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Winning With Simplicity – EP. #208

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Winning With Simplicity

You can listen to the full episode here.

The success of your business is directly correlated to the growth of your team.

So how can you set up your team for success? How do you hire the best of the best?

Truth is, no one will care as much for your business as you.

But you can certainly help your team perform at the highest of their ability by sharing a few key elements every business should have in place.

Thanks, JM Ryerson, for coming to the Content Is Profit Podcast and sharing your knowledge on how to hire, train, and grow high-performing teams.

Some of these conversation’s #GoldenBoulders:

🔥 Relationship Between Entrepreneurs & Athletes!

🔥 How Do We Start Building Culture?

🔥 Setting Up Your Company’s Core Values And What To Do With Them!

🔥 And Much More…

👉 Make sure to subscribe to the Content Is Profit Podcast!

Tune in and enjoy!

Episode Transcript

  • Winning With Simplicity: []

    episode 200. And Hey, that's right ladies Jensen. Today, we have the leadership and culture boss in that house. If you are a leader and manage a team, this conversation is just for you. That is right. Today's guest is extremely passionate about seeing others accomplish more than they could have ever imagined.
    And trust me, this is not his first rodeo. He has had four successful companies with very successful company cultures. Not only that, but he is about to help you simplify your world. So hold on, simplify your world. I was like, is that a word or a world? A world, the entire world take it so you can become a better leader and help more people.
    He is here to help you live the best life. That's right. I hope you're ready to take your leadership. To the next level, please welcome. Two time author host of the let's go win podcast and the leader of leaders, James Ryerson. What's up boys. You guys, I wish you were having a little more fun today. My goodness.
    I, I love that. Hey, it's all about, it's all about having fun, right? How you doing Jim? Happy hours on time? . I look, every one of my companies, fun has been a cultural value. So I love what you guys are doing. You guys live it and, uh, it's clear why people like to be around you, follow you and listen to you.
    Thank you. Thank you so much, man. It means a lot. And we're gonna get back to that fun part. I'm actually very excited to hear about that, but for the person that is listening right now, and they might be asking themselves, who is this awesome guy, JM. Right? Who is he? James. Can you share a little bit about your backstory and how did you get to where you are right now, you know, for successful companies, the leader of leaders.
    I don't know if we are starting a new trend here with that name, but, but I think it fits you my friend. Well, I appreciate it now, you know, I'm a simple kid from Montana. That's probably where the simplicity part comes from that. I, I got lucky, man. I found entrepreneurship and I fell in love with it. And then I started building.
    Really fell in love with the people I worked around. And next thing you know, that company, we, we brought to another company. Then we brought another company and then let's go. One was focused more on the mindset focused specifically just on working on people, inspiring them to live their best lives. So I don't know if that answers your question brother, other than I love being around people that want to win that have the desire to get better.
    And if they do, I think there's a couple simple tools that I can help people with in order to do that. And so that's what my, my whole journey's been about being around amazing people accomplishing more than they thought they could. Yeah. Yeah. I love this. Sorry. I know you wanna, let me step in real quick in here.
    It sounds good. Yours, my man, I lot. And we're, we're gonna, you know, dive later in into that passion that you have right now, but I'm, I'm extremely curious. A lot of entrepreneurs, especially nowadays I think with technology, it's very easy to isolate yourself and just do everyth, you know, be alone. Right.
    And you talk about environment. You like to be around winners around, you know, this, uh, driven people and. We know now for like scientific facts that we cannot just perform on willpower. Right? I mean, the willpower is fickle, right? Sometimes it goes up. Sometimes it goes down, but the best way to actually change the results to, you know, make an impact in our life and actually stay consistent with action is by surrounding yourself or, or putting yourself in the right environment, right.
    Surrounding yourself with the right people. And I'm extremely curious on when. Did you learn this? Or how did this come into your life? Yeah. So from a business perspective, it came into my life right away because I grew up an athlete and actually one of my best sports was swimming. That's a very individual sport.
    I didn't love doing that. I loved playing basketball because again, that's, uh, a team sport where I'm around guys that, you know, were building camaraderie. It's greater than just myself. So immediately I knew. Uh, that teams were something I enjoyed doing. So like watching the two of you guys do this, you have a leg up on so many people, a you trust the person next to.
    That is so vitally important B, they are going to call you, keep you accountable on what you need to do. C they're going to drive. You, make you better. They, and then, and then when you get to collaborate, it's just when you have that, you have magic. If you can find them. Now, that is the challenge, finding the right people to be around at times.
    And being clear on what you're looking for. So even though you guys are brothers, perhaps you weren't, let's say like-minded and your culture values didn't line up. You wouldn't have this show together. That wouldn't work. But because you do, because you've talked about this because you have a purpose in life that you both share a vision.
    Now you get to celebrate that with someone else that is so much better than celebrating by yourself. And that is the other misnomer, no matter what, you have not accomplished anything on your own. I don't care when you hear people say I'm self-made. I love the term. I understand what it means. No one is self made.
    Just so we're clear, there is support along the way, whether it's mentors, authors, it's, uh, you know, your parents, someone along the way has lifted you up and allowed you to do that. And that's the part I love to celebrate is thank you. I have so much gratitude for those that have helped me along the way.
    Yeah, absolutely. I, I remember seeing for the first time, uh, that the self-made is not, is not true. I remember that they actually saw the post because before that, you know, you see all these, you know, people, whatever, like, cause success or not successful. Right. But they were like, I'm self-made millionaire or like, that's how they advertise them.
    You know, if somebody else is writing for them. And I was like, man, like I, I just went to a very internal place and I was like, Imagine if I'm feeling this way, like, and I was reacting very, like it was bringing me down instead of motivating me. Right. Because I meant man, like, like, well, we going, we've been in this journey for years.
    Like we've needed the help of so many, like I might not worthy to, you know, to be that right. So I, at that point, obviously we were in this journey of business that is obviously a self development journey as well. And I was like, if I'm thinking like this, I'm becoming aware of this. I can't imagine what this is doing for other people that aspire to be that way.
    Right. So now they're, we're sending people in a direction because there's no, uh, there's no story surrounding that statement. Right. And I love the fact that now we're talking about this because that's true. Right? There's so many business. I remember. One of the first businesses that I, that I manage, it was a fitness studio.
    Right. And we had a team about, of 15 people. Right. And I remember we opened with the same team and then a year and a half later, two years later, it was the same team. It was a boutique studio. Turnaround on turnover on thing is like, is very high. And that was like what kept bringing members into the theme because it was the entire team.
    And that was the first time I really understood the power of this. And then later, you know, with content's profit and the team that we have, all our team is completely remote, except fun. Although I wish it was, but that, it kind of feels remote. Sometimes it, yeah, it feels well, lone as lonely over here, James, but anyways, um, it it's more important, right?
    Because now it's like, okay, we have technology. It. We have more people that's accessible to us in different markets, but how do we now, you know, start structuring if we're brand new. That company and other people, right. That they're delegating these tasks and these things to other people that are not in a physical location.
    So I'm very curious to understand what are the initial steps to start developing that culture? You know, for me as a Hispanic, we just invited everybody at home and we had a, a good night at a, we drank and we, you know, everybody became a very honest person and we're like, sweet. We're now best friends now, but I understand that.
    Not, not everybody can do that. I'm very curious, like how, how do we get started with this. It's such an important question that you asked. And the first thing is to really be clear on what you want, what are you looking to do? So, whatever that is, my vision is X. Cool. So I have a vision. Now you have to have someone else that believes in that vision that can buy in and say, man, I can really get behind that vision.
    Cool. Now you have a little bit of a tribe started. Well, what's important to that tribe. What are the culture values? What do we stand for? So what are those things? And I would tell anybody if you're starting that journey, Don't look for five or six or 10. Now look, if you have that in your company, fine. I would, I always coach my clients, get it to three cultural values.
    There's a reason for that. Scientifically speaking, we can remember three it's just the way it works, man. Earth, wind and fire. I mean, You know, blood, sweat, and tears, you can go on and on about all these three things, but learning phones on JM, you know, it's same there it's man content is profit. There's three, boom.
    You guys are pretty smart in doing that. And so once you have those culture values, now we're in alignment with one another and, and once you have that tribe, There is a saying that I think it was FDR said, it's amazing. What can be accomplished if no one cares who gets the credit, when you really think of that.
    If no one cares who, Hey, did you do this? No, we did this. If you can keep that. And I've watched great teams crumble because egos get involved and somebody wants all the, the accolades or I've watched companies and teams thrive. When they say it's bigger than us, it's this purpose. And so that's what I would tell anybody.
    That's starting start with those things. What's your vision? What are your values? And then once you have that tribe on board, where are we going? What are we. Quick, quick comment before I know Fonzi is like 30 questions, then they're ready to, you know, launch the screen. I just wanna make an observation.
    Right. A lot of people, sometimes when we start, right, we're, we're part of a culture. Right. And then we decide to like jump off and, and do our own thing. And I know a lot of, uh, you listeners, right. Are in that spot where you're either jumping, just jump to pursue your dreams. Right. Sometimes we're insecure and we don't really know what we want.
    Right. So that, that, that can be a little bit of a challenge. Right? So for us, we, we had to look back and go to what are our family values, right. We gotta stick together and, and we had a, a conversation not so long ago. And, uh, and they were asking us about our working relationship, like, how is this? Right?
    And it has been a journey over the past six years, identifying what are his strong points? What are my strong points? We're still discovering a lot of that. Right. And understanding, and be like, uh, being open about the possibilities. But at the same time, I remember saying, Hey, for both of us, we, we had to put this in writing.
    And we were like, this is our commitment. Family comes first. So if any decision is gonna split this right. We cannot make that decision because that comes first, our brothers before business partners. Right. And that was something that we had to look and those, those things. So I encourage everybody, like when don't be scared to take that journey, because it can be really scary.
    Right. And, and just, no, a lot of people are not clear on that path, but it's the start to create that big culture because we have to be representing all that. And then the team. That we start choosing, according to those values is gonna reciprocate and then that's how we can build that. So thank you so much, Jim, for, for that observation and clear definition on how to start a culture in, in your team.
    Yeah. I, I see this conversation. I think you could go two ways pre pre-hiring your team, right? And then once you have. Those people inside of your team, how do we nurture that mindset? Right. And, uh, that vision values. How do we work on that? So let's start on before we get these people on board. I mean, you've heard it in many other places, big entrepreneurs, they say focus on talent, right?
    You gotta hire the right people. That's gonna take your. To the next level. And honestly, when I first heard that it started making sense why some companies spend money advertising for hiring positions, right. Or they go and steal workers from other companies. I like now it makes sense. Right. But how do we know we are hiring someone maybe with the right mindset or someone with the potential to, you know, fit the vision that we're working towards.
    Right. Somebody that. Might not care about their ego and they're willing to work as a team so everybody can win. How do we make sure about that? And I know this is a topic you're very excited about, cuz we talk about it, uh, on our conversation before we jump on this podcast. So I, I'm very excited to deep dive on this.
    Yeah. So the, literally the first thing is recognizing what those values are. That is literally step one. Now, when I'm in the interview, I talk about it openly in what's called behavioral interviewing. So for instance, fun, I, I don't even have to clearly fun is important to you guys in your working environment.
    If you had somebody, no matter how talented they were and their resume looks incredible. But if you're like, Hey, would you rather have fun or is it serious at work? And if they said serious, Thank you, but you're not for me. And I don't care if it, they are the most gifted, they won't fit within your culture.
    That'll stick out like a sore thumb and it just won't work. Here's the other thing I will tell you and you, and I did talk about this off camera. One of the most simple. Keys and tools. I will tell anybody if you want to get to know somebody really well, and you want to have an advocate at home and not an adversary invite that spouse or significant other to the last interview.
    Now here's the deal. It, it sounds kind of weird. Why would I do that? Well, think about it. They're making a life very big decision. Making a career move or change is not something you typically take lightly. Look, you may get a car every two years, but typically when you're making a choice for your family, you are making a significant investment.
    And so you want that person, whether it's a girlfriend. Boyfriend husband, wife. It doesn't matter. You want them on the interview for a couple reasons. You want them to know what's expected of them. Are they gonna have to put in crazy hours? Are they not gonna make maybe the same money they did initially, but here's the vision and here's where we're going.
    Here's why you want them to be able to ask those questions, because again, they don't know you. And when this person goes. Hey, how'd the interview go. The telephone game starts and they start just talking about the stuff that they remember, not what this person is actually asking. So that is one of the smallest changes.
    I, I coach all, you know, my companies on that third and final that's my interview process. That third interview, I bring those significant other in. I love, I, I love that when you mentioned that out, my mind was blown on a sales like that is so smart. Right. And at the same time, So simple. Right. But like people sometimes, often they just don't see the simple steps that are gonna, you know, Change everything for you.
    For example, when we talk about the podcast, a lot of people are, how do you find so many guests? Whoa, guess what we ask for referrals? Very simple. Right? And a lot of people are like, how I think about that? Right? I was like, you're building a relationship with somebody else. You should be asking, Hey, do you know somebody else that I can bring that could be a good, good fit for the show?
    And I'm relating what you're talking about too, with a little bit of. Cause sometimes when we're in a sales conversation, we ask, is there anybody else that has a say in this decision? Right. So we can have a conversation. All of us together, you are still in the position in your company to the prospect, right?
    To the talent. And guess what their spouse is. One of those decision makers. Cause if the spouse is like, heck no, you are not working there. Guess what? The talent is not gonna go and work for a company either. I absolutely love this. Yeah. So, so, okay. Let's. I wanna break down a little bit, the vision Val or you.
    Yeah, no, I just wanna, I I'm picturing this scenario where like, you know, we, we, we had this ly come the link and be like, Hey, make sure that your spouse, your wife, your husband is right. Your partner because, uh, yeah, we're gonna have fun guys, like let's right. To make some decisions. I, I, I love it. And, uh, you know, to, to a sense, I remember going through a process of known entrepreneur, our community, right.
    And the preframing to that appointment. It's like, make sure that your business partner is here with you. If he's not here with you, we're not jumping on a call. Like the rules were very strict. Right. And when it comes to hiring and bringing that team, and obviously on the sales environment, I feel like, uh, it we're talking relationships at the end of the day.
    Like it it's, it, the framework is very similar. Yeah. So let's keep an eye out for, for that. And I, and I love it. So, yeah. So. We, we refer a lot to values, right. Especially when we're talking about this, do they check the boxes in these values? So let's break that down a little bit. Maybe give, uh, give it a more actionable point type of way.
    So people that might not have written down their values. Right. We, we do have ours. We have five actually. Um, so usually we remember three and the other two are like, whoa, where, what are those ? Um, but. This is how can they come up with these values? What questions do they need to be asking themself? So they know they actually have the right values in place.
    So then when they go find the talent, right, the right people to having their team, they do it correctly. Yeah. So what is innate to you? What is so vitally important to you? So for instance, I don't know your culture values, but you said family is first I'm guessing family or love or something along that is literally one of your culture values.
    If it's not no problem, but I would consider that to be something that's really important. As I told you before fun, I'm not on this earth long enough, not to have fun. So every company. Of my three values. Fun is always one because I don't want to take life too seriously. And in fact, most business people, they don't want to take it that seriously.
    They want to enjoy the process. So it's really asking yourself what is vitally important to me and some so often I'll hear people say like integrity. And again, this is not to say that's a bad one. . I just think that's a permission to play value is I think Patrick Lync called it. Listen, if you don't have integrity, we're not even having this conversation.
    That's not something I'm talking about. I'm talking about. So I'll give you an example for mine. Courage, fun, and transcend. in order for you to work with me, you are gonna have to have courage because I am gonna put you in really uncomfortable positions all the time, because I believe that's growth. If you're uncomfortable with that, this probably isn't the place for you.
    And it's very apparent right away, then fun. And, uh, I'll ask some examples of fun. What does that look like for you? And if they're like sitting at home as much as I love to read books, but it's like on a Friday night, if I'm sitting at home reading a book. By myself. That's probably not the example of the culture, where I love to have synergy and a lot of energy together and fun.
    And then the last one transcend that means overcoming self limiting beliefs. So typically people don't necessarily know all their limiting beliefs, but what I'll say is, are you willing to grow? Is that important to you? So if they are innate to. And when, I mean, that is like your core, like the way you said family is first to me, that has to be a cultural value of yours.
    It's just who you guys are. It's how you are operate as human beings and anybody that you bring into that space. They are going to be treated as family members. And so that's, that would be an example. So if you take time, just get quiet, write stuff on the board. You'll have like 50 ideas up there and then you'll say, wait a minute.
    What's actually really important. Oh, this is extremely important. Then we get down to like 10. Okay. Then we start really diving in. What is, if, if I'm. You know, going in front of the, my maker at the end, what is vitally important to me? And you'll find those three to five and, and one point to that, uh Fonzi or Louis, I'm sorry, I wanna call you both now.
    I mean, Luis is Fonzi too, so you gotta, right. There you go. Um, you know, one point to what you said, the, the five values I made the same mistake in terms of I had six culture values at a. And I'm standing on stage and I'm the one that was came up in the room with four other people, the values. And I forgot literally the last value.
    Now I was so smart. I added a seventh value on stage that day. We have seven values. Yeah, the moment I figured out. Wait a minute. If I can't remember it, I wrote. How can the, my employees, how can the people I work with? Remember that's when I went to three. Now, if I ask nine out of 10 people know our culture values, just for that simple reason.
    Wow. I, I, I, I like that story. I'm actually looking at our values right here. I was about to, to share them. I, I I'll share them real quick. In a second, bud. You're reminding me of, um, the entrepreneurial op operational system EOS. I'm not sure if you've, uh, read the book traction. And they talk about that, right?
    Like those core values and they talk that it's very, they talk about the importance of sharing those and communicating those and keep reminding those to the team. Right. And we're gonna be the first one to raise our hands. Maybe we are not, we best, a lot better. We can do way, way better at reminding those.
    Right. And sharing those with the team. So you. What do you see in companies that you work to, that you go to work with? That might be, you know, having a hard time? Is it because the people are not invested in these values? They don't know the values. What is the difference between a company that I guess doesn't really share their values and a company that thrives at it?
    What a remarkable question. Uh Fonzi I love this and it's a very simple answer. Shocker, literally before every single meeting. You, you, you express what those values are every time. So even if, if the two of you are gonna meet for like five minutes, the first thing you start with is those cultural values and you drive it home again and again, and again, the power of repetition is so important.
    It's not that the people don't want to buy in. They probably don't remember the mission statement or vision state. Or values that the company had because it was written about it's put up on some wall, but nobody's reading that they're just going to work. And so reminding yourself why we're here every single day, before every meeting to say, look, courage, fun, and transcend is why we are here.
    Let's get started. And here's the other thing that's crazy. It allows you to have those hard conversations so much easier. So if somebody doesn't act. With courage. That's an easy thing to say. Do you see how you could have courageously acted in this moment instead of, you know, cowering off to the back corner?
    Yes, I do. In, instead of me coming down on them, I'm going to the cultural value. So it's no longer labeling them, not courageous. I'm talking about this one act in which maybe they could have done better. And by the way, Everyone I work with gets the exact same opportunity to tell me. And the one I screw up the most is fun because I get in the serious business mode and they call it work mode.
    And they'll look at me every once in a while. They'll go, Hey, do you remember one of our values? Uh, yes I do. What is it? Courage fun. And they're like, are you having fun? You know, half the time I have to admit you're right. Thank you so much. But it allows them that transparency with me to say, Hey. You're telling us to operate this way.
    We get the same opportunity to tell you the. Yeah, quick question. Is that why you moved to Boca? The fun part . That is a huge part of it. Um, I love Florida brother. I absolutely, I love Florida. I've I'm obsessed with being here. My kids love it. So that is part of it. let's go. I know. I, if, uh, at, I told, okay, she's, she's from kind of my wife, right?
    I'm like, Hey, you know, we should. We talk about Boise. We talked about Montana and she's like, no, man, like Florida, it's way too fun. Like too much fun and families here. So again, fun and family, same thing. Like, yeah. And that's what, that's what keeps us here as well. Yeah. I love how the values kind act like an inter intermediary.
    That's a, that's a big word to go on with the accent. right. But it feels like it provides a safe place. To have those difficult conversations and the way you put it, it actually helps people own right. Their, their, their, their actions. Because a lot of times people are gonna be like, oh, you know, I, but I did that because of X, Y, Z, right?
    I mean, and we have talked before in this show about inner locals of control, all this stuff, right? A, a, a important trait that entrepreneurs have, or successful people, regardless, you're entrepreneur or not. is that they own their own actions, that inner locals of control. They're not blaming, they're not pointing fingers, but they're saying, okay, that was maybe my fault.
    What could I have done better? And I feel. Placing those values on the table at first, before having any conversation provides that space for people to go into that mindset of. Okay. Yes, I could have done it this other way. Yeah. Um, Like, I know we tease the show, us simplicity. Right. And, and to me that was one of the things that really highlighted when, when we started learning a little bit more about you, you think obviously the core, I, I think I know the answer to this, but I'm gonna still gonna answer it.
    The core answer. Ask it, ask let's go Spanish. It's Friday night. Let's go. okay. So you think that the core values having those in place, right. And, uh, Obviously allows for that simplicity in, in the company. Right. With that journey like that. How often do you see people changing those core values? Can people change those core values?
    Is, is this something that people can be flexible? Right? Because maybe for us, you know, when we started biros five years ago, right. Maybe what was driving us was different than what is now. Not maybe it is definitely different, right? When we revisited right. Five years later, we were like, man, like we've changed.
    Right? Like, I, I, I got battered, Fu has gone it leaner. I'm like what's going on. Right. But at the same time, like with all, all, all, all seriousness, right? Like it did change. Right. So, and sometimes I feel like people might be thinking, I need to stick with this since I started. So what, what are your thoughts on.
    Uh, brother again, another great question. Absolutely. They change the company will evolve. Your goals will continue to evolve and change. And so in that let's say, um, I don't know. Uh, I'm trying to think of a core value that just, uh, family used to be one of ours. Okay. Uh, for another company and we actually changed it to love at one point.
    And the reason was. We wanted people to operate differently because family to some people means a totally different idea than perhaps like you mentioned your Hispanic family that maybe family to you means something different than let's say somebody from Germany. Okay. Maybe. And so that was one that we changed to the word love.
    Now you have to define these values every time, even though they're simple words, but to answer your question absolutely. Whether it's quarterly, whether it's, uh, yearly, you should be looking and saying, is this who we are? Is this who we want to be? Is this where we want to go? And if the answer's no, we need to evolve.
    We need to change, go for it. And then obviously then you start the cascading communication. And that starts with here's where we're going. And you would involve your team on this decision to say, Hey, did we miss the mark right now? Or, you know, right now, has it changed? And typically there will be a resounding feeling of yes.
    And it won't be all of 'em. It'll be like, yep. This one's not right. This is the one we're really feeling. And here's the coolest part. Those people that weren't with you, maybe from the very be beginning, they feel now they are part of that culture even more if they establish that new value. Yeah, absolutely.
    I love this. I, I love how the whole thing honestly, is, is simple at the end of the day. And there's a, a trade here that I'm seeing on a non and is communication right at the end of day is. If you change your core, your values communicate. If you keep the same, still communicate. Right. Very simple, yet very challenging to do properly.
    So in your experience, working with many different teams, what is maybe at the proper way of communicate and not just the core values. Right. But have a good line of communication in the company. So. There's not been any misunderstanding or issues, problems, challenges, all these things. Right? Because a lot of, I, I feel it cannot relate honestly to, and I, I, I see it related to my, my real life, right.
    When I don't properly communicate with my girlfriend, guess what problems trouble. Right. When we sit down and we put all our cards on the table and we talk, clearly we communicate. Things are great. Right. So, and I feel like it just relates a lot to, to the business. So what are maybe some communication tips that, you know, people can start implementing in their business?
    Or relationship who knows . Yeah, absolutely. And that's, that's a great point on both, uh, having a structured time to do that. Every single at a minimum at a very minimum every single week. Here's the biggest reason people are not happy in, in, they say 70% of the workforce is disengaged in the us today. 70%.
    So the reason is they don't have the encourage app, praise and recognition, the recognition piece. And that comes from communication. Now, if you assume, which is never a good thing to do, if you assume anything that they know what they're expected to do at work, or that they know what their, their role is at home, every time you assume we know what that stands for, right?
    You make an ass outta you and me. So when you put that together, don't assume anything. And have that conversation because so often let's say somebody's not performing at their job. It's not because they don't want to. It's possibly something else is happening. Their mom is sick at home. And so they're having to deal with that.
    They're not able to be fully focused. Let's say they don't know how to perform at their job yet. They're scared to talk to you because you're not very approachable. So having these check-in meetings, a and again, I say weekly at a minimum. To say, how you doing? How are we looking? Are we on pace? Is there anything I can do to support you?
    If you ask that way, it goes over so much better than if you come in guns blazing, like you're not performing, blah, blah, blah. Your metrics are low. The truth is people want to perform. They typically don't necessarily have the resources or they don't know. They have the tools and resources available. Yeah, I, wow.
    That's so important. Yeah. I, I, I remember when we first established our communication, like cadence, like inside of the company, when we had with, with our team members, like we, it was me and FCI for a long time. So obviously, you know, we were work next to each other or in front of each other. And we were like, Hey, this is happening, whatever.
    And we'll chat it out and that's it. But when we started adding team members to the process and the thing and things that started to grow and evolve, we're like, huh, we need to take this a little bit more seriously. Right. We do, we do a Monday meeting where it is like all hands on, everybody in there is about an hour and a half.
    Right. And there's different things that we touch on, but there's one section in there it's like, like, this is truly a safe zone. Like we can literally say anything that we wanna remember. One of the first ones, uh, one of the guys is like, okay, um, I haven't go gotten paid yet. And I was like, oh my gosh. Yes.
    Oh, the, the invoice is that's my bad. Yeah. Let me, let me go ahead and take care of that. Right. And it's like, so a space where, you know, in a, in another environment that, that conversation would've gone very differently. Right? Because he probably would've assumed that I didn't wanna pay, but it was not, it was not that way.
    I didn't take care of it initially when I saw it and I was like, that's coming, whatever. And then I forgot. Right. It's like, okay, perfect. This is a great example. Guess what? Everybody was laughing. You know, I was laughing because that was, we come with a mindset of it. That is a safe space. When we can say these things, whether they're really good or whether they're really bad, because we're all in this together going, going full circle.
    Right. Uh, and then Franci, and I have that meeting on Thursday, just the two of us. Where during the week we're in flow, we're working. And then if there's an issue that is not urgent, then we can put it in place on that one meeting for both of us. And that created like a really solid space where we've been having really tough conversations and decisions.
    So we encourage everybody to look at that. Right. Um, we're currently helping a couple local businesses, right. With, with that with systems, different things goes from content to other things. And one of the businesses that we came in. Communication was all over the place. Right? Mm-hmm different communication platforms.
    Like it was sent on a text or WhatsApp, and everybody assumed that everybody read that. And we're like, we gotta bring this in together where it's like, okay, you guys have an all staff meeting. This is where we handle these things. Right. If there's opportunities, there's where we handle. Right. And we have multiple people in leadership position coming in.
    I'm making decisions, rolling things out, and then they're not executed because they're not communicated properly to the entire staff. We've seen that, that creates a lot of friction from the staff because, you know, well, the, the leadership is like, well, this is not getting done. Right. Creates friction. The staff is like, well, you, you, you never told anybody.
    Well, I sent a text, those text threads go forever. So it's like, how do we do this? Right. And I'm sure everybody listening, if you have experience, this is very frustrating. So I highly, highly encourage, you know, follow. JMS advice and create that simplicity in communication, making sure that we do not assume I'm gonna attempt to simplify what just happened right now that we're like, yeah, simplify this thing.
    Um, we, we actually had, uh, a long time ago, a couple guests that they were kind of like talking about relationships and they mentioned expectations. Uncommunicated commitments. Right. And I was like, wow. Yes, absolutely. So look in your business. Do you have expectations of the people that you are surrounding yourself with?
    Because if you do that means you, haven't probably not properly communicated to them. What you're expecting about them, right? So that could be a warning for you to start this line of communication. And when we start with the line of communication, remember we start with the core values. We present that, that safe space right there.
    Uh, now J I I'm absolutely loving this by the way. It is absolutely amazing. And I'm extremely curious. For you personally, right? Um, eventually I want to read you our core values, so you can give as you know, the hard truth , but for, for you, you said again, four businesses, they, they have been successful, great cultures, and now you're transitioning, right.
    You're building something totally, totally new. What is it? What is it that you're building? What is the goal of what you're building? Where do you want to take people with this? Yeah, thank you for that. I appreciate that it is new and it's, it's exciting. It's, it's really a movement. It's funny. It is a company because listen, in order for a company to stay in business, it has to have profit.
    Like you have the word profit. And so, but the idea is literally to inspire people to live their best lives. Now. That vision statement alone will never be accomplished. That's when I knew we nailed it because that gets me outta bed every single day, until the day I'm buried six feet under, I will never accomplish a goal because I don't believe every human being will be inspired, but guess what?
    That gets me going every single day. So the whole idea of let's go win. The funny part is it's not about Windsor losses, that's the misnomer of it all. And here's why. Yes. I love to win. I don't know anybody that doesn't love to win. I don't care what you know, in sports, in, in, in life, in business, we love to win, but it's the process.
    It's really setting yourself up for success every single day. So I have a saying that I use it's change your habits, change your mindset, change your life. If you can do those things, it's amazing what you can accomplish. So the, the second book. If people are willing to spend 90 days to literally use it, I've watched people build companies in less than 90 days by simply doing it.
    And what's remarkable is again, it's very simple. All it takes is the discipline of doing it about five minutes a day. If you do that, it's going to hold you accountable. Now, the beautiful thing with you two is you have that built in. I imagine with one another. But guess what that allows you to even to, to journal.
    So to answer your question, brother, let's go in is, is really a movement. I want people to hear the ideas because I do believe, uh, people can skin their knees a little less than I did maybe growing up. And that's why the first book was even written. I wrote it for my, for my two boys. I wanted them to know the lesson.
    So if I get hit by a bus tomorrow, they have ideas from my parents, my grandparents, mentors, and authors. All packed into one place so that, Hey, dad's dead, but guess what? Here is this philosophy on X dad's dead. And it's, again, they're not mine. They're just the way I want my kiddos to show up in the world.
    So I'm passionate about it, man. I want people to live their best life and, and it really does. I get excited when we talk about it. Yeah, love the passion by the way. Yeah. Uh, yeah, we can, we can see it through here. I can feel the heat, you know, I know we're both in Florida, but it's your heat uh, and, uh, you, you are the second guest that mentions publishing for their kids.
    Like we had, uh, we had somebody also that the perception was on the showing up for his content. Right. Was. I'm building this network of pieces of ideas, values thing that I'm sharing with the world and the way that I filter what I'm gonna say, what I'm gonna do is I picture my kid, watching those videos.
    I'm watching that content and it's like, am I showing up? Am I showing the best self am I showing? Honestly, like, according to my values, going back to that. For my kid. And I feel like that's such an important, and, and you're the second person that comes on and be like, I wrote this for my kid and now in my head, I'm like, I have a two year old, you know, baby Luca.
    And I'm like, sweet. Like this is, it hits home because I'm like, okay, are we showing up with this? We're having fun. Obviously we're having these incredible conversations, but when it comes to me, what I'm putting out there to the world, is that gonna make my kid be proud of me? Like live a life that I want him to live, like honest family with the same values that, that we have here.
    And, and I think that's a great framework to go off of when we started publishing, you know, the, which is, you know, obviously what, what we do. So thank you for sharing that. Yeah. And to sharing it with the world. Right. Because there's a lot of people out there that might be lost that don't have a framework that they don't have a guide to go there.
    Right. Remember a very specific moment in my life where. My first dog died. That was, that was, that was hard. Right. And in that moment, I was like, man, stuff needs to change. Right. And it was not just the dog dying. It was the situation around that time. I'm building those habits, you know, it's, it was one of those times that, that I really looked into I'm like something gotta change, right.
    Something, we gotta do something about it. It starting with those habits, especially five minutes a day for those that might be very busy, so, so important. So yeah. So excited that you're bringing this solution out there to the market. This is a conclusion I'm getting at right. I'm gonna have to go get myself a kid.
    Kidding.
    no, I'm joking. I'm joking. Kidding. Your girlfriend listened to the show. She's like, whoa, we just stepped it up. oh my you dunno. She will be so happy to listen to this part right here. Yes. I know. Might believe this whole, this will be, be an added bonus. Ah, yeah. Editor. This is the hook for the episode I jam.
    So I'm curious. Um, obviously extremely passionate about what you're building is absolutely amazing to, to see, to feel that passion. And what, what are the ways that you're doing that besides the publishing, besides writing this book and stuff, are you, uh, creating a course? Uh, how are you putting this message out there so people can consume it and, and learn more about it.
    And of course, you know, increase their, their. Wellbeing. Yeah, there's really three ways. So I do a, a blog. So every week I write an article of just things that I want to put onto paper that people can digest. Now, not everybody reads anymore. I I've come to that conclusion, whether I like it or not, it is what it is.
    So then the second, uh, option is the podcast and frequently. On the Tuesday tuneups, which is a much smaller 15 minute segment. Those are some of the blog ideas that, that get put out, uh, with my wife, actually, I have her on as a cohost. So it's a lot of fun, very similar to what you all are doing, and it's so much fun.
    And then the, the third way is, uh, I have built, uh, online course that people can do. Um, it has sales involved, but also just building your team. It's so funny because we talk about business and cultural values within the. I also have them within my. That is it, it, I, I need my kids to understand like this.
    Isn't just what dad goes to his office. And now he's in work mode and these are his, no, we have cultural values as a family and we actually have a whole wall with pictures and I want my kids to know this is how we show up. So again, as a parent, Now Fonzi I know you don't have a kid to yell at yet, but that we know of that we know of.
    Yeah. that's right. But when you do so often, we wanna say, because I told you, so that's the worst parenting you can ever, do you wanna explain to them why you're telling them X, Y, or Z? And again, I go right back to the culture values. Again, love is one of those for our family. If you smacked your brother in the face, did you do that outta.
    Yeah, dad. I did. Well, come on, let's talk about this. The, the fact is you didn't and why did you hit him? Blah, blah, blah, blah, blah. But it all starts around, uh, those values. So anyway, uh, awesome. Yeah. Thank you. Yeah, no, no. So, I mean, we, we have two more questions. Boss seems we're already on this topic. Where can people go find more about the course about the blogs, if they like to read about the podcast?
    Yeah, let's go win.com to the website. Let's go win, uh, podcast on any of the major channels. And then let's go win 365 on social media. If you guys wanna reach out, I tried to make it as simple and easy for everybody to reach out. Yeah. Yeah, that's pretty good. Just so you know, for a person listening right now, we are living all the links in the descriptions.
    So just scroll, tap him all, follow him everywhere, read all the blog, please, and leave a comment in there. Uh, so he knows you, you actually like to read and listen to all the podcasts and leave a review as well. Um, JM. So the last two questions that we usually. First, what is an action point for the entrepreneur that is listening right now, or maybe is, is an at somebody that has a job tool and they're looking to improve their, their life.
    They're, they're looking to improve their mindset, right? What is one action point to, you know, get him a step forward. Do do what you say you're gonna do. And, and I both to the people you work with and to yourself, if you wanna build real trust and confidence with yourself, when you put a goal out there, do what you say you're gonna do.
    So often we over promise and under deliver. I want people to UN uh, under promise and over deliver. So if you're looking in the mirror and you're like, man, I need to lose 30 pounds. Cool. Commit to it. Truly commit and then follow through with yourself. You will build so much confidence, but if you say, I need to lose 30 pounds, put a plan in place, and then you don't do any of that.
    You're lying to yourself. So that literally, if you wanna separate yourself from 90% of the world, just do what you say you're gonna do. Yes. I love that. I love that. Build confidence through keeping up with your own promises. I love that. Yeah. I've noticed, uh, this is so important, right? Because sometimes we do that on to the external, but then we don't do it with ourselves.
    Right. I I've noticed this the last, the last year or so. Right. Like I, you know, we. Athletes like soccer player or life. Right. And then the last year, me personally raising my hand. Right. I, I kind of stopped. Right. And it, it keeps coming. Right. What are, you know, what are you doing to do this? But at the end of the day, uh, for some reason or another, I haven't done it.
    Right. And it's like, oh man, like, and then you internally don't feel it right. Getting back into it. And God, I'm all sore about a workout date on Monday. . It's but it, but it's that Monday, I know I'm still sore. That's how bad it was. I promise that's how bad it was. Um, and anyway, shout out to that 45 crew, the incredible workouts.
    Okay. Uh, but same thing, like if, if you don't do it for yourself, right. You're not, you're not creating that momentum. And then how can you serve others? And that's how I, that, that's how I started to see it now. We're like, man, like I gotta, I gotta show up. Also for myself, because if I don't take care of myself, I cannot take care of my team.
    I cannot expose the cultural values. I cannot simplify things, you know, I cannot publish and hence, my kid is not gonna see my content and I'm not gonna be a good dad. Huh. Big consequence. Right. Yeah. Awesome. Thank you for sharing that, Jim. It was profound. Literally, Louis, the way you said that brother is so true.
    If you don't lead yourself, you can't lead anyone else. So brother keep up the, the journey on that and, and yeah. Wouldn't you set it, do it. Because you have the ability. I mean, it sounds like you guys were incredible soccer players in order to do that. All the work that you put in same thing here just looks a little different.
    Yep. Yep, absolutely. Absolutely. Thank you. Thank you so much. Um, and the last question here, we always ask this one to every single person that comes into content, this profit, and it is where would you be if you didn't publish, if you didn't share your message. Wow. Um, if I hadn't shared my message, I, I think I'd just, and, and this isn't a bad thing.
    I, but I'd still just be doing my third company and here's well, now I'm, I'm not gonna give you the BS answer. I wouldn't be happy. I wouldn't, this is my purpose in life is let's go win. It took me I'm 43. It took me a long time to figure out why I was on this earth. I built successful companies. I've made money.
    I've helped others make money. That's cool. But when you find that purpose, what you really want, um, It just it's life altering. And so had I not published, I wouldn't be happy as, as I am every single day. I, I it's, it's pretty amazing to think that I went as long as I did not knowing it. I don't ever want to go back and I hope everyone finds their purpose, cuz we all do have it.
    It's in there somewhere, but you need time, you know, the blessed ones they know, they know right away. But for me, I was an athlete for so long and when it stopped, I didn't know necessarily what I wanted. Right. But this is my purpose. And so brother, I thank you for asking that and making me get to that conclusion.
    Cause I wouldn't, I wouldn't be happy. I love waking up every single day. I can't wait to get outta bed. I mean, yeah. I hope everyone feels that. Awesome. Yeah, that's awesome. Well, I'm pretty sure that if they go and connect with you and listen to your podcast, they're gonna be feeling that way. So guys go and do it, connect with jam.
    He's absolutely amazing. As you can tell. Yeah. Um, thank you so much. Is there anything else that we might have missed today that you wanna add? Nah, brother. I just thank you guys for having me on the show. Who did the painting behind you? Cuz it's really cool, man. I like it. Thank you. Shout out to Don and Emily Maks.
    They're uh, they're incredible. They they've been clients and uh, they, they just sent us this one day and we're like, oh my gosh. It was like truly on boxing video that we had out there and truly on our thing. So yeah, shut out by the way. They, they, I think they do this for shows as well. So let us know if you're interested.
    We can put you guys in contact. Uh, they're photographers. They're artists. They're awesome people. So yeah. That's awesome. So no, nothing else for me. I just thank you guys. It was an awesome opportunity. Love being with your audience and anything I can do to support you guys. Let me know. Thank you. Thank you so much, uh, with say guys, thank you so much for tuning into the contents profit podcast.
    Go ahead and follow the show on your favorite platform and on social media at this Broco. That is right. And if JM here help you move one step closer to your goal, please, don't forget to share this episode and, and leave a five star review. See how let's go. Win.

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