Transcripción completa de Mastering Growth: Unlocking the Secrets to Scaling Home Service Businesses with Mike Claudio

consistency. 00:02:23.000 --> 00:02:31.939 There's not a lot of people that stay consistent with podcasting and content and adding value and giving back Kudos to you for being somebody who's stuck with it. 00:02:31.939 --> 00:02:34.919 You even have a podcast left to bring you back on. 00:02:34.919 --> 00:02:41.000 There's so many people that start it and have the idea and have the desire and have the interest, but then don't stick with it. 00:02:41.000 --> 00:02:45.290 Congratulations to everyone keeping up with it, because that's uncommon. 00:02:46.282 --> 00:02:47.252 Yeah, absolutely no. 00:02:47.252 --> 00:02:48.000 No, I appreciate it. 00:02:48.000 --> 00:02:52.531 When I first started, I said that I was going to give it five years. 00:02:52.531 --> 00:03:00.548 I committed for the long hauls, Something one of my mentors told me If you're going to do it, just commit to it long term. 00:03:00.548 --> 00:03:08.622 If it's worth doing once, worth doing a hundred times, don't start it and quit Surprisingly. 00:03:08.622 --> 00:03:18.235 That's a lot of things in life, I think, where just being in a long enough time horizon can really show the results. 00:03:18.235 --> 00:03:20.545 Enough about that. 00:03:21.662 --> 00:03:23.808 I'm looking forward to getting into this episode. 00:03:23.808 --> 00:03:37.355 As I mentioned, Mike has this business that's centered around scaling and helping not only people but their business growth, specifically in that home service space. 00:03:37.355 --> 00:03:44.873 The home service category, if you will, has really been where I've lived for the past about 10 years. 00:03:44.873 --> 00:04:05.993 It seems to be what I've always attracted into the marketing agency To have a gentleman on here that will be able to speak to some of the pitfalls of scaling home service companies, some of the bottlenecks that happen, whether that's a people issue, a service issue, a marketing issue. 00:04:05.993 --> 00:04:15.174 I love these type of conversations, especially when somebody has worked with hundreds of companies and being able to see what works, what doesn't work. 00:04:15.174 --> 00:04:18.047 I really want to dive into it. 00:04:18.047 --> 00:04:26.093 I want to start by asking what inspired you to start WinRate Consulting, and then I think we can dive into some of the questions from there. 00:04:27.862 --> 00:04:33.913 In 2017, I had some success over a couple of years in the remodeling space and the roofing space. 00:04:33.913 --> 00:04:49.447 There were people in my ecosystem in Charlotte, north Carolina, even just like my local B&I I was very successful at a local B&I over those years and they saw what I was doing to grow and scale and evolve Just the success I was having in client acquisition. 00:04:49.447 --> 00:04:50.730 And I didn't have a marketing budget. 00:04:50.730 --> 00:04:52.826 They knew I was like guerrilla marketing stuff. 00:04:52.826 --> 00:04:55.286 So we started asking questions how are you doing

this? 00:04:55.286 --> 00:04:56.247 What are you doing about that? 00:04:56.247 --> 00:04:57.391 How did you hire that guy? 00:04:57.391 --> 00:04:59.345 What's that process? 00:04:59.345 --> 00:04:59.666 How's this? 00:04:59.666 --> 00:05:06.252 I've been doing video for the intent of revenue generation since 2013-14. 00:05:06.252 --> 00:05:12.411 I've been in this game of content creation before it was even a game to an extent. 00:05:12.411 --> 00:05:15.809 Who's asked a lot of questions? 00:05:16.000 --> 00:05:23.000 In 2017, I kept taking calls from people and helping them and giving them advice and seeing the improvement, seeing the advice I was giving actually working. 00:05:23.000 --> 00:05:26.990 I wasn't giving advice for the intent to sell somebody something. 00:05:26.990 --> 00:05:27.851 It was just like what are you doing? 00:05:27.851 --> 00:05:29.050 Well, this is what I did. 00:05:29.050 --> 00:05:30.000 They tried and it worked. 00:05:30.000 --> 00:05:32.000 I'm like shit, I actually do know something. 00:05:32.000 --> 00:05:36.512 At the end of 2017, I was a commission-driven person. 00:05:36.512 --> 00:05:38.639 I'm a revenue-generated driven person. 00:05:38.639 --> 00:05:42.367 I've always had sales on my blood Sales a lot. 00:05:42.367 --> 00:05:43.891 You look at return on effort. 00:05:43.891 --> 00:05:45.980 Is this an over-bringing me revenue? 00:05:45.980 --> 00:05:48.225 I'm putting a lot of time into this. 00:05:48.225 --> 00:05:49.550 I need to find a way to monetize it. 00:05:49.550 --> 00:06:00.975 That led to WinRate being formed in April of 2018, was official opening date. 00:06:00.975 --> 00:06:06.730 Then I was still with the Roofing Company, basically beginning of 2019, I went full-time. 00:06:06.730 --> 00:06:10.990 Since beginning of 2019, we're going on five full-time years. 00:06:10.990 --> 00:06:13.365 We've coached hundreds of companies. 00:06:13.365 --> 00:06:15.391 I've had a lot of success with people. 00:06:17.043 --> 00:06:17.526 Very cool. 00:06:17.526 --> 00:06:42.000 One of the questions that I know I had in your experience working with local to mid-sized companies, I would imagine, is the primary focus, especially when you're dealing with home service what are some of the initial problems that you see inside of a business? 00:06:42.000 --> 00:06:54.000 Is there a handful of things that are usually a trend within the home service industry in terms of bottlenecks that they have within their companies? 00:06:55.363 --> 00:06:58.452 I've coached in that zero-to-a-million space. 00:06:58.452 --> 00:07:03.886 I've coached in the three-to-five, I've coached in the eight-to-ten, I've coached in the 20-to-30 million. 00:07:04.588 --> 00:07:15.920 I've coached in the 80 million Each of them had some form of a unifying issue of the whole team didn't know the mission. 00:07:15.920 --> 00:07:17.872 Why are we doing this? 00:07:17.872 --> 00:07:19.000 What is the desired outcome? 00:07:19.000 --> 00:07:23.992

A lot of business owners at the beginning it's like I've got to make money because I've got bills to pay. 00:07:23.992 --> 00:07:26.769 Then it's like I've got to make money because I've got employees to pay. 00:07:26.769 --> 00:07:29.247 Then it's like I've got to make money to pay these invoices. 00:07:29.247 --> 00:07:33.067 The dollar becomes the mission. 00:07:33.067 --> 00:07:35.612 When the dollar becomes the mission, everything makes sense. 00:07:35.612 --> 00:07:42.692 It becomes very fragmented, it becomes very disconnected, it becomes a lot of no one really knows exactly what the standard is. 00:07:42.692 --> 00:07:44.711 That's a unifying thing. 00:07:44.752 --> 00:07:53.416 I've seen at different-sized companies, obviously the bigger the company, maybe the the lesser, that there's something there because they got to a certain level, you know. 00:07:53.416 --> 00:07:55.766 But I think, like when I come in and say, like why? 00:07:55.766 --> 00:07:56.668 What is the mission? 00:07:56.668 --> 00:07:57.250 Why are we here? 00:07:57.250 --> 00:07:58.194 What's the desired outcome? 00:07:58.194 --> 00:08:00.555 What's the North Star, what's the lighthouse? 00:08:00.555 --> 00:08:01.841 And they're like money. 00:08:01.841 --> 00:08:07.694 I right there, I know that like, that business is not where it could be and I'm not going to say they're failing. 00:08:07.694 --> 00:08:10.048 People are saying, well, my God, I don't know the mission, I'm doing just fine. 00:08:10.048 --> 00:08:14.774 Well, doing just fine and reaching your potential is not the same thing. 00:08:14.774 --> 00:08:20.889 And people hire win rate and people work with Mike and our team because they want to, like, maximize their potential. 00:08:20.889 --> 00:08:28.845 Like, right, you know, our mission statement is to guide, you know, individuals and companies in the home service space to greater levels of success. 00:08:28.845 --> 00:08:32.280 Like, that's our mission statement, right, greater levels of success. 00:08:32.280 --> 00:08:52.244 And so not having that mission, not having that unified thing that everybody's making decisions toward every investment is, toward every initiatives, toward every, you know, application, every marketing agency, it all has to work towards some unified desired outcome, or each of them makes sense, all those decisions make sense, but you have a fragmented organization. 00:08:52.244 --> 00:08:56.100 What this this sales rep is doing is different than this sales rep Depending on how long they've been here. 00:08:56.100 --> 00:09:02.283 Right, this production manager compared to this production managers using different like processes because of how long they've been here. 00:09:02.335 --> 00:09:11.244 Because each season you are solving problems based on the short term pain, not saying well, does this play into the long term picture? 00:09:11.244 --> 00:09:15.701 And I say that's more of a unifying that creates dozens of different problems.

00:09:15.701 --> 00:09:18.684 But but I don't think that's home service focus either. 00:09:18.684 --> 00:09:45.403 I'd say most business owners I've talked to you know lose track of why they started at some point when making money becomes more important than executing the missing and um, it is scary sometimes, with a mission above revenue or mission above profits, or mission above people, or you have to fire that person or you have to fire that client, and but that's how you build a sustainable long term business, not just a how much money can I grab in this season? 00:09:45.615 --> 00:10:00.095 And I think there's a lot of people who started companies in the last two or three years that learned that in 2023, you know, like it was not difficult to win 2019, 2020, 2021, even 2022. 00:10:00.095 --> 00:10:02.964 And you started seeing some changes in 2023. 00:10:02.964 --> 00:10:03.557 I think there was. 00:10:03.557 --> 00:10:08.301 It kind of showed who was a real entrepreneur and who was in it because they just want to make money. 00:10:08.301 --> 00:10:14.635 Um, yeah, my mission has always been more than the money, but you know, we grew this year. 00:10:14.635 --> 00:10:15.958 We grew about 40% this year. 00:10:15.958 --> 00:10:23.899 You know, which was a like it was a small growth year, but you know bigger numbers as the, you know the as the ecosystem evolved. 00:10:23.980 --> 00:10:26.534 But we took a stabilizing year this year intentionally. 00:10:26.554 --> 00:10:39.203 We slowed down growth this year on purpose, um, to get control of some things, but, like, because of that, because we started getting a little bit away from the initial mission, we started getting more focused on, you know, revenue or like hitting certain profit numbers, that making an impact. 00:10:39.254 --> 00:10:42.885 Then, like we weren't way off, but I saw a trend in that direction. 00:10:42.885 --> 00:11:01.267 So I pulled back on the range a little bit this year and, um, yeah, got very intentional on internally focused to rebuild a foundation because we hit, we, hit, we, we, we'll, we'll breach the $3 million mark this year on the coaching side and, um, I wanted to rebuild a foundation that could get us to like eight to 10. 00:11:01.267 --> 00:11:04.774 And we needed we needed to slow down this year to do that. 00:11:04.774 --> 00:11:19.565 So I think a lot of people are just always in a rush to the next thing, like roofers trying to do fencing, bathroom guys trying to do hardwood, you know, exterior guys trying to do interior, like it's just people are chasing money, not a unified mission, and that becomes six it, you. 00:11:19.565 --> 00:11:27.599 It ends up being a very aggressive roller coaster of success and failure because there's no unifying, like measurement of standard or mission. 00:11:28.844 --> 00:11:30.957 Right, so I I want to. 00:11:30.957 --> 00:11:40.864 I want to talk a little bit on the marketing side, um, just being my nature, and then I want

to talk a little bit about the sale side as well. 00:11:40.864 --> 00:11:49.614 Um, you know, when it comes to marketing, I you know me personally, like I have certain things that I look at when I first start working with a client. 00:11:49.614 --> 00:12:04.234 You know how they're running their marketing budget, where it's going, you know what they're doing to bring in leads, if they even have some sort of system for tracking, um, but I'd love to hear your approach to, uh, maybe analyzing that. 00:12:04.234 --> 00:12:15.488 Or, I'm not sure, if you bring in, like a vendor for for certain things, um, but I'd love to hear your approach to that in terms of, like, what you look at and what mistakes you typically see. 00:12:15.488 --> 00:12:26.453 Um, you know home service companies making when it comes to their marketing that you know might be preventing them from increasing their, their customer acquisition. 00:12:26.474 --> 00:12:35.384 Yeah, I think the first thing, I think most companies are really lacking in the tracking side, like you said, like even understanding where leads are coming from. 00:12:35.384 --> 00:12:36.375 What are they spending on marketing? 00:12:36.375 --> 00:12:41.509 You know, I think a lot of businesses just spray and pray a little bit and they're like how many, how many places can we be? 00:12:41.509 --> 00:12:42.294 And that must be good. 00:12:42.294 --> 00:12:48.274 And so one of the first things I typically look at on the marketing specifically is where are we spending money and what is the return on that? 00:12:48.274 --> 00:13:01.995 And you know, I tried a client recently they're about a three to $4 million moving company and they were marketing and, like you know, magazines and sponsorships and events and Google ads and Facebook, and I was like, okay, like are you tracking? 00:13:01.995 --> 00:13:05.014 Like the first step was like, are you tracking where leads are coming from? 00:13:05.014 --> 00:13:09.774 Not great, okay, we're going to spend the next 90 days getting better at tracking where leads are coming from. 00:13:09.774 --> 00:13:14.023 Like that was the first step, because I can't give you feedback, so we start knowing what the results are. 00:13:14.023 --> 00:13:24.350 And then you know then the next 90 days, we locked that like, okay, tracking things, the individual marketing efforts, cause you know when you're, when you have a very robust marketing scheme, like I'll just use myself as an example. 00:13:24.350 --> 00:13:41.534 Like YouTube, podcast, facebook group, instagram, tiktok, facebook like main page, other people's audiences like this it can be very difficult to see, like where it started, right, like, yeah, someone might be listening to this podcast episode, might go to my podcast, listen to 10 episodes and find me on YouTube, then find me on Facebook and then reach out in a year. 00:13:41.534 --> 00:13:45.735 It's impossible to be like, guide that back to this piece of content or this effort. 00:13:45.735 --> 00:13:59.195 But for, if you do a good job on the inbound leads, you know asking questions, especially home service, like it's like most home service companies don't have the robust of a content strategy, right, and so you know the figure now, like what are we tracking? 00:13:59.195 --> 00:14:01.634 Are you even having your sales reps asking the questions? 00:14:01.634 --> 00:14:02.601 Sometimes it's that. 00:14:02.601 --> 00:14:04.195 Are you using your own content strategy? 00:14:04.195 --> 00:14:06.581 Are you even asking the question where did you hear about us? 00:14:06.581 --> 00:14:08.798 Yeah, like basic shit. 00:14:08.898 --> 00:14:20.846 But like you lose track of that when it's just more money is the goal, not proper spend, not proper analytics, not proper management of ROI, and so, like, my thing primarily is not so, like I'm not a paid advertising guy. 00:14:20.846 --> 00:14:23.922 Um, I didn't have it when I was running companies. 00:14:23.922 --> 00:14:24.342 We didn't have it. 00:14:24.342 --> 00:14:25.466 We didn't make a budget for it. 00:14:25.466 --> 00:14:30.238 Like I was the prospecting networking, you know, self-generated, organic guy Like that was that. 00:14:30.238 --> 00:14:31.381 I'm best in that. 00:14:31.414 --> 00:14:42.488 And so I don't dive into people's ad campaigns to see if they can be more efficient, but I look at what platforms are you spending money on, what leads are coming from that, and then what conversion rate do we have on those leads? 00:14:42.488 --> 00:14:46.575 Because I don't want to just look at how many contracts you got. 00:14:46.575 --> 00:14:49.745 We'll say it's also like what are the quality of the leads that are coming from it. 00:14:49.745 --> 00:15:05.000 You know, using a very, a very wild example, if it's like I have 100 leads from Facebook and close 15 contracts, but I had 11 leads from Google and close nine, you might say Facebook was more successful. 00:15:05.000 --> 00:15:06.581 I would say Google was. 00:15:06.581 --> 00:15:09.495 Because you have, you're not qualifying. 00:15:09.495 --> 00:15:11.174 If I just all right, let's look at the Facebook sign. 00:15:11.174 --> 00:15:12.774 Let's say is the messaging wrong? 00:15:12.774 --> 00:15:17.033 What walk me through the client journey and I'm like, yep, right there, that form is bullshit. 00:15:17.033 --> 00:15:17.654 That doesn't help at all. 00:15:17.654 --> 00:15:23.019 We need to change these three questions to get that down to closing 15 out of 50, not 15 out of 100,. 00:15:23.460 --> 00:15:33.724 You know, because clicks cost money and it costs time and what people I think also miss I don't say mis-measure, don't even look at is the cost of bad leads for your sales reps. 00:15:33.724 --> 00:15:38.065 Low quality leads is very energy depleting. 00:15:38.065 --> 00:15:48.215 You have somebody who's been a sales rep and ran a sales team for many years, like you start going on a bad lead route and

people stop wanting to try as hard, they stop wanting to go out and spend the extra time. 00:15:48.215 --> 00:15:50.263 It's like oh no less, 10 didn't sign shit. 00:15:50.263 --> 00:15:51.575 These are all shitty ass leads. 00:15:51.575 --> 00:15:52.835 Come on, man, we're the good leads that. 00:15:52.835 --> 00:15:57.735 And so like it's energy depleting to like fill your pipeline with like leads. 00:15:58.035 --> 00:16:02.673 I'm not knocking you, but marketing agencies like look at how many leads I got, look at how many clicks I got. 00:16:02.673 --> 00:16:05.740 I don't want, I don't care about the number, I care about the quality. 00:16:05.740 --> 00:16:09.125 You know I'd rather close nine out of 11 than 15 out of 100. 00:16:09.125 --> 00:16:18.604 Because that's 85 people that got misled into believing you were the right solution for them, and so that also doesn't help your brand right. 00:16:18.604 --> 00:16:26.455 And so like, all in all, I look at efficiency more than quantity of the marketing. 00:16:26.455 --> 00:16:27.815 So like, let's look at everywhere you're spending money. 00:16:27.815 --> 00:16:39.227 Let's look at how many leads you got and then how many conversions you got, so we can look at cost per lead, cost per acquisition, as well as what is the percentage of leads that get contracts or that close. 00:16:39.227 --> 00:16:41.831 Even you know, depending on the business, it can be different things. 00:16:41.831 --> 00:16:49.192 You know, I like tracking leads to contracts contracts to close, because that leads to contracts tell me how many people do we qualify out? 00:16:49.192 --> 00:16:50.549 And then contracts to close. 00:16:50.549 --> 00:16:53.033 It's how good are we at closing the people that we qualified? 00:16:53.033 --> 00:16:56.671 And so those are different parts of the sales process or different parts of the client journey. 00:16:56.784 --> 00:17:01.551 I can pinpoint to say what do we need to change here to increase that knob? 00:17:01.551 --> 00:17:01.792 Right? 00:17:01.792 --> 00:17:04.354 You know, business is a machine, right? 00:17:04.354 --> 00:17:06.733 It's individual little cogs working together. 00:17:06.733 --> 00:17:10.535 So I look at like, hey, our qualifying percentage is dog shit. 00:17:10.535 --> 00:17:17.632 Let's tweak our verbates, let's tweak the report, let's tweak the form, I mean, let's tweak the copywriting here. 00:17:17.632 --> 00:17:20.631 Let's change this piece of content to increase our qualifying. 00:17:20.631 --> 00:17:22.792 So we're only dealing with the top options. 00:17:22.792 --> 00:17:25.148 Changes the outcome. 00:17:26.605 --> 00:17:27.146 Yeah. 00:17:27.247 --> 00:17:32.494 So I feel like this is a good segue because everything you said made 100% sense. 00:17:32.644 --> 00:17:52.974 Like you know, for me when I the way our agency works is, we'll typically come in and we'll look at all of the marketing you're doing and you know we'll manage the relationships with those vendors and we'll look at the lead flow and oftentimes and where I'm going with this question, it's gonna be in pipeline management and a sales process. 00:17:52.974 --> 00:18:10.951 So in the marketing side of the board, the one thing that I've always seen is that you know, if we can help get the phone to ring, we can help a form get filled out, we can help a lead get generated, but then what happens after that is turned over to the company? 00:18:10.951 --> 00:18:13.951 Whether you know it comes down to how the person answers the phone. 00:18:13.951 --> 00:18:17.193 Do they convert that caller into an actual appointment? 00:18:17.193 --> 00:18:25.984 How important do you feel it is to one have a formalized sales strategy or a sales process? 00:18:25.984 --> 00:18:40.464 And then also, how important do you feel it is to have some level of pipeline management Meaning when a lead gets assigned to a rep, that you're managing that pipeline to be able? 00:18:40.484 --> 00:18:40.525 to-. 00:18:40.525 --> 00:18:45.413 I'm gonna start with the pipeline, because that one I'm more passionate about. 00:18:45.413 --> 00:18:49.614 Pipeline is a living, breathing environment. 00:18:49.614 --> 00:18:50.730 It is not a parking lot. 00:18:50.730 --> 00:19:04.590 You, I think I see so many people where, like their sales meetings turn into like talking about the top 20%, most highest, like the highest likelihood to close, and they forget about the other 80 and then they have this incredibly embellished pipeline with shit that's not getting attention. 00:19:04.724 --> 00:19:06.229 Like I'm big on. 00:19:06.229 --> 00:19:18.153 I'm big on a lot of different stages in a pipeline because in each stage can be a trigger to somebody on what needs to happen next, like even first touch, second touch, third touch, long-term nurture, you know, interested but not ready. 00:19:18.153 --> 00:19:26.127 Like I like different stages because if everybody in the ecosystem knows what it means to have somebody in that stage and exactly the activity that's necessary. 00:19:26.127 --> 00:19:29.548 Heavy activity, I'm heavy follow through, I'm heavy follow up. 00:19:29.548 --> 00:19:34.410 You know I'm aggressive on like pushing an opportunity through or out of the pipeline. 00:19:34.410 --> 00:19:38.209 This is not a parking lot and so I'm huge. 00:19:38.209 --> 00:19:48.093 I'm huge on stages and processes and, unlike now with like a lot of the CRMs, you know I used to run, like, like I ran a fucking $5 million roofing company out of a spreadsheet. 00:19:48.093 --> 00:19:49.589 It wasn't smart but we did it. 00:19:49.589 --> 00:19:51.411 You know I had stages and I had different. 00:19:51.411 --> 00:19:59.553 Like you know automatic, you know conditioning on stuff, but like it's not a parking lot and I want automation now even too. 00:19:59.553 --> 00:20:03.109 Like you can put people into like let's say my case, like interested in one-on-one. 00:20:03.109 --> 00:20:11.127 When

we move somebody in there, there's a short-term nurture sequence over like three weeks of like content that they're getting text or emailed hey, you were interested. 00:20:11.127 --> 00:20:12.794 Here's some automatic follow up. 00:20:12.794 --> 00:20:22.752 And then even in the automatic follow up, like we have a okay touch one automatic, touch two, manual, touch three, automatic, touch four, automatic, touch five, manual, touch six automatic. 00:20:22.825 --> 00:20:49.366 So like I'm even plugging the sales rep back in because I'm huge on that human element, I'm huge on that relationship building, I'm huge on the you know how powerful emotion and delivery and engagement is, and so I want that lead because, like we're a high-ticket environment and I want that lead to know that we care about them, cause we do like it's not faking it, but sometimes it can be like sometimes it can be, you know, come across as just another sales reps. 00:20:49.488 --> 00:21:07.009 You know pitching, coaching, but like we care a lot and I want them to feel that from the first time they reach out Cause when you see my content, even right now, like I'm faking passionate, like you feel it, you see it, I'm a really strong communicator and I know that, and so when people see that piece of content, that's what they're expecting when they call in right, when they submit that lead. 00:21:07.009 --> 00:21:14.854 They don't want that first touch, like hey man, like thanks for reaching out, hope you're doing well, here's some automatic fucking bullshit copyright email. 00:21:14.854 --> 00:21:17.733 I want them to be like when they talk to somebody. 00:21:17.733 --> 00:21:24.214 I want them to be as excited as we are to like bring them into our ecosystem and help them. 00:21:24.214 --> 00:21:26.913 So I'm like I think that answers your question on the pipeline side. 00:21:26.913 --> 00:21:28.650 Is there any further questions you have on that? 00:21:29.512 --> 00:21:35.373 Yeah, the next side to that is how important a having a formalized sales processes. 00:21:36.045 --> 00:21:36.425 So it's. 00:21:36.425 --> 00:21:39.295 For me, it's more activity focused than, like, scripted. 00:21:39.295 --> 00:21:40.348 I'm not big on scripts. 00:21:40.348 --> 00:21:44.733 I'm big on like okay, when you go to the job site, this is what you're going to do. 00:21:44.733 --> 00:21:47.731 When you leave the job site, this is the follow up video you're going to send. 00:21:47.731 --> 00:21:51.292 This is what a follow up email or text message looks like. 00:21:51.292 --> 00:21:52.616 Deliver on time. 00:21:52.616 --> 00:21:52.826 Like. 00:21:52.846 --> 00:21:55.702 I'm big on teaching people how to follow through what they say they're going to do. 00:21:55.702 --> 00:22:03.851 Right, even teaching a sales rep how to manage a task list or like a you know an activity portal, or like even just being able to remind themselves of like hey, I'll fall with you on Tuesday. 00:22:03.851 --> 00:22:12.559

The amount of people that say, hey, I'll fall with you on Tuesday and don't fucking write it down or put it in their calendar, put it in their task manager, all right, it's insane to me. 00:22:12.559 --> 00:22:14.605 Insane to me. 00:22:14.605 --> 00:22:20.916 So, more on, like giving them the activities that I believe will provide the best desired outcome. 00:22:20.916 --> 00:22:22.082 More than a script. 00:22:22.082 --> 00:22:23.359 I'm not a scripted guy. 00:22:23.359 --> 00:22:32.365 I want to hire people who are high communicative and then give them the resources and tools to stay in the activities that I believe will produce the best results. 00:22:32.365 --> 00:22:44.723 But even then, I like giving people autonomy to kind of be themselves, because that's where the passion, that's where the authenticity, that's where the vulnerability comes in. 00:22:44.723 --> 00:22:53.628 And so I'm more, I guess, parameters than specific structures, other things, if that makes sense. 00:22:54.537 --> 00:22:55.559 Yeah, yeah, absolutely. 00:22:55.559 --> 00:23:09.099 So I want to talk about people because you know every business they're made up of people and you know, I'm curious your take on. 00:23:09.099 --> 00:23:18.202 You know, inside of organizations like what, how people can become a bottleneck within a business. 00:23:18.202 --> 00:23:25.796 I'm sure you have probably seen that, where you know, like the, as John C Maxwell says, the law of the lid. 00:23:25.796 --> 00:23:42.079 I'm curious how often you see that the lid of the business is the CEO, or maybe even like the next layer down, whether it's like management, service management, things like that, like what do you? 00:23:42.099 --> 00:23:42.721 typically see. 00:23:42.721 --> 00:23:44.006 And then, what do you advise there? 00:23:44.438 --> 00:23:45.795 Yes, I'm going to say it a little different. 00:23:45.795 --> 00:23:47.782 I think we're saying the same thing, but I see it differently. 00:23:47.782 --> 00:24:07.377 And so, because I'm in an environment where, like we are here to coach the business owner to improve, what typically happens is the coach gets on the calls, gets the information, grows, evolves, improves, you know, becomes a better leader, becomes more efficient, becomes stronger in their roles and responsibilities, but they don't know how to coach the people on their team with them. 00:24:07.377 --> 00:24:15.622 And so it creates this gap, right, creates this delta where if, like you know, like the business is running, the business leader grows but everybody else doesn't grow with them. 00:24:15.622 --> 00:24:29.805 It creates this delta where, like, that person was probably good enough last year, but now that the leader has evolved over the last 12 months, that person didn't change, they're not actually worse, they just didn't evolve up to the new level that the machine was operating at. 00:24:29.805 --> 00:24:38.522 And that's typically where bottlenecks or slowdowns or issues are presented, is it's very rarely that person didn't get worse, and that does happen. 00:24:38.522 --> 00:24:40.759 I mean, I'm sure there's someone else, I'm not sure. 00:24:40.759 --> 00:24:41.760 Jim got worse. 00:24:41.760 --> 00:24:43.584 He sucks now, right? 00:24:43.584 --> 00:24:45.248 No, I'm sure, I'm sure that's out there. 00:24:46.297 --> 00:24:51.053 But what I see more often is and mostly because of the world we live in in win rate is. 00:24:51.053 --> 00:24:55.464 I'm here to help the business owner increase success in business and life. 00:24:55.464 --> 00:25:01.022 When you do that, they become faster, they become more efficient, they become more standard focused. 00:25:01.022 --> 00:25:03.122 Right, there's a lot of business owners that don't operate by standards. 00:25:03.122 --> 00:25:05.262 They don't even implement standards or talk about them. 00:25:05.262 --> 00:25:09.144 So then when they start implementing standards, man, that person now seems like they're under performing. 00:25:09.144 --> 00:25:11.674 No, they're performing exactly the way they were. 00:25:11.674 --> 00:25:19.979 The rules changed or the speed changed or the game changed, and the problem is he didn't change, she didn't change. 00:25:19.979 --> 00:25:25.326 They're actually not worse, they're just not evolved with everything else that's going on. 00:25:25.326 --> 00:25:29.445 And so, from that perspective, I think it happens a lot. 00:25:29.445 --> 00:25:49.743 And so when I first get a client, I tell them it's like you have to continue to invest into your people or you're going to out evolve them and you're not going to enjoy your business anymore Because your standards are going to increase, your efficiency is going to increase, your ability, your vision is going to increase, your dreams are going to increase and you better bring your people with you, or it's going to create real issues inside your organization. 00:25:50.634 --> 00:25:53.182 That being said, I am very profiring people. 00:25:53.182 --> 00:26:04.864 I use the same analogy a lot, and maybe just because my grandfather was a farmer and one of the best ways to grow a new crop is to turn over the last year's crop. 00:26:04.864 --> 00:26:07.643 Right, you got to turn over the soil to get the best. 00:26:07.643 --> 00:26:11.243 So I think turn over is the greatest thing you can do to build the most fruitful ecosystem. 00:26:11.243 --> 00:26:18.518 Win fast win often is a tagline for the company, but the clients here laugh that it really should be fire fast, win often. 00:26:18.538 --> 00:26:26.163 Because I'm always a mountain of comparing people, because typically by the time a client has brought it to my attention, they've known for a while they needed to fire that person. 00:26:26.163 --> 00:26:41.303 So it's not that I'm like I hate people and I hate employees and I want to fire people, but typically by the time a business owner is vocalizing frustration to me, I've used the same

trigger If you are talking about an employee to your spouse, it's time to fire them. 00:26:41.303 --> 00:26:48.490 Like if you're complaining about an employee to your spouse, that means it's boiled over an acceptable level. 00:26:48.490 --> 00:26:57.616 But here's the real trick, and this is just the truth you might have to fire them because you underserved them as the leader, but that doesn't matter. 00:26:57.616 --> 00:27:14.755 It doesn't change the fact that they have to go because they become toxic, they become slowing you down, they become cancerous, they become an issue across the board and like it could be like, hey, man, I did not serve you, I did not set you up for success, I didn't give you the tools, I didn't give you the time, I didn't give you the training, but you are still toxic in this environment. 00:27:14.755 --> 00:27:17.153 I'm going to have to let you go because I'm stuck with this business. 00:27:17.153 --> 00:27:21.329 You can go find a new job, but this is my baby, this is my mission, this is what supports my family. 00:27:21.329 --> 00:27:26.688 It's my fault, but you're still fired and that's the truth. 00:27:28.005 --> 00:27:36.965 And so I think you know turnover is a big part of how you fix bottlenecks, but I think a lot of times I want to avoid them by, like, helping our clients or the business that we work with. 00:27:36.965 --> 00:27:43.452 You know, help their team, evolve with them and turn the leak Because, like most CEOs aren't CEOs. 00:27:43.452 --> 00:27:45.412 They're not actually on their business. 00:27:45.412 --> 00:27:48.288 They're in their business, right, especially in those home service. 00:27:48.288 --> 00:27:49.893 They're still running fucking. 00:27:49.893 --> 00:28:00.809 You know work orders and sales calls and you know managing the finances and checking receipts and shit and like when you're doing that, no one's leading the team and you might think it's. 00:28:00.809 --> 00:28:02.555 You know well, I got to step in and help the guys. 00:28:02.555 --> 00:28:04.290 The fuck you do that's their job. 00:28:04.290 --> 00:28:12.833 When we're helping them do their job, no one's stepping in to help the CEO do their job, like that's just the truth, and I've helped a lot of people change that mindset. 00:28:12.833 --> 00:28:21.855 And when you do that, you are actually more capable of investing in your team and helping them grow and then understanding who can evolve and who can't. 00:28:22.386 --> 00:28:34.193 You know, one of the biggest questions that I think really helps and is a leader sitting down with the employee who's underperforming and say are you interested in evolving into these data points or this avatar? 00:28:34.193 --> 00:28:36.588 Like you're here, we need you to be here. 00:28:36.588 --> 00:28:39.653 Are you interested and willing to go through that evolution? 00:28:39.653 --> 00:28:42.433 You know it happens a lot with like technology. 00:28:42.433 --> 00:28:46.075 Right, it's like

an old school guy has been in the business for 30 years. 00:28:46.075 --> 00:28:47.808 He doesn't want to use an iPad. 00:28:47.808 --> 00:28:59.692 Okay, well then get him like, get him up to an iPad or get him out, because he's stopping your business from evolving, and that may not be fair to that guy, but it's also not fair to that guy to think he doesn't have to change and will keep his job. 00:28:59.692 --> 00:29:01.932 That's not the ecosystem we operate in anymore. 00:29:02.805 --> 00:29:08.952 And so, if it's sitting on, say, are you willing and interested to go through the evolution from where you are to where I need you to be? 00:29:08.952 --> 00:29:14.530 If the answer is no, dude, let's go find you a company that can benefit from where you are right now, because it's not going to work here. 00:29:14.530 --> 00:29:17.432 And I say it with a smile because, like it is a good news. 00:29:17.432 --> 00:29:22.313 It's good news that you and I are going to have to fight for the next six months until we blow up at each other and have to fire you. 00:29:22.313 --> 00:29:24.698 Let me go help you land on your feet somewhere. 00:29:24.718 --> 00:29:27.792 Yeah, I'm, like, I'm big on giving severance packages. 00:29:27.792 --> 00:29:36.415 Like, if I'm firing you because I underperformed you or it just didn't work out on an idea I had or a position I filled, I'll give you a two or four week severance to get help, get your feet up. 00:29:36.415 --> 00:29:38.550 Take your pay away today. 00:29:38.550 --> 00:29:41.832 And, like you know that's crazy you had to fire them. 00:29:41.832 --> 00:29:50.498 Well, yeah, but like, for a lot of reasons, like that new position didn't work out the way it was going to, I didn't train, I didn't know what, I didn't know when I hired them. 00:29:51.045 --> 00:30:03.846 Like I give people the benefit of the doubt to say like, hey, I'm going to give you a little bit of leeway or a little bit of lead time to go find something else, but this ain't it, it ain't here and like it's not, no matter how hard you try, it's not, we're not going to connect those dots. 00:30:03.846 --> 00:30:06.693 Because you just told me you're uninterested in going through that change. 00:30:06.693 --> 00:30:10.191 Great, now we know that and we can make a change and we can go find you. 00:30:10.191 --> 00:30:11.253 So we'll fuck you. 00:30:11.253 --> 00:30:12.155 This place sucks anyway. 00:30:12.155 --> 00:30:13.484 Then why are you mad? 00:30:13.545 --> 00:30:15.470 I've said that to people like this place sucks anyway. 00:30:15.470 --> 00:30:17.173 Cool, so you should be happy right now. 00:30:17.173 --> 00:30:23.656 Right, I'm not offended that if you think this place sucks all of a sudden, this is great news for you. 00:30:23.656 --> 00:30:24.909 Let's go find you somewhere. 00:30:24.909 --> 00:30:26.678 You can be happy and people get so. 00:30:26.678 --> 00:30:33.233 Just, they don't know what to do with themselves when I communicate

to them like that Cause it's like you want to fight you on that. 00:30:33.233 --> 00:30:35.031 I literally just told you where I'm letting you go. 00:30:35.031 --> 00:30:41.285 Like the fact that you think this place sucks is actually in your favor, because it actually doesn't, or you wouldn't be this angry Like. 00:30:41.285 --> 00:30:46.037 So I just I take it for what it is, but yeah. 00:30:47.209 --> 00:31:05.130 It's funny cause you said you said triggers and I'm almost curious if oftentimes, when you first start working with the company, if, if you, I, if you can tell, okay, we're going to have to let this person go, I'm curious how often they're almost looking for the permission to make the hard decision to let somebody go. 00:31:05.885 --> 00:31:06.730 So what it is. 00:31:06.730 --> 00:31:10.394 It's not permission to let them go, it's permission to say I've tried everything I can. 00:31:10.394 --> 00:31:14.194 I think most business owners hold on to employees when they feel like they haven't served them enough. 00:31:14.194 --> 00:31:18.211 They give them like, well, I haven't helped them enough, so let me give them another month to figure it out on his own. 00:31:18.211 --> 00:31:28.173 So I think it's more of a hey man, you've done everything you can do, like, so yes, it's permission, but it's not so much permission to fire them, it's permission to accept the fact you've done everything you can do. 00:31:28.173 --> 00:31:35.560 Cause I think that feeling of I underserved that employee is one of the bigger reasons people delay firing people. 00:31:35.560 --> 00:31:54.838 Because they feel like it's my fault, like well, I didn't really give them what they needed, so I can't really hold them accountable, and then like you need to evolve first, but that doesn't change the fact that they're slowing the entire mission down, like they still have to go, and so it's helping people determine, like what is enough invested into an asset for us time to let it go? 00:31:55.204 --> 00:31:57.887 Because I do look at headcount as assets. 00:31:57.887 --> 00:31:59.634 You know I look at every hire. 00:31:59.634 --> 00:31:59.994 You should be. 00:31:59.994 --> 00:32:05.506 You should be able to have it, see a calculatable return on investment and people have to say, well, that's so inhuman, it doesn't. 00:32:05.506 --> 00:32:06.932 I don't fucking care what you think. 00:32:06.932 --> 00:32:12.796 The truth is, employees are investments, because every employee should bring you a return on investment. 00:32:12.796 --> 00:32:13.637 People forget that. 00:32:13.637 --> 00:32:15.308 They think, well, it's just overhead. 00:32:15.308 --> 00:32:16.051 No, it's not. 00:32:16.051 --> 00:32:25.296 It's a fucking investment in an asset that's supposed to bring you value, to compensate the business for what you're paying them, above and beyond what it costs. 00:32:25.296 --> 00:32:35.430 And if you can't see that, if you're not getting a return on investment, that

person can't stay, because when you do that, you're putting the whole mission at risk, and so you have to make the hard decision. 00:32:35.430 --> 00:32:35.991 You have to. 00:32:35.991 --> 00:32:36.613 There's no choice. 00:32:37.998 --> 00:32:51.438 Yeah, so so one thing that I've heard businesses say, especially on the topic of investing in their people, is you know what if I invest in them and they end up leaving? 00:32:51.438 --> 00:33:03.634 Like we go through maybe it's sales training or leadership coaching or whatever it is, and then they end up just taking that knowledge and leaving, and I'd be curious what your thoughts would be on that. 00:33:04.145 --> 00:33:08.175 I mean, one of the greatest things I've heard on this and I don't know who said it, it definitely wasn't me. 00:33:08.175 --> 00:33:11.328 It was that statement what if I train them and they leave? 00:33:11.328 --> 00:33:13.657 And the response is what if you don't and they stay? 00:33:14.681 --> 00:33:17.269 Yeah, Brian Tracy, I think it's the yeah. 00:33:18.560 --> 00:33:23.112 I've heard it probably a hundred different ways, but it's like so this is where I have an issue with that. 00:33:23.112 --> 00:33:29.400 What people see is the bad employees going to take advantage of it and they forget that there's other employees. 00:33:29.400 --> 00:33:30.586 I will capitalize from it. 00:33:30.586 --> 00:33:32.920 That's why I'm quick to fire, right? 00:33:32.920 --> 00:33:40.034 So if you have somebody on the team right now that you believe is going to take your training and leave, then you miss hired or forgot to fire them when you were supposed to. 00:33:40.034 --> 00:33:42.020 Their core values don't align, they're not. 00:33:42.020 --> 00:33:44.730 They're not about the mission, they're about themselves. 00:33:44.730 --> 00:33:47.527 Well then, you shouldn't have brought that person into the team to begin with. 00:33:47.527 --> 00:33:53.301 So the issue wasn't in the training, it was in the hiring, it was in the core values, it was in the accountability, it was in the. 00:33:53.301 --> 00:34:00.145 Once you were triggered by somebody to think that they would take this training and leave with it, you should have fired them, not not train them. 00:34:00.145 --> 00:34:02.150 And then, because what happens? 00:34:02.150 --> 00:34:06.859 I see this happen a lot like Young business, like, I'll say, green in business. 00:34:06.859 --> 00:34:12.353 You know they build up this person and then they go out and start their own company as a competitor, right? 00:34:12.353 --> 00:34:16.074 Well then the next person gets less training because they're trying to limit that. 00:34:16.074 --> 00:34:19.679 And then it happens again, and then it happens again, and then you're actually lap. 00:34:19.679 --> 00:34:26.980 You're actually training your own company into the ground to be just good enough to not suck, but not good enough to be able to do it on their own. 00:34:26.980 --> 00:34:44.097

Like I made a statement for my company because I have eight coaches on staff and each of them are CEOs of their own companies and I said from the beginning I want People on my team who could do it on their own but don't want to because of the mission in the culture I build. 00:34:44.097 --> 00:34:55.512 And so like I want people who are capable of doing it alone or on their own but don't want to because of how good of a leader I am, how powerful our mission is and how incredible our culture is. 00:34:55.512 --> 00:34:56.373 And I did that. 00:34:56.373 --> 00:35:07.880 Like I have people right now who run multi seven-figure companies to show up to my team call on Fridays Because they're so in love with the mission, they're so in love with the potential, they're so in love with what they're doing, they love the culture, they love the team. 00:35:07.880 --> 00:35:19.050 You know I have 16 or 17 employees now and I think eight of them Are the eight of them or CEOs of their own companies right now and like they can absolutely go coach on their own. 00:35:19.050 --> 00:35:33.913 They could probably, would probably make more money if they went to try to do it on their own on a per client basis, but they wouldn't have the team, they wouldn't have the culture, they wouldn't have, you know, the client base we get to be around, they wouldn't have the ecosystem they wouldn't have. 00:35:34.822 --> 00:35:36.572 What I believe is I'm a very strong leader. 00:35:36.572 --> 00:35:38.161 I believe that about myself, that's how. 00:35:38.161 --> 00:35:42.650 That's how I can walk into a five to ten million dollar company and know I'm going to bring value. 00:35:42.650 --> 00:35:52.688 And so, like that's what you have to want to aspire to build is I want people who could, because if you don't have people that can do it On their own, you'll never have leaders in charge. 00:35:53.070 --> 00:35:55.940 And there's a big difference between leaders in place and leaders in charge. 00:35:55.940 --> 00:35:58.344 Leaders in place are fucking placeholders. 00:35:58.344 --> 00:36:02.213 They're just spilling a seat, but they come to you for every fucking real question. 00:36:02.213 --> 00:36:02.981 They won't. 00:36:02.981 --> 00:36:04.565 They won't make any decisions on their own. 00:36:04.565 --> 00:36:14.166 A leader in charge Owns their decision-making, owns their department, owns the investments as if it was their own Because they could operate on their own. 00:36:14.166 --> 00:36:16.050 But they want to be a part of what you're doing. 00:36:16.701 --> 00:36:22.072 And so people who have that scarcity mindset, like oh, I'm not gonna trim because the last guy left and started his own company. 00:36:22.072 --> 00:36:24.987 Like business owners forget how fucking hard business is. 00:36:24.987 --> 00:36:27.132 Like you know how hard is a run a business. 00:36:27.132 --> 00:36:28.864 You think that person's gonna be able to figure it out? 00:36:28.864 --> 00:36:30.230 Chances are unlikely. 00:36:30.230 --> 00:36:33.748 I Welcome people to go start their own company. 00:36:33.748 --> 00:36:38.327 It's hard, it is really really hard. 00:36:38.327 --> 00:36:44.987 But then, like the business owner forgets that because they're like middle, they're like middle performer, decide to go start his own company. 00:36:44.987 --> 00:36:46.293 Like we'll fuck that guy, do. 00:36:46.293 --> 00:36:48.545 Let that guy go figure it out how hard it is and come back. 00:36:48.545 --> 00:36:51.295 A better person, yeah, you know. 00:36:51.295 --> 00:36:56.280 Or more valuable asset, because they know how hard it is now so they're more dedicated that they don't want to do that again. 00:36:57.577 --> 00:37:10.887 Yeah, or help give customers in that marketplace a gap between what Forest Service looks like or a poorly run company looks like, as opposed to working with a professional company. 00:37:10.887 --> 00:37:25.239 Hey, before we because I know we're running short on time here I wanted to ask about Profit Panda, just because you know I wanted to hear a little bit about what you're doing with Profit Panda that way. 00:37:25.239 --> 00:37:33.545 I know you had mentioned before this show that you know it kind of connects in with the home service side, that it was kind of tailored for that. 00:37:33.545 --> 00:37:34.927 But I would imagine it goes beyond that. 00:37:34.927 --> 00:37:39.666 But share with me what exactly you guys have going on with Profit Panda. 00:37:40.155 --> 00:37:45.347 Yeah, so Profit Panda is a fractional CFO bookkeeping service provider for contractors. 00:37:45.347 --> 00:37:48.585 So the company's been around for a while now. 00:37:48.585 --> 00:37:50.440 So Madeline Stout is the founder. 00:37:50.440 --> 00:38:11.503 She was working with some of the WinRae client base and I vetted her for a little while and I hired her as my fractional CFO in bookkeeping services for about probably 18 months ago and then about six months ago we started the conversation of like she needed to scale the organization to support people better and she felt like I was somebody that could help her do that, and so we basically we became partners. 00:38:11.996 --> 00:38:45.547 I'm an equity partner in the organization and sitting in the CEO role, helping guide the company to the next level, and so what I see in this space is so many people hire bookkeepers and get you know very few bookkeepers that I've seen okay, I'm not judging anybody, but from the customer where we deliver reports on time and that's something we really focus on and we do that accurately or even able to understand the reports that you get, like PNLs and balance sheets and cash flow reports and job costing and AR and AP and budgeting. 00:38:45.547 --> 00:38:50.744 There's so many things that a bookkeeper is just not going to bring you and that's where the fractional CFO services come into play. 00:38:50.744 --> 00:38:55.440 It's not just giving you the reports,

it's having somebody that can sit there with you and help you understand your reports. 00:38:55.440 --> 00:38:58.163 What do you need to bring in per month to cover your not? 00:38:58.163 --> 00:38:59.701 What is your overhead burn rate? 00:38:59.701 --> 00:39:00.255 Like? 00:39:00.255 --> 00:39:06.641 And these are all things that, like I'm not the best at the technical side of the bookkeeping stuff, like that's not my skill set. 00:39:06.641 --> 00:39:08.181 I'm the team, I'm the team builder. 00:39:08.795 --> 00:39:14.181 But I see so many people struggle with, like they're really great decision makers but they don't have the data to make the decision with. 00:39:14.181 --> 00:39:21.585 And I'm sure you've been through that in your business ownership journey where, like, you felt overwhelmed, you felt lost, you felt like you didn't understand because you just didn't have the information. 00:39:21.585 --> 00:39:29.521 And I got the information like what's not as bad as I thought it was, and I actually can't make this decision pretty easy now because now I have the information to allow me to make the decision. 00:39:29.521 --> 00:39:31.240 So, like, profit plan is really focused on that. 00:39:31.240 --> 00:39:34.282 Like helping you, you know, maximize. 00:39:34.282 --> 00:39:37.219 You know we heavily focus on the profit first mindset. 00:39:37.219 --> 00:39:51.543 You know, helping you build reserves, helping you build a profit account, prepare for tax season not so much tax planning, but like okay, we're going to like learn to put money away throughout the year in a manageable way, to be like financially prepared and then working with CPAs to figure that out. 00:39:51.543 --> 00:39:56.646 But, like you know, marketing and financial services and CPAs, like it's a very great world. 00:39:57.596 --> 00:40:09.586 It's very hard to tell the district somebody who's good and someone who isn't, and that's kind of why, like I vetted, you know, madeleine and this ecosystem for close to two years before I was willing to like hook my cart to them to an extent. 00:40:09.586 --> 00:40:25.963 And you know, just like anybody, you know, we've gone through growing pains and we've had some client experiences better than others, but overall, you know, we have a very consistent and loyal client base of people that really appreciate the effort that goes in every month to help them get the information, understand the information, to make better business decisions. 00:40:25.963 --> 00:40:31.143 And really, you know, taking the fear out of finances right, because, like when you just don't know, you're just always scared. 00:40:31.143 --> 00:40:35.425 Like you don't, like I, like clients will be like I haven't looked at my bank account in months, you're an idiot. 00:40:35.425 --> 00:40:39.677 Like I, just I don't want to see it because I don't understand it, I don't know why it's what it is, and like that's that's. 00:40:39.677 --> 00:40:40.583 That's very difficult.

00:40:41.929 --> 00:40:42.735 Very cool, Very cool. 00:40:42.735 --> 00:41:02.543 So, hey, as we wrap up this show, I always like to give every guest the opportunity to kind of share where people can go and follow and, you know, try to connect if they're, if they're interested in the coaching, if they're interested in or the consulting, if they're interested in maybe profit panda, but I also, you know. 00:41:02.543 --> 00:41:10.746 So I'd like for you to share that, but also share a little bit about the podcast and your YouTube channel, some amazing content on both of those platforms. 00:41:10.746 --> 00:41:14.007 Just want you to kind of share some of that. 00:41:14.128 --> 00:41:15.155 We'll start with the content side. 00:41:15.155 --> 00:41:24.655 But if you go to MikeClaudiocom, there's the link to the YouTube channel, link to the podcast, link to the nonprofit link to, you know, the coaching stuff. 00:41:24.655 --> 00:41:27.563 But if you go to MikeClaudiocom, that's where, like most Mike Claudio stuff is. 00:41:27.563 --> 00:41:31.626 But like the YouTube has got, I don't know, close to 600 videos. 00:41:31.626 --> 00:41:36.735 The podcast is approaching 500 episodes, like I've been doing it consistently for you know, since 2019. 00:41:36.735 --> 00:41:40.063 And there's just a ton of content. 00:41:40.083 --> 00:41:49.820 Like it's cool, like we've been starting to repurpose some old stuff and it's cool to see, like the evolution of myself as a delivery, a deliverer of information over the years, because you know some old videos. 00:41:49.820 --> 00:41:53.079 I'm like, damn, I've come a long way from there, which is kind of neat to see the evolution. 00:41:53.079 --> 00:42:04.907 So you know, workwithwinratecom is where if you want to see the packages around the coaching and consulting side, profitpandacfocom if you're interested in more of that, bookkeeping, cfo services. 00:42:04.907 --> 00:42:12.614 But I mean, like I'm at the real Mike Claudio on Instagram, at Winrate Consulting on Instagram, like shoot me a DM is always kind of the easiest way to get to me directly. 00:42:12.614 --> 00:42:20.865 But if you want to learn more about what we have to offer, you know workwithwinratecom or winrateconsultingcom or two different landing pages and then profitpandaCFOcom. 00:42:20.865 --> 00:42:24.824 So if you've just got a MikeClaudiocom, that seems to be the easiest, you know. 00:42:24.824 --> 00:42:26.097 Center fold for everything. 00:42:27.300 --> 00:42:27.963 Awesome, awesome. 00:42:27.963 --> 00:42:31.664 Well, mike, I want to thank you for coming on to the show. 00:42:31.664 --> 00:42:33.581 I know you're very busy. 00:42:33.581 --> 00:42:39.728 I even appreciate that I botched it right at the very beginning of trying to shoot this episode. 00:42:40.235 --> 00:42:42.300 So don't forget to hit your record button, people. 00:42:42.300 --> 00:42:48.905 But now I appreciate you coming back on to the show and dropping some knowledge. 00:42:48.905 --> 00:42:50.960 We've got everything dialed in. 00:42:50.960 --> 00:42:51.943 We've got it all recorded. 00:42:51.943 --> 00:42:53.681 So I'm looking forward to getting this episode out. 00:42:53.681 --> 00:43:05.840 But for those listening or watching, just know that if you want to try to find this episode, or if maybe you're listening to it on audio and you want to find the video, you can certainly go to YouTube. 00:43:05.840 --> 00:43:11.067 But if you go to the, if you go to lavahoppodcastcom, there's a little search bar. 00:43:11.067 --> 00:43:12.458 You can search for Mike. 00:43:12.458 --> 00:43:28.001 You'll be able to find his bio, links to his websites, links to his social media channels and in addition to that, you'll be able to see this episode and video form on YouTube and with that that's the rest of our show. 00:43:28.001 --> 00:43:33.001 Mike, thank you very much for taking time out of your schedule and I look forward to getting this one out. 00:43:34.076 --> 00:43:37.885 You've been listening to the Lava Hut podcast with Joseph Connell Jr. 00:43:37.885 --> 00:43:39.922 Do you want to level up your business? 00:43:39.922 --> 00:43:44.762 Then visit us at golavahotcom for a free marketing analysis.