From Cleats to Clipboards: Building Effective Leaders in Rent-to-Own

Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_00 (00:06):
Hello, welcome to the RTO show.
I'm your host, Pete Chao, andtoday we've got my man Will
Jackson.
Listen, if you listen, you guysdon't know.
I I saw Will for the first timeat FRDA this year, and like I
was starstruck a little bit.
I was starstruck a little bit.
So we were like that, and I waslike, man, this guy gets it.

(00:28):
But you know what the thing istoo, is that it wasn't just
about getting it, it was aboutthe presentation.
Oh, like, like we need, and I'mlistening for all you guys out
there, I'm not saying anythingbad about who we already have,
but sometimes it just comesacross a little dead, a little
flat.
And the message is there.
It's definitely there.
But the question is, are theygetting out of it what I want

(00:51):
them to get out of it?
Right.
Do they see the the message thatI'm pushing?
And I'm like, freaking WillJackson gets it, man.
He's talking to rent-to-ownedpeople.
And it's exactly what I saw.
I was like, listen, um, I gottawrite this down.
Okay, I gotta write that down.
And I was like, you know what?
The heck with that.
I gotta talk to this guy.

SPEAKER_01 (01:10):
Man, thank you.

SPEAKER_00 (01:10):
That that that's it.
The highest compliment you cangive me, man.
Thank you.
It was awesome.
So we met at the FRDA show, andWill does not do traditional
rent own.
He does the wheel and tire.
Right.
The wheel and tire franchise.
One of the best RR.
Well, we'll let you get intothat.
But you know, one of the bestthat's out there.
And listen, I can tell you rightnow, they are doing things that

(01:32):
are not being done right now.
They are new.
And I there's nothing I lovemore than watching rent to own
with a 40-year-old idea come newagain.
I just, I love it.
I love it.
So the team developmentdirector.
That is me.
That is you at R and R Tire andExpress.
So you were, you've been therefor five years, but you started
this role a couple years ago?

SPEAKER_01 (01:51):
I did.
So uh the story goes, I starteduh with R Tire Express as a
training and developmentspecialist.
And my job was to travel storeto store and help out where I
could in training our team,whether it be with things they
need to learn about rent to own,things they need to learn about
automotive.
Uh the thing was, I'll be honestwith you, it was a challenge for
me because I came into thisindustry.
I had never worked in rent toown, and I had never worked in

(02:13):
automotive either.
Uh so it was uh it wasinteresting to go store to
store, and they're like, hey,how do you?
And I'm going, I don't know.
I really don't know.
Uh so there was uh I I did thejob for a while and I just
realized I'm like, hey, likethis is really not my speed.
And so I took a break from R forabout two years, maybe maybe a
year or so, and went and didsomething else.

(02:34):
And then uh Adam Sutton and MattWarren approached me and said,
Hey, we we know the role thatyou were in initially didn't
really work out.
We have this new role for you.
Um, would you be interested incoming back and really uh
transitioning from a trainingdevelopment specialist to team
development director andfocusing on really the
leadership principles of whatwe're trying to teach?
Because, like you said, uhArnards, we're trying to do

(02:56):
things different, right?
We're saying, hey, there's rentto own, there's a long history
and a foundation of rent to ownthere.
Uh and we're gonna take somethings from you know leadership
and development and invest intoour people.
Uh I'm getting a little bitahead of myself, but what we say
in the so my position, I amoverseeing the training
development department.

(03:17):
So I still oversee training.
Um, and we say that our goal isto educate, guide, and inspire.
So educate, we want to give youfoundational knowledge of how to
do the job.
And we have great people on theteam from we have Ed Lund and
Aaron Kidd.
They're just really great withthe foundational knowledge of
what we do.
Of course, we have help frompeople like Ryan Schrader.
I know a lot of people in ourindustry know Ryan just from

(03:38):
going to different uh shows andthings, and they're incredible
at that.
Uh, then we have guides, so wesay, hey, if you're ever in need
of help, we're always a phonecall away.
But then Inspire is the partthat I get to focus on, which is
really fun, which is we believewe want to leave you better than
we found you, right?
We want to, we want your life tobe fantastic inside the walls of
R R Tire Express and outside thewalls.

(03:58):
And so we spend a lot of timefocusing on that stuff too,
which has been really fun forme.

SPEAKER_00 (04:02):
Yeah, so it I love the way you describe it because
I, you know, talking about itbeforehand and talking about it
now, it is the most fundamentalthing to want to do what you're
doing.
You know, listen, I get it.
People are out there.
I gotta pay bills, you know,they're racking up, I got a car
payment, I got a house payment,I got to take my wife, my kids.
But to have a job is differentthan having a career.

(04:25):
Right.
And that is huge.
Yeah.
One of those things that I'venoticed is like when I walk
through, and of course, this waswhen I was taking, you know, I
go to an interview Adam Sudden,and I get in there and I'm like,
wow, I didn't expect this.
I really did.
I walk in and there's officeseverywhere, and it's it's very
new, it's very happening.
And I was like, wow, this isawesome.
So I go into the office and he'stelling me about this stuff, and

(04:46):
we start talking and walkingaround, and man, I'm seeing the
gym and the way the bathroomsetup, and I'm seeing the you
know, the studio in the back,and I'm like, these guys are
getting it.
And you know, it's what's funnyis because Adam, we're back
there talking and he's like, Igot I gotta show you this.
So we go into the training roomand he's like, Yeah, I'm
thinking about knocking thatwall down because we got to make
it bigger.
And I'm like, dude, this isbigger than almost like 90% of

(05:08):
the places I know of.
And he's like, Yes, I'm bigenough.
We have to we have to make thiswork.
And so that passion comesthrough.
You know, when you're talkingabout a passion project, it
comes through because you'relike, hey, this is good, not
good enough.
Right.
This is not where we want to be.
We want to be somewhere else.
We want to be, I don't want tobe on the curve, period.
I want to be on the head of thecurve, I want to be on the tip

(05:29):
of the spear, I want to be infront of the arrow.
Yes, period.
And so that coupled with FRDAcome, you know, come the the
idea was cleats to clipboards.
Yes.
And so man, I I I was I was inin awe, number one, because
dude, you have this voice.
You have this.

(05:49):
I'm glad I'm recording this nowbecause it is a voice.
You have the right voice to makethis, that's for sure.
But so coming through, and theideal concept was your direction
on leadership.
And and guys, we make thisproblem all the time.
And I will say this, we we dothis all the time.
We get our best workers who doan absolutely great job, right,

(06:10):
and we put them in a positionwhere we think, well, just show
everybody else.
Yeah.
And man, that's not their strongpoint.
Yeah, they they are keyed intodoing what they do, and it's
okay to put them in thatposition, but we got to give
them leadership skills.
Right.
And, you know, we're so quick tosay, this is how you call.
Let me let me sit down with you,let's do a last man standing,

(06:31):
let me teach you on sales, letme teach you about how they walk
in the door, let me teach youabout this product.
Okay, you got that?
Sure, go teach everybody else.
Right.
But leadership is it, it's itsown deal.
And the way you put that was solike awesome.
I mean, tell us a little bitabout first off, the I love the
name, but where does the ideacome from?
Where did where do we say, okay,there's a disconnect here, we've

(06:52):
got to fix this.

SPEAKER_01 (06:53):
Yeah, for sure.
So uh great question.
And and we were we had an MITprogram.
So we were bringing in it,started small, like most things,
right?
Started small.
We had an MIT program where wewere bringing people in and we
were we would have someone quitin a store.
Hey, our manager quit, theyleft, they went somewhere else,
they had a better opportunity,whatever it is.

(07:13):
And then now we have to replacethem.
But we don't have a bench.
So what do we do?
We look to the nearest bestsalesperson or best account
manager and go, hey, we're gonnahave you come in and do, you
know, the manager job.
And we'd bring them into homeoffice.
And when I came back for thisposition, I was put, my
responsibility was, hey, we needto make sure they're they're
equipped to be the manager.
Well, what that looked like wasthey'd come in and uh, hey,

(07:36):
okay, you're gonna spend an hourwith HR, you're gonna spend an
hour with this person, you'regonna spend an hour with
ordering, you're gonna spend anhour with this, and they would
lead with a lot of technicalskills, but they would get in
the role and they wouldn'tsucceed.
And we go, well, what's theproblem?
You know, and then I'm hearing,you know, uh Larry and Adam and
Matt King and others go, MattKing, he's our VP of corporate
operations, and they're going,hey, we just don't have a bench.

(07:58):
And so we had this idea to say,okay, well, what if we treat an
MIT program differently?
Instead of going, hey, we need amanager, so now you're in the
MIT program, go, hey, let'sidentify these people ahead of
time and go, hey, well, we knowthat let's say CJ is a fantastic
salesperson.
Well, let's get CJ ready to be aleader before he has to be a
leader, before we just drop themin and say, hey, you should

(08:21):
lead.
So we said, hey, CJ, we need youto take two days to come over to
home office, and we're gonnateach you not how to do payroll,
not how to have better productknowledge, not how to lock up at
night.
We're gonna teach you how tolead people.
Uh listening to the show, I knowyou and I are both big fans of
Simon Sinek.
Oh, okay.
I love Simon Sinek.
I love it.
And he has this quote where hesays, Hey, you know, leadership

(08:43):
is like a muscle, right?
You have to work it out.
And if you don't work it out, itgets weaker.
And if you do work it out, itgets stronger.
And so we can't just takesomeone and throw them into a
position and go, hey, leadpeople.
It's a skill, just like anythingelse we teach.
And so um to just be transparentwith you, it came from my own
personal story of, man, I had amoment in my life where I was at

(09:04):
a job and I was working andthings were successful, and as
far as what I was doing wassuccessful.
But um, I left that job and Iand I went somewhere else, and
and my buddy took my positionand he called me and he said,
Hey, uh, man, you like I heardyou're looking to leave this job
you're at.
Would you be interested incoming back and working with me
and we can get together and dosome awesome stuff?
And I said, That sounds great.
He goes, Okay, well, let me havesome conversations.

(09:25):
And he had conversations withthese people that I'd worked
with for 10 plus years, and hecalled me, he said, Hey, we have
a problem.
And I said, What's the problem?
He said, Um, they don't want youback.
And I said, Oh, okay, well,what's up?
And he said, you know, the quotethey gave is a hey, we'd love to
have his talent, but we don'twant him.
Uh, he's toxic, he is uh full ofego, he can't take feedback,

(09:49):
just a list of things.
And, you know, I had a decisionto make in that moment uh
because things weren't goinggreat at my current job either.
And and they were telling mesome of these things, and I was
like, oh, well, that's justthem, they don't know how to
manage me.
And and I had a moment where Ihad to go, okay, um, I can
either walk away from this andand go to another job somewhere
else and have the same issuesand have the same problems, or I

(10:09):
can stop and look at myself andgo, yeah, the problem is
probably me, right?
It's probably me.
And uh, and so I did, and and itwasn't it wasn't fun at first,
right?
Uh, but I called all thosepeople and I said, Hey, and I
need you to give it to mestraight because we have to seek
out feedback from other people.
They're not usually just goingto give it to us freely.
And we can get into all thatlater, but yeah, what all this

(10:30):
teaching literally comes from megoing, this is what I needed and
still need all the time.
When you hear me talking kleatsof clipboard, I'm talking to me,
right?
When you hear me talking aboutfeedback, I'm talking to me,
right?
Still, because we're all workingto be better all the time.
And so, yeah, to get back to thequestion, we brought those
people in, we said, hey, we'llwe'll teach you how to lead.

(10:52):
And we started doing it one ortwo at a time, and we started
seeing success.
When those people got promoted,all of a sudden, yeah, we still
taught them when they gotpromoted how to do payroll and
all that kind of stuff.
But all of a sudden, they have adifferent mindset.
And we had Jeremy Frazier, he'sone of our managers in uh up
north in in uh Indiana.
Forgive me if I get that wrong.
I think it's Indiana.

(11:12):
Um, and he had a completeturnaround.
And when he was asked uh byLarry, like, hey, what happened?
He goes, leadership training.
It was just leadership trainingthat that shifted my mindset.
And so many times I think we getinto a place like, oh, that's
just hokey stuff, or it doesn'tmatter, or it feels good, but we
were able to actually correlateit back to uh gains, right?

(11:34):
Like we saw an increase in COR,we saw an increase in revenue,
and we're like, hey, whathappened?
And his answer is like, well, Ijust started treating people
different in the store.
And and and you know, not justteam members, but customers.
So that's where it started, andthen it just grew from there.

SPEAKER_00 (11:48):
Well, I mean the thought of listen, there's task
driven and there's skill driven.
And task is hey, do your, youknow, get all if if you want to
do something and you get taskdriven, it's a simple project.
It doesn't mean that it doesn'thave to be taught, but like you
need inventory, get yourinventory done.
You need tags done, get yourtags done.
You need your time cards done,do the time cards.
It doesn't require skill.
It requires, did I check thisguy off?

(12:09):
Did he really take a lunch?
Did I did I clock it in theright way?
That's not really a skill.
But when you're talking aboutmanagement, when you're talking
about putting somebody in aposition over other people, and
you the hardest thing I've evernoticed is when you tell them,
listen, if you do start doingthis yourself as you have been
for the last two, three years,you're probably gonna fail.
Right.
You have to learn to do what youdid through that guy, that gal,

(12:33):
that person, and that newbieover there.
Right.
And all of a sudden, it's like Ihave to be hands-off to do the
wondrous things I've done withthese hands.
Right.
And showing somebody, you know,the ability to be able to teach,
the ability to be able to say,listen, and this is the hardest
part.
And I I've said it before, andI'll say it again.
You are not really thatsuccessful until you found
somebody, you've taught them,and then they've been able to

(12:55):
teach somebody else.
Right.
Because great, you teach them,great, now they're good.
But it's like one of thosethings uh, you know, you give a
man a fish, you feed him for aday.
Yeah, teach a man how to fish,he will feed him for a lifetime.
Man, absolutely.
So so I love, I love the theidea of this, is it it just
pulls me in.
But I have a question.
Please.
Okay, so you're this guy, right?

(13:18):
We're gonna say former will,right?
Okay, go former will.
Uh huh.
Okay, yeah.
So former will hits this walland goes, you know what?
As as as hopefully some of us weall do, we when we go, uh it's
it's time to really like make achange, right?
For the for the for the better,whatever the case is, whether I
gotta move, whether I got abetter job, whether I just
internally look and say, I coulddo better.

(13:38):
Now that will turns into thedirector, right?
And and getting these peoplebuilt up.
What strategies strategies didyou use from that implementation
point to where you are now tosay, I'm better at teaching
leadership, I'm better atcoaching from being the guy who
probably needed to hear it themost to the guy who's raw,

(14:00):
rawing other people.

SPEAKER_01 (14:01):
Yeah.
Again, excellent question.
I think what so what it was wasfor me, um, when I found so I
there are a few resources that Ifound immediately, right?
Michael Hyatt and Company, uh,they are based out of Franklin,
Tennessee.
He had a podcast called Lead toWin.
I think it's changed now to uhthe double win, maybe, but still
a great podcast.
Check it out, it's it's awesome.
Um and he's right, he wrote abunch of books, and I and I dove

(14:24):
in there first, and then fromthere it was to Simon Sinek and
then to, you know, all theseother books.
I just listened to podcasts andread as much as I get my hands
on.
When I when I realized what Ihad been doing to people, right?
Because I think all of us, youknow, internally, we we we want
to build value into people,right?
We we know what's right, we knowwhat's not right.
But I was just having thisconversation with Matt Warren

(14:46):
just a couple of days ago.
We were he was asking me, hegoes, Hey, the we were talking
about my story.
He goes, Do you think that'snature or nurture?
Like, do you think that's justin you, or can you teach that to
someone?
And I say, You definitely canteach it to someone.
Um, because I had to learn.
But what I had to do was afterreading all these books and
seeing all these things, I hadto go, okay, I can no longer
trust my own intuition becausethe choices that I've been

(15:08):
making have been hurting people.
So when I when someone sayssomething and I'm getting I get
mad inside, I have to stop andgo, well, hang on.
Let me just let me just thinkthis through because this
emotion that I'm feeling, whatI'm doing, that's been hurting
people.
So let me let me think throughit again and go, okay, no, they
probably didn't mean thatpersonally against me.
You just have to stop trustingyour own intuition and and make

(15:28):
those changes inside.
So when that happened to me, Isaid, okay, there's got to be
other people out there uh goingthrough this same thing.
Um I did listen to your podcastwith Adam.
He was telling you a little bitof the story about how we got
connected.
How I wound up landing uh thisjob with them is we were having
a conversation.
So if you missed that episode,you should go back and listen to
all the episodes.

SPEAKER_00 (15:47):
You should always listen to all the episodes.

SPEAKER_01 (15:49):
Because they're great.
You should go back and listen toall these shows.
Um, but he was telling the storyabout I used to do commercials
for them, and I still docommercials for them and do
things like that.
But we were coming back from oneof our first commercial shoots,
and um, the videographer who wasshooting our commercial was on
the plane with us, and I'mtelling Adam this story that
I've been going through of like,oh yeah, but did I well, that
videographer worked with me atthe last job, and he was, I

(16:11):
mean, just by pure happenstance,we got put together and he's on
the plane.
I'm like, yeah, and you know, Isaid, I've I've been able to
forgive myself and you know,really move on.
And he said, on the plane, it'smy friend Brian, we're very
close now.
He looked at me and said, Well,I've not forgiven you.
And just straight up like that.
And and I said, Hey, thanks forsharing.
And so we start talking and westart working through our issues

(16:31):
on the plane.
Uh, and so, but but from there,Adam's like, Hey, tell me more
about you know this.
And I was like, Well, here's mypassion, and I feel like if I
can keep others from having togo through what I went through,
like and that's where he said,Hey, would you like to come on
and do some of this uh for ourteam?
And so I know I'm going see,Pete, here's a question.
I talk too much, right?
Here's so you just anytime justlook at me and be like, hey man,

(16:54):
give me a point.

SPEAKER_00 (16:55):
Listen, sometimes you know, I love to stick on
subject when it matters.
But the truth is the journey isalways more important than where
you've gotten to.
Yeah.
And some I want people to hearthat.
It's not just the rector ofcoming in and telling me, this
is how you be a great leader.
Oh, you just do this and you dothis.
But it matters to people whenthey're listening and they go,

(17:16):
Yeah, I do know that guy.
It was a pain in my butt.
Yeah.
And now he happened to besomebody somewhere that's doing
something better for himself,better for the company.
Yeah.
How do I get there?
Absolutely.
Absolutely.
And so, yeah, listen, thatmatters.
Those things matter to be ableto be able to look back and go
retrospectively, I I probablyscrewed the pooch on that.

SPEAKER_01 (17:36):
Yeah.
Well, let me say this andnothing, nothing against my
former employer.
They were awesome.
I still love them.
We're we're very close to thisday.
I mean, I mean, like I, youknow, most of my best friends
still work there.
Um, but they didn't do me anyfavors by not giving me the
direct feedback that I needed tochange.
And I think so many times wehold back feedback as, oh, this
is gonna be awkward or allwhatever.
It it took them giving mefeedback after I left.

(17:57):
If they felt that way, right,before I left, I wish they would
have told me when I was there,right?
To go, hey, you're toxic, you'rethis.
And maybe they did, and I justwasn't listening.
I was in a place that I couldn'thear it.
Um, but but the passion to dothis job came from I didn't want
anybody to have to go throughwhat I had to go through if they
were going through it, believingthat, hey, you know, you may
have a team member out thereright now that you're going, oh

(18:17):
man, they're so talented, but Ijust can't stand being around
them, or oh man, they have somuch potential.
Well, I would look at you andgo, man, you have the greatest
opportunity to turn that personinto their full potential,
right?
But it's it's difficult.
It's giving them real feedback,it's working with them, it's
coming in every day and focusingon them, not me, right?
Um, and you know, I heard I waslistening to a book recently and

(18:40):
they said, you know, a greatleader doesn't create followers,
a great leader creates otherleaders.
Um, and so that was where mypassion came from.
I said, hey, you know, if we cantake these people and if we can
help them open their eyes, if Ican continue to open my own eyes
through research and teaching.
And so, yeah, we cover a lot ofthat uh in the training, which
I'm sure we'll get to a littlebit later.

(19:00):
But yeah, that was it, man.
It was it and I'm and I I wouldlove to say that I don't
struggle with some of that stuffthat I used to.
I still do.
I I literally this week, right?
Literally this week that I'mthinking about things that I
went through.
Um, but if I can, if I can helpanyone else along in their
journey, uh that that's whatit's all about for me.

SPEAKER_00 (19:18):
Well, I I want people to understand that, you
know, when you see people onstage, when you see people
talking to you, when you seesomebody at the FRDA show and
they've got a great clipboardset and they've got they're
talking and the slides arehappening.
Guys, nobody's perfect.
No, not at all.
And and so they're up there,usually, and I'm gonna say this
usually because I don't covereverybody, but because something

(19:38):
has happened, circumstance intheir life that they've said,
you know what?
I can I can teach somebody notto make this mistake or how to
mitigate the issues from themistake that was made.
I want you to learn this, I wantyou to learn that.
But the idea is, guys, if youever really understand, the idea
is I'm gonna give you a bunch ofknowledge and I hope that some
of it sticks.
Yeah.
I hope that you take one, two,three, four, five little things

(19:59):
out of this and change your day.
Right.
Because I can say, if you ifanybody knows, you read a book,
I couldn't tell you what chapterwhat was chapter one.
I have no idea.
What was chapter seven?
I have no idea.
But you know what I took out ofit?
There were these five thingsthat I needed to get better at.
Yeah.
And those things stuck with me.
And it's great not only to havethat idea where listen, I might
not come away from this a changeperfect person, but if I can

(20:22):
hold on to that one goldennugget where somebody says to
me, I haven't forgiven you yet.
Yeah.
And you go, damn, everythingelse needs to stop right now.
What are we talking about?
Because you don't know.
And I love the idea.
We're gonna talk.
If you guys don't know, so RTOWorld 2025, we're in Omaha, and
the first thing I see is theF-word.

(20:44):
Now, listen, if you guys knowthe show, we don't say it here,
but we say a lot at home, andwe're like, oh my God, let me
let me hold off on that.
I won't, I wanted to find out.
So I love, I love the way itpulls you in.
I love the idea because sittingin there really made me go, you
know what?
I think that's a facet that Ihave not done right.

(21:06):
And I I and it it didn't get tome at a point like, gosh darn
it.
But I was like, you know what?
Out of all the things that I'vedone, out of all the times that
I've sat people down, I've satwith salespeople, drivers,
collectors, GMs, I've sat withother RMs, and you know what?
Out of, let's say it was ahundred, let's say it's 150, I
couldn't, I don't reallyremember one where somebody

(21:28):
said, Hey, why don't you tell mewhat you think?
Why don't you find out what theythink?
It's more like you're not doingthis right.
Let me show you how.
Right.
I didn't even talk to them yet.
Yeah I don't even know where Idon't even know where the
deficiency is yet to correct it.
I'm just going, you know what?
I'm gonna correct it becausethat's what I do.
Us leaders, we go in, we fixthings, and we you're not right,
and I'm gonna tweak you.

(21:48):
And it's like, whoa, whoa, whoa.
Wow.
But, anyways, let's get back toCleats and Clipboard.
Yeah, sorry, Cleats Clipboard.
So FRDA happens.
This comes out.
Where so your subject matter andwhere do you get it from?
What made you decide to go,okay, I'm gonna, I'm gonna write
something down for this.
And was this something that youput together for FRDA, or was

(22:09):
this something that RR had thatyou said, you know what, I want
to share this with FRDA?

SPEAKER_01 (22:13):
Yeah, I've got to give credit to Tracy Centron.
She uh came to me and and Tracy,uh, we work together every day.
And our relationship is usuallyTracy tells me what I'm gonna do
and then I do it.
Uh and so she walked into myoffice.
She walked into my office andshe was like, Hey, there's FRDA.
I told them that you could speakand you're gonna speak.
And I said, Oh, okay.
Uh, but Cleats of Clipboard, wehad written for, um, excuse me,

(22:35):
Cleats of Clipboard, we hadwritten for the leadership
training.
Um, and it was really the firstone.
And and of course there'snothing new under the sun,
right?
All of this information ispulled from books.
I uh there's a gentleman uh thatwe work with a lot named Joe
Peachy, and I asked him, we weretalking one time, I said, Hey,
we're talking about a speakingbusiness and stuff.
I was like, how do you, youknow, everyone's heard this
stuff already, and nothing'sreally your original idea

(22:56):
because you're just pulling fromdifferent things.
And he's like, Hey, you're aninformation broker.
You read the book and theydidn't, right?
And so you're here to translate.

SPEAKER_00 (23:03):
That's a great idea, right?

SPEAKER_01 (23:04):
That's a great way to put it.
Shout out to Joe.
I was like, Joe, this is genius.
Uh, but I'm like, hey, he'slike, hey, you read the book,
they didn't.
You're translating to them sothey don't have to read the
book.
So really Cleats the Clipboardwas a bunch of things put
together that just were that'sjust to say, hey, if you're a
high performer and you've beenpromoted to leadership, which
you've if you've ever beenpromoted to leadership, 99%
chance you are a high performer,and now you're in the role and

(23:26):
you just keep wanting to doingthe same things that got you
there, but you can't becauseit's a new job.
And Simon Sinek, you're nolonger responsible for the job.
You're responsible for thepeople who are responsible for
the job.
And it really is trying to uhteach a group of high
performers, hey, I know you wantto lace up the cleats.
There's people out there rightnow, they watch college football
every single weekend, juststarted back right right last

(23:46):
weekend, right?
And they're like, oh man, when Iwas out there, I used to could
No, you can't.
No, you can't, right?
You were great in your day andyou did awesome.
But the job of a coach is not tobe like, let me lace up the
cleats and get out there andshow you boys how to do it.
It's saying, hey, I'm gonna holdthe clipboard and I'm gonna call
the plays and I'm gonna get youto be the best version of you
that you can ever be, right?
It's my job to to guide you, youknow, create boundaries, uh, you

(24:10):
know, give you wisdom, give youexperience from what I've come
from to go, hey, I'm now gonnamake you the best you can
possibly be.
Um sounds like a Phil Jacksonstory.
Right.

SPEAKER_00 (24:21):
Right.
Like the guy plays, he's he'sall right.
And then he goes on to lead someof the best elite players in the
entire NBA to like success aftersuccess after success.
It's not a one time, it's not atwo time, it's not a three time.
We're talking about Pete's onePete, two Pete's, and then I
think uh Lakers, I don't know ifthey had a three-pete or that

(24:42):
they back to back, but it wasit's unbelievable to be able to
do that.
Yeah, that's that's an amazingthing.
I'm gonna tell you right now,though, just so you're aware.
Now on my resume, it's gonna sayinformation broker.

SPEAKER_01 (24:54):
That's it.
That's it.
You were now information broker.

SPEAKER_00 (24:56):
Adding that line.
What was the podcast?
I was an information broker.
Exactly.
I love that idea.
I love the way that sounds.
So we're going through the hallsof RTO world.
And I you listen, I had a lot ofthings going on.
Uh I so I worked some stuff withA Bro and I had some of the
Legends series going on.
I was going back and forth, andman, I like I'm literally going

(25:17):
on the paper and I'm like, the Fword.
How do I not go to that?
How do I not show up for that?
And man, did that open my eyes?
So I we we're definitely gonnacome back to that.
Yeah, yeah, yeah.
But I got pages.
I got pages to talk about.

SPEAKER_01 (25:32):
Well, I got time, so let's do it.

SPEAKER_00 (25:33):
So when you're when you're when you're doing this
this directional thing whereyou're you're starting to create
leaders even before the processhappens.
Let's say, like you said, youyou have somebody, you get them
ready before they're even there,and now you're now when they're
there, they're not going theoryin the headlights like, oh my
God, I didn't know this wasgoing on.
Right.
How did you select those people?

SPEAKER_01 (25:55):
Oh, so what's interesting is I um when we
first started this, they wereselected by their leadership,
right?
So we said, hey, this is aservice that we can provide.
So um, you know, we're afranchisor, of course, and we've
got franchises across thecountry.
Um, but for our corporatestores, we have corporate store
leadership in um Matt uh Kingand Kyle Parman.

(26:16):
And they select the people said,Hey, these are the people that
we have identified as aspotential leaders.
They would bring them to us.
And then, yeah, we we followedup every now and then, you know,
there's a couple students thatwe talk to still, they're
they're in their managerialroles now and they're doing a
great job.
And uh yeah, and and listen,what the the other thing we
realized, we brought people in,we put them through the program,
and guess what?

(26:36):
Like management's not foreverybody, right?
Like, that's the hardest thing,too, is to bring someone in and
go, hey, they may be a greatsalesperson and they may be
doing all this, but I'm justtelling you right now, we've
been through the content andthey don't get it, right?
You can put them in there, butat your own peril because
they're they're just gonnathey're gonna do what they've
always been doing.
And that's not to say that thatover time we couldn't get them

(26:57):
there, but when we would takethem through the course, we
would just go, yeah, I I don't,I don't think this person really
gets it.

SPEAKER_00 (27:02):
Well, you you gotta you gotta remember there's
always the other side of theseesaw.
Yeah, absolutely.
Things are not always great.
Sometimes you're like, hey man,I've got this person.
I think they can make it.
They are they are just one typeof person that I think is gonna
make it.
And then afterwards you realizeeither they're not ready yet,
right, or they don't want to bein the position that you want to
put them in.

SPEAKER_01 (27:21):
Pete, I couldn't have said literally with with
management, leadership,anything.
People have certain seats on thebus that they that they belong
in, and then they don't.
And that's not to say that, oh,you're not a manager, so you're
less of a person.
Not at all, right?
It's just your skill set andyour ability.
There are some people that we doa disservice to by going, you're

(27:41):
the best salesperson, so nowyou're gonna lead people.
Maybe they just wanted tocontinue to be the best
salesperson, right?
Maybe they wanted, if they madethe jump to leadership because
of money, it's like, oh man,that's that's not the right
move.
That's not a good motivator.
That's not a great motivator,right?
Maybe let's increase theircommissions and just have them
continue to sell and be the bestsalesperson they can be because
they will be happier becauseevery day in organizations

(28:03):
across the country, we putpeople in positions that we
think they want or we thinkthey'd be good at, and they're
going to work every daymiserable because they're like,
I just, I just really want tosell tires, right?
I didn't really want to managepeople, but I got put here and I
felt like it was the right thingto say and do, and it furthers
my career.
And yeah, it's just being honestwith yourself and going, hey,
maybe that's not the rightperson for this role, and that's

(28:24):
okay.

SPEAKER_00 (28:24):
Well, sometimes I think what we need to do is tell
people it's okay to not wantthat.
Yeah.
Whether it be not right now, butyou want it in the future, or
you don't want it at all.
It's okay.
And you know what?
It's okay to tell me that too.
Yes.
Because what I don't want to dois in my mind, I'm gonna put you
through how many ever days, howmany ever weeks, how many ever
months, I'm gonna get you ready.

(28:45):
And then I in my mind, I'm gonnathink I got somebody who's on a
bench ready to go, right?
And you're dreading everymoment, and then come the moment
you fumble.
And not because it's lack oftraining, not because it's like
something that you can't do.
It's just something that doesn'tresonate with what you are
inside.
And it's like, it's okay.

SPEAKER_01 (29:04):
I mean, think about this.
Think about I'm sure there's ifyou're listening to this right
now, you may have done this, andif you've done it, you you've
joined a league of people acrossthe nation and the world that
have done this.
You had a person, they werefantastic at the job they did.
You promoted them intoleadership, they suffered and
couldn't do it.
We let them go.
Right.
And and you've taken someone whowas thriving and flourishing,
put them in a role that they didnot flourish in, and we let them

(29:26):
go.
And we go, oh man, they reallyfell off.
Or we didn't listen to them, askthem questions, treat them like
people, like we were talkingabout earlier.
Hey, listen, I didn't even askthem questions.
We didn't go, hey, do you likethis?
And you can be honest with me,and I'll give you your sales job
back, right?
And we'll find someone else todo it.
And that's no shame on go backand keep killing it, right?
Go back and kill it.
Go back and do what you do sowell.
But we put people in positionsand we go, no, this is for you.

(29:48):
And they're telling you, hey, Idon't think this is for me, but
we just keep pushing them,pushing them, pushing them till
we go, oh man, they really letus down and we had to let them
go.
Did they?
Or did we let them down, right?
By not listening to them andputting them in the place that
they're going to be able to do.

SPEAKER_00 (30:02):
That internal retrospect is hard.

SPEAKER_01 (30:03):
It's hard.

SPEAKER_00 (30:04):
And listen, and and and most of the times what what
a lot of people don't understandis I've always said if you're
going to invest, the firstinvestment you need to make is
in yourself.
The first investment that youneed to understand is yourself.
You got to walk into the mirrorand go, whether it's what I can
see internally or whethersomebody can come and help me or
whether there's a group ofpeople that can come and tell
me.
I hate that I hate to say thatthere might be a group of people

(30:25):
that can go, look, this isreally what you need.
But the truth is you don't learnwhat you need or where you need
to grow just by yourself.
Can you try?
You could try, but I don't thinkit's going to matter as much
from hearing other people andgoing, this is this is where
your burn points are, this iswhere your hard parts are.
And then investing in the I'vegot to learn to read.

(30:46):
I've got to learn to retrospect.
I've got to learn to listen andthe probably and I don't want to
say any one is more importantthan the other one.
I've got to learn to implementall these darn things that I've
been listening to and hearingand people have been telling me
I need to do and actually do it.
Yes.

SPEAKER_01 (31:04):
And and you can and if you're sitting here listening
going well I don't enjoypodcasts or I don't enjoy
reading I didn't do any of thatstuff.
It literally was one randomperson who saw me struggling.
I didn't want to listen to them.
I'm like I'm fine right but theywere like hey I think you need
to listen to this podcast and Ijust begrudgingly listen to it.
And then I said oh okay that'snot so bad.
And listen to another and listento another one I wasn't a
reader.

(31:24):
I I would buy all these booksand I looked impressive because
you come in my house and there'sall these books but I wasn't
reading them right and then I'mlike well let me just read one.
Oh let me read another let meread another like you will get
there even if it's a a smallstep at a time you will learn to
go oh you you will see thechange that is happening in your
life people will call it out onyou and go, hey, there's
something different about you.

(31:44):
It's like when we lose weightright and and you're sitting
across the table something goeshey man have you lost some
weight and you just feel sogood.
You're like oh I mean and evenif you're not trying to you're
like I guess the shirt fits megreat today right well you know
you're in the mirror every daygoing I I I didn't lose it.

SPEAKER_00 (31:57):
It was a pound last week and a pound before but then
when somebody says it you'relike yes oh my God it's working
it's working.
I don't want that cake.

SPEAKER_01 (32:03):
That's that same thing will happen with
leadership if you will just takethe time right to sit and learn
it.
Yeah.
I mean it it again I I I onlyknow it because it happened to
me and it still happens to meall the time.
I'm still working on myselfevery single day.

SPEAKER_00 (32:16):
Well you know I gotta say well it it's very
comforting to have somebody beable to articulate their points
the way you do uh it's verycomforting to have somebody
speak the way you do and I'veI've I've I've heard it twice so
I'm I'm I'm I like it but I gotto say you know one of the
biggest fears that humans haveis standing in front of other

(32:37):
human beings and literally bethe only one speaking because
judgment is real.
Right.
How did you get there?
How did you be able to overcomeand I'm not saying maybe you
didn't have to overcome it but Iknow I know I did but like to be
able to get to that point to saynot only am I going to teach you
something that matters to me,I'm going to teach you
clipboard, I'm going to teachyou the F-word, I'm going to do
it in a very good way where I'mnot fumbling on the mic and I'm

(32:59):
not like uh uh uh every five Igotta hate that not and not not
that the person doing it isterrible but it's like it does
take away from the thoughtprocess yeah and it kind of does
stop people in their thoughtprocess oh okay I'm I'm
following you but you keepstopping and when you have that
gift to be able to just oratewhat you have to say and get it
out and not be so mindful of I'min front of a room full of

(33:22):
people it's more like let meteach you something in a calm
manner that you're gonnaunderstand.
Well how did you get there, man?
Because let me tell you my roadwas long and terrible it was
hard.

SPEAKER_01 (33:32):
It was a rough road I got a question for you before
we start.
Have you ever watched Hot Ones,right?
The the piles when people sitacross from Sean Evans and go,
man, you're so good at this Iwant to tell you the same thing.
Like you asked the you asked thebest questions like you're so
good.
You're so good.
Yeah no you know this but ityou're so good.
Okay so yeah I grew up believeit or not uh if you if you know
me personally and I've probablytold you the story but uh man I

(33:53):
grew up a very very shy kid likenerd in the classroom uh made
fun of went to a small privateschool in Alabama when I was
growing up and just got made funof terribly um transferred to a
public school when I was in theeighth grade got involved in
drama class and different thingslike that.
So how I learned to get in frontof people is through drama
class, through uh church Ilearned to play the guitar and I

(34:16):
started leading worship in mychurch.
Man, I always had something tohide behind, right?
It was like, oh hide behind aguitar or singing or hide behind
a character that I'm acting umand then you do that long enough
and you realize someone told meI gotta I gotta say my
grandmother was the one who toldme this and and it changed my
life.
She said hey if people arelaughing with you they can't

(34:39):
laugh at you.
And so what I learned is likehey if I were made fun of or if
somebody was like oh man likewhat are you doing up there you
look an idiot.
I I would just laugh with themand be like yeah I I do look
like an idiot right and and thatlaunched into a career of I I
worked for a long time makingkids content and being silly and
stupid and and you always findthat but the the the the thing
about speaking to people it wasdifferent because at first I was

(35:01):
nerve wracking because I'm likeokay well I I'm share I know I'm
passionate about thisinformation because listen when
you're when you're playing musicyou hide behind a guitar when
you're acting you can hidebehind a character.
When you're I mean fill in theblank whatever it is you can
hide behind but when you arespeaking to people and you're
like hey I have something to sayhere right or I'm leading a
podcast and I'm gonna createconversation man for me how I

(35:24):
get over those those jitters andit's not that they're not there
because they are I think aboutthe audience and I go okay um
I'm gonna go to RTO world.
I want to respect these people'stime so much.
If they're gonna come in hereand they're gonna sit down and
they're gonna listen when Istand up my first thought is not
how look how cool I can looklook how whatever I have three

(35:44):
core values in my lifesimplicity, authenticity and
fun.
I want to make leadership inanything I do I I like simple,
straightforward I don't likecomplex.
I don't like I like a straightline from point A to B.
Authenticity it is literally thething and listen I'm not great
at it I've I've I I I falter allthe time but if I can be as real
as I can be to someone I'm gonnatalk about my flaws.

(36:05):
I'm gonna talk about the thingsthat I struggle with.
I'm not gonna hide behind thisfacade of like I've got
everything all together and thenfun.
Like I like people to laughright I've always I I love
comedies I love whatever I Igoof off with my friends all the
time.
And so I take those three thingsand I go hey if you can come in
it you're you're gonna take yourtime people are taking time to
listen to us right now.
You took your time to invite meonto this podcast and I go hey I

(36:28):
want to show up today and I Iwant to be simple and clear in
what I say.
I want to be incrediblyauthentic and be real and not
try to you know put on some kindof show.
And then I just want to havesome fun.
I want to laugh and and and beso so you came and you sat on
like literally the front rowwhich I love because having a
familiar face there and but whenI'm looking around the room I I
try to call out people's names Itry to say hey listen like let's

(36:51):
let's take Johnny over here orlet's take let's take Ralph you
know or because I want it to bea conversation.
I don't want to talk at youright I want to talk with you.
Oh God yes um yeah because thatthere's a huge difference when
someone's just drooling on andon and on and on and on and on
and on um and you go no let'sjust stop for a second.
I had a pastor years ago workingin the church and uh I I used to

(37:15):
I worked with him in kids'ministry his name is Mike Moore
there's a church here in Tampacalled Grace Family Church they
do a lot of great work and umbest boss I ever had.
We do the cleats to clipboardwho's the best leader you ever
had I always say Mike Moore bestleader I ever had.
And uh he taught me one time Iwas speaking to kids and as you
can tell now I talk fast andwhatever.

SPEAKER_00 (37:31):
He's like hey man you did great I need I got to
give you some some advice I saidokay he goes let it breathe so
yes probably one of the biggestthings I've heard if you guys
don't understand what he'ssaying he's gonna I'm sure
you're gonna tell but yes yeahlet it breathe I've had a couple
of speeching coaches go listenman I I I I love what you're
saying but you just stuck anhour and a half and about 45

(37:53):
minutes.

SPEAKER_01 (37:54):
Yeah and I was like I was like I was afraid I didn't
have enough content no no no wayopposite people can't handle
that much right you've got about25 minutes people are checking
out that's why churches are thatway for so many years right you
you I mean come on man you don'thave to be a religious person
but if you're sitting in achurch or a thing you start
looking at your watch you'relike okay you've lost people
right but when you okay there'sa there's a line that we use
when we talk about um uh uhleadership it's one of the

(38:17):
modules I should I'm embarrassedI should remember which one it
is um but there's a there's astatement there that's a tough
one right that we look at peopleand go hey there are no bad
teams there are only bad leadersso if you've been sitting in
this module listening to itgoing oh man my team's terrible
uh uh there's not bad teamsthere's only bad leaders I had
just read a book Extremeownership that's where it comes

(38:37):
from that's where it comes fromI I'm telling you when you were
saying that I'm I'm listening tomyself go that's you dude it it
you have to be that person andgo you know what it's not you
guys you guys came out here youdecided to be here you put all
your faith in me and something Idid was probably not right if I

(38:58):
didn't teach you right if Ididn't hold you accountable if I
didn't get your feedback Ididn't do it right I've got the
book amazed I have given away somany copies of that book go buy
it right now like it's fantasticJocko we love you I don't expect
you to endorse the show but Ilove it it was really good but
it was a great book it'sfantastic and and exactly that's
where it comes from there are nobad teams there's only bad

(39:20):
leaders but you can't say heythere's no bad teams only bad
leaders and let me tell youabout you have to go hey there
are no bad teams there are onlybad leaders and let it and let
people process that for a secondand go ugh right like that's me
so yeah your question was howyou get over the heebie jeebies
man for me it was just when Iwalk into a room I want to value

(39:43):
your time I I want to be simpleauthentic and fun and I want to
have a conversation with you andthat's it.
And at the end of the day ifsomeone's like man you were
terrible I go okay tell me moreabout that right like tell me
more what what uh what could Ihave done better for you because
we're all a work in progress andwe're not everybody's cup of tea
right um and you gotta be okaywith that.

SPEAKER_00 (40:01):
Yes yeah yeah yes you have to understand that
you're not gonna fit every lockwith your key it just doesn't
work that way you know smallstory I terrified I do a podcast
terrified my partner and I a fewyears ago there was a show that

(40:23):
we were gonna be a part of okayso it was an RTO world they said
hey put in your put in your whatare you gonna talk about or or a
subject that you want to talkabout we put in for it we did
not get selected it was okay wewere like this is our first time
no big deal yeah it's all rightwe started talking so then
Gentro calls the Friday beforethe Monday of the show and she
says hey guys how you doing heywe're doing great hey listen

(40:46):
somebody caught COVID now backthen when you caught COVID it
was like oh my God it was likeyou're gone you're gone for two
weeks you're not getting fromright so it was like okay and
she's like hey do you still wantto you know go on very cool I
believe in certain circumstancesputting you on your ear I
believe in pivot points Ibelieve God reaches out and says
you know what I think it's yourtime now I'm gonna give you the

(41:08):
opportunity what you do with itis on you but I'm gonna give you
this opportunity.
Yes and so this door opens andso we're looking at each other
like are we ready for this?
The answer was absolutely no wehad nothing ready no slides no
nothing so we go through the thethe weekend and we're really
generally trying to get thisdone at helped us out you know

(41:30):
she said hey bro she helped usout we we we really kind of ran
the corner with this thing likefull speed so we're we're coming
out this like I think we got it.
I think we got we really didn'teven have much time to go over
it like we're in the hotel roomgoing okay you your part and
then I'll go and you go soanyways we did this and uh it
was it was right after DanFisher and his guy did like a

(41:50):
two million dollar they're likewe have this two million dollar
store and I'm like who's gonnawant to stay for us after this
guy like he killed it.
Right and they got slides andthey got people in there and the
room was absolutely just huge.
It was huge more people thanI've I like it took me a while
to get that back to that manypeople again.
But I was like okay so I cameout of that and I'm like I think
I'm more terrified than I wasbefore.

(42:11):
So then later on Amber Leedecided that you know hey as a
company we should do commercialsand again I was like no not
gonna happen.
And so my partner's like youknow what I'll do it and I was
like there's no way you're gonnabeat me there's no like it was
just that's the way we were andthat's why the the the podcast

(42:32):
worked right so we started doingit and he was for for the way it
worked out there was always aLaurel Hardy right there's
always a Batman and Robin alwaysand the way it just worked out
was he was always the moreserious figure.
It just that's just kind of theway it worked.
And so one day I was talking toa a dear friend of mine Steven

(42:52):
Stow and you know he's he's biginto mentorship.
He's he's he he's a God fearingman.
I love him to death and one dayI called him up and I said
listen man I I I don't knowwhere I stand on this because
I'm always in fear of being infront of people and now I'm
playing the Joker okay I I and II'm not sure how that's working

(43:15):
for me and I I'm I'm justconfused about it.
And listen I was so distraught Icalled him while I was shopping
in public and I and we're goingdown the aisles talking together
and I'm you know some of thebest conversations happen while
you're shopping my hands areflying and everything and people
probably think I'm going crazy.
But you know it happened and hesaid something to me that
completely changed the way Ilooked at everything.

(43:38):
And he said you do realize thatit's not that you're better than
him or he's better than you.
You realize that people watchbecause it's funny it's harder
to be the comedian than the guywho just walks in and says the
straight line.
Oh yeah it's he's like you haveto have timing you have to know
what's funny and he goes halfthe time you say crap that we

(43:58):
don't even put on the on youknow you you get a a list of
words to say right there's ascript he's like sometimes you
go off script because you feelthat character would do A, B, or
C.
And we leave it in there becauseit's natural it's like do you
know how hard that is no rightand he was like listen I I think
I think you have a skill thatyou don't know you have and so

(44:21):
you gotta understand what you'vebeen doing is a gift that you
have that you didn't even knowthat you had right and so after
talking and discussing I waslike you know what I needed
somebody to tell me that.
Yeah.
And he's he's one of my dearfriends he will tell me when I'm
messing up or here he's straightup like you're an idiot don't do
that again.
You got to have those peopleyeah and so after that not that

(44:44):
I'm great at public speaking butI did do it and I was like you
know what I'm way better at itthan I was before and I will
tackle this until I feelcompletely you know like Will
Jackson who can do it and drophim a dive and make him look
good.
But I was I was like I I Ididn't know that.
That feedback meant so much tome.
And I think that's one of thethings that resonated when you
when I was sitting in your letsI'm listening to it's like I

(45:05):
needed this.
I needed somebody to tell methat I needed that and and I can
I can actually as he's saying itI'm putting the words from his
mouth to my ear as you'respeaking and I was like you know
what I needed that I reallyneeded to hear that.
So also on the other side ofthat besides being able to stand
up in front of do a great job infront of everybody you have an
amazing voice.

SPEAKER_01 (45:24):
Oh thanks you work on that is that natural okay
crazy crazy quick story uh no sogrowing up I and even look going
back and listening to myself uhyou know old videos or whatever
when I was a kid so I grew up inAlabama and um I you can still
catch the southern accent youknow on certain words right uh
but man I so okay okay this is acrazy story so I was living in

(45:46):
Alabama moved to Florida leftFlorida went back to Alabama and
my dad I had no job and my dad'slike well you can work for me
well working for my dad uh thatthat was he I was like shoveling
rocks in the driveway day one mydad's an outdoorsman he has a
forestry company so it's justall outdoors work and I turned
on the radio and uh a guy I wentto high school with was on our
local radio station and he he'sdoing his DJ thing in the

(46:06):
morning I was like oh that'scool uh small town Alabama the
way it works I saw him at afootball game Friday night and I
said hey man heard you on theradio that's awesome if you ever
need a co-host let me know ha haha I never did a radio in my
entire life never never thoughtabout doing it and he was like
oh man you should come by thestation I'll give you a tour I
said okay Monday morning uh Iyou know uh not shoveling rock
for my dad I go Monday morninguh and and I show up he's like

(46:29):
hey I I kind of lied to you andI said what what he goes I'm
moving to Tuscaloosa I needsomebody to take my place I
think you'd be great this is ajob interview my boss is in
there waiting for you and I whatwow so I go do the job interview
he gives me the job um and I'mthe only DJ uh in our small town
radio station I do a morningshow uh five to nine that was
the first time that I actuallystarted listening back to my

(46:50):
voice on tape hearing how itsounded um and then I left there
and moved to back to Tampa and Iwas on uh QIK here in town for a
little bit 995 nothing uhnothing no big show just weekend
and night stuff but man uhthere's two gentlemen who sadly
they're they're both passed onbut uh Dave McKay and Randy
Price I used to be Randy andDave uh they really were I

(47:12):
called them my my radio Yodasthey brought me in and uh I used
to go to the morning show sitwith them Cletus T.
Judd was a guy here in town fora while I'd worked with him for
a while and they were all justso giving and like hey man you
can do this you can do that.
And it just kind of I don't knowlike I mean I can't say I ever
worked on it but maybe listeningto people long enough in that in
that industry just going okaywell maybe say things like that
or maybe do this and so um yeahbut I appreciate that.

SPEAKER_00 (47:36):
Have you ever done this?
This is something that I do Idon't know if everybody knows
this I'm gonna tell you this I'mgonna I'm gonna confess to Will
Jackson bring it on I actuallystarted modeling the way I talk
after a radio host and sometimesI gotta say like sometimes I'll
find myself not only listeningto the content of the podcaster
I'm listening to thepresentation.

(47:56):
For sure how it comes out whatthey're saying how they're
resonating how their powerpoints how they're coming
through and saying this onepoint.
And sometimes they'll say thatpoint again let me say that
again this is what you need todo.
This is what you need to focuson.
If you get anything out of thisstop and listen to this and I

(48:17):
was like I I got I I don't havea class to take so I'm really
learning from these guys fromthe people on the radio the
people on podcasting and andjust going wow yeah you know
there they there I I actuallyjust to put it out there I
actually enrolled in masterclassoh yeah because I because I'm
gonna start watching video.
Did you really?

SPEAKER_01 (48:36):
Oh yeah dude I love master class I'm like I'm gonna
I'm somebody's gonna show mesomething oh yeah uh and I've
been under this huge learningcurve for like the last two
years dude but but that goesback to what we've been talking
about right like you took theinitiative to say hey I want to
get better at something ifyou've ever seen somebody on
stage and listen anybody who'slike yeah man I was just born
with it natural talent I justjumped up on the stage or I just
started a podcast and then fromthere it just took off no

(48:58):
they're lying to you rightthey're just lying to you.
They're not being authentic andsaying it's been a lot of work
it's been a lot of even thingsthey wouldn't think to call work
right like masterclass I'm sureis fun for you.
You're watching it you listen tothe thing you're you're learning
but that's work.
It's just because you love it.
And listen again I've heard yourshow and and we said it earlier
my dad used to tell me the samething.
Once you find something that youlove you'll never work a day in

(49:19):
your life right and so if you'reout there and you're like oh man
I'd love to do a podcast oh manI'd love to get up and have a
public speaking or do this likejust know that there's just you
just need to become a student ofeveryone you come across.
I mean I'm watching you today wetalked about it before we
started the show I told you I'mlike hey man please let's go to
lunch I'd love to pick yourbrain because you've made a
successful podcast and that'snot easy right and uh and yeah

(49:42):
you be a student of everyone westay in the leadership training
Epictetus Stoic philosophy Iwon't get started we don't have
enough time Ryan Holiday DailyStoic look it up it's been a
life changer for me first book Iever read when I went on this
journey for me was Ego is theenemy um Ryan Holiday again
don't know how much we can shoutout authors and stuff on your
podcast but great stuff.

SPEAKER_00 (50:01):
Well listen if you guys are listening we do read
your books.
Yeah yeah I mean one of my lastbooks uh before this one and uh
I you know I just finishedExtreme ownership and I actually
picked up the dichotomy ofleadership by the Okay haven't
read that one yet so I actuallystarted with Simon Sinek Leaders
Eat Last and uh you know startwith your wife so good and man

(50:23):
those eye opening it was it waslike the fog started like kind
of separating a little bit andit was like I can make the
shapes out now I can see alittle bit clearly and as the
book started coming in and asthe communications started
getting better it was like I seesomething a direction where I
want to go and you know I Istand I tell my guys all the

(50:44):
time listen we're standing on amap where you want to go is up
to you.

SPEAKER_01 (50:47):
Yeah you tell me where you want to go you want to
go north south east west youwant to go to the beach you want
to you want to go to Vegas youwant to do this just tell me
where you want to go becausethat's how we get that you don't
start driving and hoping thatyou're gonna go there you're
gonna go I need to go here andthen you start driving 100% you
will drift otherwise and here'swhat to to even bring it back to
our industry and what we do rentto own here's here's what we
teach a lot of people who comein and who've never done rent to

(51:09):
own we have a lot of franchiseswho they they you know they buy
into R and R but they've neverknown rent to own so we teach
them like hey you know thisbusiness really is all about
relationship and and if you'resitting here listening to this
and you're an RTO for you evenif you're a salesperson right if
you're like hey I don't want toleader I'm a salesperson pick up
some of these books and readthem because our business is
people right it's people evenmore so than I would say someone

(51:32):
who does retail right becausesomeone's gonna come in you know
we tell our people hey someone'sgonna come in and buy tires from
you know tire shop B down thestreet right and they're not
gonna see them again for anothertwo years.
But you know rent to own we haveregulars we have people that we
talk to all the time it's almostlike a restaurant it's almost
like the hospitality industry togo, you need to know people
because you're serving themevery single day.
So when you like the things weteach in our classes if you can

(51:54):
get rid of your ego if you canlearn to take feedback if you
can you know if you can beauthentic with people if you can
you know create great boundariesfor your team all these things
they're not just designed forleaders it's they're designed
for anybody.
So if you're out there going Idon't want to read that stuff
because I'm not leadership I'mjust going do my job every day
if you're in rent to own you canabsolutely benefit from learning

(52:16):
people better and uh pour intoyourself like you've been saying
you know again to to quote othershows of yours it's it's and
even today is is hey you are thebiggest asset that you can work
on.
Right.
And so take time and and do thatkind of stuff.
And the epictetus quote is youcan't learn that which you think
you already know and oh God yesyou can't learn that which you
think you already know so ifyou're like man I've been in

(52:37):
this industry 40 years, 50years, man, be careful because
the moment you get to a placewhere you go I've learned it all
that's a downfall.
Yeah man so people are going topass you right because those
people who are hungry and whocan learn from anybody they're
gonna continue to do that andyou're gonna be left in the dust
and going oh what happened wellyou you stopped learning you
stopped growing well you createyou you've done a great job in
creating this persona the thethe guy who is has the ability

(53:01):
to teach leaders you come from aplace where you had to be
humbled you're here now.

SPEAKER_00 (53:08):
How does that translate to the R and R social
media?
Because you're the face of thatas well listen I said it before
I'll say I got a face for radioyou have the ability not only to
have the voice but you have theyou have the ability to command
what's going on on video and youdo that very well especially
what's going on with socialmedia because in rent own we
need it and to be able to dothat is and I've got to say it

(53:32):
is different than standing infront of a group of your peers
and saying this is how you doleadership this is how you do
this how you do that or readinga book.
Social media is its own beastand yet you've managed to do
that very well.

SPEAKER_01 (53:42):
Yeah thanks so so how did that transition happen
like you see like somebody saidhey man uh we need to be able to
do social media better willJackson's gonna do it well I I
gotta give credit to Adam forthat one he's the one who said
hey you know we should bringthis guy in and Michelle Ross
she's uh she's our uh I I'vemessed up people's titles at R
and R all the time I want to saynational content coordinator
director sorry Michelle you knowI you know I know what you do um

(54:05):
but but but she is so great atmaking it so easy her and Brian
uh they come together they writeall the scripts they do all the
stuff if I had to say anythingman if you're out there and you
how how do I connect betterpeople on social media just be
authentic people can see rightthrough you there uh another
quote from our leadership classis to say the less transparent

(54:26):
you are the more people can seeright through you um wow that's
a good quote yeah because it andthanks and it because for me I I
think when you're when you'redisingenuine right whether it's
on film, in person, man, people,it's like blood in the water.
People sniff that outimmediately and they go, I don't
trust that person.
Yes.
Right?
So when you when I'm on camera,uh I just try my best to go,

(54:47):
hey, what would I want to watch?
Who would I connect with?
What would I want this person tosay when we're giving away a car
to single moms, dude, I'm justas excited for that single I'm
not gonna lie to you because Ido research on everybody that
comes on the show and that's thelast one I saw.
Yeah man it's like I'm just asexcited when when we're when
we're awarding people any prizethat we've given them I think to
myself how would I feel I don'twant to be like hey and

(55:08):
congratulations here's your car.
It's like no dude here's yourcar like you one of three car.
And it really is about justsaying hey I just want to be
real.
I I don't want people I don'twant you to turn the camera off
today on this show and then meand you be like hey man so that
all that stuff I said which isyou know BS and and I'm just you
know no I'm keys yeah see youlater right I I I want to be the

(55:30):
same person I am when the lightis on and when the light is off
and when and and when when youdo that people just feel it
whether you're giving away a caror you're teaching leadership
right people can go yeah I trustthat person okay listen gonna
nerd out for just a second I'mI'm an old soul uh I love Johnny
Carson I have so many JohnnyCarson DVDs and the Tonight show

(55:52):
I just love that era and JohnnyCarson wasn't anything special
but it's just when you when youread interviews I've read so
many biographies of his uh hegoes hey people just felt like
they knew him he they he was intheir home every single night
and if you go watch him againdoing research watching people
learning from them Johnny Carsonwas just this guy he was just he
he he he did a show he was oneof the most popular people on
the planet for his time but hewas just very humble right he

(56:15):
was just very I mean not in hispersonal life but when on TV he
was just he was very hey youknow I'm here I'm I'm just here
to be my authentic self and uhyeah man you just you you learn
from that and you grow from fromfrom learning from people like
that and just be yourself.
That's it.

SPEAKER_00 (56:29):
Yeah well the way I the way I was looking at it is
because Arnor is doing things inmy opinion.
And I'm not saying that othersaren't doing it.
I just see that every time thatyou guys see a need, there's an
address.
Okay let's address that.
Let's fix that.
And it's not and I'm not sayingthat there's anything wrong with
the old school or methods thathave happened before but I do

(56:51):
see the need to upgrade a littlebit make it a little bit newer
because we have a lot ofgenerations here that have
access to things that we justdidn't have at a certain time in
our life listen I learneddifferently than my daughter I
guarantee you that she cannavigate a tablet way better
than I can she's five.
So it's one of those things likeyou know I know that I know that
it's different.
I know that it's not the samewhen you and the team of RR said

(57:16):
we need this leadership we needto be able to have somebody who
can show this it was in aresponse I would imagine to
somebody either saying we hadthis one occurrence or we've had
a few occurrences we've got toaddress this I would imagine
that it's gotten better.
How do you feel about the stateof RTO right now?
Is this something that we needto do overall is this something
that I should tell every singleyou know owner hey man you

(57:39):
probably should have orimplement or do something into
the effect and not that I'msaying that they should do that
but in conversation hey ifyou're having this problem this
is probably an avenue to go downis it do you feel like rent own
can use that right now?

SPEAKER_01 (57:50):
Absolutely I I I think I think everyone can use
it but I think rent to own forsure and we're specifically
talking about the leadershiptraining stuff right yeah okay
so 100% I think every industryneeds it.
I think our industry because ofthe relational uh aspect of our
industry it can only help usright and and if you're out
there and you're going oh I'vegot these people who they're

(58:11):
fantastic salespeople they'refantastic account specialists
they do all this stuff but whenit comes to people I mean you
know we tell people if you havea store and you're looking at
the store and there's a bunch ofturnover right well the the
first person I'm looking at isthe leader.
You know people don't leave aposition they leave a person.
And so with leadership trainingyou can reduce turnover.
We've seen it increase sales umI know you've had Adam on and he

(58:33):
talked about DX3 and creating agreat culture.
That's what it is right we youhave to create a great culture
within your organization.
People have to be happy becauselisten there's no way that if
you're a leader whether you're aCEO whether you're a regional
manager whether you're a managerthere is no way that you can
touch every single customerthere's no way that you can

(58:54):
touch every single person thatcomes into your store that's
going to be your team and ifthat team is burned out if that
team is unhappy if that teamfeels unheard a list of things
there your customers are goingto feel that right your
customers going to feel thatdisgruntled that disengaged team
member and so I would say heckyeah right there there

(59:14):
leadership training will neverever hurt your organization.
It can only help yourorganization and if there's any
way that we can help anybodyelse out there to go hey here's
what we've done this is not ahey this is ours not yours these
are principles that we havetaken from books that we have
taken from conversations there'sthings that me and you will talk
about today you know I alwayslove when we do one of these
things I'll tell people you knowwe we've um we the the the cool

(59:37):
thing we got to do is we got totake this all around the country
with our franchisees um and andshout out to Mr Ryan Schrader he
you know you talk about notbeing ready and being scared we
had done this for our MITs butRyan just you know knocked on my
door one day and he's like hey Ilike this leadership training
thing we should take it on theroad and I said oh okay he's
like we got our nationalconference I'd like to announce
it and let's take it to Virginiaand I said okay hey No idea what

(01:00:00):
we were doing.
R and R, Virginia was the roses.
They were kind enough to go,like, yeah, come do it.
And supportive of us, notknowing what it was, what it was
going to be.
Um, and Jonathan and Ron, I tellthem all the time, thank you,
thank you, thank you for havingus in.
And Ron Russell, they just didsuch a such a uh solid to us of
having us out there.
But yeah, man, we we're inclasses and people will say

(01:00:21):
stuff and I'll be like, oh, andI'll tell them, like, hey, just
so you know, I'm stealing thatfor our for our next talk, and
I'm I'll put your name under it,like hey, blah, blah, blah,
Lily, right?
Like she said that.
Uh, because we just learn fromeach other.
And so to get back to the point,I would say, if you're out there
and you're thinking, should I dothis?
Could I do this?
Yeah, you should.
And I'll help you any way I canbecause we can only get better
as an industry.
We're all in this together.

(01:00:42):
When one of us wins, everyonewins, right?
And when one of us lose,everyone loses.
If somebody comes in and to adifferent, you know, RTO store
that's not R and R and they havea bad experience with rent to
own, well, then they're gonnacall their cousin and be like,
dude, don't do rent to own.
That was a terrible experience.
So when when when you win, wewin, right?
And when we lose, you lose.
It's you know, it's like we weneed to be in this together.

(01:01:04):
Um, so yeah, I I would encourageanyone to do leadership
training.
It can only help you.
There's absolutely no way it canhurt you.

SPEAKER_00 (01:01:10):
You know what's funny?
Uh, and I said this to them,they did not listen to me.
I'll tell you guys right now.
So I'm walking through in Omaha,I'm walking through the bridge
to the conference center, youknow, because you had to go over
and then go down.
And as I'm coming up the hotelside, going over the bridge, I
happen to actually walk with Ronand his brother.
And I said, you know, guys, justso you guys know, there's a lot

(01:01:32):
of people that mention yournames as I go on.
I talk to a lot of people, andum they were like, they both
both of them, both, nah, that'snot true.
So humble.
Listen, guys, they they talkabout the roses, they they
really do.
Yeah, so if you're listening, Iwant you to understand.
Will said it and I say it.
You guys are important to what'sgoing on.
Everybody's important to what'sgoing on, and I'm so worried

(01:01:54):
about the future uh of rent toown and the development part and
what happens.
But listen, I want to play alittle game with you.
Please.
I'm gonna do some rapid firereal quick.
Let's do it.
Come on.
Okay, so biggest leadershipmistake you've made and learn
from.

SPEAKER_01 (01:02:07):
Okay.
Uh okay, gotta pick one realquick.
I would say biggest leadershipmistake I've learned from is uh
this is gonna sound so simple,but I'm just gonna say it.
Uh, man, question yourselffirst.
I always used to assume I wasright, right?
I like I'm right, you know,dude.
I okay, embarrassing story.
I worked at a church and Iliterally was almost in a fist

(01:02:28):
fight with somebody over alighting package for a kid
service, right?
And you just you let yourtempers fly, you get, you know,
I'm always right, I can't bewrong.
Um, just had somebody call meout on this last week.
They're like, you know what yousay a lot?
Like, oh, hey, I would have donethis, dude.
You got to remove that from yourvocabulary, right?
Um be curious, not combative,right?

(01:02:50):
When when when you're in asituation to where you feel like
I'm right, be curious instead ofcombative.
Hey, tell me more about that.
How could I have done thatdifferently?
So, yeah, my biggest mistake isI was combative uh for a long
time and still can be.

SPEAKER_00 (01:03:01):
I can tell you right now it takes a lot to be able to
recognize that.
Congratulations.
Number two, one book that everynew manager should read.

SPEAKER_01 (01:03:10):
Okay.
Uh Ego is the enemy.
I I feel like really RyanHoliday, Ego is the enemy, or
Jocko Willink Extreme Ownership.
Both of those paired together.
If you only read those twobooks, you'd be a better leader
uh immediately.

SPEAKER_00 (01:03:23):
Ego is the enemy.
I'm gonna have to remember thatone.
I'll have to take that one in.
Best piece of advice youreceived about leadership.

SPEAKER_01 (01:03:30):
Best piece of advice that I've received about
leadership.
Um, I would say uh you cannotexpect what you don't inspect.
Um again, Mike Moore, he wouldhe would always go back to, you
know, you can get upset aboutso-and-so did this and blah,
blah, blah.
Okay.
Well, are you talking to them?

(01:03:50):
Did you did you ask themquestions?
Did you just give them a taskand let them go, right?
And then come back later and belike, what happened here?
You cannot expect what you don'tinspect.
Be in contact with your people,have one-on-one meetings, build
relationships with them.
Don't just check in every nowand then because you're the
leader and I got better stuff Igot going on.
No, those people are what youhave going on, right?

SPEAKER_00 (01:04:11):
So Oh, the the first person I ever heard that from
was Phil Hammer and Buddy.
So I guess shout out to you,Phil.
I heard that.
Uh what would five years ago,Will, be most surprised about
regarding your current role?

SPEAKER_01 (01:04:22):
Uh, that I'm doing anything with tires.
Uh no, I know I uh okay, sotruly, okay, five years ago, me,
um, I would probably be verysurprised.
Um that, yeah, man, I'm gettingto do what I get to do.
I'm gonna be honest with you.
This has been the best year ofmy life professionally I've ever
had, right?
Um, and it's been because goingback to what we said already,

(01:04:44):
I'm getting to do what I what Ilove to do.
Um, man, just a shout out to APro to be able to go to A Pro
and do what we did.
Charles, Jen, like that wholeteam.
I I I never been to A Pro was myfirst time going, and I just
came back singing.
What was it?
My first time, man.
Really?
The first time.
Tell me, did you enjoy it?
I loved it.
Loved it.
I love dunking everybody too.
I did so much fun.

(01:05:04):
So much fun.
I loved it.
I did.
I've come back and told ourwhole team, like, hey, we need
to be there.
More of us need to be there.
We need to support that becausejust the the people and and the
organization is fantastic.
So uh, but um, yeah, five yearsago, me would be astonished that
I'm getting to do this becausefive years ago me would just
have been coming out of being uhjust one of the worst leaders uh

(01:05:25):
that you can possibly imagine.
And so to be able to go aroundand and help people learn from
the mistakes I've made and bethat information broker that Joe
Peachy talks about, um, yeah,he'd be he'd be very, very
surprised and be very happy tobe sitting here with you.

SPEAKER_00 (01:05:38):
You're doing a great job.
Thank you.
I will tell you this uh before Iget into the final cut, I wanted
to so much be a part ofsomething.
April's giving me a chance to dothat.
Yeah, and I love that.
Are you gonna go to advocate atDC this year?

SPEAKER_01 (01:05:51):
Oh, I I don't know.
I will tell, listen, I everytime I see Charles, I'm like,
hey man, anything I can do,whatever I can do, I I I just
think, listen, I'm I'm sorry,this is gonna sound like brown
nose, and it's really not.
Uh I met Charles uh at one ofour uh uh franchise conferences,
and uh everything that was saidabout him when they gave him the
award when they stood up thisyear is just so true.
I I've never, and I saw him inMissouri at uh Mr.

(01:06:13):
Cariko's conference I was ableto go to.
Uh he just is who he says he isand does what he says he does,
and uh very thankful for him andthe organization.
So I'll tell you right now,Charles, if you're listening,
and I hope you are any way,anything I can ever do to help
out Apro, you guys just let meknow and I'm there.

SPEAKER_00 (01:06:26):
Okay, you know, every time I talk to Charles,
now I jab him in the ribs andI'm like, doctor, he literally
is a doctor and a he's a lawyer,doctor.
This guy has so many S's on hischest.
I know.
I you know, I jab him becauseit's fun, but he is probably one
of the smartest people I've evermet in my life.
And he's very genuine and hereally cares about what happens
to April.

(01:06:47):
He happened, he cares to happenwhat happens in RTO, and that's
why I care about what happens inDC.
So, you know, just to let youguys know, April is doing DC
this year, the 15th, the 17th,and April.
If you want to go to LedgeCon,hit up at the time.
April is at rtohq.org, and youdefinitely want to check it out
because it is so important.
And if you get to go, listen, Ihope you do because it's so

(01:07:08):
important.
But last words, I wanted to getback to the F word.
All right.
God, so where did I?
So, you know, I'll let youdescribe what the F word is.
Yeah, but man, did that, youknow, the whole thing.
I'm just gonna tell you rightnow.
I, and of course, yes, I was inthe front, but I enjoyed the
whole thing.
Thank you.
I really, really did.
Because I when when you said thetext, I literally did that.

(01:07:30):
And he was like, Oh, thank you.
That was awkward, right?
It was awkward, and I was like,God, I don't do this enough.
No, yeah.
I he was right, I don't do itenough.
I didn't do it enough, and I wasand it, and it shocked me
because you think you're doing agood job, right?
You know, and you are that oneperson and you have people
behind you.
No, that's you.
That's your echo chamber going,you're doing a good job, people.

(01:07:51):
But when you look back there,there's nobody there.
That's you thinking that.
It's you're thinking that.

SPEAKER_01 (01:07:55):
Say that again for the people in the back.
Like what you just said is sopowerful.
You have that voice in your headthat's telling you, man, you're
doing awesome.
Well, that's your voice, right?
Yeah.
If other people aren't tellingyou that without you, you know,
because remember, if you're aleader, people are gonna tell
you good things, they're notgonna tell you bad things.
You're gonna have to seek outthat feedback.
Um, yeah, it and you know,there's a quote like, Hey, if

(01:08:16):
you're a leader and you have totell people you're a leader,
you're not.
You're already failed.
Yeah, other people will say itfor you.
So the F word.
Um, okay, back to simplicity,authenticity, and fun.
Um, the F word for me, it'sfeedback, right?
And it started out, we had athing on feedback and just me
wanting to have fun with peopleand make leadership class fun.
I mean, that literally was isthe way it is, so that it goes

(01:08:36):
on a billboard or the sheet, andpeople are like, oh, the F word,
what's that?
So that you come in because I'dbe like, hey, feedback, how to
be better, right?
You know, it's like, oh, I don'tknow what to be able to do that.
F-word, I'm in, right?
Um, so yeah, and and and we tryto make it fun, simple, and
authentic.
And and really, feedback for mewas something that I still
struggle with at times, uh, thatI need to be better at.
Um, I talk about it in the classabout my face, right?

(01:08:57):
When Adam's giving me feedbackand he said, Hey, your face is
all like, you know, terrible.
Uh I love that slide.

SPEAKER_00 (01:09:02):
I love that.
Oh, yeah, I don't know.
Because that's me.
Sometimes I'm looking at thevideo and I'm going, Pete, you
got to do a better job rightnow.

SPEAKER_01 (01:09:08):
Right.
And no, but so that that's it,man.
Feedback is how you give it, howyou receive it.
I would suggest two books topeople, uh, Radical Candor by
Kim Scott talks about how, youknow, if we're going to give
feedback to people, you have tocare personally and challenge
directly.
It's tough, easy to say, hard todo, right?
Hey, I care about you.
Using the situation behaviorimpact method, hey, here's the
situation.

(01:09:28):
You know, here's what you did,here's how it impacted other
people.
Um, and then uh, and then uhthanks for the feedback, which
is the the the why we get thatbook will tell you like why you
get so triggered when youreceive feedback, right?
When someone's bringing youfeedback and we get that feeling
inside of us where we want toget defensive, well, why is
that?
Right?
Usually because it's either youthink it's untrue or it is
untrue and someone's giving youfeedback that's not right.

(01:09:49):
Uh, your relationship with thatperson and what you think of
them, your opinion of them, orit's built into your identity.
So when someone comes and goes,hey man, I gotta be honest, I'm
struggling with your leadership,but in your mind, that voice
that you were talking about inyour head has been, you're the
best leader ever.
That's it, right?
You go, Well, that can't be truebecause I am the best leader
ever.
No, you're you're a complexperson.
You can be a great leader andmake mistakes, right?

(01:10:10):
So those two books reallyencompass all of our of our
F-word talk.
Um, but it's uh it's great.
I don't know where you can findthe A Pro video.
I know they filmed the A Provideo.
I think they're still onrelease.
Yeah.

SPEAKER_00 (01:10:21):
I think they're gonna go through it and they're
supposed to be releasing itsoon.
So I'm I'm I can't wait to seethat.
I will say that uh there's twothings that I've learned in
life.
You can do everything right andstill get it wrong.
And the other thing is that asyou were talking about the RR
social media and stuff likethat, there is a book called,
and I can't remember the name ofthe author, but it's creating
super fans.
Um and she kind of describes onhow not to just make people

(01:10:44):
enjoy what you do, but to reallybe fans of what you do.
Yeah, that is a huge difference.
You know what I mean?
I'm a fan of the 96 Bulls, Idon't watch them anymore.
Right.
There's a big difference.
Right.
So, guys, I just want to tellyou, I've loved being on here
with you.
We're gonna have to have you onhere again.

SPEAKER_01 (01:10:58):
Dude, anytime.
I this has been so much fun forme.
You do such a great show.
I would love to be back hereanytime you would have to.

SPEAKER_00 (01:11:03):
Yes, let's do it.
So listen, if you guys have anyquestions, please hit me up at
the show.
It's Pete at the RTO ShowPodcast.com.
That's my email directly.
If you want to see some of thecrazy shenanigans that I get
into, go to the online.
It's www.thertoshowpodcast.com.
You can see some videos onthere, some pictures that I take
with people, and some of thevideos that I've been in.
And we can do that.
Or you can hit me up on the DMsonline.

(01:11:24):
It's Facebook, Instagram, a lotgoing on in LinkedIn and YouTube
where you're gonna see this.
And Well, I really appreciateyou being here.
It's been an amazingconversation that we're gonna do
probably part two at some pointin time.
And I would tell you as always,get your collections low to get
your sales high.
Have a great one.

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