Latest / Gym Business Coach Podcast / Why Your Coaches Don't Care (And How To Fix It)

Transcript

Why Your Coaches Don't Care (And How To Fix It) · Gym Business Coach Podcast

0:08
[SPEAKER_00]: You are listening to the built-to-grow podcast delivering the knowledge in all things, fitness, business We help jimmers win, hear your hosts, ten lions, and Randy Axton
0:26
[SPEAKER_02]: Welcome back to another fresh episode of the Bill to go podcast.
0:30
[SPEAKER_02]: I'm going to be host today Randy Inkson joined with Zach Colombia fresh fresh Good day.
0:36
[SPEAKER_03]: It's great.
0:36
[SPEAKER_03]: He's gonna.
0:37
[SPEAKER_03]: I know ready.
0:37
[SPEAKER_03]: He's gonna say next.
0:38
[SPEAKER_03]: He's gonna say we got a good one for you today We've got a great one for you.
0:41
[SPEAKER_03]: I say we have a good one for you because we have good ones.
0:43
[SPEAKER_03]: We had we used to we used to have this client here He he used to say He'd be like great workout today and he's like
0:53
[SPEAKER_03]: Do you ever just say mediocre work out today?
0:56
[SPEAKER_03]: Like it's okay.
0:57
[SPEAKER_03]: I know I came in.
0:58
[SPEAKER_03]: I had a mediocre work out.
1:00
[SPEAKER_03]: It's fine.
1:01
[SPEAKER_03]: He was so funny.
1:02
[SPEAKER_03]: He's Tim always says like, people laugh because he's like, he's like, you have clients.
1:07
[SPEAKER_03]: They, you have course, you have cancels.
1:08
[SPEAKER_03]: People die while he actually did die, so yeah.
1:12
[SPEAKER_03]: But, but we've got a good one.
1:14
[SPEAKER_02]: We've got a mediocre.
1:15
[SPEAKER_02]: We've got a mediocre one for you.
1:18
[SPEAKER_02]: Now this is, this is an important one because, you know,
1:22
[SPEAKER_02]: staff buy-in, having a team that understand the mission, the vision, what they're here for, beyond just checking the box and showing up for a workout type of thing, and we see it a lot with gyms and the structure and how they coach and how they lead and things like that.
1:39
[SPEAKER_02]: There's a differentiator between the gyms that have a whole team moving in one direction together, versus
1:46
[SPEAKER_02]: trying to wrangle cats on the other side of the, you know, the coin and one of the things that we, we are big believers is your coach should have responsibilities that go beyond the one hour training, so every 50 minute 45 minute training session in order to continue to deliver a result for both the client or the business.
2:05
[SPEAKER_02]: Um, why don't you take the lead on this and just kind of, let's kind of break down how we structure um, our schedule with our coaches.
2:13
[SPEAKER_02]: Yeah.
2:13
[SPEAKER_02]: You know, here at Legacy, because I think that gives a little bit of a understanding of, of how others can do it and do it in a way where it's not just an expectation on the coach to go and figure it out themselves.
2:23
[SPEAKER_02]: Like you guys almost force it with intentionality.
2:26
[SPEAKER_03]: Yeah, because it's the only way to really create the buy-in.
2:32
[SPEAKER_03]: So, you know, it's like, do you have a team or do you have employees?
2:38
[SPEAKER_03]: And there's a big difference.
2:40
[SPEAKER_03]: You know, like a team has a collective mission, a collective goal, everybody's bought into that.
2:45
[SPEAKER_03]: Employees are just gonna show up, punch the clock and they don't care about your business at all, they care about their paycheck.
2:51
[SPEAKER_03]: There you go.
2:52
[SPEAKER_03]: huge difference and, you know, in the quality that you get, the, the, um,
3:01
[SPEAKER_03]: It's just totally different, right?
3:03
[SPEAKER_03]: You can't even compare the two.
3:05
[SPEAKER_03]: So with us, it's very simple, okay?
3:09
[SPEAKER_03]: And so before I even lay this out for you, I know you're gonna listen to this and who'd be like, that doesn't work for me.
3:15
[SPEAKER_03]: Okay, well, just hear me out before you, before you block me out.
3:22
[SPEAKER_03]: So we have,
3:24
[SPEAKER_03]: four full-time coaches, essentially.
3:27
[SPEAKER_03]: And that's our team, director, four full-time coaches.
3:30
[SPEAKER_03]: We have two in the morning, two in the afternoon.
3:32
[SPEAKER_03]: The morning crew opens at five.
3:34
[SPEAKER_03]: They train till noon.
3:36
[SPEAKER_03]: After noon, crew starts, trains at one, and closes, trains till 7 p.m., and at noon, we have overlap.
3:47
[SPEAKER_03]: So at noon, there's no training going on from noon to one in our facility.
3:51
[SPEAKER_03]: So morning crews done with the training after noon crew is getting ready to train.
3:58
[SPEAKER_03]: And we have team meetings.
4:00
[SPEAKER_03]: We create content.
4:02
[SPEAKER_03]: So we do continuing education together.
4:04
[SPEAKER_03]: We work out together.
4:05
[SPEAKER_03]: We do a team clean.
4:06
[SPEAKER_03]: And it's all on a specific cadence throughout the week, right?
4:09
[SPEAKER_03]: So four days a week were together as a team.
4:12
[SPEAKER_03]: driving that team dynamic, the mission, the vision of the business, they're contributing to it, like there's all these things that go into it and so if you think about, if you think
4:35
[SPEAKER_03]: full-time schedule doesn't exist.
4:37
[SPEAKER_03]: Sure.
4:38
[SPEAKER_03]: It's it's it's uncommon.
4:39
[SPEAKER_03]: It's not the norm.
4:41
[SPEAKER_03]: Most of the time it's like a trainer has, you know, maybe they train four hours in part-time and then they go, you know, walk dogs, dogs sit and then they bartend it night or something.
4:54
[SPEAKER_03]: And that's like they're, you know,
4:56
[SPEAKER_03]: their jobs.
4:58
[SPEAKER_03]: Yep.
4:58
[SPEAKER_03]: It's like, how could somebody be bought into your mission, your business?
5:03
[SPEAKER_03]: How could they share it as their mission and vision?
5:08
[SPEAKER_03]: If they're going into in that and they're working at multiple places and it's never going to happen.
5:13
[SPEAKER_03]: Right, it's never going to happen, because they just can't, right?
5:17
[SPEAKER_03]: They can't afford to be invested in your business or share in that because they don't see the, they can't afford it and they, they also probably aren't with you long enough to, yeah, they're telling the water, right?
5:32
[SPEAKER_02]: Like they barely have a taste of what it, what it all takes and what it all, yeah, is about, you know, they're there for a limited amount of time and again, yeah, to your point.
5:42
[SPEAKER_02]: They just don't have the buy-in.
5:43
[SPEAKER_02]: They don't have the opportunity to have the buy-in because they've got enough on their plate elsewhere that it just keep preventing them from going all in in one.
5:50
[SPEAKER_03]: Yeah, and there's a lot of these like class-based facilities out there where they bring a instructor and a trainer to run a couple of classes and then that person's out.
6:04
[SPEAKER_03]: And if all I have to do is show up and run a class
6:11
[SPEAKER_03]: for a couple hours, you know, one as a business, how do you have any sort of brand control over that?
6:19
[SPEAKER_03]: How are you controlling the delivery?
6:21
[SPEAKER_03]: How is that your product, you know, how are you developing that staff member, that coach to deliver your product, do they even understand it, do they care?
6:33
[SPEAKER_03]: Or they just designing a workout for the day and they come in and and run their own thing and then Or even they run your thing, but they deliver it a different way than another instructor delivers it and now you have portion of your client you segmented your your clients and so only some of them will come to a certain class Because they like this instructor and they won't come to this one and
6:56
[SPEAKER_03]: And so now it's inconvenient for them because you're thinking about these hours that you have available like, oh, this is my class schedule, but to your client, they're like, well, I can only go to these four classes because that's when Johnny coaches.
7:09
[SPEAKER_03]: Yeah.
7:09
[SPEAKER_03]: You know, it's like, that is not a sustainable business model.
7:14
[SPEAKER_03]: And then what happens when Johnny leaves because he's not invested in your business whatsoever and he's going to take the very next thing or he's going to go
7:22
[SPEAKER_03]: Maybe not even trained anymore.
7:24
[SPEAKER_03]: Just get another dog sitting in there and he's doing that instead or he's You know work he's bartending at night and you got him training first thing in the morning and he's tired and not showing up and his Performing starts to diminish and now you know You just see this.
7:41
[SPEAKER_03]: I'm just going on and ranting about it, but it's like this creates so many problems for you
7:46
[SPEAKER_02]: Well, in so many problems, not to cut you off, but to just kind of elaborate on that, please cut me off.
7:51
[SPEAKER_02]: The, that is a problem that you as an owner have kind of created in the business by not formalizing a better system, right?
8:02
[SPEAKER_02]: You were, you led, you know, before you, you kind of laid out our structure, you said, you know, many of you might say that this won't work for you, well, it absolutely will work for you, but it might not work today.
8:12
[SPEAKER_02]: And that's the thing is like, this, that,
8:15
[SPEAKER_02]: The structure of our team and things like that is what you as a gym owner should be striving for.
8:20
[SPEAKER_02]: That should be the goal and the mission to get to a business that has that type of structure.
8:24
[SPEAKER_02]: It might not be possible today with your expenses and how many coaches you have on the team right now and things like that.
8:31
[SPEAKER_02]: But it is a phased approach.
8:33
[SPEAKER_02]: You can absolutely get there.
8:35
[SPEAKER_02]: This is something that we talk about a lot in our coaching program.
8:38
[SPEAKER_02]: It's like when is it right to hire the next coach?
8:40
[SPEAKER_02]: When should I bring on the next person?
8:43
[SPEAKER_02]: You know, and then obviously the roles and responsibilities that the coach has, we know Jim's that their coaches are responsible for sales.
8:51
[SPEAKER_02]: We also know that historically, that's probably not their strong suit, needs of the business.
8:56
[SPEAKER_02]: They're not.
8:57
[SPEAKER_03]: They didn't become a coach because they want to sell.
8:59
[SPEAKER_02]: Exactly, right?
9:00
[SPEAKER_02]: I mean, even to you as the Jim owner, you might feel the same way, but the second you put your name on the business and you just had to open up a business, somebody has to do that role in responsibility and ultimately it rolls up to you as the owner.
9:13
[SPEAKER_02]: If that's not something you enjoy, don't just put your coaches in that responsibility expect, you know, that they're going to deliver that portion of the responsibility, their job and responsibilities to the best of what they can, they're not naturally built to sell, you know what I mean?
9:26
[SPEAKER_02]: And so, but with that being said, it is a phase approach.
9:29
[SPEAKER_02]: Look at your schedule, look at your opportunities.
9:30
[SPEAKER_02]: One, I do, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I
9:34
[SPEAKER_02]: I couldn't agree more when you said, you know, there needs to be a brand standard, there needs to be a brand-owned program, having coaches come in to facilitate whatever they want to do.
9:44
[SPEAKER_02]: I think it's always putting a business at risk when that coach turns over, so are those clients.
9:51
[SPEAKER_02]: And I think the first thing that you should be doing ultimately, if you have
9:56
[SPEAKER_02]: One other team member or many is the brand has to own that programming and has to own the delivery of the client results and has to be clear and understood, right?
10:07
[SPEAKER_02]: Another not, you know, big nod for some private pro are clients know that legacy personal training owns the programming the coaches are facilitating that programming.
10:16
[SPEAKER_02]: If your business isn't run that same way, that could be your first step, you know?
10:21
[SPEAKER_03]: Yeah, so it is challenging for somebody to, it's like, where do I start?
10:27
[SPEAKER_03]: You know, where, like, how do I get to a point where I get what you're saying?
10:31
[SPEAKER_03]: How do I have the staff that's full time and all that?
10:35
[SPEAKER_03]: So, you know, what you want to do is, let's say, let's say you have
10:45
[SPEAKER_03]: kind of scattered.
10:47
[SPEAKER_03]: So, meaning you're you're running the business and then you have five different coaches that are coming in at different times and filling up.
10:56
[SPEAKER_03]: Well, what you do is you go to those five coaches.
11:00
[SPEAKER_03]: You rank them, right?
11:02
[SPEAKER_03]: And you go to the one that you want to be the full-time person first and you just work your way down the hierarchy and you present an opportunity to them to take on more hours and more responsibilities.
11:13
[SPEAKER_03]: And if they're, you know, the first one or the first two, they might not be bought into it.
11:19
[SPEAKER_03]: You might like him and Ha around and that I don't know if that's really what I want or whatever.
11:23
[SPEAKER_03]: But you're going to find within that list of five, there's going to be somebody that's like, Yeah, that sounds great.
11:29
[SPEAKER_03]: I would love to, you know, be part of that.
11:32
[SPEAKER_03]: Well, that's even if that's not the best coach in the world.
11:37
[SPEAKER_03]: the fact that they are bought into this direction that you're heading man you can develop that person right there they they they're bought into the mission in the vision now it's like okay well what what let's do gap analysis figure out what we got a train on and what we got to develop and but the fact that they are just bought into it
11:58
[SPEAKER_03]: is going to be massive.
12:00
[SPEAKER_03]: And now it's like, okay, well, you know, maybe I can, maybe a person's working 16 hours a week, but like I can move them to 32, and they're going to be bought into this, man.
12:12
[SPEAKER_03]: And then we can continue to develop it from there.
12:15
[SPEAKER_03]: And now, because I have this person who's bought in, I can eliminate those two people, and I just simplified things.
12:22
[SPEAKER_03]: exponentially, I got the buy-in, and now I can go higher somebody else, you know, potentially to fill some gaps that's coming in with this new structure, this new culture that's in place.
12:35
[SPEAKER_03]: and don't mess up the opportunity to bring somebody in that's new that doesn't know any different and get them bought into the mission in the vision like you're hiring to that there you go that's that's part of your you're hiring an onboarding process is like here's how we operate here's how we roll and and if you don't have like oh well I'm bringing that new person in and they're going to be part time
13:00
[SPEAKER_03]: great outline the trajectory and the path for them.
13:05
[SPEAKER_03]: Don't lie to them.
13:07
[SPEAKER_03]: Just tell them, hey, we're going to bring you on.
13:10
[SPEAKER_03]: You're going to be at 20 hours a week.
13:13
[SPEAKER_03]: Here's our plan over the course of the next six months, 12 months, whatever, to develop you into a full-time coach.
13:22
[SPEAKER_03]: And then you have to take some accountability on that because now you just put the pressure on yourself to grow them into that role.
13:30
[SPEAKER_03]: But they're coming in and accepting the position knowing that that's the trajectory of their career and as long as you fulfill on that and communicate with them, they're going to be bought in right from the get-go.
13:42
[SPEAKER_02]: There you go.
13:43
[SPEAKER_02]: Yeah, one thing we've talked about in the past and I'll remember for it was you and I are Tim and I on the episode,
13:51
[SPEAKER_02]: not hire the candidate and then figure out how they fit in your business and I think you see that is like a commonality in this industry right your schedule for your business is dictated upon your coaches availability because you hired the coach before knowing their availability you know what I mean like if you go if you go into any other industry in the in probably the world right like
14:13
[SPEAKER_02]: maybe not serving, but yeah, that's the only one, right?
14:16
[SPEAKER_02]: But even at that, here's the hours I need you.
14:20
[SPEAKER_02]: It's not just, I need somebody to work the dinnership, right?
14:24
[SPEAKER_02]: It's not like, hey, cool, you're a great server.
14:28
[SPEAKER_02]: When can I, what am I going to serve food in my industry?
14:31
[SPEAKER_02]: Or am I my restaurant, right?
14:33
[SPEAKER_02]: But in this industry, trainers or gym owners are quite often, and I think a lot of it comes from a place of desperation, right?
14:40
[SPEAKER_02]: We need a body.
14:42
[SPEAKER_02]: Totally understand that, but if the body doesn't fix the problem, it creates more problems, it's probably not the right decision to make.
14:51
[SPEAKER_02]: So first and foremost, obviously, have no when you want.
14:55
[SPEAKER_02]: your coaches in the business, the people that are applying for those positions, that's a first requirement, right?
15:03
[SPEAKER_02]: If you can't be here for these hours, I appreciate your application, but it's you're not the right fit for our business right now.
15:10
[SPEAKER_02]: That could change, you know, over time, but right now I need somebody to work these hours first and foremost.
15:15
[SPEAKER_02]: And so that's obviously a huge thing about hiring.
15:18
[SPEAKER_02]: Another thing that we've discussed over the years,
15:21
[SPEAKER_02]: And there's been a big transition through legacy over the years with resume type performance versus having somebody in for a what do you guys call them when when they do like a part of the interview process.
15:35
[SPEAKER_02]: Practical.
15:35
[SPEAKER_02]: Yeah.
15:37
[SPEAKER_02]: Um, you know, somebody, just because somebody has all of the certifications.
15:41
[SPEAKER_02]: They could have college degrees.
15:43
[SPEAKER_02]: They could have all, you know, with distinctions, and all of that type of thing, but then you get them on the training floor and they have no personality, they have no communication skills.
15:51
[SPEAKER_02]: They have none of the other things that it takes in order to be a great coach.
15:56
[SPEAKER_02]: take us through kind of how you guys, you know, left and right when it comes to bringing in somebody who's qualified for the job on paper, but then also has to perform the job when it comes to, you know, being a well-rounded coach.
16:09
[SPEAKER_03]: Well, I'll just...
16:11
[SPEAKER_03]: circle back to one of the things that you said is is, you know, the availability.
16:16
[SPEAKER_03]: Well, same thing for the job responsibilities.
16:21
[SPEAKER_03]: So you might get, you might get a candidate and you look at the resume and the interview them and you're like, man, they can do these 15 things, but you're looking to hire a coach, right?
16:35
[SPEAKER_03]: If you guys have ever had a client, you bring
16:40
[SPEAKER_03]: you really good rapport with them and they're talking and they're like i've got so many friends that i'm gonna bring here this is so amazing and you're like wow that's incredible and
16:51
[SPEAKER_03]: and it never happens they never bring a single person in they were just a big talker right give me a discount and then I'll bring yeah and you're like okay yeah and then like four years later you're like oh can we get a referral and so it's like you're setting yourself up for disappointment if you do that
17:11
[SPEAKER_03]: same exact thing if you get this candidate this is coach and they've got like this you know oh man I could leverage them for this responsibility in my business and they could do this in my business and like but all you were looking for was a coach don't change the position yet yeah there you go.
17:29
[SPEAKER_03]: Higher them for the position they applied for at the pay rate that they applied for
17:38
[SPEAKER_03]: make them prove themselves, and then maybe if there's the business need, so many times, and a simple example of this is like, oh man, this guy's really great with recovery, let's add a recovery class.
17:54
[SPEAKER_03]: Great.
17:55
[SPEAKER_03]: What happens in three months when you added that recovery class and this guy doesn't work out and now you get to take that class away from your members and know there's nobody to fulfill on it.
18:06
[SPEAKER_03]: Major negative for your clients that were like, and it's probably like the five clients that were bought into this and then now it's, you know,
18:24
[SPEAKER_03]: So.
18:26
[SPEAKER_03]: Yeah.
18:26
[SPEAKER_03]: Okay.
18:26
[SPEAKER_03]: You're tossing bombs into business.
18:28
[SPEAKER_03]: I know.
18:28
[SPEAKER_03]: Yeah.
18:29
[SPEAKER_03]: You're, yeah, exactly.
18:30
[SPEAKER_03]: So I get Cohen because I just know that all these things have happened, right?
18:35
[SPEAKER_03]: If you see him.
18:35
[SPEAKER_03]: So what was the original thing that you asked me?
18:39
[SPEAKER_02]: I don't know.
18:40
[SPEAKER_03]: I went back to the, the problem here.
18:42
[SPEAKER_03]: I think, yes, just like our hiring process here.
18:46
[SPEAKER_03]: So.
18:48
[SPEAKER_03]: So, yeah.
18:52
[SPEAKER_03]: We will always hire soft skills before hard skills, like EQ, before IQ, because we can develop and teach the training methodology that we can teach that.
19:12
[SPEAKER_03]: We have a coach with us right now whose younger did not have any real training experience
19:21
[SPEAKER_03]: and went to school, got his BS and BS, his bachelor's and exercise science, and came in and
19:34
[SPEAKER_03]: there's a it's interesting because like okay has has the the foundational knowledge but not the experience so good kid but also lacking in some of the EQ stuff because he's young right so it's like okay well we have to develop that but there's a lot of
19:54
[SPEAKER_03]: a lot of good there.
19:55
[SPEAKER_03]: We just do a gap analysis and we're like, okay, here's the things that we know we're going to come up.
20:00
[SPEAKER_03]: He might not know how to respond to a customer complaint, right?
20:03
[SPEAKER_03]: Like somebody brings something negative up.
20:06
[SPEAKER_03]: We need to coach him on how to respond to that.
20:09
[SPEAKER_03]: And my mistake, like I didn't, and it did happen.
20:12
[SPEAKER_03]: And then here was the, you know, we have this issue where that revealed itself.
20:17
[SPEAKER_03]: And he didn't respond the way that he needed to respond.
20:20
[SPEAKER_03]: So that's on me as a leader.
20:22
[SPEAKER_03]: Like I should have been prepared for that.
20:24
[SPEAKER_03]: And then I got to go and coach him.
20:25
[SPEAKER_03]: Hey, this comes up here's how you respond to it.
20:27
[SPEAKER_03]: You mess this up with this person.
20:30
[SPEAKER_03]: But the response from him because he is the right person for the roles.
20:34
[SPEAKER_03]: I'm so sorry, like I messed this up that will never happen again.
20:37
[SPEAKER_03]: I got it.
20:38
[SPEAKER_03]: Here's how I do handle this situation.
20:40
[SPEAKER_03]: Awesome.
20:40
[SPEAKER_03]: Cool.
20:41
[SPEAKER_03]: Good job, man.
20:42
[SPEAKER_03]: This bump.
20:42
[SPEAKER_03]: Keep doing what you're doing.
20:43
[SPEAKER_03]: Just go get better.
20:44
[SPEAKER_00]: Okay.
20:45
[SPEAKER_03]: Awesome.
20:45
[SPEAKER_03]: Cool.
20:46
[SPEAKER_03]: So, you know, there's, there's this given take.
20:51
[SPEAKER_03]: and but like if you're super nerdy and you're just all about the training and the fitness usually you're not about helping people or connecting with people you're about the fitness and so what drives you we talk about the passionate gym owner a lot of times like go you want to help people
21:11
[SPEAKER_03]: Well, sometimes there's people in this industry that they don't care about helping people, they nerd out on the science of it.
21:17
[SPEAKER_03]: Yes.
21:18
[SPEAKER_03]: They're very theoretical.
21:19
[SPEAKER_03]: And like that, there's going to be a major problem hiring that person in your business because it's going to be all about the science and the methodology and all of these things.
21:30
[SPEAKER_03]: Versus like.
21:31
[SPEAKER_03]: Hey, that person, you know, just needs to show up and get some encouragement and then they need to be leaving, feeling inspired to come back tomorrow, they don't care about their, you know, knee flexion or whatever.
21:45
[SPEAKER_03]: It's like, yeah, it's great that you know that, but if you can't make sure that they have a great experience while they're here, they're not coming back regardless.
21:54
[SPEAKER_03]: So there needs to be this, this right blend.
21:58
[SPEAKER_03]: And you mentioned our practical, so we always have the coaches, I've had great interviews with people that do have the emotional intelligence and they can connect and they can build rapport with you, but then we do the practical, which is like, hey, you get to come in train the training team and they could be terrible.
22:16
[SPEAKER_03]: And it's like, I'm not going to hire that person because there's too big of a learning curve for me to develop you.
22:26
[SPEAKER_03]: and so it's like now we'll just go to the next candidate so there is this fine line right it's like you gotta have some sort of foundation you gotta have the right you know you could excel in one and and be lacking in the other and then we're analyzing like okay what's it going to take to get both to the level we wanted at perfectly essentially yeah
22:48
[SPEAKER_02]: Anything else that you feel, because it is a difficult position, right, hiring in this industry, obviously, we know, you know, the average coach in the industry is spending about 12 months in and out on average, right?
23:01
[SPEAKER_02]: So it's difficult when you when you was a business want to develop and you want to pour in skills, you want to do all of that type of thing.
23:08
[SPEAKER_02]: And then the, you know, the coach eight months into the training floors already think about what's coming next for their personal life and the next.
23:16
[SPEAKER_02]: job or the next career, whatever it may be.
23:20
[SPEAKER_02]: But when it comes to bringing in good qualified candidates and being able to develop them,
23:28
[SPEAKER_02]: back to the schedule that we create, right?
23:30
[SPEAKER_02]: We force a form of growth through the schedule.
23:36
[SPEAKER_02]: One of the things I just kind of want to leave, if you aren't having one of the big things right there is team meetings, regular check-ins with coaches, that type of thing.
23:47
[SPEAKER_02]: Take us through kind of like, because I know obviously the system for our team meetings and how that's done, but even the way a team meeting is conducted,
23:56
[SPEAKER_02]: It kind of just give a glimpse into that so that others can kind of pull from that when it comes.
24:00
[SPEAKER_02]: So what does a team meeting look like?
24:01
[SPEAKER_02]: What should it look like?
24:02
[SPEAKER_02]: So that I know it's not just, hey, we need to make more money this week or this month, right?
24:08
[SPEAKER_02]: We need more leads, right?
24:11
[SPEAKER_02]: But what is the path for development when it comes to the opportunity?
24:16
[SPEAKER_02]: The times that we have available for our coaches to
24:18
[SPEAKER_02]: to really receive that.
24:20
[SPEAKER_03]: Yeah, so like, you know, I mentioned we do these different things throughout the week.
24:24
[SPEAKER_03]: We have our team meetings on Monday because it's logical to do them on Monday.
24:29
[SPEAKER_03]: And so we get the team together.
24:31
[SPEAKER_03]: We kick things off with just like a weekend recap.
24:35
[SPEAKER_03]: You know, how was everybody's weekend?
24:36
[SPEAKER_03]: What'd you do share with the group?
24:38
[SPEAKER_03]: Maybe we do some props, like some recognition to some staff that did something really cool last week.
24:43
[SPEAKER_03]: And then we'll talk about client issues, we'll talk about new clients, we'll talk about anything that's really something we want to celebrate with clients.
24:55
[SPEAKER_03]: And then we always, and I'm just going to give you the abbreviated version, we always have some sort of like training that goes back to one of our core values or standard items.
25:06
[SPEAKER_03]: So that's always like, okay, we got a weekly gym focus, and this week it is.
25:12
[SPEAKER_03]: team first.
25:13
[SPEAKER_03]: How are you, you know, that's one of our core values to put the team first above everything that you do.
25:18
[SPEAKER_03]: So how are we going to execute on that?
25:20
[SPEAKER_03]: What does that mean to everybody?
25:21
[SPEAKER_03]: Like how are you going to live that this week?
25:24
[SPEAKER_03]: So that's that framework, right?
25:26
[SPEAKER_03]: And then we do our podcast.
25:28
[SPEAKER_03]: We do continue education.
25:30
[SPEAKER_03]: We do team workouts led by different, you know, coach each each week.
25:34
[SPEAKER_03]: but we have so so jolly has taken over a lot of my like director responsibilities here and I'm just more like overseeing her and one of the things in training her or kind of passing off the baton to her as I said it is taken me years to develop the team culture to where it is today protect that there you go.
26:03
[SPEAKER_03]: you are not going to just end up with a perfect team culture.
26:09
[SPEAKER_03]: It's gonna take iterations of your team.
26:12
[SPEAKER_03]: And so, I think we've had different teams here.
26:17
[SPEAKER_03]: I've said it numerous times in team meetings, where it's like, our teams full.
26:22
[SPEAKER_03]: Our teams are team, sorry, now full, whole.
26:24
[SPEAKER_03]: Our team's complete, we've got a really great team.
26:27
[SPEAKER_03]: And then of course, like,
26:29
[SPEAKER_03]: you'll lose a coach, you have some turnover, you lose two coaches and you bring a couple new ones in and you onboard them and you train them and then it's like, oh, the team's hole again.
26:37
[SPEAKER_03]: And that's a different iteration of your team.
26:41
[SPEAKER_03]: And every single iteration of that which totally blows by the way, you have like turnover and to go through this process again.
26:50
[SPEAKER_03]: But every single time that you do that, it's like, how can I instill more of the culture and the team dynamic and the buy-in with this new iteration of the team?
27:03
[SPEAKER_03]: And so we've gotten to a point where I would say it's really at its like pinnacle of every single coach is just like,
27:15
[SPEAKER_03]: get they know the assignment they get it man they're bought in they know what we're trying to accomplish here and they go and they fulfill on that and they think outside the box they're they're not like stuck within this like here's my job responsibilities I'm gonna do it it's
27:31
[SPEAKER_03]: no like what is the business need like not just like i got a punch the clock and do these checklist items it's like no like i got a punch the clock and do these checking items and i got to move the business forward and i need to go the extra mile and i need to spend some extra time with this client and and and and and and and when you have a whole team that has that culture and they're bought into the mission and they recognize like men
27:56
[SPEAKER_03]: This doesn't exist in the industry like we had like this is not the norm.
28:00
[SPEAKER_03]: This is not what it looks like in in other businesses.
28:04
[SPEAKER_03]: Are there training facilities like this is the bees in these, man?
28:09
[SPEAKER_03]: This is where it's at.
28:09
[SPEAKER_03]: I'm not going to leave.
28:10
[SPEAKER_03]: This is phenomenal.
28:12
[SPEAKER_03]: So that's really what you're shooting for, ultimately.
28:16
[SPEAKER_03]: But again, it's taken years of fix this, okay, on board the staff into that.
28:24
[SPEAKER_03]: Ah, that was an issue, fix that on board the staff.
28:27
[SPEAKER_03]: Don't hire that person because you hired that last person.
28:29
[SPEAKER_03]: And they had that personality trait or that characteristic.
28:33
[SPEAKER_03]: And you know how big of a negative and hassle that was for you and how it impacted your other staff members.
28:39
[SPEAKER_03]: So like, I'm not going to hire that candidate, I'm hired that candidate.
28:42
[SPEAKER_03]: So.
28:43
[SPEAKER_03]: You know, some of it is some of it you just learn from experience, but like you just continue to get better and fix things as you go.
28:52
[SPEAKER_02]: Awesome.
28:53
[SPEAKER_02]: Well, obviously our goal for this episode was for you to look at the staff, how to get that buying, how to move forward with a team that's all that all sees the vision that's all working together for the common cause and the needs of the business, not just the result of a client or a great workout.
29:12
[SPEAKER_02]: Take that, obviously use it, implement it, think about that the next time you're looking to hire, or the next time you're recreating, or trying to create your staff structure and schedule and hours of operation and all of it.
29:26
[SPEAKER_02]: Ultimately, we want to see you win.
29:28
[SPEAKER_02]: There is an omnis of view as the owner to develop even after they're hired right continually coach continue continually educate them I'm both the IQ side and the performance when it comes to the program and the delivery there But also the EQ side how you know are they making sure that the clients are enjoying their time here they're excited to come back They enjoyed you know the not only the workout and got a result, but they enjoyed the time that they spent in the four walls of your business So I
29:54
[SPEAKER_02]: With that being said, I hope you enjoyed this episode of Build to Grow, we'll see you in the next episode.
30:00
[SPEAKER_01]: Alright, thanks for listening to another episode of the Build to Grow podcast.
30:04
[SPEAKER_01]: If you want more help growing your business, join our free Facebook group, Profit Accelerator, helping training gyms grow to $30,000 a month and beyond.
30:13
[SPEAKER_01]: We'd love to see you there, go check out the show notes for the link, and keep building something great, and we'll see you in the next episode.