Mind Pump: Raw Fitness Truth - 209: The Art of Leadership

Episode Date: December 28, 2015

What makes a good leader? What are some of the costliest mistakes leaders make? Sal, Adam & Justin discuss leadership and how to become a leader that A players are motivated to follow. Please subscribe, rate and review this show! Learn more about Mind Pump at www.mindpumpradio.com

If you want to pump your body and expand your mind, there's only one place to go. Mite, op, mite, pop with your hosts. Salda Stefano, Adam Schaefer, and Justin Andrews. Up in the atmosphere, up where the air is clear. Oh, let's go. Fly, kite. Whoa, fuck your mom. Yeah, let's go Whoa

Whoa, what song is that I don't know is what Mary pop ins when I was a kid really? Mary pop ins is from Mary pop ins dude bro. You didn't know you didn't know pink Floyd, but you knew Mary pop ins come on bro fire to myself. He's got a very selective, that's just weird, that's like weird knowledge. I already called myself out on the douche baggy of the column. That's that douche baggy, it's just funny. No, it's good. Yeah.

It means you're diverse. I'm not watching, you make me feel bad now, watch, go ahead. All right. Well, I used to watch Mary Poppins with my dad. Yeah. I'm sure it's really horrible. You know what?

Let me tell you something. Let me tell you something. I'm okay feeling like an asshole right now. I already feel like an asshole from what happened earlier. Did I tell you guys what happened? No, it happened. Has this ever happened to you where you do something and you're aware that what you're doing is asshole-ish,

but then someone points it out to you and you get mad, but you don't say anything because you're like, you're aware that what you're doing is as foolish, but then someone points it out to you, and you get mad, but you don't say anything because you're like, you're right. Is that ever happening? Yeah, you just gotta eat it. Yeah, so like, it's like, it's worse. Every day when I drive to my personal training job

in the morning, I have to take the back roads because traffic sucks massive donkey dick in the may area. So I can't take the freeway. I have a story about that, but about donkey dick. Yeah, yeah. Okay, so fuck, I almost want to hear that first random. So I'm driving and I'm in the backwards and there's a point where I have to turn left and a lot of people are turning left.

So you know how it is, the light's red, the line to turn left is long as shit, right? But the other lanes next to it are open because those are people that are just going straight. So asshole, Sal, never waits in line. Ever, I drive and then when I get to the end, the turning lane usually opens up and I just kinda slide in. You know what I mean? I just kinda merge in.

That's not an asshole. It's called the Barrier Driving. And I just merge in. Like I slide, I'd say I'd loop it up and I go right in. And I did that today. Start with the little tip. I did that today and it was, it was this lady in a minivan, which according to my studies, women in minivans

are the worst bitchiest drivers of all time. They're just, but do we blame them? No. I guess not. But they're just mean. Like, I get flipped off 10 times, 9 out of 10 times, it's a mom in a minivans. Literally, every time I swear to God. So she just doesn't want to let me in.

So what do I do? I merge anyway. And come in real slow. So she has to let me in. She's honking and flipping me off. So then she I do? I merge anyway. And come in real slow. So she has to let me in. She's honking and flipping me off. So then she rolls up next to me. She pulls her widowed out. And she's like, why don't you wait in line? Like everyone else ass hole. And I looked at her and I'm like, I didn't say shit. Cause I'm like, she's right. I'm an asshole. So I just waved through a mind pump business card. I roll. I'm going

to listen to my show. I'm going gonna talk about you today when I record. Okay, comb your hair. Huh? You wish you wonders where. That's what I would've said. You're not a milk, here's a car. Hey, those kids are really, really sucking the salt. Well, to her credit, she's still, I mean, you know,

she's still trying to lose the 30 pounds from, you know, she just had a kid 10 years ago. So, seven trouble. Yeah. Takes a while. Takes a while. See, I told you, I was feeling like an asshole. Yeah.

You're on one. Jerksicle. Yeah. So, speaking of being a jerk, and this isn't related to, you know, taking it, but at the same time, I was like, at, at, uh, pizza coffee, and, um, I'm like waiting for my order and everything. Which which by the way Pete's has better coffee than Starbucks absolutely 100% but feels is the best so Phil's I just gonna put the bills is the money money

I'm waiting for my coffee. I'm I'm I'm over where the little kiosk is where you put your lid on and everything Mm-hmm, and I'm just on my phone and and there's this guy sitting on this table and he gets up and he just kind of looking past me somewhat and he literally walks right into me and he just keeps walking and kind of bumping into me and then I'm just like, I'm looking on my phone and I'm looking up and I'm like, dude, what is this guy doing? I'm like, ah! I get like a slow bump like he kept doing it.

He just kept bumping into me and me, and like, that's weird. And he was looking past me. Is he blind? So basically, he was blind, wasn't he? Let me get to my store, you asshole! It's so I'm like, oh my god, this guy is a dick. You know what, I get up and I'm just like, fuck Justin pushes him up. I know, I didn't do anything.

Thank god I didn't do anything. I walk over, I'm like, I'm just like, just and pushes him up. I didn't do anything. Thank God I didn't do anything. I get, I walk over. I'm like, I'm just gonna walk over here. It's a way from my drink order and then I just kinda look at him, kinda mean mug and I'm like, what is this guy doing? Like he must be mentally,

I don't know, disturbed or something. And I get my drink and then I look, I go to the bathroom and I come back out and I look over at that table, he's got one of those walking sticks for... Oh yeah. Yeah. Dick.

I felt like a dick. Just an asshole. Justin beats up a blind retard again. I did. And he did. I totally was just like, I kind of sometimes you have a sense like, you know, that, you know, somebody might not all be all there, but in this case He was there. He was just blind and he probably thought I was the table or something

Just like what the fuck's your problem? Kid blood is like I'm fucking blind bro. It's my problem Okay, I can't see shit. Yeah, so I can't see shit captain. Yeah, I felt like an asshole. Yeah Justin Adam, did you do anything asshole today? Yeah, let's talk about it. No, you know, I haven't, I haven't been an asshole lately. I don't think what the fuck? Hold on a second. No, no, no. Well, I'm not as we sit in the middle. So literally impossible. Something's not right here. Are you feeling okay? Okay, okay.

I was been in a disturbance. Okay. I have a story. I have a story. I knew it. Say, I do. I do. That was fast. I did. I did. I did. I did. I did pull a stunt yesterday. So yesterday, uh, that orange theory, um, once a month, all the, all the trainers get together and we go over, uh, the workouts coming like for November that's coming up, right? And, uh, the, the head trainer, Daniel is, uh, is not there, right? So Daniel, if you're listening to this, bro, I was just, I love you, bro, I was just playing with you. But this is kind of an asshole move. I feel like, because, so he's, he's not at the present at the meeting. So there's like six of us trainers or seven however many there are of us. We're sitting in the room and we're, we're going over stuff and,

and he's on the speaker phone. So someone's got their phone out and so he could listen and, you know, he put his two cents in for the meeting and stuff and, you know, basically, he's running the meeting from meeting from phone. And then when he gets almost done, he says, hey, do you guys have any other questions? And I decided to be a dick, a smart ass. So I grabbed the phone and I said, yeah, I have one question Daniel, I said,

when we have a 3G workout and I have 33 people in my class and two of those people want to use the bike and one person wants to use the libtical and there's nobody on treadmill number seven. Who should I pair a roller number five with? And like all the trainers in the room like start dying laughing right and he's like, oh, actually Adam, this is what I would do and he starts to go and he starts to answer it for real and everybody is just laughing and he's even he's got to stop and get them

so he doesn't real because he's on phone. He doesn't know that they're they're everyone's laughing at him. Yeah, right. So he stops and then he gets gathers himself. So I let him get about halfway through. I go, oh, hold on. You totally lost me. Could you start over again? And then he starts all over again. Everybody was dying. Is it dick? Yeah, I was kind of a dick move. And he doesn't know. He probably is finding out right now. He's listening to my pump. Oh yeah. It's always good to see you. I love you, I love you, D.

Yeah, you make fun of people at this point. Yeah, yeah, yeah, yeah. Make it feel bad, yeah. It's good time. Yeah, good job. Yeah. Well, that was my last dick move. I haven't done anything else like that, but you know,

what is it? There needs to be more dicks in the world. No, disagree with that. Yeah, let me explain. We need more of a China's in the world. You get to explain it. Yeah, you get to explain it. Oh, you're right. Yeah, yeah with that. Let me explain. No, we need more of a China's in the world. You get explained. Yeah, you get explained. No, you're right.

I mean, I hear what you're saying. Now you're contradicting something you said in earlier. My impose, we have a flood of dick. Dick has everywhere. Everywhere. It's flood in the market. No, I don't know. Let me explain what I mean.

I just read a statistic the other day that college students, the majority of college students, Pussies, they, and if you're listening in your college, if you're listening to my input, you're not a pussy. So I'm not talking to you. I'm talking to people not listening right now. I'm talking to people not listening right now. That makes a lot of sense. It works it out perfect. Yes. So the majority of college students prefer language to be controlled on campus. In other words, they like, they want to have trigger warnings for words that might be offensive or books that might be offensive, like, you know, trigger words. What's that mean? You know, like, like if you're reading an old book and they talk about slavery, or you're reading old book and the wife is, and it's stereotypical role at home,

or someone says a derogatory term in an old poem, or we should just rewrite all of history. Well, it's just, and they don't want free speech. They're just like, no, everybody can't have their feelings hurt. This is the majority of fucking students want it. Did you hear that, dude? It was a statistic I just saw on the news the other day. Well, remember, we took this.

It's so far. Did we talk about this on Mind Pumps 2, how a couple of the big name comedians won't even go to college campus. Yes, I'm filled in a couple like Chris Rock. Yep, some of your biggest comedians. We are witnessing the purification of America. Oh, dude, it's ridiculous.

Everybody gets so offended about everything. God, damn it. I can't stand it. Stop being such a, I don't know what to call it. I can't stand it. Stop being such a I don't know what to call you. I don't want to offend you Yeah, son of a bit. They can't handle it. No, like I'll tell you what just listen what just happened The other is this kind of all along those lines. I just I sent this article to you guys today just and read it Yes, so there's this I got to find I should find it. Huh. Yeah. Why don't you, can you open it up, Justin, so I can quote the right, the right college. I'll look.

Uh, so there's an all girls college that this girl, um, applied to. And, um, but what they don't know is she was, she's transgender. So let me explain. She's, she was born a girl, but now she's transgender to a man. So she's a man, but she's applying to an all-girl school. Isn't that backwards? That's not the problem. That's not even the issue. So she or he, he applies to the school, and they accept him, and everything's fine.

Everything's cool. Nobody bothers, whatever. He runs for office, like school you know, school presidents, whatever. And there were three other candidates, and those people dropped out, so it looked like he would be the winner. There was a protest that he can't win because it's not displaying enough diversity because he's a white male. I'm not making that up.

It's, it's, it's not displaying enough diversity. It's way away. It's not displaying enough diversity because he's a white male. It's amazing. Yeah. He's a white male. So they're like, we don't want, you know, we're against, you know, stereotypes and racism and all these different things. You can't win because you're a transgender white male.

Wait, because you don't- You don't leave Wesley College, is that right? Is that what it says? I think so. Yeah, Wesley you read Wesley college, is that right? Is that what it says? I think so. Yeah, Wesley college. What the fuck is going on? It's imploding on itself. It's the craziness is imploding on itself.

I love that. It's like it's so far, the pendulum is so and so far in a direction that like they're creating all these new like contradictory things. It's interesting. Everybody's offended about everything all the time. I'm so angry about it. I just want to just run around yelling

derogatory terms and everybody just see it out. It's like a circus, dude. I mean, that's bad. It's like, come on, man. Yeah, I get it. Some people are gonna be asked, but you don't have to, like, I don't know, it's just weird. You know?

Well, I think the initial efforts to kind of call assholes out for doing asshole things. That's great. Sure. But, you know, taking that a step further with this protection, like this bubbling of every little step of the process of not hurting this group of people, not, you know, fending this person and, you know, like it like it just prevents daily activity. I mean, I don't even know how people can calculate like everything they have to say without, because like you're

gonna offend somebody. Dude, there's a t-shirt company that has a shirt that says fat free on it. It's like a beef company or something. It says fat and people are buying these t-shirts. They're getting sued because it makes people who don't like to eat that way feel uncomfortable. Shut the thing. I am not telling the truth. Dude, only in California, bro. No, I don't know where it is.

It's gotta be California. On California, we can sue for anything, dude. Yeah, anything you can possibly think of, you can be sued for. Yeah. Somebody can figure a way out like, oh, you know what, I'm gonna sue that motherfucker for that, actually. That's how California is.

It really is like that. It's ridiculous. You know, I'll tell you something else that's ridiculous. I just drive at me nuts right now. So, you guys know that I came on board of OTF when it first started over here in the Bay Area. I know the owner very well. And-

Brennan, I bet you do. Yeah. Yeah. Yeah. So I know B.W.E.Z owner very well. And- Brin and I bet you do. Yeah. Yeah. Yeah. So I know Bweezy pretty well. Super bad ass dude, great guy. And part of the deal was I almost certainly would find a way that I could help him out.

I didn't know how much time I could commit to the facility and stuff like that, just because we got so much other stuff going on. But really like the concept, like where they're going for group training and stuff like that. And I thought it was really cool. So long story short, I ended up having to step down to just a trainer who came in there a few hours a week because I don't have the time to put into running the facility.

But the play, he just got the number one club and the entire company last week before last, huge for him and stuff like that. In the entire country, there's like 300 something clubs and he's a newer facility. So for that to happen, it's pretty impressive and cool. Well, and this is where I'm getting at with you guys that it's see if you guys remember this or remember experience this, experiencing this is what's happening. And I fucking hate this about corporate America, man. You get a company that is so awesome, right? And when it starts off, you know, in order to make it a great company, it has to have a

strong core, right? There's probably 20, 30, 50. Who knows how many people that started this business? And they're probably pretty damn badass in order for it to grow to what it is. And then what happens is, you know, a good business, a good business model like that ends up growing so fast that within a year or two years, you know, a majority is no longer badass.

You now start to get the 80, 20 role where, you know, 80% are average to below average people, 20% are those elite type people like the people that probably started the thing. And then as a company, what companies tend to do, and this is a part that irritates me, is they look at the 80%. They look at the 80% of the people and they go, okay, what do we need to do as a company to figure out our problems? Okay, we're getting issues with, you know, trainers not doing this

and trainers doing that. So now you guys got to pay for it. So then you start to see these things. Now this hasn't quite happened yet, but it's coming already. I already see the riding on the wall and corporate America doesn't like rule benders. It's just it's any not even just the rule bending part. It's that because we I don't like this way of running a business where you put your energy into the people that were and I we watched this with 24-hour fitness that drove me crazy was, instead of focusing on everybody's strengths and making them all better at what they already do,

you start to focus on all the problems that you have, which are the 80% and you're like, okay, we're gonna take these average people and we're gonna do our best to make them a little bit better than what they already are because that's gonna, as a company overall affect the line. But then you would you end up doing, as you take away from those, you know, those leaders, the people that think outside the box, the ones that are creating, the ones that are doing

unique stuff, you handcuff them that originally probably built the fucking company. You know I'm saying now those people become, you know, either one outcasted or two get conformed or three, they end up saying, fuck this, I'm out of here and they leave and you lose those type of people Well, what so this is what happens when they're when they're building a big brand One of the things that in the past has worked really well But I can foresee in the future it not working so well and what it is it's it's uniformity It's everybody has to look the same everything has to sound the same everything has to be the same

And so big you know the so the old original big corporations, like McDonald's and all this kind of thing. Yeah, I was gonna say McDonald's was the standard as far as all that uniformity goes. Because I mean, every business on the planet wants to model what they did and did well because it was so the systematized. Right, because you go in, you get a burger in Germany

or you get a burger in Santa Cruz. Very uniform. It's the same burger. Yeah. Which is fine when you're dealing with a product. Okay. When you're dealing with a product that makes sense. Like if I buy an iPhone, it should be an iPhone regardless of where I get it. If I buy a burger from the same burger joint and it's a chain, it should taste the same no matter where I get it. However, in people businesses, It should taste the same no matter where I get it. However, in people businesses, that shouldn't be the same. Every facility should have its own flavor. And the successful ones tend to be successful because they have a flavor that tends to work for that community.

That doesn't mean you could pick up that flavor and put it in another country and it could work. It might, it might not, but for whatever reason it's working where it's at, don't fuck with it. You know what I'm saying? Don't change it, because back in the day at 24, way back in the day before, you know, they started doing that to everybody. Every club, all the successful clubs, had their own flavor. Oh yeah, absolutely.

They didn't do things exactly the same, yet they were all successful. Yeah. So that doesn't mean you should make them all uniform and handcuff. Well, they have just to their environment too. I mean, you get all kinds of different types of people coming in and like, you know, they might, they might respond to a different message, right? So the sales, the process, everything might, you know,

be geared a little bit more to entice that person and make that person more likely to stay and enjoy themselves. So totally, it's different. Totally, when I ran Salinas, for example, we sold very, very little of the big Cadillac membership at the time was called Key Fit Plus. We sold very little of them because that area, people didn't have the money to spend $1,000 in a gym.

But we did sell a lot of the bottom line membership with some additional personal training attached to it And we were very successful doing that that model wouldn't work in a San Mateo or a Sunnyvale, right? It's different and so it is just a different flavor and you shouldn't handcuff it And I'll tell you where that's that same Uniformity mentality is trying to be applied and it's coming up with disastrous results and it's an education Education is a big one where they're coming out with disastrous results and it's an education. Education is a big one. They're coming out with all these standards

and every kid and everywhere in the country needs to be taught the same way, follow the same tests and pass the same tests. Which is ridiculous because every kid is different and your handcuffing the teacher who's working, that's another people business where the teacher can't use their own skill to work around the child and the student. I just remember this meme that pretty much depicted all that, the meme-y.

It had a tree and it had all these different animals. Yeah. And then the guy said, okay, now the test is to climb the tree, right? And so you have like an elephant and you have like a, you know, jaguar, all this kind of, but it just, it embodies that, where that diversity of the way that, you know, every kid is different, they learn in a different fashion. And they need to have exposure to different methods. Right.

There's no one uniformity that's going to be successful all the way across the board. Right, having some of that, allowing the leaders of your facility, allowing them to lead is one of the smartest things I think you could do with a big business. Of course, there's gonna be some uniformity in terms of, you know, how people get paid and how people get checked in and maybe how the facility looks, the equipment and stuff like that.

But people show up to a gym, maybe initially because of the name, but they stay because of the people. Well, I'm saying, I find this, and I think it's extremely important in a people business, I used to have, but I find this true in business in general when you're leading a staff of people,

no matter what industry you're in. If you have a staff of people that are working underneath you, and this was something that it took me years in my career before I kind of figured this out. I mean, all of us were very successful since day one of coming into the fitness industry, but the evolution of that was, when I first started a lot of my success,

I relied on myself, I relied on, I'll just fucking make it happen. I worked so hard, I relied on, you know, I'll just fucking make it happen. You know, I work so hard, I'll figure it out myself. And all I need is one or two people to get on board with me. And then we're gonna be just fine. We're later in my career, I found, you know, better ways to manage and lead people versus, you know, doing myself.

And the work was a lot easier and I was a lot more successful. And one of the first things that I learned to do was, you know, stop looking at my staff as trying to get them to all be like this, what the image of what someone would think would be a perfect trainer or trying to emulate, get them to emulate what I did or what I thought it's like. Instead, I would find what I liked about every one of them

that I already liked, what they naturally already had, and then I would try and enhance that. I would try and bring more of that out. Focus on what they were good at already, and then try to get them to accelerate and be great at that, and then just find different pieces. Because that's just what's neat is when you put together a team of people, like I said,

in any industry that you're doing, to try and conform everybody to be the same, you just kill the spirits of people, I thought. I mean, if you want them to... You end up with a bunch of B, C and B players. Yes, exactly. The A players are out because A players... Not for them.

No, they need to feel autonomy. They need to feel a little bit of freedom. And if you lock them down, they're gone and who stays the robots, the drones. And you end up with a B type company. Well, I see, I already see where this podcast has started out. Like, we're talking about assholes, right? And now we were talking about leadership.

And so there's a direct correlation there. And also the purification of America, right? So let's bring all that together. Let's talk about CEOs. What makes a great CEO? I mean, there's a lot of them that, if you keep intensifying the pressure in the demand and the people underneath,

and you're trying to consider thousands of employees, not just a couple, you know, and the buck drops on you. Are you really gonna be liked by everybody? I mean, is that gonna happen? Are you gonna appease everybody? Are you gonna make decisions that are assertive that are for the greater good,

but you are clear in the distinction that you're making that decision. No, the only people that the employees have to like, I say like very carefully, because when I say like, I mean respect, like and respect, okay, because true respect, true respect is someone respects you, but they also like you.

Respect when someone doesn't like you, doesn't really exist, because you can't respect someone that you don't like. So that's what I mean by that. But the people that they really have to truly respect in that sense, or the people they work directly under, the people they know, this faceless CEO that they've never met, they could think he's an asshole

all day long, or it doesn't matter, they never met the guy, they don't know him. Maybe they met him once at a big meeting. But it's really that person. The director report. That's the person you need to really focus on, and give them some autonomy and allow them to have that freedom to kind of be themselves.

And you know, you were talking about your trainers, Adam. You know, I was the same way with my staff. Always, you know, I always follow this inverted business model. Because the old business model was the customer's always right. Customers number one, everybody else, everything else falls on that. We've all been told that a million times. That's wrong. Yeah, I agree.

That's the wrong business model. The employee and the staff is the most important. The customer comes after. What do I mean by that? I mean, if your staff is treated that way, if you treat them in the sense where they're the most important, and you're letting them be their most creative and be their best, whatever that means for them,

the customer is going to have a fantastic experience. If you treat your employees like shit, but the customer's god, you're gonna have a shitty situation. It's not gonna be- They're gonna feel undervalued and they can't make their own sort of decisions and involve themselves, project themselves into the business. Exactly. Yeah, but the whole CEO thing just makes me laugh.

Well, yeah, I was just to comment on Justin's CEO thing because, I mean, let's be honest, most of these guys, they don't even fuck about the people below. I mean, they get you, most CEOs, it's a, it's a, you take on a company that you see opportunity for you either to cut costs on the bottom line or you can see something

that you can implement so you can turn around, make that thing profitable, flip it, get out, make your money, make sell your share, whatever it is. Right. The job of the CEO is to look at the numbers, figure out how to make it work better and to earn the respect of the people directly under him. But really, that's about it. That's how they're gonna lead. Now in very, very rare situations, you have these CEOs that inspire,

the kind of leadership that you see every great once in a while. The problem with that then is the company then becomes so dependent on that, that when the CEO leaves, that company never does, it doesn't ever really come up to where it was before. Apple is a good example. Apple is a very successful company.

Shit tons of money, but Steve Jobs was that kind of CEO where you know, like a God, right? He created the cult behind it. Right, so when he's gone, it's different, right? Elon Musk is another one of those, you know, type of CEOs. Yeah, so are they good guys? Nice guys, I don't know them. I'm sure a lot of people thought they were assholes.

I've read books, you know, that said that people thought that. But, you know, when it comes to CEO, that's kind of, you know, that's, that's the, and it's a hard fucking job. Oh yeah. By the way, CEOs deserve every penny they earn. For those of you who are like, CEOs don't make so much money,

and then they make way more than their employees. Yeah, because they, they don't get any sleep. Well, besides that, like, if you could fucking do the job, then go do it. Yeah, yeah, exactly. Like, if I went outside and interviewed a, yeah, because they, they don't get any sleep. Well, besides that, like, if you could fucking do the job, then go do it. Yeah, yeah, exactly. Like, if I went outside and interviewed 100 people and asked them, hey, do you think,

do you think Michael Jordan is worth all the money he earned? Everyone will be like, oh yeah, absolutely. Michael Jordan, definitely. What about Beyonce? Oh yeah, absolutely. CEO of Walmart. No, no, no, no, he gets paid too much. Like, where the fuck is your brain?

Isn't that funny? It's hilarious to me. One, you know, he employs shitloads of people just like they did or maybe more. And yet, you know, it just blows me up. So they earn every cent. But yeah, it really comes down to, you know, like you were saying, Adam, is allowing people to be themselves

within that structure, not to make a bunch of robots. No, it sounds like such simple advice, but I feel like, and everybody, when I say it, so when they, oh yeah, they nod their head and they agree, and then they go right back to fucking do another thing. So it's just like, man, people don't truly grasp it. That's why I think we talked about this not too long ago. One of my favorite reads that this is right on this topic, and it's literally a day read. You can pick it up and read it in a day is one minute manager.

And it's about a CEO of a Fortune 500 company and why they're so successful. And they go around interviewing all the employees and they all are kind of saying the same stuff about this. The CEO that no one really ever sees rarely ever, but when they do see them, these are the things he does. And they're the simple things of telling them what a great job they're doing and patting them on the back, that would deal and always positive and always this and always that. You know, we should go into some of those rules because I forget about them sometimes.

I haven't had a big staff in a long time. I mean, when I own my gym, I had a small, but they weren't really my staff. They all painted rent, so they kind of ran their own business, which I actually enjoyed. But there's a couple of rules., like here's a very basic rule. There's a very basic rule that I cannot believe that managers do not know or understand. And if you're a manager you're listening, this will make you so much more effective, okay? If you get a reprimand, an employee, always do it in private. Yes.

If you're going to talk well about a huge rule. If you're going to talk well about an employee. If you're gonna talk well about an employee, if you're gonna boast about an employee, if you're gonna encourage an employee and talk about how great they're doing, do it in public. Okay. Repromand in private and you promote in public. When they're among their peers,

when you've got everybody around and they're all sitting around and Justin's over here and there's all these other trainers and Justin just did a kick-ass job. I'm not gonna wait till I'm behind closed doors to tell Justin he did good. I'm gonna do it in front of all those peers. You just kick-ass, you crushed everybody,

you did a great job, just great. Now, Justin fucks up. I'm not gonna do that in front of his peers. I'm gonna say, hey, let's go get some lunch, or here come my office for a quick one, show you something. Then we're gonna talk about it, me and him. That little tip right there will make you so much more of an effective manner.

So many of you lot. And most managers do the opposite. Super tension and everything. Oh, they do the opposite. They'll take the person inside the office to tell them they did a good job. And then they'll talk shit to them in front of everybody. I'll tell you something.

It's so backwards. It's so terrible. It would blow your mind if people actually just, so I read this one book, right? And they did this study on, they went and asked these employees also from another all these successful companies. And they went and asked these employees also from another, all these successful companies. And they went and asked the CEOs, you know, if I were to, if we were on a scale of one

to 10, 10 being you, you know, you take care of your employees, you tell them how good they are, you, you hype them up type of deal, you know, would you consider yourself, you do that as an employee. And for sure, all these bad ass CEOs were like, you know, that's one of my things. I just, you take care of your people, you, you praise them, you reward them, you diss that right, ever right? You respect them on, they, they are all 10, 10, 10 out of 10, right? And then they go ask those, the employees, all those same, those same people, like, you know, how often does your CEO tell you you're having a good job, this and that on a scale, one to 10? And the average number was like a six.

So the moral of the story was no matter how much we praise somebody or tell them they're doing a job, it'll never be enough. So I remember after I reading that, I did something different and it changed my career for sure. This was one of those turning points for me also, was okay, so at all times I had a staff somewhere between 15 and 20 or so,

25 sometimes 30 employees and You know, that's that's a lot of people on a daily basis to try and manage so to be effective like that I thought okay, this is what I'm gonna do so I said my trainers didn't know this to this day Don't know this unless they're listening now. They'll find out I Used to set use the put drugs in their water. Yes I used to set reminders. I used to so we'll take well, let's say for example, you guys were all employees of mine had South, Justin and Doug, they were working for me. I'd have a reminder that would go off and it would be in a little way.

I'd be a rubber shoulder, I'd set you right in. Exactly, right? Thanks, Justin, for getting my back on that one. So my reminder would go off and it would vibrate my phone right, I looked down at it and say, you know, Sal, 2pm. And then I would know, right then and there, no matter what I was doing, I would stop what I was doing, I would go find Sal. And whatever Sal was doing, I would find something about what he was doing at that moment, whether

he was training a client, whether he was working on paperwork, whether he was just having a good time bullshitting with somebody. But I would find something that he was doing at the moment to come over and compliment him about that. So if he was training a client, I would find something that he was doing well, and I put my hand on a shoulder and say, I just wanna let you know, like, I've seen all the work that you've been putting in

with this lady, and it's a great job, it's very inspiring, and walk away, that's it. That's all I'd say, take two seconds to do that, but I do that to all my staff. And when you start managing from that point, where you start leading people like that, and like you said praising them at a mushroom, you don't actually ever have to pull somebody aside and tell them they're doing wrong because they all want to do so well for you, that when they fuck up, they come to you. When they fuck up, they don't do

something, they would come to me and be like, ah, I don't know, I'm so sorry, I fucked up on this, I should have done this and that, you know, say it. Then we talk. See, a lot of managers get the misinterpreted, they get, they get the wrong on this, I should have done this and that, you know, I'm saying it. Then we tell you see a lot of managers get the miss the misinterpretate. They get they get the wrong on this particular belief that they think that money is the number one main motivator of employees. Like that's what's going to make them work. I can't even see all the cars the least, but that what's that's so wrong because it's funny because I worked with someone a long time ago who had this debate with me and

she's like, no, no, no. People show up for their paycheck. That's why they work real hard. And I told her, I said, some of the hardest workers you will ever find in the whole world that put the most passion, blood, sweat, and tears are volunteers. When people volunteer for a cause that they believe in, they will work harder than any paid employee you'll ever see in your life. So what does that mean? What does that teach us?

It teaches us that if you have a staff that you need to, they need to believe in the cause. They're not just showing up to do a job. It's something bigger than them. It's about the team. It's about fitness. It's about promoting this wellness. It's about this comradery that we have where we all work together to achieve this common goal.

And when you get that, you're unstoppable. I used to have employees, no shit. I got in trouble for this. I would have employees show up on their days off all the time and say, and I try and send them home and they'd say, no, no, I'm not gonna clock in. I just wanna come in and just wanna help and I just wanna help you guys set up for the weekend or all the time. And again, just like you said,

Adam, example corporate comes down and says, they can't do that. They need they either get paid or they can't do that. And I know they're trying to cover their ass, but you ruin this fucking amazing thing that we have. Oh, this culture that you've built. You've built a culture around these people that everybody wants to do well and everybody wants to be recognized, whether anyone admits that or not, so you say when you praise these employees, and I know we're using fitness as a knowledge, that's what most of us did for a majority worker,

but the parallels are in all business. That doesn't matter, yeah. Yeah, it doesn't matter when your employee does something good. And you know, you know, when things about that, if you praise so much, because then what happens is employees that also let's say I haven't said anything

to Justin like two weeks. Like without anything being said, he's going like, man Adam hasn't came over and told me what a great job. I'm like, what am I fucking doing? Then he starts analyzing his own work. I don't even get to point out what he's doing wrong or what he can be doing better.

He's thinking about, fuck, what am I not doing? Because he hasn't said anything to me about what a great job I'm doing. Why is Adam not robbing me? What, what, you guys have heard of the, like if you need to reprimand something, someone or tell them that they did something wrong, you've heard about sandwiching it.

Yeah. Before I ever heard of that. So these are just small basic things. It's funny too, because I did a lot of this without realizing what it was called and people, then I'd take these courses and they teach us, that this is how you're supposed to do it. But, you know, if you're going to reprimand something, take them aside, imprive it, and make sure you start with something good, and end with something good.

You sand which that shitty what you're about to tell them with good and good. Yeah, there's shapes that which, before you feed them a s*** sandwich, make sure they get some doughnut, some good-ass bread on there. Put some doughnut, pay that to my neighbor kid, man, right, told that much. It's it for you. Feet of a shit sandwich. Make sure that you have some donut, some good ass bread on there. Put some donut, pay, I did that to my neighbor kid. And right, I told that story. What did the shit brownie? I was just trying to coach him. Yeah.

I was just trying to better his life. You know, you bring him in the office, you're like, look man, I know you're working and you're asked off and I appreciate all the work you're doing. That's a good thing, right? Yesterday, when the guests didn't sign up, you forgot to have me come,

you didn't have me come in a T.O. We can't do that. Nobody can leave without getting a T.O. That's a bad thing. But I know you're, I mean, you're one of the best sales guys I have. It ain't gonna happen again. And I actually want you to teach other people

on how to T.O. better, because when you do do it, you're awesome about it. And that's a good thing. And so they end and they're like, well, I just got, you know, I feel good. Yeah, you can't put it in without loop. You got a loop. Then if otherwise, it's just hurts.

Yeah. You see what I'm saying? Adam knows what I'm talking about. Absolutely, absolutely. Otherwise it hurts. It's a nice bleed. So yeah. Don't forget to subscribe to Mind Pump

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