August 10, 2025 • 16 mins
Joe and Megan share information about achieving financial freedom in your retirement years!
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
All right, Megan, we're back for some more Joe Schmidt's
maincawspary peak retirement planning, and we're in filling for Mikayla
and Mendy here we have the pleasure of doing so
we we always uh it's always hard to uh to
live up to the expectations each year have huh?
Speaker 2 (00:16):
Sure is there the dynamic duo?
Speaker 3 (00:18):
Oh? Wow? They don't ever call us that, do they?
Speaker 2 (00:22):
Probably not?
Speaker 3 (00:24):
No, we love them.
Speaker 1 (00:25):
So you're real quick, Megan, can you tell us your
we're talking about the Norwalk truckers earlier?
Speaker 3 (00:31):
Can you tell us the little fight song you mentioned?
Speaker 2 (00:33):
No, we're not doing this online there, you guys do not.
I was not a cheerleader. I was not a cheer leader,
absolutely not. Everybody truck or rumble. And then you go
at the do you like a little truck truck horn signal?
Speaker 1 (00:52):
I know you know people listening as kids, they were
always driving and they would always do that, you know
the corn.
Speaker 3 (00:57):
Yeah. So anyways, are you happy now? Yeah?
Speaker 1 (01:01):
Yeah, a little bit?
Speaker 3 (01:05):
Wait, hold on what this wait?
Speaker 2 (01:07):
Nope, it'll be when you least expect it.
Speaker 1 (01:09):
So let's talk about hiring. So we love hiring process.
So Megan, heads aren't hiring department, and you know, I'm
still involved with ensuring that we hire you know, the
right people as far as the last interview goes and
when they come in to shadow us.
Speaker 3 (01:23):
And we take it extremely serious.
Speaker 1 (01:25):
I mean, we've grown a lot since we started, and
it was just me and then my mom quitter dropped
to join. Then I had a buddy from fourth grade join,
and then I had a buddy from college join, and
then had another buddy from college join, and now I've
got eight friends from college. We've got which Megan and
I went to college as well. We've got a lot
of other family members and friends of team members who
work with us. We've got three team members who are siblings.
(01:46):
We've got two advisors who are brothers. We've got one
of our CPAs and advisors are brother and CPA's wife's
work with us. And you know, it's a it's a
close knit group and so whenever we hire into that
we have to ensure they really meet our values.
Speaker 3 (02:01):
And we are very strict with who we are and
what we do.
Speaker 1 (02:04):
I mean, we tell people all the time we run
very fast, and we work very hard, and we you know,
make sure that we have that growth mindset.
Speaker 3 (02:12):
So tell the people listening. You know, I think that
people just.
Speaker 1 (02:15):
Enjoy to know what goes into a hiring process for
a small business like ourselves. But also I think that
anyone that is looking to work with us could appreciate
the fact of Wow, they really care about every little area.
And as I always say, how you do anything, it's
how you do everything, and so I think that is
just so important, especially with the people who are responsible
(02:37):
for getting everything done.
Speaker 3 (02:40):
So tell us more.
Speaker 2 (02:41):
I think to backtrack as well. You know you touched
on this earlier. We are dealing with people's harder in
life savings. That is a huge honor and a huge responsibility,
and so we need the absolute best people in order
to do that, and who are going to take that
as a serious responsibility and a badge of honor also too,
you know, you always say you are going to spend
(03:03):
the most amount of time with the people that you
work with, especially with us having a very close, tight
knit team. We're spending eight hours plus a day at
work together every single day. But we also do a
ton outside of work. As you guys heard from Peak Olympics,
we go to you know, sports games, We just went
to a Clippers game.
Speaker 3 (03:22):
Wind dancing.
Speaker 2 (03:25):
Oh boy, that is a worse, so worse subject. Yeah,
everyone goes line dancing except Joe, but we'll save that
for another moment. We you know, a couple of us,
John Maxwell was in town speaking at Rock City, so
we all went to church together and got brunch afterwards.
Like we just we are a very close, tight knit team,
(03:46):
and so it's people who you're going to want to
be around, but also who are going to add value
to your life. I think it's one thing to say, oh,
I don't mind the people that I work with, or
you know, everyone's relatively positive, but I can genuinely say
that I enjoy spending time with every single person on
our team and they're going to help sharpen me. We
always say iron sharpens iron, and so we do not
(04:08):
have an easy hiring process, and that is for a reason.
So you know, we always say, if you're looking for
a very quick you know that instant gratification that we've
grown up in as of recently the Microwave Society, if
you're wanting a very quick hiring process, if you're wanting
interviews that are very surface level, are not going to
(04:28):
ask you challenging questions do not apply at peak retirement planning.
I will just give you that heads up right now.
But what our hiring process looks like. We have our
first interview, which is a one way interview. This one's
actually really fun because if you can own a one
way video interview where you have no one on the
other side of the camera, it's just you and your
recording device, I think that says a lot about you
(04:50):
and how your confidence, how you can communicate. We send
educational resources after that, then we have a second interview,
we send more educational reas sources, a third interview, then
we're having someone do a case study before they come
into shadow. We're also getting dinner with them, you know,
in that in between time as well, and so it's
a very thorough process and we want to make sure
(05:13):
a we're getting the right people, but it honestly weeds
out so many people who are just soft who don't
want to do the work. Sorry I'm allowed to say
it on on the radio. People who just don't want
to do the work and who don't see the value
in everything that we're looking to have them do before
they go on.
Speaker 1 (05:32):
And I think one of My favorite new questions that
we ask when interviewing people is would we let them
raise our kids?
Speaker 2 (05:38):
Yeah, we talked about that lot.
Speaker 1 (05:39):
Would we want our kids? Would we want our family
to be around that person? Because that's how close knit
we are at our firm and how higher standards and
values are. I mean, it's just it's so important, and
you know, having that lens, you're going to ensure you
get the right people when you look at it that way.
And then we have our foundations too, which you know
a plus player, which you've talked about that enough, like
(06:00):
we we have to hire the best.
Speaker 3 (06:01):
What's the stat about Harvard that.
Speaker 2 (06:03):
We say, Yes, it's easier to get into Harvard than
it is to work at peak retirement Planning? And I
love it. I want to get it on T shirts.
But Joe said, no, that that would be I don't
think you ever asked that.
Speaker 3 (06:14):
You're just probably expecting that to be the answer.
Speaker 2 (06:16):
I think it's one of those things my mom always says,
sometimes it's easier to ask for forgiveness than permission. So Jill,
if you see that right eyebrows like that the billion email,
you know what it's for?
Speaker 3 (06:32):
Are you funny? I can't remember.
Speaker 2 (06:34):
I think, so that's all that matters, right.
Speaker 1 (06:36):
But now I mean, that's it's something that's really important
to us. And you said, how many appcints will we
have this year?
Speaker 2 (06:42):
So last year we had over twenty six hundred, we
only hired nine, and then this year we're on pace
to have over three thousand, which is just absolutely insane
but so so exciting, and honestly, like sometimes I just
sit at my desk and I just want to pinch
myself because I think, man, we are so blessed, not
only to have that amount of applicants, but just with
(07:03):
our national presence at this point, you know, with you
being on YouTube and Kiplinger and new segments and all
of the things, we're attracting top talent from all across
the country. It's no longer just Ohio, just Columbus. And
we are so fortunate and so blessed to be able
to pick from the most elite talent to be able
to work with our team and serve our clients.
Speaker 3 (07:24):
As the pace to reach out from Utah and New York.
Speaker 1 (07:26):
And you know, we although we have all this interest
in other areas, we require them to move to Columbus
and you know, this is our headquarters, this is who
we are. We serve a lot of people virtually, but
we want to make an impact in the community, and
this is where we want to be. And obviously there's
people who are fans of remote work and people who
are not, and it's something that we don't really value
remote work as much. We just feel like the collaboration
(07:48):
and have everyone in together is what builds that culture
and keeps us and makes us who we are is
something that's extremely important to us.
Speaker 2 (07:56):
Yeah, Joe couldn't come bug the marketing department all day
every day we were all remote.
Speaker 3 (08:01):
Oh my goodness, you heard it here all he heard
everything here, folks.
Speaker 2 (08:05):
I have multiple witnesses.
Speaker 1 (08:07):
All right, So Megan, do you want to tell them
on that topic? Do you want to tell them about our
ninety day when your first ninety days with us?
Speaker 2 (08:13):
Oh goodness, Yes, that was so fun. Can't wait to
relive this with all of you guys. So just to
give you preface, we do thirty sixty ninety.
Speaker 3 (08:24):
Joe giggle about everything. She's sitting there giggling, still giggling.
Speaker 2 (08:28):
They were besties. She's my number one fan.
Speaker 1 (08:31):
Joe's my mother. By the way we were on the
last segment. If you're just tuning in, she's just sitting around.
So we're gonna grab dinner after this. But her and
Megan laugh about all the little stuff, and sometimes I
don't even know why they're laughing, but they're sitting there laughing,
and they're like sometimes off tears coming down.
Speaker 3 (08:44):
Their face and I don't know why.
Speaker 1 (08:45):
Anyways, tell them about their your ninety day. We got
two more minutes before we get a break.
Speaker 2 (08:49):
Thirty sixty ninety, So we want people to have crystal
clear expectations of what we are looking for from them,
and they're thirty sixty ninety. But also it's a great
opportunity a course correct and so that is exactly what
happened during my ninety day session with Joe, where he
had told me to put together an ideal list in
my first ninety days, and there were a lot of
(09:11):
things I took off of the list that I originally
had on there, and I presented it to him and
he tore it apart and told me that it was
awful and that I was awful, and I don't think
not that exactly, but that was the general theme of it,
and I just sat there. I sat there and shook
(09:31):
my head and I was like, okay, that makes sense,
got it? Mm hmm, all right, good to go. And
it was a really really pivotal conversation a just for
Joe to see that I'm tough and I have tough
skin and I can handle dealing with him, but also
too for me of just knowing the gap and where
I was missing the bar and how to move forward.
(09:52):
And so I always share that story with new team
members so that they know, like, honestly, that's that's probably
going to happen at some point or another, and it's okay, Hey,
it's how you respond to it and how you move
forward from.
Speaker 1 (10:02):
That and feedback So critical to critical conversations. We always
say it's so important to any organization, any culture, family, dynamic,
whatever it is. You got to have the tough conversations
because if I don't have that conversation, you don't know
what to expect or what you need to be successful.
And then the next three months we're just like, pay
it's not working. So it's part ways. Instead we can
get ahead of it.
Speaker 2 (10:23):
It's perspective too, you know, I could look at it
as oh, well, Joe doesn't like me. Joe thinks this
about me. He's given me a hard time. No, Joe
believes in me, which is why he's getting on me.
And so we always tell any of our new team members.
We hire a lot of young team members out of college.
If you're given more work and more responsibility, it's because
someone believes in you. And if you are given more
(10:45):
criticism and feedback, it's because someone cares. And so you
have to retrain your mind on perspective on that.
Speaker 1 (10:51):
So coming back from break, Megan, let's talk about the
time that you gave.
Speaker 3 (10:54):
Me constructive criticism. Oh, I did not want to hear.
Speaker 1 (10:58):
So I think people love to hear that story, maybe
stories on that topic. So this is what matters on
six to ten w T the N Joe Schmid's Meghaspler
Peaek retirement planning, filling in for Mikayla and Mendy.
Speaker 3 (11:09):
We'll see you here back here in a few minutes.
Speaker 1 (11:19):
Here's all right, Megan's given me a hard time because
I didn't want to play pickleball with her after work
on Friday. And here's the you know, you just said,
I'm sore from all this running for this marathon. I'm
training for, you know, I don't know what the.
Speaker 2 (11:40):
One time where we get along the most. And we
were doing fine until this last break.
Speaker 1 (11:45):
You guys, tell tell them the story, tell them a
story of and then we'll get into the events we've
got coming up before we wrap up here.
Speaker 2 (11:53):
So long story short. We you know, Joe is a
Columbus celebrity at this point, and so we were out
to lunch with someone from a local news station. And
I was always taught growing up that you don't talk
with food in your mouth or you cover your mouth.
And here's Joe. I'm this really passionate conversation and you
can tell he's very passionate about what he's talking about,
(12:14):
and also his sandwich that he is chowing down on
and it is flinging all over the table, and I'm
sitting there like, oh my goodness, my mom would be
kicking him under the table if she saw this. And
so I told myself when we get in the car
going back to the office, I'm going to tell him.
But also, you know, it was like I was less
(12:34):
than ninety days and so I'm like, oh my gosh,
what if what if he fires me or something for
telling him? This, we were not on the same page
that we are today. I couldn't do it. Finally we
get back to the office and I wander in there
and he thought it was going to quit because I
just couldn't get it out of me. And I was like, Joe,
I don't know how to tell you this. This is
really hard for me to tell you. But you talk
(12:56):
with food in your mouth. And he was like, wait,
that's all, and I was like that's all. I'm like,
that's such a hard thing to have to tell someone,
especially your boss. And so, long story short, he agreed
with me most of the time. He realizes that I'm
mostly right. I mean pretty much all the time, and
so he's like, yeah, I probably should be conscious of that.
So we have a new rule. He's allowed to do
(13:18):
it at the office around the team, but if it
is with, you know, someone from the community or clients,
he's got to be on his best behavior. So I
was trying to remind him before he goes out for dinners.
Speaker 3 (13:29):
Oh my goodness, has that all anything else you want
to roast me?
Speaker 2 (13:32):
I think that pretty much covers it.
Speaker 3 (13:33):
Okay, let's start to.
Speaker 2 (13:34):
Keep up pac for the rest of the show.
Speaker 3 (13:37):
Upcoming event eight fourteen? What do we got going on?
I hear there's some other COMUS celebrity going to be there.
Speaker 2 (13:43):
Yes, Mindy, we absolutely love an Adoor is going to
be interviewing Joe. This is going to be a really
fun event. Joe and I were just finalizing the interview
questions and so looking forward to that. It is always
a good time when when Mindy's with us, and I
was laughing because I was like, so, how long do
you think you'll need for the interview? And He's like
probably thirty to forty minutes, And I'm just laughing to myself, thinking, yeah,
(14:06):
good luck trying to keep those two to thirty to
forty minutes.
Speaker 1 (14:09):
It's like putting a leash on and people listening. I
mean there's a lot of fans. Of of course, everyone
loves me, right right Mann, everyone loves me?
Speaker 2 (14:18):
No?
Speaker 1 (14:18):
Okay, well everyone loves memniately. So what can the people
listening do if they want to attend that event? It's
at jay Lou in Worthington. What's six to eight on
eight fourteen this Thursday?
Speaker 2 (14:28):
That is correct?
Speaker 3 (14:29):
Would they just email info at peak retirement plenty?
Speaker 2 (14:32):
They sure can.
Speaker 1 (14:33):
We're text us at six one four five hundred forty
one twenty one. I'll say that again if you're writing
it down six one four, five hundred forty one twenty one,
will say that again in a minute before we get
off here.
Speaker 3 (14:44):
That's gonna be a fun event.
Speaker 1 (14:45):
And then we've also got a Medicare event that if
you want to attend that as well, you can text
it as well coming up at El val Caro' So
how you said I'm on August twenty seven. Stop laughing
at me and then see how sad? I mean, this
is tough to see what I gotta deal with, Like
people just make fun of me all day. And then
(15:05):
we've got a client appreciation event that's gonna come up,
and we're calling that what the backyard barbecue?
Speaker 2 (15:09):
Backyard barbecue? Joe wants to roast a hog in our
parking lot. Well, we'll see if compliance approves that. Oh wait,
you are our CC.
Speaker 3 (15:20):
What'd you say about the chips? Four chips equals one torchi?
Speaker 2 (15:23):
Yeah? Did you guys know that four chips equals one tortilla?
I mean, it makes sense when you think about it,
but gosh, if I go to a Mexican restaurant, I
can eat my weight in chips and sausa, so.
Speaker 3 (15:34):
I probably don't.
Speaker 2 (15:36):
I'm like downing probably sixty tortillas like this is not
okay when you think about it that way, but yes,
I love bread as well.
Speaker 1 (15:43):
Alright, Well, fun time as always, and uh, I'm sure
we'll be back again here soon, so don't miss us
too much. But if you're looking for more information reach
out to us. You can go to our website Peak
retyrantplanny dot com, or you can text us at six'
one four five hundred forty one twenty one one last
time sixty one four, five hundred forty one twenty one million.
Speaker 3 (16:04):
Any party thoughts here? Nope, all right, you've had it.
Speaker 2 (16:10):
I'm going to behave myself.
Speaker 3 (16:11):
So that's all we've got. This is six ten WTDN.
Speaker 1 (16:14):
This is what matters on six ten WTDN with Joe
Schmidt's Maincastbury peak Rey Tyrn Pinning and have a great
rest
All right, Megan, we're back for some more Joe Schmidt's
maincawspary peak retirement planning, and we're in filling for Mikayla
and Mendy here we have the pleasure of doing so
we we always uh it's always hard to uh to
live up to the expectations each year have huh?
Speaker 2 (00:16):
Sure is there the dynamic duo?
Speaker 3 (00:18):
Oh? Wow? They don't ever call us that, do they?
Speaker 2 (00:22):
Probably not?
Speaker 3 (00:24):
No, we love them.
Speaker 1 (00:25):
So you're real quick, Megan, can you tell us your
we're talking about the Norwalk truckers earlier?
Speaker 3 (00:31):
Can you tell us the little fight song you mentioned?
Speaker 2 (00:33):
No, we're not doing this online there, you guys do not.
I was not a cheerleader. I was not a cheer leader,
absolutely not. Everybody truck or rumble. And then you go
at the do you like a little truck truck horn signal?
Speaker 1 (00:52):
I know you know people listening as kids, they were
always driving and they would always do that, you know
the corn.
Speaker 3 (00:57):
Yeah. So anyways, are you happy now? Yeah?
Speaker 1 (01:01):
Yeah, a little bit?
Speaker 3 (01:05):
Wait, hold on what this wait?
Speaker 2 (01:07):
Nope, it'll be when you least expect it.
Speaker 1 (01:09):
So let's talk about hiring. So we love hiring process.
So Megan, heads aren't hiring department, and you know, I'm
still involved with ensuring that we hire you know, the
right people as far as the last interview goes and
when they come in to shadow us.
Speaker 3 (01:23):
And we take it extremely serious.
Speaker 1 (01:25):
I mean, we've grown a lot since we started, and
it was just me and then my mom quitter dropped
to join. Then I had a buddy from fourth grade join,
and then I had a buddy from college join, and
then had another buddy from college join, and now I've
got eight friends from college. We've got which Megan and
I went to college as well. We've got a lot
of other family members and friends of team members who
work with us. We've got three team members who are siblings.
(01:46):
We've got two advisors who are brothers. We've got one
of our CPAs and advisors are brother and CPA's wife's
work with us. And you know, it's a it's a
close knit group and so whenever we hire into that
we have to ensure they really meet our values.
Speaker 3 (02:01):
And we are very strict with who we are and
what we do.
Speaker 1 (02:04):
I mean, we tell people all the time we run
very fast, and we work very hard, and we you know,
make sure that we have that growth mindset.
Speaker 3 (02:12):
So tell the people listening. You know, I think that
people just.
Speaker 1 (02:15):
Enjoy to know what goes into a hiring process for
a small business like ourselves. But also I think that
anyone that is looking to work with us could appreciate
the fact of Wow, they really care about every little area.
And as I always say, how you do anything, it's
how you do everything, and so I think that is
just so important, especially with the people who are responsible
(02:37):
for getting everything done.
Speaker 3 (02:40):
So tell us more.
Speaker 2 (02:41):
I think to backtrack as well. You know you touched
on this earlier. We are dealing with people's harder in
life savings. That is a huge honor and a huge responsibility,
and so we need the absolute best people in order
to do that, and who are going to take that
as a serious responsibility and a badge of honor also too,
you know, you always say you are going to spend
(03:03):
the most amount of time with the people that you
work with, especially with us having a very close, tight
knit team. We're spending eight hours plus a day at
work together every single day. But we also do a
ton outside of work. As you guys heard from Peak Olympics,
we go to you know, sports games, We just went
to a Clippers game.
Speaker 3 (03:22):
Wind dancing.
Speaker 2 (03:25):
Oh boy, that is a worse, so worse subject. Yeah,
everyone goes line dancing except Joe, but we'll save that
for another moment. We you know, a couple of us,
John Maxwell was in town speaking at Rock City, so
we all went to church together and got brunch afterwards.
Like we just we are a very close, tight knit team,
(03:46):
and so it's people who you're going to want to
be around, but also who are going to add value
to your life. I think it's one thing to say, oh,
I don't mind the people that I work with, or
you know, everyone's relatively positive, but I can genuinely say
that I enjoy spending time with every single person on
our team and they're going to help sharpen me. We
always say iron sharpens iron, and so we do not
(04:08):
have an easy hiring process, and that is for a reason.
So you know, we always say, if you're looking for
a very quick you know that instant gratification that we've
grown up in as of recently the Microwave Society, if
you're wanting a very quick hiring process, if you're wanting
interviews that are very surface level, are not going to
(04:28):
ask you challenging questions do not apply at peak retirement planning.
I will just give you that heads up right now.
But what our hiring process looks like. We have our
first interview, which is a one way interview. This one's
actually really fun because if you can own a one
way video interview where you have no one on the
other side of the camera, it's just you and your
recording device, I think that says a lot about you
(04:50):
and how your confidence, how you can communicate. We send
educational resources after that, then we have a second interview,
we send more educational reas sources, a third interview, then
we're having someone do a case study before they come
into shadow. We're also getting dinner with them, you know,
in that in between time as well, and so it's
a very thorough process and we want to make sure
(05:13):
a we're getting the right people, but it honestly weeds
out so many people who are just soft who don't
want to do the work. Sorry I'm allowed to say
it on on the radio. People who just don't want
to do the work and who don't see the value
in everything that we're looking to have them do before
they go on.
Speaker 1 (05:32):
And I think one of My favorite new questions that
we ask when interviewing people is would we let them
raise our kids?
Speaker 2 (05:38):
Yeah, we talked about that lot.
Speaker 1 (05:39):
Would we want our kids? Would we want our family
to be around that person? Because that's how close knit
we are at our firm and how higher standards and
values are. I mean, it's just it's so important, and
you know, having that lens, you're going to ensure you
get the right people when you look at it that way.
And then we have our foundations too, which you know
a plus player, which you've talked about that enough, like
(06:00):
we we have to hire the best.
Speaker 3 (06:01):
What's the stat about Harvard that.
Speaker 2 (06:03):
We say, Yes, it's easier to get into Harvard than
it is to work at peak retirement Planning? And I
love it. I want to get it on T shirts.
But Joe said, no, that that would be I don't
think you ever asked that.
Speaker 3 (06:14):
You're just probably expecting that to be the answer.
Speaker 2 (06:16):
I think it's one of those things my mom always says,
sometimes it's easier to ask for forgiveness than permission. So Jill,
if you see that right eyebrows like that the billion email,
you know what it's for?
Speaker 3 (06:32):
Are you funny? I can't remember.
Speaker 2 (06:34):
I think, so that's all that matters, right.
Speaker 1 (06:36):
But now I mean, that's it's something that's really important
to us. And you said, how many appcints will we
have this year?
Speaker 2 (06:42):
So last year we had over twenty six hundred, we
only hired nine, and then this year we're on pace
to have over three thousand, which is just absolutely insane
but so so exciting, and honestly, like sometimes I just
sit at my desk and I just want to pinch
myself because I think, man, we are so blessed, not
only to have that amount of applicants, but just with
(07:03):
our national presence at this point, you know, with you
being on YouTube and Kiplinger and new segments and all
of the things, we're attracting top talent from all across
the country. It's no longer just Ohio, just Columbus. And
we are so fortunate and so blessed to be able
to pick from the most elite talent to be able
to work with our team and serve our clients.
Speaker 3 (07:24):
As the pace to reach out from Utah and New York.
Speaker 1 (07:26):
And you know, we although we have all this interest
in other areas, we require them to move to Columbus
and you know, this is our headquarters, this is who
we are. We serve a lot of people virtually, but
we want to make an impact in the community, and
this is where we want to be. And obviously there's
people who are fans of remote work and people who
are not, and it's something that we don't really value
remote work as much. We just feel like the collaboration
(07:48):
and have everyone in together is what builds that culture
and keeps us and makes us who we are is
something that's extremely important to us.
Speaker 2 (07:56):
Yeah, Joe couldn't come bug the marketing department all day
every day we were all remote.
Speaker 3 (08:01):
Oh my goodness, you heard it here all he heard
everything here, folks.
Speaker 2 (08:05):
I have multiple witnesses.
Speaker 1 (08:07):
All right, So Megan, do you want to tell them
on that topic? Do you want to tell them about our
ninety day when your first ninety days with us?
Speaker 2 (08:13):
Oh goodness, Yes, that was so fun. Can't wait to
relive this with all of you guys. So just to
give you preface, we do thirty sixty ninety.
Speaker 3 (08:24):
Joe giggle about everything. She's sitting there giggling, still giggling.
Speaker 2 (08:28):
They were besties. She's my number one fan.
Speaker 1 (08:31):
Joe's my mother. By the way we were on the
last segment. If you're just tuning in, she's just sitting around.
So we're gonna grab dinner after this. But her and
Megan laugh about all the little stuff, and sometimes I
don't even know why they're laughing, but they're sitting there laughing,
and they're like sometimes off tears coming down.
Speaker 3 (08:44):
Their face and I don't know why.
Speaker 1 (08:45):
Anyways, tell them about their your ninety day. We got
two more minutes before we get a break.
Speaker 2 (08:49):
Thirty sixty ninety, So we want people to have crystal
clear expectations of what we are looking for from them,
and they're thirty sixty ninety. But also it's a great
opportunity a course correct and so that is exactly what
happened during my ninety day session with Joe, where he
had told me to put together an ideal list in
my first ninety days, and there were a lot of
(09:11):
things I took off of the list that I originally
had on there, and I presented it to him and
he tore it apart and told me that it was
awful and that I was awful, and I don't think
not that exactly, but that was the general theme of it,
and I just sat there. I sat there and shook
(09:31):
my head and I was like, okay, that makes sense,
got it? Mm hmm, all right, good to go. And
it was a really really pivotal conversation a just for
Joe to see that I'm tough and I have tough
skin and I can handle dealing with him, but also
too for me of just knowing the gap and where
I was missing the bar and how to move forward.
(09:52):
And so I always share that story with new team
members so that they know, like, honestly, that's that's probably
going to happen at some point or another, and it's okay, Hey,
it's how you respond to it and how you move
forward from.
Speaker 1 (10:02):
That and feedback So critical to critical conversations. We always
say it's so important to any organization, any culture, family, dynamic,
whatever it is. You got to have the tough conversations
because if I don't have that conversation, you don't know
what to expect or what you need to be successful.
And then the next three months we're just like, pay
it's not working. So it's part ways. Instead we can
get ahead of it.
Speaker 2 (10:23):
It's perspective too, you know, I could look at it
as oh, well, Joe doesn't like me. Joe thinks this
about me. He's given me a hard time. No, Joe
believes in me, which is why he's getting on me.
And so we always tell any of our new team members.
We hire a lot of young team members out of college.
If you're given more work and more responsibility, it's because
someone believes in you. And if you are given more
(10:45):
criticism and feedback, it's because someone cares. And so you
have to retrain your mind on perspective on that.
Speaker 1 (10:51):
So coming back from break, Megan, let's talk about the
time that you gave.
Speaker 3 (10:54):
Me constructive criticism. Oh, I did not want to hear.
Speaker 1 (10:58):
So I think people love to hear that story, maybe
stories on that topic. So this is what matters on
six to ten w T the N Joe Schmid's Meghaspler
Peaek retirement planning, filling in for Mikayla and Mendy.
Speaker 3 (11:09):
We'll see you here back here in a few minutes.
Speaker 1 (11:19):
Here's all right, Megan's given me a hard time because
I didn't want to play pickleball with her after work
on Friday. And here's the you know, you just said,
I'm sore from all this running for this marathon. I'm
training for, you know, I don't know what the.
Speaker 2 (11:40):
One time where we get along the most. And we
were doing fine until this last break.
Speaker 1 (11:45):
You guys, tell tell them the story, tell them a
story of and then we'll get into the events we've
got coming up before we wrap up here.
Speaker 2 (11:53):
So long story short. We you know, Joe is a
Columbus celebrity at this point, and so we were out
to lunch with someone from a local news station. And
I was always taught growing up that you don't talk
with food in your mouth or you cover your mouth.
And here's Joe. I'm this really passionate conversation and you
can tell he's very passionate about what he's talking about,
(12:14):
and also his sandwich that he is chowing down on
and it is flinging all over the table, and I'm
sitting there like, oh my goodness, my mom would be
kicking him under the table if she saw this. And
so I told myself when we get in the car
going back to the office, I'm going to tell him.
But also, you know, it was like I was less
(12:34):
than ninety days and so I'm like, oh my gosh,
what if what if he fires me or something for
telling him? This, we were not on the same page
that we are today. I couldn't do it. Finally we
get back to the office and I wander in there
and he thought it was going to quit because I
just couldn't get it out of me. And I was like, Joe,
I don't know how to tell you this. This is
really hard for me to tell you. But you talk
(12:56):
with food in your mouth. And he was like, wait,
that's all, and I was like that's all. I'm like,
that's such a hard thing to have to tell someone,
especially your boss. And so, long story short, he agreed
with me most of the time. He realizes that I'm
mostly right. I mean pretty much all the time, and
so he's like, yeah, I probably should be conscious of that.
So we have a new rule. He's allowed to do
(13:18):
it at the office around the team, but if it
is with, you know, someone from the community or clients,
he's got to be on his best behavior. So I
was trying to remind him before he goes out for dinners.
Speaker 3 (13:29):
Oh my goodness, has that all anything else you want
to roast me?
Speaker 2 (13:32):
I think that pretty much covers it.
Speaker 3 (13:33):
Okay, let's start to.
Speaker 2 (13:34):
Keep up pac for the rest of the show.
Speaker 3 (13:37):
Upcoming event eight fourteen? What do we got going on?
I hear there's some other COMUS celebrity going to be there.
Speaker 2 (13:43):
Yes, Mindy, we absolutely love an Adoor is going to
be interviewing Joe. This is going to be a really
fun event. Joe and I were just finalizing the interview
questions and so looking forward to that. It is always
a good time when when Mindy's with us, and I
was laughing because I was like, so, how long do
you think you'll need for the interview? And He's like
probably thirty to forty minutes, And I'm just laughing to myself, thinking, yeah,
(14:06):
good luck trying to keep those two to thirty to
forty minutes.
Speaker 1 (14:09):
It's like putting a leash on and people listening. I
mean there's a lot of fans. Of of course, everyone
loves me, right right Mann, everyone loves me?
Speaker 2 (14:18):
No?
Speaker 1 (14:18):
Okay, well everyone loves memniately. So what can the people
listening do if they want to attend that event? It's
at jay Lou in Worthington. What's six to eight on
eight fourteen this Thursday?
Speaker 2 (14:28):
That is correct?
Speaker 3 (14:29):
Would they just email info at peak retirement plenty?
Speaker 2 (14:32):
They sure can.
Speaker 1 (14:33):
We're text us at six one four five hundred forty
one twenty one. I'll say that again if you're writing
it down six one four, five hundred forty one twenty one,
will say that again in a minute before we get
off here.
Speaker 3 (14:44):
That's gonna be a fun event.
Speaker 1 (14:45):
And then we've also got a Medicare event that if
you want to attend that as well, you can text
it as well coming up at El val Caro' So
how you said I'm on August twenty seven. Stop laughing
at me and then see how sad? I mean, this
is tough to see what I gotta deal with, Like
people just make fun of me all day. And then
(15:05):
we've got a client appreciation event that's gonna come up,
and we're calling that what the backyard barbecue?
Speaker 2 (15:09):
Backyard barbecue? Joe wants to roast a hog in our
parking lot. Well, we'll see if compliance approves that. Oh wait,
you are our CC.
Speaker 3 (15:20):
What'd you say about the chips? Four chips equals one torchi?
Speaker 2 (15:23):
Yeah? Did you guys know that four chips equals one tortilla?
I mean, it makes sense when you think about it,
but gosh, if I go to a Mexican restaurant, I
can eat my weight in chips and sausa, so.
Speaker 3 (15:34):
I probably don't.
Speaker 2 (15:36):
I'm like downing probably sixty tortillas like this is not
okay when you think about it that way, but yes,
I love bread as well.
Speaker 1 (15:43):
Alright, Well, fun time as always, and uh, I'm sure
we'll be back again here soon, so don't miss us
too much. But if you're looking for more information reach
out to us. You can go to our website Peak
retyrantplanny dot com, or you can text us at six'
one four five hundred forty one twenty one one last
time sixty one four, five hundred forty one twenty one million.
Speaker 3 (16:04):
Any party thoughts here? Nope, all right, you've had it.
Speaker 2 (16:10):
I'm going to behave myself.
Speaker 3 (16:11):
So that's all we've got. This is six ten WTDN.
Speaker 1 (16:14):
This is what matters on six ten WTDN with Joe
Schmidt's Maincastbury peak Rey Tyrn Pinning and have a great
rest
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