How Virtual Assistants Can Take Your Business To The Next Level With Robert Nickell
Being a good manager is not about doing all the work. It’s about designating the right people to do the work for you. And that’s where virtual assistants come in. Robert Nickell is the Founder and CEO of Rocket Station, a business outsourcing company that helps small to midsize companies elevate their business. In this episode, host Mitch Russo sits down with Robert as they chat about the value of having the right hiring process and why it works. Tune in and find out why hiring VAs might be the right move for you.
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How Virtual Assistants Can Take Your Business To The Next Level With Robert Nickell
I have something special for all my coaches in the audience. As a coach myself, I realized that I have been spending about 30 minutes per session on admin. The reason is that I had five applications open at the same time. One for note-taking, my calendar, my spreadsheet, my browser, Zoom, all my past session history, scattered over two huge screens. At the end of each session, combining all that into a single email to send my client their report with homework took so much time. I decided to find a way to solve the problem.
I searched and searched and I found different types of coaching software but they were all complex and expensive. I did what every great entrepreneur does and I decided to create my own. I want you to take it for a test drive for $1. Go to ClientFol.io and give it a test drive for fourteen days. It’s only $1. I guarantee you will love it. It does everything you need to run your coaching sessions, keep full history and up your game as a coach. I embed my coaching tools directly into the platform. Give it a shot and let me know what you think.
Onto our guest and his incredible story. He’s a classic entrepreneur like me. He had a problem, looked for a solution, didn’t find one and decided to create it himself. At that time, my guest was struggling to build and run his own new company. He needed help. Hiring full-time people was out of the question, not yet enough job title positions. What he decided to do is try and assemble a part-time team. The problem was is that when he did, there were no systems, no processes at all for them to learn. There was no structure. He knew how to do everything all by himself. He knew how to follow-up, answer the phones, make vendors happy but he didn’t have any set training to train people on how to do it for him.
Time after time, he tried hiring. He tried staffing and VA companies based all over the world but nothing worked because they were not well trained, not dedicated to his needs and required constant retraining. They may not be back the following week. What he needed was an outsourced rockstar team that would work for him and stays with him fully trained and ready to go for as long as he needed. That’s when he decided to create Rocket Station. Now he not only has the rockstar team he’s always wanted but provides the same for others in the same situation as well. Robert Nickell, welcome to the show.
Mitch, I appreciate you having me on the show. I learned so much from your other guests. I’ve listened to so many of the episodes. I’m appreciative to be here and looking forward to our conversations.
I’m glad to hear that, Robert. You’re the one who’s been reading my show. Thank you for that.
I understand that you got quite a loyal following because your guests are great. You do a good job with the show. I’m surely excited to be here.You have to start with the end in mind. You have to have a roadmap for exactly how you get to success. Click To Tweet
Let’s unpack some of this, Robert. Let’s go back to the beginning. Tell us a little bit more about how this all started for you.
I graduated college with a Business degree. I quit my W-2 job a couple of years out of college because I thought I was smarter, knew better and could do it on my own. I started at a real estate business and was a one-man show at first. It was okay, Mitch. At first, I was doing some deals and feeling pretty good about it nut I ended up working more hours per week than I was with my job and making about the same amount of money or a little bit more. All the Facebook posts and all the social media about the grind and the hustle, I understood it but that’s not why I got into the business. That’s not why I started my company. It’s to work 24/7 and miss birthday parties and not spend time with my nephews and nieces. It’s the opposite. I wanted to control my time and be able to do the things that I wanted to do with the people that I wanted to do it.
I started reevaluating my situation. I was lucky to have some great mentors and some people in my life that were successful business people and even better fathers, husbands, wives and daughters. To me, that’s what it was all about. I went and visited my broker. I was in real estate here in Texas. If you don’t hold your realtor’s license, it’s tough to do any real estate. I was lucky to have this awesome broker. I went up to his office to spend a little bit of time with him and see how he was running things. He was his daughter’s caddy on the weekends for her golf tournaments. His son liked to build go-karts, dirt bikes and make things. He was always in the garage with him and building stuff.
A big tornado came through North Texas. They redid their neighbor’s fences. He’s out there with his son helping the neighbors get back going. I was sitting there, not even being able to control my life, much less be successful and comparing all the things that he was and run a great business. I want to go talk to him and learn from him and see what he was doing. I was shocked to find out that he had a few W-2 employees. He had some listing agents, buyer’s agents and then he had 1 or 2 people in the office. This big operation that he was running seamlessly had almost no employees in-house in his office. I started asking him about that process and how he got there. He had teams all over the world doing everything day-to-day. If it was done on the phone or computer, he had somebody overseas. He had offshored that working. He outsourced everything.
That idea for outsourcing was such an exciting idea. I left his office, Mitch. I ran home and I thought I can go hire a bunch of people from overseas. It created a much bigger problem for me than I had before I hired anybody. I dreaded driving into the office each day because my day was going to consist of telling other people how to do their days. All day long, people were asking me how I wanted them to do things or how to get things done or sending me stuff that was not even close to what I was looking for. At the time, I was the guy who’s saying, “Hiring people is hard. It’s hard to find good people. Managing people sucks.” That’s where I was.
I went back to the same mentor and I was like, “I’m failing. I’m struggling at this.” That’s when he showed me that the real problem was that I was doing it completely backward. It was me, a one-man show with no structure, no systems, no processes. I go hire somebody, throw them in all of this chaos and expect something non-chaotic to come out the other side. That’s where he said, “You’re doing it completely backward. You have to start with the end in mind. You have to have a structure in place. What does success look like? We have to have a roadmap for exactly how we get there.” For every task in the business, if somebody is going to be answering the phone, you need to be able to give scripts and guidelines on what to say, how to answer the phone. Also, what to do based on how that conversation goes.
I had none of that, no scripts, no processes and what you referred to as systems. People get sick of hearing the word systems. I had none in my business. It was just me. The first thing I did was go home again and try to do all of that myself. I struggled and failed at that process again. I was able to hire people to help me do that process, which is what led me to where we got to now. It’s almost 1,000 employees. We’ve got a sizable company. It all started with getting help from somebody to build systems and processes within my organization so that I had a roadmap for success. I could then hire people and they could do their jobs well and have success in the day-to-day. Those are the two long stories of how I got to where it is now. That said, I was trying to hire people. I was trying to run a better business. I was a terrible manager. I’ve ultimately figured that process out over the years. That’s what Rocket Station is now.
What you described is what anybody who goes through starting a business goes through. The reason that you’re lucky, to be honest, is because you had a mentor. When I started TimeSlips Corporation, I didn’t have a mentor. I had the worst boss ever at the job that I worked at before. I had an opposite mentor. He showed me exactly what not to do, which was great. It’s like, “If Leo does that, I can’t possibly do that because that’s completely wrong.”
Maybe you’ll relate to this. When I started hiring people, I hired people that were doing things that either I didn’t like doing or that were “busy work.” When it came to important jobs like selling, I couldn’t do it. I felt like every time I would hire someone to sell, I would be losing sales. I kept the sales position the longest of any of the other positions in the company because I felt like I was the only one who was good at it. Finally, I got to the point where I had a real company to run. I made a decision. I said, “I’m going to do what it takes to train people on how to sell so I could get out of this job.” That made all the difference in the world. Did you go through that as well?
The same process. You mentioned having a mentor and being lucky. I agree. Coaching is the only shortcut in life. The only way to get anywhere faster and doing it the right way is to have someone help you along the way. I agree that there are multiple mentors that I was lucky enough to have to bring me along the way. I continue to have unlimited gratitude for those people because they were such an inspiration and a huge reason for why I was able to get there and why we spent so much time helping people and coach them on the front end, which creates that relationship. I appreciate you saying that.
Sales was also the last thing I gave up as well in the business. The revenue-generating activities are the lifeblood of your business. One of the things that a lot of entrepreneurs get stuck with is in all the other ancillary tasks. You mentioned the admin tasks. At the end of the day, it’s sales. We have a crude statement, “Sales cures cancer.” There are no real problems that can’t be solved if you have enough cashflow. You can build systems and processes, put things in place and hire the right people if you’ve got enough cashflow, which all comes from the sales pipeline.
That was the last thing that we created teams around as well. It was also the best thing I ever did and probably should have done sooner. I know it’s hard to find good sales teams. It’s because of Greg and those guys in our sales team. They’re more consultants than they are traditional sales guys. They’re value add. Anytime you can find a sales team and salespeople that view their job that way as helping people get to their outcomes, you’ve got a winning formula there. Sales is tough to get rid of. Once you do, it’s pretty amazing what can happen to your business for an increased cashflow.
Let’s go deeper here. This is a show about mentorship. It’s a show about lifting others by the bootstraps. That’s what they’re doing. They’re bootstrapping while trying to grow. Here you are with 1,000 employees. Let’s try and figure out together what some of these steps are. What would you advise somebody who is in that nascent phase of getting going, having a business, having a few clients but seeing the potential and getting ready to scale? Where do they start? What should they do?
My answer would be the same even if somebody is a little bit further along. The first thing that most people need to do is truly evaluate where they’re spending their time throughout the day and what is most valuable within that list of things that we do. If we look at where we spend our time, the most important things sometimes get pushed down to the bottom of the list. When you’re first trying to grow, scale and build a machine that is consistent, stable and can support you into the future, what’s most important is revenue-generating activities. Also, the things that are going to continue to put cash in a bottom-line way so that you can reinvest back in the business, hire teams and increase marketing. That all comes from sales.
Anything that you can do to put systems and processes to make that initial growth phase cleaner is the best way to start. It usually starts with evaluating where you’re spending your time all day because we end up getting caught. I feel like many of us get caught doing many things. I rarely get an email from someone that is not them asking something of me. If I were to drop everything all the time and answer them, I’m serving other people’s needs all the time more than I am serving the business’s needs. I see many entrepreneurs caught up in the day-to-day tasks without evaluating the most important and highest use of their time and where they’re spending their time throughout the day. You got to drive growth and sales and put more cash in the bank account so that you can reinvest and grow the business. The best way to start is by time management and do the most important things first.Where should you be spending your time? Because busy is not the goal. Click To Tweet
Let me see if I could unpack that a bit here, Robert. Step number one is to consciously watch your activities, which is hard because you’re busy and you’re in the middle of doing 100 things at once. Consciously focus on the things you’re doing, maybe even write them down on a list as you do them. From what you’re saying, it’s going to lead to you understanding exactly how you are segmenting your time.
Back in the 1980s and 1990s, this thing called multitasking was supposed to be wonderful. What we’ve come to find is that for most people, multitasking reduces productivity. It’s far better to focus on a single task. Here’s the cool part. When you focus on a single task, you are running through a process consciously or unconsciously. Imagine if you were to take that process and record it either as a video or as a step-by-step document with a flow chart. What you’d be able to do is duplicate yourself. Do you see that to be the same way that you work with your people as well?
Absolutely. That’s such an awesome suggestion. That’s exactly how I started creating training materials within my own business, which is recording everything that I was doing all day long. For most business owners and entrepreneurs that we talked to, one of the first questions that we like to ask is, “Layout your day. Tell us what you do all day. What does the business look like?” We dive in and we talked about all the details.
Most people can’t even tell you what you do because they’re busy. You have so much going on. To stop and think about it, it’s almost like an offensive question to ask somebody. It’s like, “What do you mean? I’ve got so much going on.” That’s exactly the point. That’s exactly what we need to dive into and look at what are you doing and where should you be spending your time. I understand how busy entrepreneurs are. That’s why we’re going to unpack that because busy is not the goal. That’s the first thing.
People say all the time, “Nobody can do this better than I can.” As an entrepreneur, I don’t know if you can ever have somebody care as much as you. I may agree with that. You can have people do things as well as you or better than you. In my opinion, the first step to that is doing exactly what you’re talking about. Record yourself all day long. I’m on a Mac. There are free tools with QuickTime. You can record your screen all day long and chop that up, start and stop as you’re doing different tasks. PCs have similar tools. You’ve got Zoom where you can do screen sharing. Skype is also another free way you can do screen sharing and video calls back and forth.
There are lots and lots of tools where you can record, save that and free storage from Google Drive to Dropbox. Every other tool usually has an initial free storage amount. Once you get a little bit bigger, it’s small the amount of money you have to spend for cloud storage. The tools are available for you to put the systems and processes in place. As simple as screen recording each task is a huge help. Whenever you bring somebody on, it can be their responsibility to take those recordings and things, make them even better and make that a living training. That’s a great suggestion.
We used to call that The Job Book. What we used to do is create a file of everything that person did. We used to pay a bonus if someone would document their job. We hire somebody, teach them how to do it and say, “Everything we taught you, work it out so it works for you. Create a job book and we’ll give you a $1,000 bonus once the job book is done.” Robert, when we would create these job books, we had no place to put them except on a pocket drive and then hand them out to people. Nowadays, there’s all this free storage that we can use. There’s a better tool that I have come to rely on and that is Learning Management Systems. What we do is create LMSs for almost every single job that we create.
I’m going to give you and your readers a way to get your LMS for free by going to Tiny.cc/mitch. That’s going to get you access to a special system that I’m associated with. That’s an affiliate link. The reason I put it out there is that you’re going to get five free people to log on and use your training forever. You create your training for free. You can get five people to use it for free. You can share the logins if you want. None of it cost a penny. It’s a true learning management system. That’s the system that we rely on here as well when we do our training, too. Once you have this in place, Robert, what’s the next step? How do you vet people to bring them in? How do you know that they’re capable? What happens if they don’t have experience? How far are you willing to go? Go through some of the people process stuff.
That’s a wonderful gift that you gave away. That’ll be super helpful for us and everyone else. I’m looking forward to diving into that as a potential resource that we help clients with. We’re documenting all their systems and processes and then handing them to their own LMS. That may be a great opportunity, Mitch, for us to be able to further help people. I appreciate that gift. That’s cool. Once you have your documented systems and processes, finding the right person should be quite a bit easier. If you’ve got a task list and you’ve got it well documented out, now you know who you’re looking for.
At Rocket Station, we’re screening about 6,000 applicants a month. We’re hiring less than 2% of those people. A huge reason why we have such a high success rate with our client and team relationships is because of this exact process. It’s something that I’m super proud of. The team has created an amazing process around that. I’ll share some of the steps on exactly what we go through. The first thing that we do is divide the job tasks by the structure.
An administrative job such as accounting, bookkeeping or back-end office support like CRM management or social media management, those types of tests that are more admin-based are a little bit different type of person than somebody that’s going to be on the phone. They’re doing inside sales, setting appointments, following up and doing podcast conversations. Our outward-facing person is different than somebody that’s doing administrative tasks.
You can break that down further because a customer support profile is slightly different than inside sales. In the inside sales, you want somebody a little more assertive, has a little bit more speed and potentially a little more aggressiveness or grit. In customer support, it’s a more problem-solving and solution-oriented type of person. There are lots of ways to segment. You talked about the LMS. Once you have that structure, now identifying the type of person is much easier. Now we can go about putting a process in place to go find that right person.
You talked about the experience. That’s one of the first things that you can create a checklist around because there’s a little bit of an art and science to the hiring process. Creating a checklist with anything that is applicable to that job is great. In some jobs, you need experience in my opinion. I’m not going to hire anybody in IT, coding or that type of position that doesn’t have pretty significant experience. If you’re going to be in an administrative or customer support position, we’re willing to train and work with some of those people. The experience depends on the position. Building a checklist of what the ideal candidate would be is a great first step.
We use a tool called Culture Index for personality profiling. It is a wonderful tool in the toolbox. It’s one of the few that is proven to be statistically accurate. There’s only a couple that exists that you can use that stand up in a court of law because you can’t discriminate when you’re hiring. Most personality profiling counts as discrimination because they’re not accurate enough to use in the hiring process. Culture Index is a tool that is statistically relevant enough in its research to be accurate enough to use in the hiring process. We implement that with our teams, both US and the Philippines. It’s a huge piece of that.
The job description and the task creates the type of person that we’re looking for. We then build checklists around some of the experience. Even some different companies that we like to hire from, we build that checklist. We then use a personality profile tool, Culture Index. We then go to an interview phase. We have a three-step interview phase before we ever hire somebody. The reason behind that is we want to make sure that we get lots of different people interacting with our candidates so that we have an objective approach to how we’re interacting and interviewing.You can never have somebody care as much as you, but you can definitely have people do things as well as you, or even better than you. Click To Tweet
A great thing that we do as well and another tip is having set interview questions in that process where we’re prepared. For example, an IT job or a social media management job where we like to have some experience. We want them to describe situations where they’ve worked for that task or those types of jobs before. It’s a good way for them to describe to you what they think is valuable and important in that process and how to get that done. We try to ask questions where we’re pulling out of our candidates their knowledge, their information about the job and the test.
I’m stuck in that last thing you said because it has, to some degree, conflicted with what I’ve done and what I know. I want to learn from you about this as well. We’ve been using a series of personality type tests for years. I have been using a particular test from the WHY Institute. What we try to do is discover a person’s why before we hire them, not because we want to either reject them or somehow discriminate against them. Instead, we want to make sure that we are aligning them with the job that we are considering hiring them for. That’s the first tool. The second one is that we use a series of specific personality tests for specific positions. We have testing for coaches, for sales and for management. Are you saying that those are somehow not applicable anymore? You said it wouldn’t stand up in a court of law. What court of law does one go to argue with a personality test? I don’t understand that part.
For us, the personality profile is a tool. It is not the deciding factor of hiring or not hiring somebody. Every state has different laws and requirements. There are federal laws about what you can and can’t do as far as employment, W-2 and 1099 in the US. I want to make sure that we stay well within the rules that have been established, both locally and on the federal level, as far as discrimination and Fair Employment Act. There are several things that even if you’re hiring 1 or 2 people that it’s required that you abide by.
There have been several different times where companies have gotten sued by potential candidates because they took personality profiles. The perception from the candidate was the company use that to decide whether to hire them or not. If the personality profile tool that was used has not had academic studies or enough research behind it to make it statistically relevant, they have oftentimes, in Texas and federally, deemed that a form of discrimination. You’re using a tool that is not accurate as a deciding factor.
You’re not discriminating against race because it’s whether or not you have the right personality for sales, for example. I don’t want to go down this rabbit hole because we could be doing that for an hour. Instead, let me make this point. If you’re reading and you learned about the WHY assessment, I’m going to put a link on Robert’s show page that will give you a 20% discount for this assessment from the WHY Institute. The reason I want to do that is that I have found this to be instrumental.
Once I learned what my why was, it connected all the dots in my life. I know that sounds like a profound thing but it was quite interesting when I realized what my why was. Also, it helped me understand not just the strengths that I have but, in many ways, the weaknesses as well. Going back to what you were saying before, I love the whole point of training for process skills as opposed to necessarily training to do a job. I do appreciate that. It makes a lot of sense. Before we wrap up this segment of the show, what would you say about pay? How do you pay people? Do you change the way you pay people if they live inside or outside the United States?
Salary is a super interesting question. Especially in the US, there’s such a debate over minimum wage. It’s part of the global conversation in the news. I’m not an economist. I have no idea what minimum wage should be. I do believe that people deserve to be paid a fair living wage that meets a certain standard of life. What that is, I’m not sure as an economist. What people get paid is interesting and it’s a huge part of the GDP of the economy. In the US, pay per hour is different than what we pay in the Philippines. It’s mostly based on the economy.
Our clients pay $10 an hour in the Philippines for college-educated, multiple years experience, professional and career-oriented individuals. For us, we help our clients do a cost basis comparison of what you’re getting for that salary. In the US, it’s not about what you’re paying over here. It’s about what you’re getting as a result of that pay range. Usually, the minimum wage conversation doesn’t apply to most office jobs because the majority of those jobs make so much more across the US in most markets than what the minimum wage is anyway.
It’s hard to even compare. The cost per hour, what you’re getting overseas and the quality that you get for that usually is exponentially higher. It’s a real advantage. For us, we think that everybody deserves a fair shot. If you’re in another country, if you can perform the job with excellence and you can provide a ton of value, as entrepreneurs, that’s a great option. We support small to midsize businesses in America. That’s the backbone of the United States and what makes us great. We can do that. Oftentimes, outsourcing and offshoring these jobs enable businesses to be stronger in the US. We’re proud of that.
At this point, Robert, I can spend time peppering you with questions and sharing what you know. There’s going to be a little surprise at the end where others can get a chance to do more with you as well. Let’s hold on to that for a moment. We’re now going to segment to getting to know you a lot better. This is the fun part of the show. At least it is for me. I get to ask you a couple of maybe silly questions but help us get some insight into what you value and how you think. Here’s the first question and it’s about the people you love and admire. In all of space and time, who would you like to have one hour to enjoy a walk in the park, a quick lunch or an intense conversation with?
That’s an easy answer. I love this question that you pose to all your guests. This is my favorite part of your show with each one of your guests because you feel like you get to know them a little bit better. For me, it’s an easy answer because I was super lucky and fortunate that I got to be so close with my mom’s parents. My grandparents were a big part of my life. They came to my sporting events. My teammates knew my grandparents. My friends knew them. They were part of our lives in an intimate and close way. I didn’t get to know my dad’s dad. He died of lung cancer when I was young. We’re a sports family. He was a coach. My siblings and I played sports through college.
We’re now all successful as adults. He would have been proud and had so much fun to see and watch us do what we’re doing. I would love to get to talk to him as a coach, as my grandfather and have a deeper and more meaningful relationship with him. Based on what I get told and the stories about him, he would have had a blast with all of us. For me, there’s no question, I’d like to spend an hour with my dad’s dad, my grandfather and show him the person that I got to become. I’m sure he watched our ride with all that sports and all the great things we got to do as far as athletics was concerned. I’m sure he’s super proud. He’s the person I would like to spend time with if I could.
In my world, he’s been watching you all along. He’s proud of you from afar. Although he may not be as far as you think. Let’s leave it at that. It’s a great choice. I’ve heard others on this show mention a parent or a grandparent as well. The reason is that it’s part of who we are. Part of who I am is who my dad was. He’s passed now. As far as I’m concerned, he’s right here. He’s here in this interview with us right now. He has his hand on my shoulder as we’re talking because we’re connected and we always have been. I’m sure he’s as connected to you as well. Let’s go on to the next question. This is the grand finale. It’s the change the world question. Are you ready?
I hope so.
What is it that you are doing or would like to do that truly has the potential to change the world?It’s not just about what you’re paying over here. It’s about what you’re getting as a result of that pay range. Click To Tweet
I have two projects that I’m working on that I wouldn’t mind sharing. The first one is part of Rocket Station. We have Rocket Station Cares. That’s our community project where we encourage our team members to give back and support. Rocket Station backs those projects and amplifies the voice of our team members in whatever they find is most valuable in serving their local communities. That has been fun. It’s something that we’re continuing to grow and I’m looking forward to supporting further. The number of lives and the amount of impact that we have is amazing. Anytime we can make somebody’s day better and have a long-term impact, nothing makes you talk about why. Nothing makes me go more than serving people in that way.
Our Rocket Station Cares projects and our community projects that our team champions are the first thing. I’m insanely proud of them for that and the impact that they’re having. The second thing is I’m involved in learning about the microbiome and the gut. You hinted at being a spiritual man and I am as well. I’ve learned that the more that I take care of myself and my gut and get the bacteria correct in my gut, the closer connection I feel to source and what I view as God. I’m spending a lot of time, energy and effort on that project.
I’ve found some amazing people that are studying the microbiome and have advanced science in a way that I’ve never been seen before. If more people can get in line and get congruent between their beliefs, their thoughts and their actions, the world would change. That concurrency and that connection to the source would change all of humanity. That’s a project that I’m looking forward to supporting further and being a part of in helping grow. This community has a mission to impact ten million lives and that’s doable. That’s the big project that I’m working on, on the side that’s not Rocket Station.
I normally wouldn’t bother mentioning this but since you did, I will. I have been happy with a product called ION*Biome, IonBiome.com. ION*Biome is you take about a teaspoon three times a day and it completely heals your biome. It fortifies your health and increases your ability to withstand viruses and germs. It ramps up and boosts your immune system. I found it to be incredibly valuable. I rarely ever get sick. I don’t know if it’s because of that but I do know that when I stopped taking it, I start noticing rumblings and things in my stomach that I normally don’t like or want. We’re on the same track when it comes to that. It’s not what I would normally talk about but since you brought it up, it’s worthwhile mentioning. Here we are, Robert. We’ve reached the end of our time together. We haven’t gotten to the thing, which is super. It’s your free gift for our readers. What is it that you have? It’s exciting.
I appreciate you giving me the opportunity. Most people, whenever they talk about virtual assistants or outsourcing, they understand what we’re talking about. They get the concepts but don’t know how that applies to them or have questions about their business specifically. If anybody’s reading and is like, “The idea of getting some help with systems and processes or creating an LMS or hiring people, I’m interested in that. I’m honest and sincere about learning more.” We’re happy to spend some time with you. Mitch asked if we would do a 30-minute to an hour coaching call where it’s not a sales call and not a pitch. It’s us helping you and guiding you in any questions that you have in this process. We’re good at both systems, processes and hiring people for any position within your company.
If you have questions about either one of those things, we have a calendar link. It’s Discovery.RocketStation.com. That’s Greg Brooks and his team. Greg and his team are amazing. They’ve done this 1,000 times and would be happy to answer any of your questions. Greg Brooks is his name and the email is [email protected]. Email him directly and say, “I heard you on Mitch’s show. I want to spend some time with you guys.” We’ll set you up. We’ll spend some time with you. Email Greg directly. You won’t get lost in the shuffle and say you heard us on the show and mention Mitch’s name, for sure. They’ll give you a little bit of extra attention and extra care. I would love to spend time with anybody who’s got questions.
Robert, it’s been a pleasure having you and getting to know you as we have. I admire what you’ve done. You are changing the world by helping more people gainfully employed and helping small businesses grow with processes and procedures that will only make them more successful. Thank you for showing up. Thank you for doing what you do. I can’t wait until we get a chance to talk again soon.
Thanks a lot, Mitch. This was great. I appreciate you having me on the show. The conversation was awesome. I’m super grateful that you brought me on.
- Rocket Station
- Culture Index
- WHY Institute
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