WEBVTT - Incoming call...Onboarding! 0:00:07.130 --> 0:00:09.380 Today, I'm going to take you behind the scenes of 0:00:09.380 --> 0:00:12.889 a call that I have with every single one of 0:00:12.890 --> 0:00:15.890 our onboarding employees. And this is one of the most 0:00:15.890 --> 0:00:18.290 important things I do. I have not turned this into 0:00:18.290 --> 0:00:21.320 a online training. I haven't put this in a process 0:00:21.320 --> 0:00:24.710 document because I believe it is so important for me 0:00:24.710 --> 0:00:26.660 to be able to communicate this with our team members, 0:00:26.660 --> 0:00:29.540 especially our new team members, what these concepts are. So 0:00:29.540 --> 0:00:32.090 the first one is called PPF Planning. You'll hear a 0:00:32.090 --> 0:00:33.710 little bit more about that in a second. And the 0:00:33.710 --> 0:00:37.519 second is called the Employee Maturity Model. And so I 0:00:37.520 --> 0:00:40.220 go through this explanation to this brand new group of 0:00:40.220 --> 0:00:42.860 team members what these things are, and you'll notice a 0:00:42.860 --> 0:00:45.800 few things that I'm doing. First, I'm making them comfortable 0:00:45.800 --> 0:00:48.470 through me, asking them what their name are for them 0:00:48.470 --> 0:00:51.710 to share their role inside the organization. And also I'm 0:00:51.710 --> 0:00:55.310 lighting the mood by asking them about what their favorite 0:00:55.310 --> 0:00:58.550 food is. And I think it's important to have life 0:00:58.550 --> 0:01:02.150 and energy inside something that can feel really rigid and corporate. 0:01:02.150 --> 0:01:04.610 So I do that very intentionally. It might seem like 0:01:04.610 --> 0:01:07.580 it's like silly, but I think that if people don't 0:01:07.580 --> 0:01:09.530 enjoy their work and if you can't be yourself in 0:01:09.530 --> 0:01:12.140 a meeting like this and you can't introduce yourself to 0:01:12.140 --> 0:01:14.899 new team members in this type of way, it really 0:01:14.900 --> 0:01:18.410 does a disservice to you in feeling authentic inside your 0:01:18.410 --> 0:01:21.350 own business. The second thing that I'm doing is sharing 0:01:21.350 --> 0:01:24.290 with them and reinforcing to them, Hey, this is a 0:01:24.290 --> 0:01:27.979 goal oriented organization. We talked about this in the interview process, 0:01:27.980 --> 0:01:30.920 but I need you to understand we are ten X 0:01:30.920 --> 0:01:33.649 around here. We expect you to be ten x around here. 0:01:33.650 --> 0:01:35.840 And I'm sharing with them stories of people who have 0:01:35.840 --> 0:01:38.960 been successful who were in the exact same place that 0:01:38.959 --> 0:01:41.600 they are right now, and that they have this opportunity 0:01:41.600 --> 0:01:43.850 to be like them, to make more money, to be 0:01:43.850 --> 0:01:47.270 able to have this fulfillment with their goals. If they 0:01:47.270 --> 0:01:49.640 go through this process that's been laid out and if 0:01:49.640 --> 0:01:52.490 they go all in on this opportunity. And so these 0:01:52.490 --> 0:01:55.910 themes kind of go throughout this call. But I know 0:01:55.910 --> 0:01:58.640 one of the things I've been asked about in this 0:01:58.640 --> 0:02:01.850 YouTube channel and in the content, the surveys and polls 0:02:01.850 --> 0:02:04.820 that I put out on Instagram is like, what are 0:02:04.820 --> 0:02:07.790 the actual behind the scenes of meetings like inside your environment? 0:02:07.790 --> 0:02:10.580 So this is my very first one. I'm interested to 0:02:10.580 --> 0:02:15.260 know what you think. Watch this call and then we'll 0:02:15.260 --> 0:02:18.440 get right back to you in just a second. Hi, guys. 0:02:19.480 --> 0:02:21.280 So hello. 0:02:21.700 --> 0:02:25.240 Welcome to Onboarding. It would be amazing if all of 0:02:25.240 --> 0:02:28.690 you guys could unmute yourself. Ideally not. At the same time. 0:02:28.870 --> 0:02:30.970 I'll just like just like popcorn. You guys know what 0:02:30.970 --> 0:02:33.250 that is? I'm Alex is the first person on the 0:02:33.250 --> 0:02:36.550 top of my screen. Alex, if you could introduce yourself. 0:02:37.000 --> 0:02:39.220 I now have introduced you. Your name's obviously Alex, but 0:02:39.220 --> 0:02:43.090 your role and favorite food and then you choose the 0:02:43.090 --> 0:02:43.870 next person. 0:02:45.000 --> 0:02:51.360 Right. Alex stems here Financial Advisor. Favorite food is actually 0:02:51.360 --> 0:02:56.910 tacos and it's Taco Tuesday, so. Great. Okay. Um. Yeah, 0:02:56.910 --> 0:03:00.810 thanks for having me on the call. Um, guess next person, Tiger. 0:03:01.850 --> 0:03:05.660 Okay, Tiger wrench. I am a senior paid media manager 0:03:05.660 --> 0:03:08.000 helping out with some of the digital marketing efforts here 0:03:08.660 --> 0:03:15.919 on the miss side. Uh, basically, any seafood, shrimp, scallops, lobster, crab. 0:03:15.919 --> 0:03:22.960 It's all good. So, um, I think Fabian. Appreciate that. 0:03:22.960 --> 0:03:24.279 Sorry if I mispronounced that. 0:03:24.419 --> 0:03:29.560 No, that's perfect. Fabian Vega. I am a M&A business 0:03:30.160 --> 0:03:34.360 integration manager and my favorite food. This is going to 0:03:34.360 --> 0:03:37.060 sound weird, but I really like eating mashed potatoes and 0:03:37.060 --> 0:03:41.170 corn mixed together with some Doritos. I could eat that 0:03:41.170 --> 0:03:41.770 every day. 0:03:41.980 --> 0:03:44.050 So with Doritos. 0:03:44.050 --> 0:03:46.779 Yep, yep. I Yeah, it's so good. 0:03:47.200 --> 0:03:48.910 Ranch or Nacho? 0:03:49.270 --> 0:03:52.540 Uh, I would say Nacho. Cool Ranch. Cool Ranch works. 0:03:52.540 --> 0:03:55.240 But Nacho is the go to. 0:03:56.680 --> 0:03:59.620 So my name is Natalie Dawson. I am responsible for 0:03:59.620 --> 0:04:03.370 operations at this awesome company called Cartoon Adventures and ten 0:04:03.370 --> 0:04:07.930 X Health. And my favorite food is Buffalo Chicken Wings 0:04:07.930 --> 0:04:11.560 with ranch. I love spicy food. It's kind of a 0:04:11.560 --> 0:04:14.230 toss up between that and chips and queso. I try 0:04:14.230 --> 0:04:17.270 not to eat any of that too often, but you know, 0:04:17.500 --> 0:04:22.179 it's a great dish for really comfort. But we're not 0:04:22.180 --> 0:04:24.190 here to talk about all of our favorite food, although 0:04:24.190 --> 0:04:25.990 it's good to get to know you guys. And my 0:04:25.990 --> 0:04:28.029 intention for you guys is onboarding is for you to 0:04:28.029 --> 0:04:30.430 feel like you have other people to connect with outside 0:04:30.430 --> 0:04:33.969 of just your direct team members or the direct clients 0:04:33.970 --> 0:04:37.539 that you work with. This organization means so much to me, 0:04:37.540 --> 0:04:40.180 and the reason for that is I really care about 0:04:40.180 --> 0:04:43.540 our culture. I really care about the team that comprises 0:04:43.540 --> 0:04:46.480 this organization. It's not just the company. I'm not committed 0:04:46.480 --> 0:04:49.510 to Cardinal Ventures, the brand, but it's the remarkable people 0:04:49.510 --> 0:04:52.600 that we really impact every single day. And yes, our 0:04:52.600 --> 0:04:56.560 mission is to impact our clients lives. But the bigger 0:04:56.560 --> 0:04:59.140 piece of that is also our team members, because I 0:04:59.140 --> 0:05:01.839 can't tell you how many times I've had team members 0:05:01.839 --> 0:05:04.750 who joined this organization who didn't exactly feel ten X 0:05:04.750 --> 0:05:07.900 when they started but wanted to become ten X or 0:05:07.900 --> 0:05:10.960 wanted to, you know, just achieve something more and do 0:05:10.960 --> 0:05:14.650 bigger things. How their lives have entirely changed through working here, 0:05:14.650 --> 0:05:18.580 how their family's lives have changed, how they've changed interactions 0:05:18.580 --> 0:05:21.280 with their friends and their goals. And so that's my 0:05:21.279 --> 0:05:24.849 intention of this particular meeting. Today I get to do 0:05:24.850 --> 0:05:28.180 two onboarding calls with our new team members. The first is, well, 0:05:28.180 --> 0:05:30.520 they don't really have a particular order, but one is 0:05:30.520 --> 0:05:35.800 the business model overview. The other is the PPF slash 0:05:35.860 --> 0:05:39.310 employee maturity model conversation. I decided to make that happen 0:05:39.310 --> 0:05:43.120 today because I'm also going to be utilizing this in 0:05:43.120 --> 0:05:45.909 order to share with our clients how to have this 0:05:45.910 --> 0:05:49.539 type of conversation with their team members. So that's why 0:05:49.540 --> 0:05:52.150 I have a microphone on in this meeting is recorded 0:05:52.480 --> 0:05:54.040 because I think it's like this is the stuff that 0:05:54.040 --> 0:05:56.050 most people don't actually get to see the behind the 0:05:56.050 --> 0:05:57.940 scenes of. And more business owners need to know how 0:05:57.940 --> 0:06:01.270 to have conversations like this. And that's all about sharing 0:06:01.270 --> 0:06:05.290 the vision and what the opportunity is for team members 0:06:05.290 --> 0:06:07.550 who want to thrive and succeed inside the organization. And 0:06:07.550 --> 0:06:10.240 it doesn't happen without us sharing what that looks like. 0:06:10.240 --> 0:06:13.630 And so with that two pieces, so I mentioned a 0:06:13.630 --> 0:06:16.300 lot of acronyms. I'm sure you're being bombarded with acronyms 0:06:16.300 --> 0:06:18.970 right now. It is. Okay. I promise there's going to 0:06:18.970 --> 0:06:21.310 be this moment. It's probably around the three month mark where, 0:06:21.310 --> 0:06:25.029 like all of it comes together. Hang in there. There 0:06:25.029 --> 0:06:28.150 is an acronym list that should be very helpful for 0:06:28.150 --> 0:06:30.250 you to not just feel like you have to remember 0:06:30.250 --> 0:06:32.169 the A's and the B's and the CS and the 0:06:32.170 --> 0:06:35.140 PPF and the M and the all of the stuff, 0:06:35.740 --> 0:06:39.190 but the PPF. So personal, professional and financial goals. You 0:06:39.190 --> 0:06:43.029 might remember through our interview process that we shared our 0:06:43.029 --> 0:06:46.450 mission statement, which is to help business owners achieve their personal, 0:06:46.450 --> 0:06:48.880 professional and financial goals for their growth, their businesses. But 0:06:48.880 --> 0:06:50.590 then we also asked you guys the question of what 0:06:50.589 --> 0:06:53.229 your professional goals were over the next five years, because 0:06:53.230 --> 0:06:55.839 what we recognize is you will never care about our 0:06:55.839 --> 0:06:59.380 clients to the extent that you don't have goals that 0:06:59.380 --> 0:07:02.440 you care about that are tied to why we would 0:07:02.440 --> 0:07:06.730 serve our clients. And so this PPF thing isn't just 0:07:06.730 --> 0:07:08.890 something that we talk about in an interview process and 0:07:08.890 --> 0:07:11.230 then just move right off of you're going to be 0:07:11.230 --> 0:07:13.600 sitting down with your manager around the two month mark 0:07:13.600 --> 0:07:17.710 of employment with Cardone Ventures and sharing with them your personal, 0:07:17.710 --> 0:07:21.280 professional and financial goals in the increments of one, three 0:07:21.280 --> 0:07:25.300 and five years. Now it would be my recommendation to 0:07:25.300 --> 0:07:30.310 you to feel as open as you want to with 0:07:30.310 --> 0:07:33.640 how much you you want to share. There's no requirement 0:07:33.640 --> 0:07:39.730 that you share your deepest, darkest goals with your manager. However, 0:07:39.730 --> 0:07:41.860 what I will say is if you want to achieve 0:07:41.860 --> 0:07:46.000 something and you're not ever clear with anybody that you 0:07:46.000 --> 0:07:51.250 want this thing, it's it really dramatically reduces the opportunity 0:07:51.250 --> 0:07:54.370 or chance that you're going to get that thing. And 0:07:54.370 --> 0:07:56.050 I like to think of it like this. Imagine if 0:07:56.050 --> 0:07:59.680 you're a manager or your your boss or your coach 0:07:59.860 --> 0:08:03.970 and somebody says, who's making $60,000 a year? I want 0:08:03.970 --> 0:08:07.300 to make $100,000 next year versus the person who says, 0:08:07.300 --> 0:08:10.720 I want to make $200,000 next year. It logic would 0:08:10.720 --> 0:08:12.940 state that you would have to coach somebody who wants 0:08:12.940 --> 0:08:17.350 to make two times more differently, and the expectations would 0:08:17.350 --> 0:08:19.600 be different of that person who said that they wanted 0:08:19.600 --> 0:08:21.960 that thing, then the person who said that they. Wanted 0:08:21.960 --> 0:08:25.740 to make $100,000. And so this is why I, like, 0:08:25.830 --> 0:08:29.940 encourage you to share what you are willing and open 0:08:29.940 --> 0:08:31.830 enough to share with your manager when you sit down 0:08:31.830 --> 0:08:35.610 and have this conversation, because that's not on the organization 0:08:35.610 --> 0:08:39.089 to figure out how to mind read and like, Oh, 0:08:39.090 --> 0:08:41.550 we're going to present this opportunity on a silver platter 0:08:41.550 --> 0:08:44.309 for you because this organization is ten X and there 0:08:44.309 --> 0:08:46.590 are people here who come to us who have never 0:08:46.590 --> 0:08:49.020 made more than $60,000 in a year, and the next 0:08:49.020 --> 0:08:52.080 year will have made 300,000. Like there are like people 0:08:52.080 --> 0:08:54.960 who really want that type of mentorship, that type of coaching, 0:08:54.960 --> 0:08:58.410 that type of opportunity because their goals are aggressive. But again, 0:08:58.410 --> 0:09:00.900 it helps the manager calibrate how to coach that person 0:09:00.900 --> 0:09:03.600 because they said, Hey, I want to make $300,000 a year. 0:09:04.110 --> 0:09:09.270 I will share a couple of stories. Ashley Edwards, who 0:09:09.270 --> 0:09:11.880 is now on the ten X health side of our business, 0:09:11.880 --> 0:09:15.840 started here as a professional development advisor. She was going 0:09:15.840 --> 0:09:18.390 to be in the strategic business unit and when I 0:09:18.390 --> 0:09:21.360 sat down and had her conversation with her and another 0:09:21.360 --> 0:09:24.810 one of our team members, she stated that her goal 0:09:24.809 --> 0:09:27.400 was to make a quarter of $1 million in the 0:09:27.420 --> 0:09:28.770 in the role that she was in or over the 0:09:28.770 --> 0:09:32.640 next two years. And I said to her, it's not 0:09:32.640 --> 0:09:34.350 likely that you are going to be able to do 0:09:34.350 --> 0:09:38.099 that next year as a professional development advisor. There's X, Y, 0:09:38.100 --> 0:09:40.350 Z comp. You could sell some things and you could 0:09:40.350 --> 0:09:42.090 get to 100,000. But for you to be able to 0:09:42.090 --> 0:09:45.030 get to a quarter of $1 million next year in 0:09:45.030 --> 0:09:46.860 the role that you're in is is probably not the 0:09:46.860 --> 0:09:49.770 right role. However, if you are interested in joining the 0:09:49.770 --> 0:09:53.640 sales team and willing to learn the skill to sell, 0:09:53.640 --> 0:09:56.940 there's no limit on what you could earn inside this organization. 0:09:56.940 --> 0:09:58.890 And she thought about it for about a week and 0:09:58.890 --> 0:10:01.410 was like, okay, great. I'm, I'm willing and interested to 0:10:01.410 --> 0:10:04.890 join the sales team. So that transition took place and 0:10:05.370 --> 0:10:08.340 the first two months of being in sales, she thinks 0:10:08.340 --> 0:10:11.309 she cried every day, if not every other day. She 0:10:11.309 --> 0:10:14.790 is like the exact opposite personality to want to sell. 0:10:15.120 --> 0:10:18.180 She's a high stabilizer, which we'll get into in another training. 0:10:18.870 --> 0:10:22.860 But her goal and the desire to make more income 0:10:22.860 --> 0:10:26.550 outweighed her preference. That's something that's really important to me. 0:10:26.620 --> 0:10:29.250 The goal, if the goal is big enough, should outweigh 0:10:29.250 --> 0:10:32.400 what the preference is or what we're uncomfortable doing. Long 0:10:32.400 --> 0:10:36.060 story short, Ashley has been the top salesperson. Every single 0:10:36.059 --> 0:10:42.030 year inside Cardone Ventures. She's made over $400,000 in annual compensation. 0:10:42.030 --> 0:10:44.190 She's been able to put away what she thought she 0:10:44.190 --> 0:10:47.040 wanted to be able to make in gross income. And 0:10:47.040 --> 0:10:50.849 now she's the director of wellness at ten X Health 0:10:50.850 --> 0:10:53.850 because she's developed these skill sets and she knows how 0:10:53.850 --> 0:10:56.340 to add value. And that's all happened in a matter 0:10:56.340 --> 0:10:59.070 of three years. And I can point you to countless 0:10:59.070 --> 0:11:02.490 people who have moved from the current role that they 0:11:02.490 --> 0:11:05.910 were in to senior version of that role and now 0:11:05.910 --> 0:11:07.800 leading people in a very short amount of time. But 0:11:07.800 --> 0:11:10.469 that was because they said, Hey, I'm interested in leadership 0:11:10.470 --> 0:11:13.470 and I'm interested in making more money. And that allows 0:11:13.470 --> 0:11:15.900 the leader to say, okay, I need to push hard 0:11:15.900 --> 0:11:18.510 in order for you to be able to achieve those things. 0:11:18.510 --> 0:11:20.970 But that really is possible for you. And so this 0:11:21.330 --> 0:11:27.089 conversation is a cornerstone of your your time at Cardone Ventures. 0:11:27.090 --> 0:11:29.939 It's like one of the most important conversations that if 0:11:29.940 --> 0:11:32.520 I were you, I would prep for in advance. The 0:11:32.520 --> 0:11:34.290 reason we do it at the two month mark is 0:11:34.290 --> 0:11:37.770 we want you guys to see what opportunities exist in 0:11:37.770 --> 0:11:40.620 the organization. Like if you just had the conversation right now, 0:11:40.620 --> 0:11:44.610 you wouldn't even know certain things that you could potentially 0:11:44.610 --> 0:11:48.000 see opportunity in. And so the two month mark really 0:11:48.000 --> 0:11:50.760 allows you to understand what your role is, to see 0:11:50.760 --> 0:11:53.130 opportunities to understand kind of how things work in the 0:11:53.130 --> 0:11:55.949 organization for you to be able to properly establish what 0:11:55.950 --> 0:11:59.610 those goals look like from like a blocking and tackling standpoint. 0:12:00.210 --> 0:12:03.510 Gaby will be providing you, director of HR will be 0:12:03.510 --> 0:12:06.510 providing you with the form. It's really simple and straightforward. 0:12:06.510 --> 0:12:10.110 It literally has a blank for like personal 135 professional 0:12:10.110 --> 0:12:14.610 135 financial 135. And then your manager will sit down 0:12:14.610 --> 0:12:17.160 with you at that two month mark and say, I'm 0:12:17.160 --> 0:12:20.550 so excited to sit down and have this conversation. Let's 0:12:20.550 --> 0:12:24.300 align your goals with the department's goals with the organization goals. 0:12:24.300 --> 0:12:28.380 So walk me through your one year personal goals and 0:12:28.380 --> 0:12:31.260 then they'll ask a bunch of questions and then you'll 0:12:31.260 --> 0:12:32.699 move on to the three year and they'll ask a 0:12:32.700 --> 0:12:36.660 bunch of questions and that will wrap up that part 0:12:36.660 --> 0:12:39.360 of it until you have biweekly one on ones with 0:12:39.360 --> 0:12:42.030 your manager where you'll be giving them updates on things 0:12:42.030 --> 0:12:44.760 that are going well, areas that you're stalled, questions that 0:12:44.760 --> 0:12:47.460 you have in order to achieve those things. ET cetera. 0:12:48.630 --> 0:12:51.510 There's an additional piece of this which is called Smart Goals. 0:12:51.510 --> 0:12:54.059 Have you guys heard of smart goals before the framework? 0:12:54.510 --> 0:13:00.660 So that can be helpful for people. So smart, specific, measurable, attainable, relevant, timely. 0:13:00.660 --> 0:13:04.020 That can be helpful when you're trying to like flesh 0:13:04.020 --> 0:13:06.330 out what your goals might be like, How do you 0:13:06.330 --> 0:13:08.189 make it more specific? How do you make it more measurable? 0:13:08.190 --> 0:13:11.250 So she'll be sending you a document for explaining what 0:13:11.250 --> 0:13:13.770 that looks like so that you can feel really prepared 0:13:13.770 --> 0:13:17.970 coming into this conversation. With that, the Pafs the reason 0:13:17.970 --> 0:13:19.829 we talk about Pafs and the maturity model in the 0:13:19.830 --> 0:13:22.520 same conversation as they really are tied together. So the 0:13:22.520 --> 0:13:26.449 employee maturity model, think of it as career pathing. We 0:13:26.450 --> 0:13:29.390 have done a really good job here in this organization 0:13:29.390 --> 0:13:35.030 of really studying the people who have succeeded with our philosophies, 0:13:35.030 --> 0:13:38.599 who have succeeded inside, like growing themselves, people like Ashley, 0:13:38.600 --> 0:13:41.870 people like Candace, and looked at and said, okay, like what? 0:13:41.870 --> 0:13:44.570 What is the difference between a coordinator and a senior coordinator? 0:13:44.600 --> 0:13:47.160 What's the difference between a manager and a senior manager? 0:13:47.179 --> 0:13:49.219 What's the difference between a director and a senior director 0:13:49.220 --> 0:13:52.760 and an executive versus a senior executive versus A versus 0:13:53.420 --> 0:13:57.170 a partner? And so we've documented all of that information 0:13:57.170 --> 0:14:00.020 in what's called our employee maturity model. And the Strategic 0:14:00.020 --> 0:14:02.330 Business Unit has its own employee maturity model of how 0:14:02.330 --> 0:14:05.840 you advance from a finance advisor to a senior finance 0:14:05.840 --> 0:14:10.189 advisor to the Director of finance. And it also breaks 0:14:10.190 --> 0:14:13.250 down all of the competencies for what those expectations are. 0:14:13.250 --> 0:14:16.790 So I'm going to pull up our employee maturity model 0:14:16.790 --> 0:14:21.740 just so that you can get a visual on this and. 0:14:25.150 --> 0:14:26.110 You. 0:14:26.980 --> 0:14:28.030 Can you guys see my screen? 0:14:29.770 --> 0:14:30.460 Beautiful. 0:14:31.420 --> 0:14:35.590 Okay, so this is the Card Adventures Corporate Employee maturity model, 0:14:36.820 --> 0:14:40.430 where we have listed the difference between me versus we roles. 0:14:40.450 --> 0:14:43.780 I will note that this is all in base compensation, 0:14:44.650 --> 0:14:48.010 which does not include any incentive compensation and it does 0:14:48.010 --> 0:14:52.630 not include any commission. What's really amazing about this organization 0:14:52.630 --> 0:14:54.790 is when I look at like our senior managers, our 0:14:54.790 --> 0:14:59.440 senior managers across this organization actually make anywhere between four, 0:14:59.560 --> 0:15:02.680 I think it's like 44% more than their base salary 0:15:02.680 --> 0:15:06.100 through incentive comp and commission comp, because we believe heavily 0:15:06.100 --> 0:15:10.150 in tracking metrics so that people earn more money for 0:15:10.150 --> 0:15:14.560 doing the right activities, not just increasing base compensation and 0:15:14.560 --> 0:15:17.440 having it be kind of set and stagnant, which really 0:15:17.440 --> 0:15:19.900 helps people who are high performers. Like, no, what are 0:15:19.900 --> 0:15:22.480 the very specific things that are going to drive the performance? 0:15:22.480 --> 0:15:26.290 For me to want to excel and achieve being the 0:15:26.290 --> 0:15:29.500 best in my role? And so the the me versus 0:15:29.590 --> 0:15:34.150 WY idea is me roles are individual contributors, meaning they 0:15:34.150 --> 0:15:37.780 are responsible for delivering a marketing plan, they're responsible for 0:15:37.780 --> 0:15:42.010 finalizing a budget, whereas we roles have those components, but 0:15:42.010 --> 0:15:44.890 then they are also very much responsible for the development 0:15:44.890 --> 0:15:47.950 and the leadership of the team members. So they have 0:15:47.950 --> 0:15:50.859 direct reports. And in this document, I'm not going to 0:15:50.860 --> 0:15:55.480 go through every single tab, but we give a description 0:15:55.480 --> 0:15:59.680 of like our core philosophies, what the difference is in 0:15:59.680 --> 0:16:01.300 the thought process of people who are in a me 0:16:01.300 --> 0:16:04.300 role versus somebody who's in a role. So, for instance, 0:16:04.300 --> 0:16:06.940 as it relates to your goals, how these two things 0:16:06.940 --> 0:16:09.670 connect very well together. When you're in a me role, 0:16:09.670 --> 0:16:11.530 one of the things that you're really focused on is 0:16:11.530 --> 0:16:15.940 understanding your goals. You're also developing your goals, your achieving 0:16:15.940 --> 0:16:18.970 your goals, and then understanding what the organization's goals are. 0:16:18.970 --> 0:16:20.910 But as you think about, okay, what is a we 0:16:20.920 --> 0:16:23.590 role responsible for? It's not just the alignment of the 0:16:23.590 --> 0:16:26.050 goals with the organization's goals, but it's the team goals 0:16:26.050 --> 0:16:29.320 and ensuring that your team members are achieving their goals 0:16:29.320 --> 0:16:33.460 inside the organization. So your ability to have a PPF conversation, 0:16:33.460 --> 0:16:39.250 your ability to coach somebody through an obstacle that you 0:16:39.250 --> 0:16:43.030 also experienced when you were in that exact same position. 0:16:43.030 --> 0:16:46.239 We take this so seriously around here because one of 0:16:46.240 --> 0:16:51.760 the biggest difficulties inside our organization scaling is people who 0:16:51.760 --> 0:16:55.510 know how to set something like set a target, overcome 0:16:55.510 --> 0:16:58.780 the barriers and the obstacles that is associated with setting 0:16:58.780 --> 0:17:00.790 a target or a goal. Like if it's so easy 0:17:00.790 --> 0:17:04.119 to just think like, oh, goals are just something that 0:17:04.119 --> 0:17:06.310 you set once a year and it's a New Year's 0:17:06.310 --> 0:17:10.870 resolution and it's a nice goal, it's a nice target. Well, 0:17:10.869 --> 0:17:14.440 when you actually connect that to, Hey, I'm really passionate 0:17:14.440 --> 0:17:17.260 about doing this thing, and this thing in my lifetime 0:17:17.260 --> 0:17:21.490 is something that I like. I feel called to actually hit, 0:17:21.490 --> 0:17:24.550 but I haven't done it yet. When you are, I guess, 0:17:24.550 --> 0:17:26.679 self aware enough to realize like, I haven't done it 0:17:26.680 --> 0:17:29.500 yet and I'm going to overcome obstacles because that is 0:17:29.500 --> 0:17:32.380 by nature what it means to actually set and hit 0:17:32.380 --> 0:17:35.440 a goal. The ability to break through those things is 0:17:35.440 --> 0:17:38.710 what you can then help and teach other people to do. 0:17:38.710 --> 0:17:40.810 I think of our business owners who come to us. 0:17:40.810 --> 0:17:43.869 They don't come to us because we've never helped business 0:17:43.869 --> 0:17:46.060 owners grow in scale like it would. It would not 0:17:46.060 --> 0:17:49.419 be logical for a business owner to pay $40,000 to 0:17:49.420 --> 0:17:53.109 attend an event If we hadn't achieved what they are 0:17:53.109 --> 0:17:55.990 looking to achieve. They're not asking their ten year old 0:17:55.990 --> 0:17:59.290 niece how to grow their business from $5 Million to 0:17:59.290 --> 0:18:01.870 $50 Million. So why are they asking us? They're asking 0:18:01.869 --> 0:18:04.449 us because we've done those things Well. The same exact 0:18:04.600 --> 0:18:09.640 dichotomy exists inside a team and inside a coach and 0:18:09.640 --> 0:18:13.120 a team member. And so these different perspectives of me 0:18:13.119 --> 0:18:15.760 goal or me roles versus roles is really important for 0:18:15.760 --> 0:18:17.980 you to understand as you are in a me role. 0:18:18.580 --> 0:18:21.910 Because if you don't understand what we're looking for, when 0:18:21.910 --> 0:18:23.500 you're in a me role, it's going to be difficult 0:18:23.500 --> 0:18:25.690 for you to actually live into and be a really 0:18:25.690 --> 0:18:29.440 great coach when you are responsible for other people. And 0:18:29.440 --> 0:18:33.280 this compensation piece like the Me versus We roles you, 0:18:33.340 --> 0:18:36.880 we pay people more who do have these leadership qualities. 0:18:36.880 --> 0:18:39.160 The ability to duplicate yourself is one of the most 0:18:39.160 --> 0:18:41.530 difficult things that business owners struggle with. It's one of 0:18:41.530 --> 0:18:44.800 the most difficult things leaders struggle with. And so it's 0:18:44.800 --> 0:18:47.230 a very particular skill set. And a lot of people 0:18:47.230 --> 0:18:50.080 tap out because they don't know how to do this. 0:18:50.080 --> 0:18:52.570 And what we've done in the rest of these tabs 0:18:52.570 --> 0:18:55.750 that you'll notice if you're in a manager role here, 0:18:55.869 --> 0:18:58.720 these are all of the competencies that we're saying, okay, 0:18:58.720 --> 0:19:01.150 this is what a great manager looks like. A great 0:19:01.150 --> 0:19:04.510 manager is open to change, a great manager experiments and 0:19:04.510 --> 0:19:07.899 we'll try anything to find solutions versus somebody who's at 0:19:07.900 --> 0:19:11.500 a coordinator level might not be able to figure out 0:19:11.500 --> 0:19:13.600 how to experiment with something to find a solution because 0:19:13.600 --> 0:19:16.420 they're just stuck with whatever the problem is. And so 0:19:16.420 --> 0:19:18.520 we list all of these things out. And then we 0:19:18.520 --> 0:19:21.820 also have these readings that we've read at these different 0:19:21.820 --> 0:19:25.330 phases of our journeys, at different phases of people who 0:19:25.330 --> 0:19:28.720 have been successful in this environment and their journeys to help. 0:19:28.720 --> 0:19:30.399 Give you the tools and equip you with what you 0:19:30.400 --> 0:19:32.139 need to know in order to be the best at 0:19:32.140 --> 0:19:35.560 the role that you're in to prepare you for this 0:19:35.560 --> 0:19:38.290 next role, which would be the senior manager. And then 0:19:38.290 --> 0:19:40.270 there's a different set of recommended readings and there's a 0:19:40.270 --> 0:19:43.419 different set of competencies. And so I would encourage you 0:19:43.420 --> 0:19:45.790 guys to find where you're at in the employee maturity 0:19:45.790 --> 0:19:50.260 model on this document and look at, okay, where am 0:19:50.260 --> 0:19:53.409 I strong, where do I have areas of opportunity? And 0:19:53.410 --> 0:19:55.750 for those areas of opportunity, how can you work on 0:19:55.750 --> 0:20:00.460 developing those now and in the present time before the 0:20:00.460 --> 0:20:04.570 actual opportunity for you to step into that role happens? 0:20:04.570 --> 0:20:09.419 Because what I can tell you over the past. Three 0:20:09.420 --> 0:20:11.040 and a half years of starting this company, we've gone 0:20:11.040 --> 0:20:15.149 from zero employees to having over 140 employees. And we 0:20:15.150 --> 0:20:18.330 have a health business that has another 50. There's there's 0:20:18.330 --> 0:20:22.649 literally no shortage of opportunity inside this environment for people 0:20:22.650 --> 0:20:25.859 who are become great at the role that they're in, 0:20:25.859 --> 0:20:29.970 but are also like proactive and aware enough to understand 0:20:29.970 --> 0:20:34.080 how quickly this business could grow to where they're like 0:20:34.109 --> 0:20:36.750 developing those skill sets before they even have the role. 0:20:36.750 --> 0:20:39.660 So that three months goes by and it's like, Oh, 0:20:39.660 --> 0:20:41.520 this person already knows how to do this thing because 0:20:41.520 --> 0:20:43.740 they took this course or they read this book and 0:20:43.740 --> 0:20:46.830 they were self aware enough so that that person is ready. 0:20:46.830 --> 0:20:49.860 Because I would always prefer to promote from within. And 0:20:49.859 --> 0:20:53.520 we have a remarkable track record of doing that instead 0:20:53.520 --> 0:20:56.100 of going and finding outside talent. But those are really 0:20:56.100 --> 0:20:58.409 our two choices. When we're growing, right, we add a 0:20:58.410 --> 0:21:02.550 new business line, we add a new service, we partner 0:21:02.550 --> 0:21:05.820 with a new venture. Okay, well, we need somebody to 0:21:05.820 --> 0:21:08.460 go help us run that thing. We can either hire 0:21:08.460 --> 0:21:11.220 from outside or we can have our team members who 0:21:11.220 --> 0:21:13.770 already know our philosophies. We've already worked with our clients 0:21:13.770 --> 0:21:15.480 and we can put them in those roles because they're 0:21:15.480 --> 0:21:17.610 ready for them. But if you're not ready and this 0:21:17.609 --> 0:21:19.170 is where it ties to your goals, if you're not 0:21:19.170 --> 0:21:22.230 ready because your goal doesn't, you don't feel like you 0:21:22.230 --> 0:21:24.300 want to be a senior manager or you want to 0:21:24.300 --> 0:21:26.100 be a director, you want to be doing this thing, 0:21:26.100 --> 0:21:28.380 You're never going to put the energy into developing those 0:21:28.380 --> 0:21:31.530 skill sets if you don't want that thing. So your 0:21:31.530 --> 0:21:35.730 goals should be tied to where you see yourself contributing 0:21:35.730 --> 0:21:37.919 and what type of role you want to have here. 0:21:38.190 --> 0:21:39.810 And some of you are going to say, I want 0:21:39.810 --> 0:21:41.040 to be a director. Some of you are going to 0:21:41.040 --> 0:21:43.440 say I'm good in the role that I have. Hopefully 0:21:43.440 --> 0:21:45.240 that's very few of you. That would be very sad 0:21:45.240 --> 0:21:47.280 if you joined here just to stay in the same 0:21:47.280 --> 0:21:51.450 role forever. That would not be ideal, but it happens, right? 0:21:51.450 --> 0:21:54.510 Not everybody wants to ten x all the time. That's okay. Well, 0:21:54.510 --> 0:21:57.630 it's not really okay, but that's that's a different conversation. 0:21:57.900 --> 0:22:00.030 And some of you guys are like, Shit, I want 0:22:00.030 --> 0:22:02.159 to be a partner in this organization. What do I 0:22:02.160 --> 0:22:06.090 have to do in order to do that? Candice, who's 0:22:06.090 --> 0:22:11.399 our executive vice president of the largest division inside this organization, 0:22:11.400 --> 0:22:16.770 started with us ten years ago and moved from a 0:22:16.770 --> 0:22:19.649 coordinator to a senior coordinator to a manager, to a 0:22:19.650 --> 0:22:22.050 senior manager, to a director, to a senior director, to 0:22:22.050 --> 0:22:24.899 a vice president, to an executive vice president. And it 0:22:24.900 --> 0:22:27.869 took ten years to do that because the previous business 0:22:27.869 --> 0:22:30.930 that we had there was we had more time. We 0:22:30.930 --> 0:22:33.209 were it took 14 years to build that business to 0:22:33.210 --> 0:22:37.290 $30 Million in Revenue. This business hit $75 Million in 0:22:37.290 --> 0:22:40.380 revenue in three years. So we don't have as much 0:22:40.380 --> 0:22:42.869 time as we used to have, which means it takes 0:22:42.869 --> 0:22:46.530 a team that's interested in opportunity to like be great 0:22:46.530 --> 0:22:49.140 and then also want to learn these other things so 0:22:49.140 --> 0:22:52.800 that we're all prepared for this next rendition of growth, 0:22:52.800 --> 0:22:56.159 this next opportunity. So with that, I've done all the 0:22:56.160 --> 0:23:00.030 talking for the last 27 minutes. I would love to 0:23:00.030 --> 0:23:02.940 open it up to any questions. I'm going to force participation. 0:23:02.940 --> 0:23:06.209 You can have a question or comment, but we're not 0:23:06.210 --> 0:23:10.140 getting off this call until let's see, there's only there's 0:23:10.260 --> 0:23:12.209 four there's six of you. We're not getting off this 0:23:12.210 --> 0:23:14.460 call until two people either have a comment or question. 0:23:15.150 --> 0:23:17.100 I'm going to meet myself and you guys now get 0:23:17.100 --> 0:23:17.640 to talk. 0:23:18.410 --> 0:23:22.160 So Alex stems here. Finance advisor. Where would I be 0:23:22.160 --> 0:23:23.780 on this list? Here? 0:23:23.869 --> 0:23:24.640 Oh, great. 0:23:24.650 --> 0:23:28.369 Yes. So you're in the strategic business unit. So you 0:23:28.369 --> 0:23:32.419 have an SBU employee maturity model. If you want to 0:23:32.420 --> 0:23:36.320 reach out to Gaby. Different than this? Exactly. This is 0:23:36.320 --> 0:23:40.470 like the catchall for the one for the. Organization that 0:23:40.470 --> 0:23:42.840 doesn't have the specific employee maturity models. 0:23:43.440 --> 0:23:45.630 Okay, great, great, great question. 0:23:46.210 --> 0:23:48.330 So I actually have a question. So one of the 0:23:48.330 --> 0:23:51.720 things you mentioned was becoming a partner in the organization. 0:23:52.470 --> 0:23:56.490 So what does that look like? What what besides mastering 0:23:56.490 --> 0:24:00.240 some of these cognitive competencies, what is it that you 0:24:00.240 --> 0:24:03.000 and Brandon and really the other partners look for in 0:24:03.359 --> 0:24:04.280 future Partners? 0:24:04.290 --> 0:24:04.980 Yeah. 0:24:06.390 --> 0:24:09.570 Future partners have the ability to generate revenue and add 0:24:09.570 --> 0:24:12.900 new lines of business to this organization. Every partner that 0:24:12.900 --> 0:24:16.260 we have currently in this business have demonstrated their ability 0:24:16.260 --> 0:24:19.800 to go out and either make Carden Ventures more known 0:24:19.800 --> 0:24:24.000 or through the promotion of Cardinal Ventures and adding clients 0:24:24.000 --> 0:24:27.690 and or they are responsible for running and creating a 0:24:27.690 --> 0:24:32.970 revenue generating opportunity. People who are partners really understand what 0:24:32.970 --> 0:24:36.090 it's like to have the weight of, okay, how do 0:24:36.090 --> 0:24:38.460 we grow every single day? That's the that's the thought 0:24:38.460 --> 0:24:40.800 that Brian and I wake up with and Grant every 0:24:40.800 --> 0:24:42.090 single day is like, what do we have to do 0:24:42.090 --> 0:24:44.130 in order to grow Carden Ventures and to be able 0:24:44.130 --> 0:24:47.520 to put that together to add revenue demonstrates to us 0:24:47.520 --> 0:24:50.640 that they're really thinking like a partner. And then also 0:24:50.640 --> 0:24:54.000 the competencies in executive vice president. It's like the the 0:24:54.000 --> 0:25:00.630 partners in this organization, they work constantly to help and 0:25:00.630 --> 0:25:03.659 to create the betterment of our clients and our team members. 0:25:03.660 --> 0:25:07.080 So they when they're present, they're asking questions. When they're 0:25:07.080 --> 0:25:10.139 showing up, they're engaged. Many of them have actually had 0:25:10.140 --> 0:25:13.320 to move. That's a big indicator for us. Like somebody 0:25:13.320 --> 0:25:16.109 has moved in order to make this opportunity work for 0:25:16.109 --> 0:25:19.440 them because they believe in it that much and they 0:25:19.440 --> 0:25:22.620 travel and are willing to make short term sacrifices for 0:25:22.619 --> 0:25:25.350 where they see their opportunity in the future. 0:25:27.840 --> 0:25:28.889 Thank you. That was great. 0:25:28.920 --> 0:25:30.000 It's a really great question. 0:25:31.320 --> 0:25:34.800 All right. So great to meet many of you and 0:25:34.800 --> 0:25:38.160 to see others of you again. Looking forward to our 0:25:38.160 --> 0:25:41.969 next onboarding training, which is the business model overview. And 0:25:41.970 --> 0:25:45.060 until then, I like to end every call by saying 0:25:45.060 --> 0:25:50.879 Happy transformational Tuesday. Bye, guys. I don't know about you, 0:25:50.880 --> 0:25:56.169 but my biggest takeaway was mashed potatoes, corn and Doritos. 0:25:56.190 --> 0:25:58.350 I'm definitely going to try that out. But hopefully there 0:25:58.350 --> 0:26:01.920 were other, deeper, more meaningful takeaways that you could apply 0:26:01.920 --> 0:26:04.860 into your business is what we're here to do. This 0:26:04.859 --> 0:26:08.250 is our legacy. This is our mission and you fulfilling 0:26:08.250 --> 0:26:11.060 on that and you being able to to be the 0:26:11.160 --> 0:26:14.970 ten Xers who grow and truly ten X not only 0:26:14.970 --> 0:26:17.790 your business but your personal lives and the growth that 0:26:17.790 --> 0:26:21.629 you have in all areas, in all aspects of your life. 0:26:21.630 --> 0:26:23.580 That's what we're here to, to help you do. Thank 0:26:23.580 --> 0:26:26.070 you guys for having me, and I look forward to 0:26:26.070 --> 0:26:27.240 seeing you soon.