Latest / Agency Advantage / He Runs Three Companies. The Secret? Other People Run Them. | Brad Ferris

Transcript

He Runs Three Companies. The Secret? Other People Run Them. | Brad Ferris · Agency Advantage

• 0:00
  SPEAKER_00: Yes, we go revenue.
• 0:10
  SPEAKER_00: But you're running out of it.
• 0:13
  SPEAKER_00: Brad starts breaking it down.
• 0:14
  SPEAKER_00: Better people, better system, better moves, leadership, leverage, profit and scale.
• 0:19
  SPEAKER_00: Real world lessons from the winds that fail.
• 0:26
  SPEAKER_01: You're on the right track.
• 0:28
  SPEAKER_01: Hey, what's going on everybody?
• 0:29
  SPEAKER_01: Welcome back to Agency Advantage.
• 0:30
  SPEAKER_01: Today I've got the other cool Brad in the room.
• 0:33
  SPEAKER_01: Brad Ferris, Brad owned, co-owns Clinic Grower, a med spa marketing agency out of Tampa.
• 0:38
  SPEAKER_01: He's also behind Propel Leadership, which trains agency teams to lead so the owner isn't in every seat.
• 0:44
  SPEAKER_01: He's a coach inside a seven-figure agency.
• 0:47
  SPEAKER_01: And here's why I wanted Brad on.
• 0:48
  SPEAKER_01: Most agency owners can make a hire, but very few know how to turn that hire into a leader so their agency can continue to run without them having to be involved in the day-to-day.
• 0:59
  SPEAKER_01: Brad, welcome on.
• 1:00
  SPEAKER_01: Thanks for having me.
• 1:01
  SPEAKER_01: Yeah, absolutely.
• 1:02
  SPEAKER_01: Well, Brad, you know, you and I, I mentioned in the intro here you're co-sided seven-figure agency.
• 1:07
  SPEAKER_01: That's how you and I got connected.
• 1:09
  SPEAKER_01: So we'll get into that uh here in a minute.
• 1:11
  SPEAKER_01: But uh I always love going to like the the origin.
• 1:14
  SPEAKER_01: Like you you have your agency now, you have Propel, uh, but you went from nursing to co-owning a marketing agency.
• 1:23
  SPEAKER_01: Uh so I always love knowing the background.
• 1:24
  SPEAKER_01: Like, how did that gap and that transition uh so I I always wanted to own a marketing agency.
• 1:31
  SPEAKER_02: Okay.
• 1:31
  SPEAKER_02: Um, I originally did my graduate degree in in marketing.
• 1:35
  SPEAKER_02: And uh, you know, when you graduate, you're like, oh man, what am I gonna do?
• 1:39
  SPEAKER_02: Right.
• 1:39
  SPEAKER_02: Like there's so many potential jobs for marketing grads to have.
• 1:43
  SPEAKER_02: And I was gonna call it straight line marketing, right?
• 1:46
  SPEAKER_02: Because I wanted it to kind of be like real direct to the point.
• 1:50
  SPEAKER_02: And um, I just decided that I was gonna go to nursing school while I was kind of still figuring out like what I would do with my business career, fell in love with nursing, like at the bedside, um, did about 14 years of full-time nursing.
• 2:04
  SPEAKER_02: Um but while I was doing that, you know, was running some businesses, managing some businesses, helping to scale some practices.
• 2:11
  SPEAKER_02: And uh probably early 2019, just after the high-level launch, I got to see it for the very first time.
• 2:16
  SPEAKER_02: And I was like, you know, for any of the young guys, they have no idea what it was like to have 17 softwares and you got zaps connecting everything.
• 2:25
  SPEAKER_02: Like high level was like, oh my goodness, like this is the best thing ever since sliced bread, like literally.
• 2:31
  SPEAKER_02: So um, yeah, I started partnering with my partner, Bref McHugh.
• 2:35
  SPEAKER_02: Um, then COVID hit.
• 2:37
  SPEAKER_02: So we I think we partnered up October of 2019, March of 2020, COVID hit.
• 2:43
  SPEAKER_02: And we had two choices, of course.
• 2:44
  SPEAKER_02: Like, are we gonna double down on this or are we gonna go our separate ways?
• 2:47
  SPEAKER_02: We taught endless clinics how to still bring in patients virtually.
• 2:52
  SPEAKER_02: That obviously, as their doors were closed, depending on where lockdowns were, let them continue to bring in revenue.
• 2:59
  SPEAKER_02: And then, yeah, we scaled to our first million, scaled to our second, um, still, you know, scaling towards our third, if not more.
• 3:07
  SPEAKER_02: Uh-huh.
• 3:07
  SPEAKER_02: Um, and then just the other businesses became a natural product of what I was getting involved in.
• 3:13
  SPEAKER_02: And also the one thing about my portfolio is each business supports each other.
• 3:19
  SPEAKER_02: So while they're different, like you know, my hiring agency supports the hiring that we need, my leadership company supports the leadership that we're developing across our organizations.
• 3:29
  SPEAKER_02: But you know, I don't do what I'm doing running three companies.
• 3:33
  SPEAKER_02: But if you are gonna run three companies, make sure that they're really kind of like um like the Warren Buffett idea, right?
• 3:39
  SPEAKER_02: Like they all col they all collaboratively support each other.
• 3:42
  SPEAKER_01: Yeah, absolutely.
• 3:43
  SPEAKER_01: You know, it's it's funny.
• 3:44
  SPEAKER_01: I uh I I had my marketing agency last year.
• 3:47
  SPEAKER_01: I launched uh Talent Fuse, and then I was like, cool, like we're gonna keep growing the agency.
• 3:51
  SPEAKER_01: We're gonna grow Talent Fuse because they kind of compliment, right?
• 3:54
  SPEAKER_01: The being able to hire for my agency.
• 3:56
  SPEAKER_01: Uh we had our our son, you know, wasn't even one at that point.
• 4:00
  SPEAKER_01: And then my wife and I get pregnant with our second.
• 4:02
  SPEAKER_01: And I was like, I'm psychotic, but I'm not that psychotic to have two kids under two and two companies.
• 4:08
  SPEAKER_01: So we're gonna go ahead and part ways with this agency and just focus on uh on talent views.
• 4:11
  SPEAKER_01: But I get the whole like the compliment aspect, right?
• 4:14
  SPEAKER_01: Even even now, a lot of people do personal branding and content.
• 4:17
  SPEAKER_01: You, Brad, you and I have talked about that.
• 4:19
  SPEAKER_01: It's like as I'm doing my content and personal branding, I'm like, what else can compliment this, right?
• 4:24
  SPEAKER_01: And support talent views and uh and how we're growing.
• 4:26
  SPEAKER_01: Because it's not it's it's it's not easy doing one company, uh, let alone let alone three.
• 4:31
  SPEAKER_02: So uh the secret, the secret's to have other people run the companies for you.
• 4:37
  SPEAKER_02: So if you want to have three full-time jobs, I wouldn't advise it.
• 4:40
  SPEAKER_02: Yeah.
• 4:41
  SPEAKER_02: Um, but the ability for me to have those three is also because I have amazing individuals running the three companies with.
• 4:49
  SPEAKER_01: Yeah, absolutely.
• 4:50
  SPEAKER_01: Absolutely.
• 4:51
  SPEAKER_01: So when we, you know, we mentioned Josh Nelson, seven figure agency.
• 4:55
  SPEAKER_01: A lot of that program talks about like niching down, choosing your niche, right?
• 4:58
  SPEAKER_01: Some people say I chose my niece, some people say my niche chose me.
• 5:01
  SPEAKER_01: Uh, in a way, like I'm kind of painting the picture here, kind of sounds like your niche chose you in the way like you, you always want to run an agency, you you go and get your nursing degree, and it's like awesome.
• 5:11
  SPEAKER_01: Like COVID hits, pandemic, we're gonna go all in on this niche of clinics.
• 5:16
  SPEAKER_01: What did you feel like that you had like walking into this as an agency owner, uh, given the fact of your background that most agency owners don't have?
• 5:26
  SPEAKER_02: Um I mean, I was a marketing professional before there was Facebook ads.
• 5:31
  SPEAKER_02: Right.
• 5:31
  SPEAKER_02: So, like some young pups, like, what?
• 5:33
  SPEAKER_02: There was a day where there was no face, yeah.
• 5:35
  SPEAKER_02: Like, you know, when you're talking about um radio, television, traditional media, direct mail, referrals.
• 5:44
  SPEAKER_02: Um, I mean, everyone had websites back then, right?
• 5:47
  SPEAKER_02: But um I mean, I was already scaling businesses before digital products existed.
• 5:54
  SPEAKER_02: Um, so when digital products came out, well, I mean, the CPMs at that point were way cheaper than they were in radio or anything else.
• 6:02
  SPEAKER_02: So we were like, let's go, right?
• 6:04
  SPEAKER_02: Like um, and even today, as those costs have risen, and I think actually now like they're pretty hefty compared to what we were traditionally paying in radio and television, um, with Facebook and Meta.
• 6:15
  SPEAKER_02: Um, the goal overall now is okay, well, you've got just as many tools, you still have constraints on budget, but how do you get your cost per acquisition to where you want it to be?
• 6:25
  SPEAKER_02: So from a from a nursing perspective, none of that came through nursing.
• 6:29
  SPEAKER_02: Yeah.
• 6:30
  SPEAKER_02: Um, but understanding how to scale a medical practice, how to how to get the patients, you know, through operational flow, how to how to generate a referral program or a membership program, that was natural to me because I was doing that in the business.
• 6:42
  SPEAKER_02: Yeah.
• 6:43
  SPEAKER_02: So teaching others to do that instead of my marketing agency was just a direct byproduct of it.
• 6:47
  SPEAKER_01: Yeah, absolutely.
• 6:48
  SPEAKER_01: It's always amazed me, like uh I I don't like going to the doctor, but when I go, like I sit and I watch everything.
• 6:54
  SPEAKER_01: And I'm like, uh, even whenever my wife was pregnant, like I would go in and I would ask, like, uh intentionally when we go in for like an ultrasound, or she had like her like 20-week appointment when we're talking with her OB, I would ask him a question like about like the the billing aspect of things, like knowing that he didn't know the answer.
• 7:12
  SPEAKER_01: But he'd be like, I don't know.
• 7:13
  SPEAKER_01: Like I have a billing department who handles that.
• 7:15
  SPEAKER_01: Or I ask him a different question about the ultrasonic.
• 7:16
  SPEAKER_01: He's like, I don't know, I have an ultrasound tech who handles that, right?
• 7:19
  SPEAKER_01: And so we talk about teams and growing teams and everything like that.
• 7:23
  SPEAKER_01: Like uh oftentimes like people just need to look at like the medical industry.
• 7:27
  SPEAKER_01: I hate the medical industry with how much you know the cost of things are.
• 7:31
  SPEAKER_01: Uh, but it's at the same time, it's like you look at that, like you you kind of need to run your agency like a hospital or in a way, like everybody has their lane, their own department.
• 7:41
  SPEAKER_01: Your your doctors don't know about billing, and vice versa.
• 7:44
  SPEAKER_01: Um, and so I imagine that that probably came into play as well as you're kind of going into this too.
• 7:49
  SPEAKER_01: Like you get used to in the nursing world, like I own my lane, and everybody else owned what they were responsible.
• 7:56
  SPEAKER_02: No, you could summarize that very easily for anyone as, and and I call it this.
• 8:01
  SPEAKER_02: It's uh in medicine, you do what you do best.
• 8:05
  SPEAKER_02: Um, and you're right, when someone's responsible for this task, they're responsible for this patient.
• 8:11
  SPEAKER_02: That that's where we have a level of mastery that you know, I often do share that with my healthcare colleagues.
• 8:17
  SPEAKER_02: I'm like, you're the perfect business owner because you've trained in an environment where you need to trust individuals and have to have them do the things that they need to do.
• 8:27
  SPEAKER_02: Um in our world, yeah, it's it's hard giving up AI.
• 8:30
  SPEAKER_02: It's hard giving up hiring, it's hard giving up the billing and finance.
• 8:34
  SPEAKER_02: Um, but it is really important if you intend to scale.
• 8:37
  SPEAKER_01: Yeah, yeah.
• 8:38
  SPEAKER_01: Uh the the AI is gonna be one of the hardest things for for me to give up.
• 8:41
  SPEAKER_01: Because I got my undergrad's in IT.
• 8:43
  SPEAKER_01: I have a background in software engineering and everything.
• 8:46
  SPEAKER_01: And so it's like, I just love doing that.
• 8:48
  SPEAKER_01: I'm sure I got something to run in AI right now as we're uh as we're recording this podcast.
• 8:52
  SPEAKER_01: So uh as we transition into hiring, before we get there, like one of the things that I want to touch on is depending on the agency, like some people come in, it's like I'm the only person who owns this company, right?
• 9:02
  SPEAKER_01: I run the company, I call the shots.
• 9:04
  SPEAKER_01: Uh, in your case with Clinic Rick, you came in as a partner, not like the sole founder of the company.
• 9:10
  SPEAKER_01: And so for you, like if those who are listening, they're like, I have a partner, or maybe they're thinking about opening up an agency and going all in with you know a business partner.
• 9:18
  SPEAKER_01: What does that split like look like for you that makes a successful relationship between two or more people in this case?
• 9:28
  SPEAKER_02: I love that question.
• 9:30
  SPEAKER_02: Um, so both bref and I have very strong um visionary foundations and also quite a lot of talents in terms of integration, right?
• 9:38
  SPEAKER_02: So for anyone doing EOS, you've got visionary, you've got integrator.
• 9:42
  SPEAKER_02: We decided early on that he would be the visionary for the largest um company, Clinic Rower, and I would be the integrator.
• 9:50
  SPEAKER_02: He would be responsible for all of the sales and marketing, getting prospects to contract, and then of course, my responsibility would be contract until hopefully that client never left.
• 10:00
  SPEAKER_02: That has worked really well for us because it keeps everyone in their own lane.
• 10:04
  SPEAKER_02: We get to basically do what we're doing.
• 10:07
  SPEAKER_02: You know, I do act as visionary for the other two businesses that I have um in my portfolio.
• 10:13
  SPEAKER_02: So I get I get to kind of get on the bike and and do, you know, sometimes, you know, as visionaries we get that itch, right?
• 10:19
  SPEAKER_02: It's like it's like you you want you want to start thinking about stuff.
• 10:22
  SPEAKER_02: Um I would give everyone advice, talk it out early, right?
• 10:26
  SPEAKER_02: Talk about what today, like when we started, we to be honest, Brad, we were only 17,000 in recurring revenue, um, like on a monthly basis, so very small agency.
• 10:35
  SPEAKER_02: But we had conversations about what would 70 look like, what would 170 look like even today?
• 10:41
  SPEAKER_02: What will 370 look like?
• 10:43
  SPEAKER_02: It changes a lot, obviously, with technology and the market and the economy.
• 10:48
  SPEAKER_02: But we, yeah, I mean, we've grown this business, I would say pretty along the lines of what we had kind of originally agreed to.
• 10:55
  SPEAKER_02: And we hold each other accountable to that, which is yes.
• 10:58
  SPEAKER_01: Yeah, absolutely.
• 10:58
  SPEAKER_01: And it's tough.
• 10:59
  SPEAKER_01: Like I had my first company, I had two business partners, great friends of mine.
• 11:04
  SPEAKER_01: Uh one of them who he won't mind me saying this, but like our relationship kind of went south a little bit afterwards, right?
• 11:10
  SPEAKER_01: And we've re-rekindled it.
• 11:11
  SPEAKER_01: My wife and I leave tomorrow to go to Kansas City.
• 11:13
  SPEAKER_01: We're gonna be with him and his wife for a little bit.
• 11:15
  SPEAKER_01: But we didn't do that, right?
• 11:17
  SPEAKER_01: Like we didn't set the expectations up front of like, here's what Brad's responsible for, here's what Joe's responsible, here's what the other person's responsible for, right?
• 11:24
  SPEAKER_01: And so then me being the visionary and the leader, well, I didn't set those expectations.
• 11:28
  SPEAKER_01: We didn't communicate it.
• 11:29
  SPEAKER_01: Well, then I would ask them to do something, and then it was like, nope, I'm gonna do it.
• 11:32
  SPEAKER_01: Like, I'm gonna get my hands involved in this and stuff.
• 11:34
  SPEAKER_01: And it's like, they're like, wait, what the hell?
• 11:36
  SPEAKER_01: Like, I was supposed to be doing this, right?
• 11:38
  SPEAKER_01: Uh, and so it's like, I agree, like this setting of expectations uh up front on this.
• 11:42
  SPEAKER_01: You've now launched propel leadership and you have a business partner in this.
• 11:47
  SPEAKER_01: Um, do you feel like, and everybody's different?
• 11:50
  SPEAKER_01: So I imagine I know the answer here, but do you feel like having a business partner is the best route to go in business?
• 11:56
  SPEAKER_01: Uh or if you were to go back and do things, or you know, if you launch a fourth company, would you just do it like you yourself?
• 12:03
  SPEAKER_01: What's kind of your thought process behind all that?
• 12:06
  SPEAKER_02: Well, if I if I put on my old man hat and kind of sat down with a pipe and and and shared, um so there's many pros and many cons in both scenarios, right?
• 12:18
  SPEAKER_02: So with something like Clinic Grower, um, large, complex agency growing in a lot of different areas of medicine, having the two of us by far was the best decision because you've got two individuals very committed to growing the agency, making sure you're hiring the best people.
• 12:35
  SPEAKER_02: Um in the case of Propel, if anyone doesn't know Cassie Carpenter is my my partner there.
• 12:42
  SPEAKER_02: Um, I took about three years to make that decision before I approached her.
• 12:46
  SPEAKER_02: We were, you know, having conversations, and I'm sure people, you know, at 7 FA have heard the story, were like, oh yeah, those two would hang out in the corner, right?
• 12:54
  SPEAKER_02: You know, have it have it have a dinner and a drink.
• 12:56
  SPEAKER_02: And we were always like, what are they, what are they, what are they talking about?
• 12:59
  SPEAKER_02: What are they doing?
• 13:00
  SPEAKER_02: Ca Cassie would even probably admit to you at that time, she wasn't quite sure what the conversation was leading to.
• 13:06
  SPEAKER_02: But last year when I presented her, so last July, I presented with her kind of my idea.
• 13:11
  SPEAKER_02: You know, she she was like, Oh, okay, that's that's what the last two years of conversations have been leading leading to.
• 13:18
  SPEAKER_02: So I I think, you know, sometimes, and and again, there's nothing wrong with this, our partnerships come out of necessity.
• 13:25
  SPEAKER_02: Sometimes our partnerships come out of just a natural fit.
• 13:28
  SPEAKER_02: Like for bref and I, we both loved high level, we were doing stuff, it just made sense to come together.
• 13:33
  SPEAKER_02: Sometimes it's a disaster and the part and the personalities conflict.
• 13:37
  SPEAKER_02: I think like a marriage, and again, you know, we're not gonna get into marital advice on this show.
• 13:42
  SPEAKER_02: Um, but bref and I fight.
• 13:43
  SPEAKER_02: Cassie and I fight.
• 13:45
  SPEAKER_02: The thing is, we're always gonna be respectful in our one-on-one conversations about what are the goals of the business.
• 13:51
  SPEAKER_02: So we don't we generally don't swear.
• 13:53
  SPEAKER_02: If we gotta hug it out, we hug it out, if we gotta wrestle it out, we wrestle it out.
• 13:57
  SPEAKER_02: Um, but one of the things that I love from Nick Robbins is a friend and mentor of mine from years ago.
• 14:03
  SPEAKER_02: Um, Nick would always say, if you can't get the votes, it's not a very good idea.
• 14:08
  SPEAKER_02: Um, so for even right now, like if I can't get two votes from one of my partners and from me and any of the businesses, it's probably not something we should pursue.
• 14:16
  SPEAKER_02: Or the other person's responsible for maybe um giving up a position or maybe selling that position a little bit better.
• 14:26
  SPEAKER_02: So that also helps a lot because if you're in a three-way partnership, if you can't get two votes, it should go forward.
• 14:32
  SPEAKER_02: If you can't get three votes, then you're gonna have a little animosity.
• 14:35
  SPEAKER_01: Yeah, absolutely.
• 14:36
  SPEAKER_01: You know, you mentioned you're having this these conversations with her for like two years, right?
• 14:41
  SPEAKER_01: Prior to like then presenting the idea.
• 14:43
  SPEAKER_01: How does one like, you know, if you're if someone's listening and they're like, I'm tired of doing this alone, and I I really think that I need to like have somebody as my partner, how do you go find that person, right?
• 14:56
  SPEAKER_01: Like uh for me with my first company, it was a natural evolution.
• 15:00
  SPEAKER_01: Uh, the company we have, we we automated payments for shared households.
• 15:04
  SPEAKER_01: My best friend was my roommate.
• 15:05
  SPEAKER_01: We we f we the problem we had together, like it was a natural evolution for that to happen for us.
• 15:10
  SPEAKER_01: But if somebody's looking for a business partner, co-founder, you know, I how do you recommend them go out and find that?
• 15:18
  SPEAKER_02: I mean, all I can share is what I did, right?
• 15:21
  SPEAKER_02: So as Cassie knows, and and she's a very confident, you know, established professional, um, I wasn't having just a conversation with her for two years.
• 15:30
  SPEAKER_02: Um, I went to Tennessee to a mastermind to meet an individual to kind of feel out their you know talents and and and abilities.
• 15:38
  SPEAKER_02: Um I've gone to Phoenix and done the exact same thing.
• 15:41
  SPEAKER_02: Obviously, I think you know Cassie was my top choice right from the very beginning.
• 15:45
  SPEAKER_02: Um But I was very um again, for my goals, I was very strategic.
• 15:51
  SPEAKER_02: I was very literal.
• 15:52
  SPEAKER_02: Um, again, if you've done a SWOT analysis, what are your strengths, weaknesses, opportunities, threats?
• 15:58
  SPEAKER_02: Um it's it's kind of similar to dating, um, without bringing in like a romantic element to it.
• 16:03
  SPEAKER_02: You're you're making do you have chemistry?
• 16:05
  SPEAKER_02: Do you have the same morals and core values?
• 16:09
  SPEAKER_02: Um, are you able to effectively communicate?
• 16:12
  SPEAKER_02: Um You know, we we talked openly before we signed off on anything too, but how would we make decisions?
• 16:19
  SPEAKER_02: Um her and I will um basically flip visionary and integrator each year.
• 16:23
  SPEAKER_02: We've made the decision that you know, one of us won't just be long-term, the person, but we'll we'll take turns because we both we both have those strong elements as as COOs.
• 16:33
  SPEAKER_02: Um that's the great thing about AI too, is if you're in that position, have it interview you, right?
• 16:40
  SPEAKER_02: Um from the from the technical standpoint, you don't have to give up equity.
• 16:45
  SPEAKER_02: It doesn't have to be uh a big complex, you know, that you have this many shares, it can be an operating agreement, it can be a partnership agreement, it can be an equity or non-equity agreement.
• 16:55
  SPEAKER_02: My best advice I would just give to somebody is find someone that compliments you in your weakest areas, right?
• 17:01
  SPEAKER_02: Um, so again, you know, I chose a a very intelligent, accomplished woman, someone who can get on stage and can carry an energy much different than how I carry energy on the stage.
• 17:13
  SPEAKER_02: Like there was lots that went into that decision.
• 17:15
  SPEAKER_02: And as I got to the end, I was like, it it's clearly, you know, I don't want to do this on my own because I probably would have made it too academic.
• 17:23
  SPEAKER_02: And she's the perfect compliment of how do you make it real for someone.
• 17:26
  SPEAKER_01: Okay.
• 17:26
  SPEAKER_01: Okay.
• 17:27
  SPEAKER_01: Yeah, that's that's awesome.
• 17:28
  SPEAKER_01: So we've we've kind of talked about like this this leadership aspect of, hey, business owners, how do we you know find our partners to build our team in that sense?
• 17:36
  SPEAKER_01: But then there's another layer of this of like, hey, I want to go actually build my own team.
• 17:41
  SPEAKER_01: Um, and so you are a coach at seven-figure agency, you are a member of seven-figure agency because you have your own agency.
• 17:48
  SPEAKER_01: And so you've seen through coaching agencies come through all different levels.
• 17:51
  SPEAKER_01: You know, the people who come in and they're at 10K a month, they're at 60K a month.
• 17:55
  SPEAKER_01: I'm sure you have some people that you've coached that are now above and beyond, you know, seven-figure agencies and probably are now coaches, right?
• 18:02
  SPEAKER_01: You have seven people who are now.
• 18:05
  SPEAKER_02: No, Bra Braden just hit six million and uh like huge huge accomplishment for him.
• 18:10
  SPEAKER_02: Because six six million in recurring revenue doing direct mail in one niche is is massively impressive.
• 18:18
  SPEAKER_01: He he is impressive.
• 18:19
  SPEAKER_01: I invited him on the show uh and he politely declined.
• 18:23
  SPEAKER_01: So maybe Brad here can put in a nice, nice word for me to give for the show.
• 18:28
  SPEAKER_01: But uh, you know, so as people are growing, when you have an age that tells you like they need to hire, like what's the first thing that you push back on when they're saying that they need to hire someone?
• 18:41
  SPEAKER_02: One of the most common um phrases that I use in my coaching calls is it's tasks before titles.
• 18:48
  SPEAKER_02: So people will come to me and they'll say, Brad, um, I need an operations manager.
• 18:53
  SPEAKER_02: And I go, Great, you got the name tag figured out.
• 18:57
  SPEAKER_02: Awesome.
• 18:58
  SPEAKER_02: What's what's that person gonna do?
• 19:00
  SPEAKER_02: And they they struggle sometimes, right?
• 19:02
  SPEAKER_02: They are go, well, obviously, Brad, they're obviously gonna be doing operations manager, operation manager stuff.
• 19:09
  SPEAKER_02: And I go, Yeah, but that's not good enough.
• 19:12
  SPEAKER_02: So we talk about, you know, what are the daily tasks, the weekly tasks, the monthly tasks, the quarterly tasks, who's gonna report to them.
• 19:20
  SPEAKER_02: Okay, so let's say it's an operations lead, let's say it's a director of operations, let's say it's a project operations manager.
• 19:26
  SPEAKER_02: Like the title's not gonna matter.
• 19:28
  SPEAKER_02: It's gonna be what's the body of work that you want that person to do.
• 19:32
  SPEAKER_02: Um and one of the earliest pieces of advice I give to entrepreneurs is today's gonna look different than tomorrow.
• 19:41
  SPEAKER_02: It's gonna look different than 10 years from today.
• 19:45
  SPEAKER_02: Start thinking about what you want to do.
• 19:48
  SPEAKER_02: Like, do you want to have a full-time job?
• 19:50
  SPEAKER_02: Nothing wrong with that.
• 19:51
  SPEAKER_02: Do you want to be chairman of the board?
• 19:52
  SPEAKER_02: That's always what I say to everyone.
• 19:54
  SPEAKER_02: I want to be chairman of the board, right?
• 19:55
  SPEAKER_02: Of my companies.
• 19:56
  SPEAKER_02: I wanna be the person kissing babies and shaking hands and all that sort of stuff.
• 20:01
  SPEAKER_02: Um depending on what your answer is, you're gonna construct your business to try its best to get you to that outcome.
• 20:10
  SPEAKER_02: Right.
• 20:10
  SPEAKER_02: Um, so you know, if you're uncomfortable replacing yourself, then you're probably in you're probably gonna have a full-time job.
• 20:17
  SPEAKER_02: And that's nothing wrong with that, right?
• 20:18
  SPEAKER_02: It just means I am completely okay with replacing myself and making sure that the people that I'm hiring are better than me today and tomorrow, so that I can go and yeah, maybe I mean my wife has said I'm done at three, three businesses, we're done.
• 20:34
  SPEAKER_02: Um, kind of like my three kids, we're done.
• 20:36
  SPEAKER_02: Yeah.
• 20:36
  SPEAKER_02: But um, but those are things that if you don't have the time for those quiet thoughts, you don't have time for that strategic expectation.
• 20:46
  SPEAKER_02: Um, you know, it's gonna be more difficult.
• 20:49
  SPEAKER_01: Yeah, absolutely.
• 20:50
  SPEAKER_01: It's those things like you you can also like right now, I'm hiring an executive admin for me.
• 20:55
  SPEAKER_01: I went through a phase where it was like, I believe that to me, I believe your first hire should almost always be an executive admin, but that comes from personal experience in that.
• 21:04
  SPEAKER_01: But I don't have one right now because we went through a phase where like I was able to automate a lot of what I needed to do through AI.
• 21:11
  SPEAKER_01: And I had such a phenomenal team on the delivery side of things that I was able to kind of like coast back a little.
• 21:17
  SPEAKER_01: And my team needed support.
• 21:18
  SPEAKER_01: So I was like, I'm gonna sacrifice my needs and I'm gonna go hire more support for my team and we'll we'll hire Brad an EA later.
• 21:26
  SPEAKER_01: So we're back in that mode of like, okay, we need to get Brad an EA.
• 21:29
  SPEAKER_01: Uh, and we're drafting like the job rec and like there's things on there that like if you ask Claude or ChatGBT, it's gonna say, that's not what a traditional EA does.
• 21:38
  SPEAKER_01: Uh, it doesn't do XYZ, right?
• 21:40
  SPEAKER_01: And so if you use AI or you go through these tasks rather than the title, like it's gonna say, yeah, that's not an EA or this is four rules, which is true.
• 21:48
  SPEAKER_01: Like, I highly recommend against doing what I'm doing.
• 21:51
  SPEAKER_01: Uh, but I have experiences.
• 21:54
  SPEAKER_01: But my vision, I communicate to my team like, hey, the goal here is let's get an EA in, let's have them help Brad perfection.
• 22:00
  SPEAKER_01: These other things that he needs perfected in here.
• 22:02
  SPEAKER_01: And then my whole goal is then to offload all these things off of my EA's plate so they can then get back into that zone of genius of being the EA.
• 22:10
  SPEAKER_01: But I don't want to teach every single person how to do these things.
• 22:13
  SPEAKER_01: I need one person that I need to teach how to do this.
• 22:16
  SPEAKER_01: And then they can train everybody else on it.
• 22:18
  SPEAKER_01: And so people go through these phases, but again, you have to really think about like what is it that I need in my business that is going to help me move the business forward.
• 22:29
  SPEAKER_01: And oftentimes that's looking at the task and everything like that.
• 22:33
  SPEAKER_01: This goes into like the most like hiring people is costly, uh, not just in wages, but you can make some costly hiring mistakes as well.
• 22:44
  SPEAKER_01: Uh so as you're having these conversations with people and they're like, I need an operations manager.
• 22:49
  SPEAKER_01: Uh, I'm sure some people are what I call an asshole and they ask you for advice and then go do the opposite uh and they make these mistakes, right?
• 22:57
  SPEAKER_01: What do you feel like is the most costly mistake that people make?
• 23:02
  SPEAKER_02: So when I'm on stage, there's two pieces of advice I always give, and I'll share it with the audience here.
• 23:07
  SPEAKER_02: When it comes to hiring, and this came from my mindset coach years ago, and I of course thought he was full of shit, but he was a hundred percent right.
• 23:14
  SPEAKER_02: Um, you're either gonna overestimate this individual that's sitting across from you that you're interviewing, or as they come into the role, you're gonna fail to support them.
• 23:23
  SPEAKER_02: And it's almost always those two outcomes that occur, and sometimes both in combination.
• 23:28
  SPEAKER_03: Yeah.
• 23:29
  SPEAKER_02: So again, it comes back to where do we not spend the time that we need to be spending?
• 23:35
  SPEAKER_02: Okay.
• 23:35
  SPEAKER_02: So you're visionary, my partner's visionary, you really sat down and constructed your core values.
• 23:41
  SPEAKER_02: Have you constructed the standards in which you expect individuals to behave, perform, conduct themselves?
• 23:49
  SPEAKER_02: Do you have examples of what that looks like?
• 23:52
  SPEAKER_02: Okay.
• 23:52
  SPEAKER_02: Are you prepared with a minimum scorecard to understand how that's going to be demonstrated, inspected, reported on?
• 24:01
  SPEAKER_02: Okay, well, you find a great individual through your hiring process.
• 24:05
  SPEAKER_02: Give them that.
• 24:06
  SPEAKER_02: Give them that before you present an offer.
• 24:09
  SPEAKER_02: And many times in in in my agencies and how we do hiring, you get the individual that goes, I've changed my mind.
• 24:18
  SPEAKER_02: Because they recognize that they're gonna be tracked and monitored and have to be accountable.
• 24:24
  SPEAKER_02: And that person, it was really just, hey, I heard you had paid training and I kind of wanted to get a job for 90 days and just kind of figure it out.
• 24:31
  SPEAKER_02: Um, a lot of the time we race to the hire rather than preparing for the person.
• 24:38
  SPEAKER_02: And I think that that's a great piece of advice for someone, you know, maybe not necessarily hiring your first person, but by the time you get to your fifth.
• 24:46
  SPEAKER_02: The other thing I was gonna say to you is uh absolutely have an executive assistant.
• 24:51
  SPEAKER_02: But I would also be like, okay, you want that executive in assistant to be checking your emails.
• 24:56
  SPEAKER_02: The alternative is what do you do to get your emails that you don't have to get emails anymore, right?
• 25:02
  SPEAKER_02: They can go to other people on the team or like you know I mean, like it's a lot of the time it's just sitting back and you've got a problem, you're thinking of the solution in a one-direction kind of way, and there's probably multiple things that can fix that problem.
• 25:16
  SPEAKER_01: Yeah, absolutely.
• 25:17
  SPEAKER_01: Yeah.
• 25:18
  SPEAKER_01: And like, you know, it one of the things that I always mention is like an executive admin.
• 25:21
  SPEAKER_01: Like, I need someone, I used to have somebody to go through my Facebook Messenger DMs and like I get a lot of freaking messages on Facebook.
• 25:29
  SPEAKER_01: Is that a typical like executive admin task?
• 25:32
  SPEAKER_01: And like, you know, depending depending on who you talk to, sure.
• 25:35
  SPEAKER_01: But most people think of executive admin, they're gonna coordinate my calendar, my email, everything like that.
• 25:39
  SPEAKER_01: For somebody who's very early on, like, call it an executive admin, call it a VA, whatever you want to do.
• 25:43
  SPEAKER_01: You need somebody to go out and help you generate business to your agency.
• 25:46
  SPEAKER_01: Because if you don't have sales and you don't have lead flow coming through, nothing else is gonna make a difference in there.
• 25:52
  SPEAKER_01: Um, and so just generally people coin it as an executive admin uh or a VA.
• 25:56
  SPEAKER_02: Well, that that's the point I was making is instead of having them spend time in your email, have them send time in your prospecting channels because the prospects are looking for a solution today, not not asking you to reply to them tomorrow.
• 26:09
  SPEAKER_01: Right.
• 26:09
  SPEAKER_01: Yeah, absolutely.
• 26:11
  SPEAKER_01: So there's this concept of like regular hiring, and then there's executive hiring as well.
• 26:18
  SPEAKER_01: What changes like when you are going from like executive admin?
• 26:22
  SPEAKER_01: We're kind of talking about hiring somebody who's kind of a doer in a way, uh, although an executive admin can also be somebody who like runs a seat and is thinking of outcomes because they always want to be thinking of how can I make my CEO's life easier?
• 26:33
  SPEAKER_01: But how what changes when you're going from hiring a doer to hiring someone who actually runs a seat in the company?
• 26:44
  SPEAKER_02: When we're hiring early on, we're probably 90% of the time looking at a pool of underemployed or unemployed individuals.
• 26:54
  SPEAKER_02: When you're going up that significant level, this person is probably already in a seat somewhere else.
• 26:59
  SPEAKER_02: So the challenge, and it is a challenge.
• 27:01
  SPEAKER_02: I mean, this you and I both face this all the time.
• 27:05
  SPEAKER_02: Um, you've got this available talent pool in the market, but you may or may not be in the in the right spot at the right time to talk to the person that really is the person that you want to be hiring.
• 27:18
  SPEAKER_02: So um, you know, this this again is still where LinkedIn prospecting, I think, is super important, right?
• 27:23
  SPEAKER_02: I've got about 15,000 account manager followers on my LinkedIn, right?
• 27:28
  SPEAKER_02: Doesn't mean I'm gonna play sell 15,000, doesn't mean that any of the 15,000 will even have a conversation.
• 27:33
  SPEAKER_02: But when I'm posting, you know, I've got a greater chance of having a good conversation, right?
• 27:39
  SPEAKER_02: And these conversations generally almost always need to be private.
• 27:43
  SPEAKER_02: Um, they will very much appreciate the guidance and support that you can give with discretion.
• 27:49
  SPEAKER_02: Um, and then you know, a couple times during the year, you know, you're gonna, especially like right now, this is a just everyone knows, is a busiest time for me for these conversations to be rather rethinking of uh you know what my future looks like for 2027.
• 28:04
  SPEAKER_02: Um, I don't think I'm gonna get the promotion at the end of the year.
• 28:08
  SPEAKER_02: I'm not being developed and invested in as I was promised to.
• 28:12
  SPEAKER_02: Um the value of those conversations is is the pinnacle of hiring.
• 28:18
  SPEAKER_02: Like that, that's that's where you want to be.
• 28:20
  SPEAKER_02: So the yeah, the you know, not to say that an unemployed person is a bad hire.
• 28:26
  SPEAKER_02: It's just um if you put that person out of a hundred, they might look really, really good.
• 28:31
  SPEAKER_02: If you put them in a list of 500, they probably look average.
• 28:34
  SPEAKER_02: And for most of us, our clients are looking for the the 498, 499th type of piece of talent that's out there.
• 28:43
  SPEAKER_02: So you're, you know, again, um, I'm sure you are the same as me.
• 28:46
  SPEAKER_02: You've got boots on the ground, you're attempting job fairs, you've got people inside of different networks.
• 28:53
  SPEAKER_02: You're you're doing whatever needs to be done to make sure that you've turned off, turned over as many rocks as you can to make sure like who is the best that's available right now for this client.
• 29:03
  SPEAKER_01: Yeah, yeah.
• 29:03
  SPEAKER_01: I mean, we're we're even doing uh some RD right now to figure out how we can like automate prospecting, not to replace like get like our team going out and finding candidates, but like how can we leverage AI and automations to just get more people in that pool, right?
• 29:17
  SPEAKER_01: And get people who are, and part of the things we're testing is like, how can we go out and find the people who have been working for an agency for the last four years?
• 29:25
  SPEAKER_01: And we're hoping that we hit them at the right time where they're just no longer happy inside of their role because we have a client who wants that person, right?
• 29:31
  SPEAKER_01: And so we're we're we're testing all of that now and like how can we use automations to do that?
• 29:36
  SPEAKER_01: Because it's a lot to try to find the right candidates for our clients.
• 29:39
  SPEAKER_01: And uh, and we do it on average in about 21 days for most roles.
• 29:43
  SPEAKER_01: And so, I mean, it's like, you know, the fastest we can get these people in and make sure it's the right people uh and all that stuff.
• 29:49
  SPEAKER_01: So uh one of the things that you and I have talked about is like this aspect of oftentimes you can get somebody in and where they're at isn't where they're gonna end up in terms of their growth inside the company.
• 30:03
  SPEAKER_01: Uh it's part of where propel, like propelling somebody's leadership uh has come from.
• 30:08
  SPEAKER_01: And so if someone's listening and they got somebody on their team and they're like, this person's good, but like I don't think that their potential is like tapped into, like that they have a lot more room to grow, that they're I need to enhance their leadership abilities.
• 30:24
  SPEAKER_01: Like, what would you recommend for that agency owner so that their their team member, their A player, doesn't leave them and go to another agency that they feel like, hey, John, the agency owner, is invested in me and my growth.
• 30:38
  SPEAKER_02: Yeah.
• 30:39
  SPEAKER_02: So um one of the things that I brought in early on from nursing is we do a yearly um grid that's called a learning plan, right?
• 30:48
  SPEAKER_02: So you have a new set of skills that you're wanting to obtain, maybe a new proficiency that you want to get to in terms of, you know, maybe it's Ivy starts or complications of this or complications of that.
• 31:01
  SPEAKER_02: That that is really powerful because when you have individuals that are ambitious, they want to achieve, they want to ascend, they want to take over things.
• 31:11
  SPEAKER_02: What we've always normally done is like, well, be patient.
• 31:14
  SPEAKER_02: You know, time, time will come, you know, eventually, right?
• 31:18
  SPEAKER_02: Um, and in this instance, what they need to hear is specifically here's how you need to work, here's how you gotta focus, here's how you gotta work that on.
• 31:26
  SPEAKER_02: That is um kind of do it yourself, like in terms of like a like a uh an individual guided education plan.
• 31:34
  SPEAKER_02: There are obviously tons of courses that are out there, right?
• 31:37
  SPEAKER_02: So Cameron Herald has a fantastic one.
• 31:39
  SPEAKER_02: Um, there's Maxwell Leadership, right?
• 31:41
  SPEAKER_02: That that that's out kind of in the community.
• 31:44
  SPEAKER_02: Um, those are gonna be a little bit more kind of like half-guided, health, half self-done.
• 31:49
  SPEAKER_02: And then um my my habit is always taking things to this insane level that no one else would want to do.
• 31:56
  SPEAKER_02: So what we've got is you know, six and a half hours every month, mentored by two incredible coaches, and we're gonna not just do that for the first year, we're gonna do that for three years.
• 32:06
  SPEAKER_02: Um anyone can start at the learning plan.
• 32:11
  SPEAKER_02: Everyone can go and do the demi courses or you know, CO alliance or something like that.
• 32:17
  SPEAKER_02: And then, of course, if it makes sense for you as a business, your multiple seven figures, you've got four or five leaders, you know, then something like Propel is perfect.
• 32:27
  SPEAKER_02: Um, anyone can go to any one of those three at any time.
• 32:30
  SPEAKER_02: Yeah.
• 32:31
  SPEAKER_02: Um, it just comes down to budget, resources, the the commitments that you have to your clients.
• 32:38
  SPEAKER_01: Okay.
• 32:39
  SPEAKER_01: So we talked a little bit about like about Propel, right?
• 32:43
  SPEAKER_01: And it's this line here.
• 32:44
  SPEAKER_01: Um, one of my notes in here is like Propel, like it lines up with EOS, the entrepreneur operating system, but it's not like you guys aren't going in and like installing EOS.
• 32:55
  SPEAKER_01: So a little bit of a plug here for you guys.
• 32:57
  SPEAKER_01: Like if someone's listening and they're thinking about joining Propel, uh, and maybe maybe it's an agency owner, they're wanting to join for themselves, level up their own leadership, or maybe they're wanting to put like one of their core A players in through the Propel leadership program, like what is it they should expect going into this?
• 33:12
  SPEAKER_01: You know, you talk about these three tiers, what should they expect going into that?
• 33:16
  unknown: Yep.
• 33:16
  SPEAKER_02: So our three tiers um are emerging leaders.
• 33:19
  SPEAKER_02: So those are individuals that are showing tons of promise, lots of ambition, making good, not perfect decisions, but they're they're good decisions.
• 33:28
  SPEAKER_02: Okay.
• 33:29
  SPEAKER_02: Then level two is gonna be your managers and directors.
• 33:32
  SPEAKER_02: So individuals that are managing teams, managing resources, managing revenue, um, and they make awesome decisions, but they're not yet executive decisions.
• 33:43
  SPEAKER_02: And then you've got your third level, which is gonna be your C-suite, your VPs, your second of commands, which are gonna be basically like, I am ready to fully come out of my role as a chief operating officer, and I want to be the chairman of the board, right?
• 33:57
  SPEAKER_02: Um, not every agency is gonna get to that point.
• 33:59
  SPEAKER_02: Some people want to stay in the day-to-day.
• 34:01
  SPEAKER_02: I'm the person that's like, I'll go garden or do something else.
• 34:06
  SPEAKER_02: Like, I don't need that for my own personal Tony Robbins events and stuff like that, right?
• 34:11
  SPEAKER_02: Like um level up on a personal level.
• 34:14
  SPEAKER_02: Um, those are those three levels.
• 34:15
  SPEAKER_02: So three levels over three years.
• 34:18
  SPEAKER_02: Not everyone's gonna have their leadership level um team also all four or five at the exact same moment to be able to enter.
• 34:26
  SPEAKER_02: So, so what we've got right now is some of the Titans from 7FA are our clients of Propel.
• 34:32
  SPEAKER_02: They have maybe four of their eight leaders coming through.
• 34:36
  SPEAKER_02: They'll start in another three or four months the next set, then they'll come back to all their emerging leaders and they'll have almost like a pipeline um kind of smartly developed over time that gets them to where they want to go.
• 34:49
  SPEAKER_01: Okay.
• 34:50
  SPEAKER_01: So if there's you know, someone who's who's listening and like they are like trying to determine like those in these tracks, and they're like, is my team ready for this?
• 35:02
  SPEAKER_01: Like how how do I know if like you know, John is ready to go through the propelled leadership program?
• 35:07
  SPEAKER_01: Like, how would you tell them that they could they could determine that?
• 35:10
  SPEAKER_02: Yeah, so that's one of the great things, and I know I gave you access to this tool, but uh Cassie and I have developed uh uh a validated app that basically someone goes through and they spend about 40 minutes answering a variety of questions.
• 35:24
  SPEAKER_02: We have it all, you know, clinically, it's all called domains, right?
• 35:27
  SPEAKER_02: So there's eight domains that they're assessed on, and they get a they get a score, and that's their individual score, which is probably going to be elevated a little bit because they think that they're awesome.
• 35:36
  SPEAKER_02: They're Gen Z and millennials probably.
• 35:38
  SPEAKER_02: Um as an owner, you get to also come in and blindly assess them, right?
• 35:44
  SPEAKER_02: So they've done their assessment, you don't know what that looks like yet.
• 35:47
  SPEAKER_02: You get to come as an owner, assess on where they're at, and then the app is showing you both of those blended together.
• 35:53
  SPEAKER_02: Um and we and we have scores, right?
• 35:56
  SPEAKER_02: So basically, if someone doesn't score well enough, we're having an honest conversation saying it's not that this person's a bad person, but that Udemy course or that kind of six-week module with another program is a better starting point because it's a it's a smaller investment, it's probably going to get you to the answer of is this the right person?
• 36:15
  SPEAKER_02: Obviously, the people that are at the tippy top, we're like, come on in.
• 36:18
  SPEAKER_02: We're that that person is primed and ready to go.
• 36:21
  SPEAKER_02: Um that's how we've decided to kind of build this.
• 36:24
  SPEAKER_01: Okay.
• 36:24
  SPEAKER_01: Yeah.
• 36:25
  SPEAKER_01: And for those who are listening, we will put that in the in the notes as well.
• 36:28
  SPEAKER_01: So if you wanted to go and take that quiz uh and take that assessment, uh you're more than welcome to.
• 36:33
  SPEAKER_01: I know uh knowing your your weaknesses, uh, my team has taken it.
• 36:37
  SPEAKER_01: I've begun it, but I've not finished it because my my follow-through sucks.
• 36:40
  SPEAKER_01: Uh and so like that's that's part of how you know having an executive admin, knowing your weaknesses.
• 36:45
  SPEAKER_01: Uh as you're talking, I'm like, I know what he's talking about, but I've not seen that result because I'm the one who's not uh who's not completed that.
• 36:52
  SPEAKER_01: Uh so Brett, as we as we wrap up here, uh one of the things you and I have been talking about, and we're working on the on the back end, is Talent Fuse.
• 37:00
  SPEAKER_01: We hire offshore team members, we help our agencies grow their teams, whether it's SEO talent, uh account managers, executive admins, whatever it may be.
• 37:08
  SPEAKER_01: Uh and we're working on something on the back end where like, hey, you can put your offshore specialist through TalentFuse through the Propel Leadership Program.
• 37:16
  SPEAKER_01: Um, we are finalizing details.
• 37:18
  SPEAKER_01: This is the first time we're ever talking about this, but can you kind of give a little bit of an insight as to like what that would look like for them?
• 37:25
  SPEAKER_01: Um, you know, the you don't have to give details on the exact pricing that we're working through and everything like that, but is there an offer that's coming out with that?
• 37:32
  SPEAKER_02: There is, yeah.
• 37:33
  SPEAKER_02: So um for many individuals starting their agency, they've they've come to something like Talent Fuse and they've got a media buyer, they've got a project manager, they've got someone doing SEO.
• 37:45
  SPEAKER_02: As you know, you guys are scaling.
• 37:47
  SPEAKER_02: Obviously, you're focused on acquiring talent.
• 37:50
  SPEAKER_02: You're developing the talent as much as you can, but you know, that'll you know, if you only focus on developing talent, that would take your attention away from finding more agencies, the top talent.
• 38:00
  SPEAKER_02: Um, that bridge, that maybe we'll end up, maybe that'll be the term of the program that we use.
• 38:05
  SPEAKER_02: That that bridge is intended that you've got someone who's awesome, they're showing potential, you've done the Udemy course, you've looked, you know, putting them through, say, seven-figure agencies trainings, but they are needing that next level.
• 38:19
  SPEAKER_02: That that's something where we want to be able to provide that bridge so that that person can be a long-term asset for the agency.
• 38:26
  SPEAKER_02: That person obviously continues to be supported by Talent Fuse and everything that you guys are doing.
• 38:31
  SPEAKER_02: Um, we need to make sure that that's done at an affordable price.
• 38:34
  SPEAKER_02: So again, you know, we have we have we'll have some vendor preferred pricing.
• 38:38
  SPEAKER_02: Yeah.
• 38:38
  SPEAKER_02: Um, that, you know, maybe it's there's a benefit to being a talent fuse client to be able to get a little bit of a better price on the on the program.
• 38:47
  SPEAKER_02: Um most of our clients are investing, you know, in that kind of$10,000 to$15,000 per year in this type of program.
• 38:55
  SPEAKER_02: So listen, if you can save from that, um that that that savings ends up being significant.
• 39:00
  SPEAKER_01: Yeah, absolutely.
• 39:00
  SPEAKER_01: Well, and if those of you listening, if you're interested in that, reach out to Brad or myself.
• 39:04
  SPEAKER_01: And uh as we are finalizing details on R, we'll be able to uh introduce that to you and roll that out.
• 39:10
  SPEAKER_01: Well, Brad, as we wrap up here, last question I want to ask you.
• 39:12
  SPEAKER_01: Uh, for those who are listening and like they're trying to grow their agency, they feel like, hey, I cannot get past where I'm at.
• 39:21
  SPEAKER_01: Like I'm stuck, there, I'm at my like cap, I'm the bottleneck.
• 39:26
  SPEAKER_01: What's the number one piece of advice that you'd recommend them to begin implementing like this week?
• 39:34
  SPEAKER_03: I think it would be around mindset.
• 39:36
  SPEAKER_02: Um the hiring mistakes that I made early in my career, and you know, you try your best not to make them today, is you hire someone that fixes and addresses a problem that you have exactly today, but it doesn't necessarily give you the capacity for what you need tomorrow.
• 39:55
  SPEAKER_02: Um and I loved what Jason Hennessy had posted.
• 39:58
  SPEAKER_02: I don't know if you saw it.
• 39:59
  SPEAKER_02: Um he basically was like, hey, everything changed for us when we stopped hiring for today and we focused on who we needed to hire six months, 12 months, 18 months into the future.
• 40:10
  SPEAKER_02: Um I think if you come in with that mindset, you're gonna be in a better spot because you're just seeing the mountain of work that's in front of you right now, and you're like, oh crap, I I have to get to this so I don't have churn, so I can sell more clients.
• 40:24
  SPEAKER_02: But that mindset is so valuable for them to come to someone like you or me and go, hey, I don't just need this, I need this.
• 40:33
  SPEAKER_02: And and and that that I think would um free up a ton of capacity for an owner.
• 40:38
  SPEAKER_01: Yeah, absolutely.
• 40:39
  SPEAKER_01: Well, Brad, thanks again for for hopping on.
• 40:41
  SPEAKER_01: Those who are listening, please don't forget to like or subscribe and share the show.
• 40:45
  SPEAKER_01: Uh so we can sh uh introduce what Brad's doing with Propel Leadership to more agencies uh out there.
• 40:50
  SPEAKER_01: But until next time, this is the agency advantage.