan those aspects, whether we're selling the business or we're the one buying

229
00:32:36,860 --> 00:32:37,860
the business.

230
00:32:37,860 --> 00:32:44,260
You're the one buying the business and you don't look under these bricks and see how

231
00:32:44,260 --> 00:32:47,780
sturdy is this house, how sturdy is this environment.

232
00:32:47,780 --> 00:32:51,660
You're probably going to be disappointed with where the brand is as you're moving it forward.

233
00:32:51,660 --> 00:32:53,940
Pete, I want to dive into Gallup.

234
00:32:53,940 --> 00:32:56,060
I want to dive into Colby, both of them.

235
00:32:56,060 --> 00:32:57,900
I don't know if you've done Strengths Finder 2.0.

236
00:32:57,900 --> 00:33:02,580
I'm going to give you my background on it because you're obviously a Colby fan.

237
00:33:02,580 --> 00:33:05,200
Yeah, I've been a

238
00:33:05,200 --> 00:33:06,200
junkie.

239
00:33:06,200 --> 00:33:07,200
I've done almost all of them.

240
00:33:07,200 --> 00:33:13,580
Strengths Finder 2.0, man, it had such a groundbreaking life changing effect on me

241
00:33:13,580 --> 00:33:14,580
when we did this.

242
00:33:14,580 --> 00:33:17,460
I've learned, I've done so many assessments.

243
00:33:17,460 --> 00:33:19,940
I was 21 or 22 at the time when I did it.

244
00:33:19,940 --> 00:33:20,940
I got mine too.

245
00:33:20,940 --> 00:33:24,820
Man, there, you got to get a new guy.

246
00:33:24,820 --> 00:33:26,040
There's an assessment in the back.

247
00:33:26,040 --> 00:33:27,340
It doesn't work without the new book.

248
00:33:27,340 --> 00:33:32,380
You got a QR code here that you got to scan to get your assessment.

249
00:33:32,380 --> 00:33:36,660
I was always the guy in the middle on the assessments that could do everything or anything,

250
00:33:36,660 --> 00:33:38,500
which is nice, first world problem.

251
00:33:38,500 --> 00:33:43,060
But I didn't really feel like it told me anything about me until I took that one.

252
00:33:43,060 --> 00:33:47,820
And I was like, holy crap, this thing knows things about me I didn't know about myself.

253
00:33:47,820 --> 00:33:52,060
And it's a management reference guide as well and resource.

254
00:33:52,060 --> 00:33:58,020
But I remember taking Colby and I just didn't, for whatever reason, it didn't have a lasting

255
00:33:58,020 --> 00:33:59,940
impact on me.

256
00:33:59,940 --> 00:34:01,180
I wasn't in a big company.

257
00:34:01,180 --> 00:34:02,180
I was a startup.

258
00:34:02,180 --> 00:34:03,180
So it was like a one-on-one.

259
00:34:03,180 --> 00:34:06,020
I didn't get that like guidance process either.

260
00:34:06,020 --> 00:34:09,620
I do remember the Gallup people contacting me and saying, hey, we can help Strengths

261
00:34:09,620 --> 00:34:11,420
Finder stuff too.

262
00:34:11,420 --> 00:34:17,780
And as a startup, I'm torn between, all right, when we get to the next phase of leadership

263
00:34:17,780 --> 00:34:25,820
development and where we're investing more in external assessments of executives, Colby

264
00:34:25,820 --> 00:34:29,060
or Gallup, which one do we start with?

265
00:34:29,060 --> 00:34:30,540
Why would you start with Colby?

266
00:34:30,540 --> 00:34:33,580
You always start with Colby.

267
00:34:33,580 --> 00:34:35,400
And I'll tell you why.

268
00:34:35,400 --> 00:34:40,140
But I will also tell you that out of all the assessments I've ever taken, Strengths Finder

269
00:34:40,140 --> 00:34:43,340
is my second favorite.

270
00:34:43,340 --> 00:34:49,420
And I do think they work really well together and they should be used together.

271
00:34:49,420 --> 00:34:50,420
Right.

272
00:34:50,420 --> 00:34:52,180
So you want it.

273
00:34:52,180 --> 00:34:53,620
So again, I'm with you on that.

274
00:34:53,620 --> 00:34:56,180
For those startups who are listening, like, oh, I'm just going to do one and forget the

275
00:34:56,180 --> 00:34:57,180
other.

276
00:34:57,180 --> 00:34:58,180
No.

277
00:34:58,180 --> 00:35:01,540
Start with one and build up to the next.

278
00:35:01,540 --> 00:35:04,100
So here's why.

279
00:35:04,100 --> 00:35:07,100
There are three parts of the mind.

280
00:35:07,100 --> 00:35:09,640
The first part of the mind is cognitive.

281
00:35:09,640 --> 00:35:10,640
It's what you know.

282
00:35:10,640 --> 00:35:11,960
It's what you've learned.

283
00:35:11,960 --> 00:35:17,860
Think about like IQ tests and any if you took an SAT or any of these kind of things of what

284
00:35:17,860 --> 00:35:19,820
you've learned since you were born.

285
00:35:19,820 --> 00:35:22,900
All of that is got to do with your cognitive ability.

286
00:35:22,900 --> 00:35:23,900
Right.

287
00:35:23,900 --> 00:35:27,860
So there are cognitive tests out there and then there are emotional tests.

288
00:35:27,860 --> 00:35:29,460
It's what you prefer.

289
00:35:29,460 --> 00:35:31,860
It's how you you know, it's all around preferences.

290
00:35:31,860 --> 00:35:33,860
Essentially, that's what Gallup is.

291
00:35:33,860 --> 00:35:35,860
That's what Strength Finders is.

292
00:35:35,860 --> 00:35:40,920
Enneagram, Fascinate, Disc, MBTI, almost all of those ones.

293
00:35:40,920 --> 00:35:45,540
They are all around emotional intelligence, which is really, really important.

294
00:35:45,540 --> 00:35:48,220
So I don't ever discount any of those.

295
00:35:48,220 --> 00:35:49,220
OK.

296
00:35:49,220 --> 00:35:54,340
There's a whole nother overlay to do around emotional intelligence.

297
00:35:54,340 --> 00:36:02,220
Colby is the only one that actually is unbiased and you can use for hiring because it's completely

298
00:36:02,220 --> 00:36:03,220
unbiased.

299
00:36:03,220 --> 00:36:05,020
It's how you make decisions.

300
00:36:05,020 --> 00:36:08,060
It's got nothing to do with your preferences.

301
00:36:08,060 --> 00:36:11,660
It doesn't change over time, depending on how you how much you've learned since you

302
00:36:11,660 --> 00:36:14,060
were a kid till now.

303
00:36:14,060 --> 00:36:17,740
Colby has been going since 1975, forty nine years.

304
00:36:17,740 --> 00:36:22,100
And if you took your Colby test forty nine years ago and got your your numbers, it comes

305
00:36:22,100 --> 00:36:23,420
with four numbers.

306
00:36:23,420 --> 00:36:29,220
If you got those numbers and you took it today, you probably would be almost exactly the same,

307
00:36:29,220 --> 00:36:32,540
even with all of your life's learnings, even with all of your experiences, all of that

308
00:36:32,540 --> 00:36:33,540
stuff.

309
00:36:33,540 --> 00:36:37,960
It's because it's who you innately are and how you make decisions.

310
00:36:37,960 --> 00:36:41,380
And as a business owner, I want to know how my team makes decisions.

311
00:36:41,380 --> 00:36:45,420
I want to know how to present information to them so that they can make decisions and

312
00:36:45,420 --> 00:36:47,220
we can be a more efficient team.

313
00:36:47,220 --> 00:36:49,060
Here's my challenge on that.

314
00:36:49,060 --> 00:36:50,220
Let's explore this deeply.

315
00:36:50,220 --> 00:36:53,780
So they're all saying that these days.

316
00:36:53,780 --> 00:36:54,780
Yeah.

317
00:36:54,780 --> 00:36:57,300
Well, there's only one that's unbiased and can be used.

318
00:36:57,300 --> 00:36:59,460
I'm saying they all say they're unbiased.

319
00:36:59,460 --> 00:37:00,460
Right.

320
00:37:00,460 --> 00:37:04,900
So how do we know what's how do we know how do you define something that's truly unbiased?

321
00:37:04,900 --> 00:37:08,180
Well, because nobody else will use it in the hiring process.

322
00:37:08,180 --> 00:37:15,660
There's not an HR firm out there that would put this to test in an HR in a first part

323
00:37:15,660 --> 00:37:20,620
of your hiring process, because if you put disk or if you put an enneagram or anything,

324
00:37:20,620 --> 00:37:24,140
it's all got to do with their preferences and you can't hire based on somebody's preferences

325
00:37:24,140 --> 00:37:25,140
these days.

326
00:37:25,140 --> 00:37:26,140
Okay.

327
00:37:26,140 --> 00:37:27,140
That makes sense.

328
00:37:27,140 --> 00:37:28,140
Yeah.

329
00:37:28,140 --> 00:37:34,140
So you start with the unbiased from a standpoint of like also compliance.

330
00:37:34,140 --> 00:37:35,140
Yes.

331
00:37:35,140 --> 00:37:36,140
In HR.

332
00:37:36,140 --> 00:37:37,140
Oh, yeah.

333
00:37:37,140 --> 00:37:38,740
It's not corporate guy.

334
00:37:38,740 --> 00:37:39,740
Yeah.

335
00:37:39,740 --> 00:37:40,740
So no, it's real.

336
00:37:40,740 --> 00:37:45,780
Like you don't want to get sued because you turn somebody down because their strength

337
00:37:45,780 --> 00:37:50,140
finders report came back and you didn't like something that they didn't like.

338
00:37:50,140 --> 00:37:51,140
Right.

339
00:37:51,140 --> 00:37:53,100
That's what that's what you mean by that.

340
00:37:53,100 --> 00:37:54,100
That's right.

341
00:37:54,100 --> 00:37:55,420
Thank you for the context on that.

342
00:37:55,420 --> 00:37:56,420
Yeah.

343
00:37:56,420 --> 00:38:02,020
So with Colby, you can hire based on Colby results because I'm hiring a bookkeeper and

344
00:38:02,020 --> 00:38:05,900
if they have a low, let's call it fact, you know, fact finder and follow through, which

345
00:38:05,900 --> 00:38:10,100
are two of the nodes, I want my bookkeeper to have a high follow through, not a low follow

346
00:38:10,100 --> 00:38:14,460
through because she or he needs to really be there checking off those boxes.

347
00:38:14,460 --> 00:38:16,340
So the visa bounces at the end of the month.

348
00:38:16,340 --> 00:38:19,980
And if that bothers them, they probably aren't going to do it as a regular rhythm of their

349
00:38:19,980 --> 00:38:24,940
natural instincts of what they need to do at work in order to accomplish the task.

350
00:38:24,940 --> 00:38:28,500
And I'd like to know that before I hire them.

351
00:38:28,500 --> 00:38:29,500
That's fantastic.

352
00:38:29,500 --> 00:38:30,500
Thank you.

353
00:38:30,500 --> 00:38:31,500
You solved that.

354
00:38:31,500 --> 00:38:32,500
That was fantastic.

355
00:38:32,500 --> 00:38:38,180
So Colby first, and then once they're on your team and you're doing some team development

356
00:38:38,180 --> 00:38:45,100
and all this other stuff and digging into some of that kind of stuff, then you lay in

357
00:38:45,100 --> 00:38:50,340
strength finders or Enneagram or disc or any of these other ones that are more around what

358
00:38:50,340 --> 00:38:51,380
do you prefer.

359
00:38:51,380 --> 00:38:55,020
And we start talking about preferences because we're already in, we're already group.

360
00:38:55,020 --> 00:38:56,020
We're good with each other.

361
00:38:56,020 --> 00:38:57,020
We trust each other.

362
00:38:57,020 --> 00:38:58,020
All that kind of stuff.

363
00:38:58,020 --> 00:39:03,060
One of the things you're all witnessing live is the simplification of my business for success

364
00:39:03,060 --> 00:39:07,900
right here, right now, because I'm going to the person who understands how these assessments

365
00:39:07,900 --> 00:39:09,500
come together.

366
00:39:09,500 --> 00:39:12,540
And yeah, I could go through the trial and error and figuring that out.

367
00:39:12,540 --> 00:39:15,980
And it would take me, if I dedicated every bit of my effort towards that, maybe three

368
00:39:15,980 --> 00:39:17,980
to four years.

369
00:39:17,980 --> 00:39:21,640
But you just solved a three to four year problem for me.

370
00:39:21,640 --> 00:39:26,980
That is the advantage of getting engaged with leaders who've been there and done that.

371
00:39:26,980 --> 00:39:30,060
Let's dive into the opposite side of that though.

372
00:39:30,060 --> 00:39:32,900
You've also gotten to go through the trenches and battles of life.

373
00:39:32,900 --> 00:39:37,700
What is the worst leadership experience that you've ever had, Pete?

374
00:39:37,700 --> 00:39:40,620
I don't know whether it's worse because I've had a lot of bad ones.

375
00:39:40,620 --> 00:39:42,780
Like I said, I've been in business 30 years.

376
00:39:42,780 --> 00:39:46,860
So we've had a few along the way for sure.

377
00:39:46,860 --> 00:39:51,540
But I'll tell you one of the things that comes back to process because based on our conversation

378
00:39:51,540 --> 00:39:56,260
today, I'm a big process person and I like to have process outlined and laid out and

379
00:39:56,260 --> 00:39:59,820
assigned accountabilities to and all this kind of stuff.

380
00:39:59,820 --> 00:40:03,180
Well one of the businesses in the past, and it doesn't really matter what the process

381
00:40:03,180 --> 00:40:06,580
was because it's more about the learning here.

382
00:40:06,580 --> 00:40:09,980
One of the processes that we had laid out was a customer facing process.

383
00:40:09,980 --> 00:40:15,460
And the customer was trying to return a particular product and we weren't allowing returns on

384
00:40:15,460 --> 00:40:19,900
these products at that point in time if they had been used.

385
00:40:19,900 --> 00:40:23,340
And if they, you know, there was just some stuff around it.

386
00:40:23,340 --> 00:40:25,660
And we had a detailed process.

387
00:40:25,660 --> 00:40:30,600
And my team at the time was following process really well and going through it.

388
00:40:30,600 --> 00:40:34,580
And they had mentioned a couple of times that this is a bit of a sticky one.

389
00:40:34,580 --> 00:40:35,820
And I'm like, no, we just got to do it.

390
00:40:35,820 --> 00:40:40,860
And I'll tell you why we did it because my coach, I'm a coach, but I also am coached

391
00:40:40,860 --> 00:40:41,860
as well.

392
00:40:41,860 --> 00:40:47,100
My coach at the time was saying you need to really put some firmer policies and procedures

393
00:40:47,100 --> 00:40:50,660
in place around your returns because there are some issues here.

394
00:40:50,660 --> 00:40:52,620
And I'm like, yeah, okay, so we'll do it.

395
00:40:52,620 --> 00:40:56,260
And it felt against my culture at the time, Jackson.

396
00:40:56,260 --> 00:41:00,260
It's like, I was like, I don't even like this, this myself.

397
00:41:00,260 --> 00:41:06,220
So my real learning here around this was if you feel that a process in place is something

398
00:41:06,220 --> 00:41:10,680
in your business that you personally don't like and your name's on that business in some

399
00:41:10,680 --> 00:41:15,140
way, shape or form, and it's really not aligned with a culture that you have internally, then

400
00:41:15,140 --> 00:41:18,500
don't do it even if somebody else tells you to do it.

401
00:41:18,500 --> 00:41:26,740
Because I was there returning this product for a client and I was like, and my staff

402
00:41:26,740 --> 00:41:29,500
member was right beside me, my team member.

403
00:41:29,500 --> 00:41:35,660
And I'm thinking, okay, I don't even want to tell this person that because I don't like

404
00:41:35,660 --> 00:41:36,940
the policy myself.

405
00:41:36,940 --> 00:41:40,260
And I wouldn't want to be told that as a client.

406
00:41:40,260 --> 00:41:41,260
Absolutely.

407
00:41:41,260 --> 00:41:44,300
So we changed it.

408
00:41:44,300 --> 00:41:45,340
Yeah.

409
00:41:45,340 --> 00:41:46,700
Right after that, I'm like, this is done.

410
00:41:46,700 --> 00:41:51,060
I don't care if my coaches tell me to do this, this isn't our culture.

411
00:41:51,060 --> 00:41:54,380
With coaching, I believe we are all coaches as well.

412
00:41:54,380 --> 00:41:59,420
And I'm glad we're circling back to this concept because any coach that does not have a coach

413
00:41:59,420 --> 00:42:02,500
is probably a pathetic coach.

414
00:42:02,500 --> 00:42:06,140
We all need coaching in different aspects of our life.

415
00:42:06,140 --> 00:42:10,020
And it doesn't always come in the form of a direct, hey, I'm a certified coach through

416
00:42:10,020 --> 00:42:12,060
XY or Z. I don't care what you're certified.

417
00:42:12,060 --> 00:42:13,820
I care about that you know what you're doing.

418
00:42:13,820 --> 00:42:17,260
But it reminds me of the golf caddies.

419
00:42:17,260 --> 00:42:24,100
I read in Reader's Digest a long time ago that golf caddies don't last very long with

420
00:42:24,100 --> 00:42:28,620
the golfers that they're with, partly because the golfer has to pay for them directly.

421
00:42:28,620 --> 00:42:33,540
It's not like they inherit that individual like on another type of sports team.

422
00:42:33,540 --> 00:42:38,460
But there's only a few caddies out there have been with their golfer for decades.

423
00:42:38,460 --> 00:42:41,660
And a lot of that has to do with change and adjustment of strategy.

424
00:42:41,660 --> 00:42:43,580
Some of it has to do with bad leadership.

425
00:42:43,580 --> 00:42:47,500
Some of it has to do with the evolution of circumstances and the needs of that individual

426
00:42:47,500 --> 00:42:52,780
as they age as a golfer and needing somebody of a different mindset perhaps.

427
00:42:52,780 --> 00:42:54,300
We're always evolving.

428
00:42:54,300 --> 00:42:59,260
I look at Greg Popovich as one of the greatest coaches of all time and he actually has the

429
00:42:59,260 --> 00:43:00,620
accolades for it.

430
00:43:00,620 --> 00:43:07,500
But what really sets him apart to me as a coach is he won with his trio, his dynasty

431
00:43:07,500 --> 00:43:13,340
in San Antonio, and then he stayed with the team during years when he could have retired

432
00:43:13,340 --> 00:43:17,980
when they're in complete rebuild and destroying his win percentage.

433
00:43:17,980 --> 00:43:20,620
And now he's got Victor won by Niyama.

434
00:43:20,620 --> 00:43:22,700
And he's ready for the next go.

435
00:43:22,700 --> 00:43:25,900
And I don't really think he cares about all the accolades.

436
00:43:25,900 --> 00:43:28,460
He just has this passion for what he does.

437
00:43:28,460 --> 00:43:33,580
But back to the other bigger point of what you're saying, we don't have to drink the

438
00:43:33,580 --> 00:43:36,780
Kool-Aid of everything that somebody offers.

439
00:43:36,780 --> 00:43:39,240
And that's not why he was successful as a coach.

440
00:43:39,240 --> 00:43:43,580
He had utter respect for his team members and their ability to communicate back and

441
00:43:43,580 --> 00:43:45,860
forth with them on what they thought that they should do together.

442
00:43:45,860 --> 00:43:50,780
Anybody who's trying to control you, once again, I would say is a pathetic coach.

443
00:43:50,780 --> 00:43:52,260
I'm not saying your coach was.

444
00:43:52,260 --> 00:43:57,140
I'm saying if a coach does not recognize the need to back off when you have your intuition

445
00:43:57,140 --> 00:44:01,780
or know what you need to do or they get hurt by that, like, oh, well, you don't listen

446
00:44:01,780 --> 00:44:02,900
to me, Pete.

447
00:44:02,900 --> 00:44:05,700
I mean, it's time to reevaluate.

448
00:44:05,700 --> 00:44:09,860
Is this coach the one who's going to help me get to the highest levels or should I be

449
00:44:09,860 --> 00:44:14,420
looking for a coach who understands that I have intuition and confidence and things that

450
00:44:14,420 --> 00:44:17,100
I need to be able to go and lean into as well?

451
00:44:17,100 --> 00:44:18,100
Thoughts on that?

452
00:44:18,100 --> 00:44:19,100
Yeah, I love it.

453
00:44:19,100 --> 00:44:21,300
I mean, all of that is good.

454
00:44:21,300 --> 00:44:27,340
And I think, well, I'll tell you what, I'm being coached next week.

455
00:44:27,340 --> 00:44:31,940
I'm going for a three day seminar with one of the people that I've done some stuff with

456
00:44:31,940 --> 00:44:32,940
along the way.

457
00:44:32,940 --> 00:44:36,540
But I've never been live with them, so I'm really excited about that.

458
00:44:36,540 --> 00:44:40,940
His name is Dean Jackson, and Dean Jackson is one of the marketing gurus.

459
00:44:40,940 --> 00:44:46,940
I mean, he's the guy that started the squeeze page back when you open a website and that

460
00:44:46,940 --> 00:44:48,940
pop up page comes.

461
00:44:48,940 --> 00:44:50,860
Dean Jackson was the guy that created that.

462
00:44:50,860 --> 00:44:55,620
So I mean, he's got all sorts of different things, really a master in all sorts of marketing.

463
00:44:55,620 --> 00:45:00,020
And I've been following his stuff, listening to his podcast, reading his stuff for years.

464
00:45:00,020 --> 00:45:04,620
And I've taken a couple of his online courses, group coaching type stuff, but I've never

465
00:45:04,620 --> 00:45:05,620
been live with them.

466
00:45:05,620 --> 00:45:07,540
So I'm going to be live with them for three days next week.

467
00:45:07,540 --> 00:45:12,260
And I'm really looking at learning and digging deeper into some of his stuff.

468
00:45:12,260 --> 00:45:16,420
So I'm a big believer in following those things.

469
00:45:16,420 --> 00:45:22,020
And it just never worked until now for me to make it out to one of Dean's events, but

470
00:45:22,020 --> 00:45:23,220
I'm excited about that.

471
00:45:23,220 --> 00:45:28,260
So part of being a good leader is never ending learning.

472
00:45:28,260 --> 00:45:31,580
And it doesn't really matter who you learn from.

473
00:45:31,580 --> 00:45:35,660
But if it's stuff that you're interested in and it's stuff that's going to advance your

474
00:45:35,660 --> 00:45:39,820
business, advance your life, advance your culture, advance your team, then you're going

475
00:45:39,820 --> 00:45:41,420
to have a better life.

476
00:45:41,420 --> 00:45:42,620
Absolutely.

477
00:45:42,620 --> 00:45:48,300
By the way, those of you listening in secret, I already knew Pete was a process guy because

478
00:45:48,300 --> 00:45:49,300
of his bookshelves.

479
00:45:49,300 --> 00:45:54,500
So those of you looking for little tweaks and like insights and how to evaluate, I mean,

480
00:45:54,500 --> 00:45:57,820
somebody who's got a backlight for his brand behind him when he could have just endless

481
00:45:57,820 --> 00:46:00,860
books on there, the plant in the top right corner, et cetera.

482
00:46:00,860 --> 00:46:03,300
There's lots of little signs that we sometimes overlook.

483
00:46:03,300 --> 00:46:06,740
Just one that I caught long before you started talking processes like this guy, the process

484
00:46:06,740 --> 00:46:07,740
guy.

485
00:46:07,740 --> 00:46:10,220
Hey, man, I know you have your guitar, my guitar, my mandolin are right here on the

486
00:46:10,220 --> 00:46:11,220
other wall.

487
00:46:11,220 --> 00:46:14,220
So we got to jam out together.

488
00:46:14,220 --> 00:46:15,940
All right.

489
00:46:15,940 --> 00:46:19,620
Speaking of what's the best leadership experience that you've ever had?

490
00:46:19,620 --> 00:46:20,620
I've had a lot.

491
00:46:20,620 --> 00:46:27,420
I mean, I really truly have been blessed with some awesome mentors.

492
00:46:27,420 --> 00:46:28,420
Easy to see.

493
00:46:28,420 --> 00:46:34,300
Easy to see Pete, your reflection of all of them and all the things that you've done.

494
00:46:34,300 --> 00:46:35,300
Thank you.

495
00:46:35,300 --> 00:46:41,180
And I encourage anybody listening here, if you're a business owner that's struggling

496
00:46:41,180 --> 00:46:44,220
or even if you're a new business owner, or even if you're an existing business owner

497
00:46:44,220 --> 00:46:49,180
that has been at it a while, you should still have mentors and you should still go talk

498
00:46:49,180 --> 00:46:50,180
to them.

499
00:46:50,180 --> 00:46:51,620
And they've been through so much.

500
00:46:51,620 --> 00:46:54,700
And I mean, I look at myself now, it's like I told you, I've been in business 30 years

501
00:46:54,700 --> 00:46:58,140
already, even though I'm in 53, like you started young too.

502
00:46:58,140 --> 00:47:05,460
But you know, there are people that have been through this stuff before.

503
00:47:05,460 --> 00:47:09,420
And most business owners are the kindest, most giving people.

504
00:47:09,420 --> 00:47:14,140
They don't want to see you struggle through the things that they struggled through.

505
00:47:14,140 --> 00:47:16,820
They want you to take the fast road.

506
00:47:16,820 --> 00:47:19,540
They want to give you the answer.

507
00:47:19,540 --> 00:47:24,100
And most business owners are either too brash or too proud or whatever the case to ask the

508
00:47:24,100 --> 00:47:25,100
question.

509
00:47:25,100 --> 00:47:29,060
It's unfortunate because there are a lot of people out there that want to give you the

510
00:47:29,060 --> 00:47:36,740
help that could exponentially help you take years off that leadership journey.

511
00:47:36,740 --> 00:47:41,740
And you know, when I look at the best leadership experience, I mean, I just have so many great

512
00:47:41,740 --> 00:47:45,820
mentors, and it's mentorship, Jackson.

513
00:47:45,820 --> 00:47:50,660
It's the good conversations with business owners that have been there, done that.

514
00:47:50,660 --> 00:47:55,100
Sometimes they're now, sometimes they're younger than me before, it was always older people.

515
00:47:55,100 --> 00:47:58,380
But now, some of my mentors are younger than me.

516
00:47:58,380 --> 00:48:03,280
And it's like, wow, man, I like, I wish I knew that when I was 25.

517
00:48:03,280 --> 00:48:06,300
And I wish I knew like, and it's like, wow, they're like, they're killing it with some

518
00:48:06,300 --> 00:48:07,300
of this stuff.

519
00:48:07,300 --> 00:48:08,300
And I want to learn from them.

520
00:48:08,300 --> 00:48:09,680
And they're sometimes half my age.

521
00:48:09,680 --> 00:48:10,940
And I love that.

522
00:48:10,940 --> 00:48:15,220
So when I look at this kind of thing, it's like, what can you do?

523
00:48:15,220 --> 00:48:20,460
And I'm talking to you, the listener, what can you do to connect with a mentor?

524
00:48:20,460 --> 00:48:24,060
In an area that you're struggling in.

525
00:48:24,060 --> 00:48:28,540
And there are lots of people, whether they're paid or not paid, it doesn't really matter,

526
00:48:28,540 --> 00:48:35,380
that that are willing to give you help to overcome the pain that you're feeling so that

527
00:48:35,380 --> 00:48:37,860
you can live a better life.

528
00:48:37,860 --> 00:48:44,340
I used to listen to Smart Passive Income fairly religiously with Pat Flynn, love him, love

529
00:48:44,340 --> 00:48:47,180
the show, love what he stands for.

530
00:48:47,180 --> 00:48:54,740
And there came a day where I realized I need to stop consuming every word that this person

531
00:48:54,740 --> 00:48:57,180
is saying and that others are saying.

532
00:48:57,180 --> 00:49:02,060
If I'm going to become a leader, I need to start producing content, not consuming it

533
00:49:02,060 --> 00:49:03,380
constantly.

534
00:49:03,380 --> 00:49:09,300
And now I need to find who's virtues, whose values I align with.

535
00:49:09,300 --> 00:49:14,020
And when I need access to certain information because of the challenge at hand with what

536
00:49:14,020 --> 00:49:15,020
I'm producing.

537
00:49:15,020 --> 00:49:19,820
If I'm running into a Facebook campaign problem with lead forms, I'm going to look up on Google

538
00:49:19,820 --> 00:49:25,460
Facebook lead forms, but at case study, and I'm going to type John Loomer and I'm going

539
00:49:25,460 --> 00:49:29,180
to type Pat Flynn and I'm going to type Gary Vaynerchuk.

540
00:49:29,180 --> 00:49:33,860
I'm going to look for very specific resources that I need from those individuals when I

541
00:49:33,860 --> 00:49:35,300
need them.

542
00:49:35,300 --> 00:49:40,180
But there does come a point in time when as a yes, you should look at mentorship opportunities

543
00:49:40,180 --> 00:49:47,860
all around you and to curate that with what is needed in the moment for you to move your

544
00:49:47,860 --> 00:49:48,860
visions forward.

545
00:49:48,860 --> 00:49:50,620
That was a huge shift for me.

546
00:49:50,620 --> 00:49:53,580
I don't know, five to 10 years ago.

547
00:49:53,580 --> 00:49:56,740
It's been quite some time on that.

548
00:49:56,740 --> 00:50:01,540
And the other thing that you shared was about these younger mentors.

549
00:50:01,540 --> 00:50:06,360
I don't know how soon into fatherhood where I realized like, holy crap, I'm learning more

550
00:50:06,360 --> 00:50:11,820
from my children than I'm probably even teaching them.

551
00:50:11,820 --> 00:50:12,820
And it was just constant.

552
00:50:12,820 --> 00:50:13,820
It's just like a fire hose.

553
00:50:13,820 --> 00:50:14,820
And at first it hurt.

554
00:50:14,820 --> 00:50:18,180
And I was like, man, I suck at this.

555
00:50:18,180 --> 00:50:22,980
And some of it hurt in terms of like, man, I wish that I could see how I'm supposed to

556
00:50:22,980 --> 00:50:24,060
help this child.

557
00:50:24,060 --> 00:50:30,780
But in the process, through self-awareness discovery, I got to learn how to see the world

558
00:50:30,780 --> 00:50:32,340
from their angle and perspective.

559
00:50:32,340 --> 00:50:35,160
And so they weren't trying to teach me per se.

560
00:50:35,160 --> 00:50:38,700
But because of the opportunity and my willingness to learn on that, it dramatically shifted

561
00:50:38,700 --> 00:50:41,980
my ability to connect with them and understand where they're coming from and then relate

562
00:50:41,980 --> 00:50:42,980
to others.

563
00:50:42,980 --> 00:50:47,100
So there is no limit on age for who we can learn from.

564
00:50:47,100 --> 00:50:50,260
We also need to be curating based on what's needed for us here and now, because there

565
00:50:50,260 --> 00:50:53,420
are billions of opportunities out there to learn.

566
00:50:53,420 --> 00:50:57,860
Speaking of, if this was the last chance that you had in your life to share a powerful lesson

567
00:50:57,860 --> 00:51:01,180
with other visionary leaders, what powerful lesson can other visionaries learn from your

568
00:51:01,180 --> 00:51:02,180
experience?

569
00:51:02,180 --> 00:51:07,580
Well, being that I mentioned Dean Jackson a little while ago, I'll give you one of his

570
00:51:07,580 --> 00:51:14,940
little nuggets that I don't even know he uses, but it's one that sat with me when I listened

571
00:51:14,940 --> 00:51:16,740
to it one day.

572
00:51:16,740 --> 00:51:20,620
And he said, there are only 24 hours in a day.

573
00:51:20,620 --> 00:51:26,860
You can't buy more and you can't use less.

574
00:51:26,860 --> 00:51:29,020
So there are only 24 hours in a day.

575
00:51:29,020 --> 00:51:32,300
You can't buy more and you can't use less.

576
00:51:32,300 --> 00:51:36,300
So when we think of our leadership and we think of our business and we think of our

577
00:51:36,300 --> 00:51:39,940
family and we think of our health and we think of our wealth and we think of all the different

578
00:51:39,940 --> 00:51:46,340
things that revolve around being a business owner and being a good person, how are you

579
00:51:46,340 --> 00:51:49,660
using your 24 hours?

580
00:51:49,660 --> 00:51:52,060
Wow.

581
00:51:52,060 --> 00:52:01,820
That is an angle I hadn't thought about, the aspect of you can't use less of it.

582
00:52:01,820 --> 00:52:03,140
You're going to use it somehow.

583
00:52:03,140 --> 00:52:04,140
You're going to use it.

584
00:52:04,140 --> 00:52:06,020
I miss my night.

585
00:52:06,020 --> 00:52:07,020
That's really neat.

586
00:52:07,020 --> 00:52:09,460
That's like an empowering side of the formula.

587
00:52:09,460 --> 00:52:14,180
So once again, you've given me yet another insight that I got to go meditate on and ponder

588
00:52:14,180 --> 00:52:16,140
and I shouldn't say got to, right?

589
00:52:16,140 --> 00:52:20,980
We're always training our brains that I have the opportunity to go ponder and meditate

590
00:52:20,980 --> 00:52:21,980
on.

591
00:52:21,980 --> 00:52:25,340
I'm glad you're sharing that.

592
00:52:25,340 --> 00:52:28,380
I wish we had shared a little bit more visually about what you got going on.

593
00:52:28,380 --> 00:52:31,220
We got to wrap up fast because I want to respect your time.

594
00:52:31,220 --> 00:52:35,020
But those of you listening in, we're going to be dropping below the episode, the action

595
00:52:35,020 --> 00:52:37,900
steps that you can take to get involved with Pete.

596
00:52:37,900 --> 00:52:45,060
We've got his link regarding simplifying entrepreneurship.com forward slash laws, where they attend laws

597
00:52:45,060 --> 00:52:47,900
for moving from operator to owner.

598
00:52:47,900 --> 00:52:51,540
You'll be able to see, we'll put on there too, shootopia.ca.

599
00:52:51,540 --> 00:52:55,900
That way you can just kind of see one of the businesses that he runs and has several locations

600
00:52:55,900 --> 00:52:58,260
for Instagram, LinkedIn, et cetera.

601
00:52:58,260 --> 00:52:59,260
All those will be on there.

602
00:52:59,260 --> 00:53:02,700
If you have a specific question, don't hesitate to drop that in the comments.

603
00:53:02,700 --> 00:53:05,140
We'll be happy to forward it to Pete.

604
00:53:05,140 --> 00:53:09,020
And if you'd love to be a guest on the show and share your vision, you do not have to

605
00:53:09,020 --> 00:53:14,320
have decades of wisdom like Pete has and decades of experience with business.

606
00:53:14,320 --> 00:53:16,100
We're looking for leaders who care.

607
00:53:16,100 --> 00:53:17,940
We're looking for leaders who care to help others.

608
00:53:17,940 --> 00:53:20,900
There's a button in the top right corner that says, be our guest.

609
00:53:20,900 --> 00:53:23,740
We'd love to have you on our show and be a visionary guest with us.

610
00:53:23,740 --> 00:53:26,420
Pete, any final thoughts before we wrap up?

611
00:53:26,420 --> 00:53:36,340
Well, I mean, I love the name of your show and I think everything starts with a vision.

612
00:53:36,340 --> 00:53:41,540
And if you haven't visited, I'm talking to you, the listener, if you haven't revisited

613
00:53:41,540 --> 00:53:47,420
your vision in a while, if you don't have clarity around your vision, and if your team

614
00:53:47,420 --> 00:53:54,100
doesn't have clarity around your vision, it's really hard for other things to fall in on

615
00:53:54,100 --> 00:53:55,100
top of that.

616
00:53:55,100 --> 00:54:00,980
And to me, the vision, or as I call it in my language, the promise around what it is

617
00:54:00,980 --> 00:54:05,380
you do and taking that person, and I started off, I'm going to end with a two, taking that

618
00:54:05,380 --> 00:54:12,420
person from their pain to the gain through your unique set of processes so that you can

619
00:54:12,420 --> 00:54:16,380
take them from the issues that they're having to a better life.

620
00:54:16,380 --> 00:54:22,040
If you can do that through your vision and you can explain that and you can communicate

621
00:54:22,040 --> 00:54:26,980
it to your clients and to your team, you'll have a better business and a better life.

622
00:54:26,980 --> 00:54:29,180
I love it.

623
00:54:29,180 --> 00:54:30,740
Words of wisdom from Pete Moore.

624
00:54:30,740 --> 00:54:33,760
We're blessed and honored to have you here today.

625
00:54:33,760 --> 00:54:37,420
And Vision Pros, we will see you guys on the next episode.

626
00:54:37,420 --> 00:54:38,980
Everybody have a fantastic rest of your day.

627
00:54:38,980 --> 00:54:40,420
Thank you for being here today.

628
00:54:40,420 --> 00:54:42,900
I'm really happy that you tuned in to Vision Pros Live.

629
00:54:42,900 --> 00:54:47,700
I'm looking forward to seeing your reactions as these episodes continue to move forward.

630
00:54:47,700 --> 00:54:49,300
This is going to get more and more fun.

631
00:54:49,300 --> 00:54:51,380
We'll have more and more engagement as well.

632
00:54:51,380 --> 00:54:53,700
We'll invite people to participate in the show.

633
00:54:53,700 --> 00:54:55,940
And thank you for giving us your time and attention.

634
00:54:55,940 --> 00:55:13,180
Have an excellent time building out your vision.