“Conferences, Hiring, and Masterminds” w/Seth Price & John Fisher Today’s guests need no introduction. Seth Price and John Fisher join us on the show today to share their feedback on the conference, their top hiring practices, the importance of documenting systems, John’s Mastermind experience, and more. Hacking’s Hack: Dale Carnegie-How to Stop Worrying and Start Learning Tyson’s Tip: Recently I’ve been thinking about how I can work out more. Make it easier for you to work out. Make it more accessible by putting an exercise bike in your office, keeping a change of clothes in the office, or keeping baby wipes around. John’s Tip: Strategic Coach and Dan Sullivan have totally changed our lives and businesses. Talk to anyone in the group and you’ll understand why it is worth every penny of what they charge. Seth’s Tip: Take a moment and look at your internal processes and procedures. Make sure that it is retrievable and useable to have those available. For more content from us please subscribe to our Youtube Channel Don’t forget to sign up for MaxLawCon20! Thanks so much for listening to the show! If you want to know more about this and keep on maximizing your firm, please join our Facebook Group or like us on Facebook and comment! You can also go to MaximumLawyer.com or, if you’d prefer, email us at: info@maximumlawyer.com Interested in being on the show? Shoot us an email at support@maximumlawyer.com or message us on Facebook! Welcome to the Maximum Lawyer Podcast. Partner up, and maximize your firm.
Resources:
- Join the Guild Membership
- Subscribe to the Maximum Lawyer YouTube Channel
- Follow us on Instagram
- Join the Facebook Group
- Follow the Facebook Page
- Follow us on LinkedIn
Transcripts: Conferences, Hiring, and Masterminds with Seth Price & John Fisher
Jim Hacking
You know, my wife poo pooed a lot of things at the conference. But when Ryan McKean talked about how people having their own information in their own head, and only in their head can be a threat to the firm, so sad tale about Brian sort of just goes to show even if it’s completely unintentional, just having all that information in one person’s head is a danger to the firm. Run your law firm the right way.
Unknown Speaker
This is the maximum lawyer podcast, podcast, your hosts, Jim hacking and Tyson metrics. Let’s partner up and maximize your firm.
Jim Hacking
Welcome to the show. Welcome back to the maximum lawyer Podcast. I’m Jim hacking.
Tyson Mutrux
And I’m Tyson Meatrix. What’s up Jimmy?
Jim Hacking
I said my friend, we got two of our favorite guests ever of all time, I think it’s the first time we’ve had anyone on the show for a third time. It’s our friend Seth Bryce and John Fisher.
Tyson Mutrux
Yeah, and we will miss things where if we were going to have anyone on three times it’d be these two guys. So John said, What’s up, guys?
Unknown Speaker
Great to be here.
Jim Hacking
Alright, so let’s go ahead. We thought we’d just a brief recap of the conference. And then we talk a little bit about what’s going on with both of your firms and with John’s mastermind experience. So Seth, why don’t you go first? How did you find the conference? And what were your takeaways?
John Fisher & Seth Price
Yeah, I found it inspiring. And as you know, as a junkie of these conferences, what I love is a combination of say, Okay, this is what I’m going to focus on. And for me, it’s been systems, and wikis and making sure everything is documented. But what I love about it was things that were outside the box, you know, some of the stuff that Jay rain was talking about on social finding elements that were not there were sort of outside my comfort zone, and seeing whether I could implement small pieces of those along the way.
Tyson Mutrux
John, what what what about you?
Unknown Speaker
Well, here’s something guys.
Unknown Speaker
I the thing I like about a seminar is really not so much the information that I get from it, but the inspiration, and to see Jim take the stage and tell his story that was so emotional, and extraordinarily powerful, was that just made everything for me. So So when I heard Jim do that, I was like, Hey, I’m good. At this point. I don’t need anything else. That was just because it takes courage. Let’s face it, guys know people don’t go down on stage and start talking about their personal lives. Because it was so much easier for you, Jim, to get up there and start reading from a piece of paper about marketing or management. But let’s face it, that’s not thrilling. What is thrilling is that you took a leap here, you had the courage to do it. And I can tell you, I was blown away by the other thing, guys here. This is the power of storytelling. Because bill, humanity gave a extraordinary speech. And it was about his conflict with a defense lawyer, how the defense lawyer was a total s. And Bill just wanted to rip the guy’s throat out. But he took a step back. And he said, You know what, I’m going to play the good guy here. I’m going to put out a piece leaf. And he did that. And it sort of just mollified the whole situation. And he took an enemy and turned him into a friend. And they went out for drinks after they settled their case at mediation. Now, that’s a story all of us can use, because all of us have other attorneys that we just can’t stand. And we’re like, I am the good guy. They’re the bad guy. But the reality is, there’s some bad guys and all of us, you know what I mean? We struggle with that. And I thought that the stories by Jin and Bill, humanity were just so extraordinarily powerful, and they were just such a great lesson for all of us. The one thing to guys is when Jay Ruane came out in a Santa Claus outfit, I was like, that’s golden. You know why? Because I’m not really going to remember much of anything that anyone says, Except, I’m going to remember that, that Jay was talking about social media, that he was in a Santa Claus outfit. And it just ingrained in my head, that social media is about generosity and sharing and giving. And it’s not about what we can take and get in cases. It’s a long term play. Santa Claus doesn’t want anything in return. He’s just giving us gifts, right? So that the reality is what that is the power of nonverbal communication. And I so much appreciated Jim, especially you, I never knew your story. But you told the story to hundreds of people at this conference. And it really impacted me in a big way. And I can guarantee that there were people at that conference and came up to you afterwards and said, Jim, thank you for doing this. Because I’ve had a similar experience and it’s so meaningful to me, so I’m grateful for that. Well, John, I’ve
Jim Hacking
learned from you You’re absolutely right. Last year at the conference, I got up there I mistakingly schedule Have myself right after you. I went and I was talking on YouTube and I jumped through a bunch of slides. And when I was done, I was like, man, you know, I gave some value, I taught some people, maybe some YouTube tricks, but listening to you talk about your dad and your family’s struggles with him, and sort of the last days of his life, um, that really inspired me to really put down the notes to put down the slides, and to just really talk from the heart. And you’re absolutely right. To me, the great blessing of the conference was the number of people I had, I had four people come up to me talk to me how they had struggled with food. And with their weight, I had two people come up and talk to me about more more serious chemical addictions, I had three people come up to me and talk about depression. And I had two people who I thought were just killing it financially come up and tell me basically, that they were broke, because I talked to about that time when I had to talk to them money about assignment and money in the bank. And so it’s only it’s only by opening up, like you said, and like you showed me last year, that we were able that I was able to pull that off. And I think it really does a nice tone for the conference.
Unknown Speaker
And if I can piggyback on what you just said, because it is so powerful. Seth had had raised a question that, you know, he’s just getting being asked responses from his employees, he’ll ask them, and they’re just be asking them, they’re not really giving them the truth. Like, they might not know the answer to something, but they’re just be guessing him. And I responded to that, that is a problem, because that’s an indication that they don’t totally trust you. And reality is all of us have that problem. Because the only way we can build trust with our kids, our spouse or our employees, is by being completely transparent. And acknowledging that we’ve had problems in our past. You know, we I’ve had issues sometimes with my kids, when they make a mistake, instead of passing judgment on them. I say, You know what, I’ve done worse, I’ve done a lot worse truthfully. And the reality is, let’s just, let’s just take this as a learning experience. And I think what happens there is that they learn and your employees learn that it’s okay, to be honest about making mistakes, it’s okay to admit, we don’t know the answers to this. And that is such a hard thing to do. And in my practice, as well, people don’t want to be straightforward with me about things and it takes time. But Jim, what you did at that conference, I’ll never forget it. Thyssen. You had raised the issue about Marcus Lemonis that we bought, we all saw it together in I think 2016. And for me, Ken hackings moment on that stage was the same thing. I mean, it was just so extraordinarily powerful. And I will never forget it. And I think the story here is when you give a presentation at a seminar, you want to give a speech that people will never forget. And Jim, you did that.
Tyson Mutrux
I completely agree. John, it’s funny. So after Marcus spoke, I don’t know if it was immediately after, but I think it was pretty close after I looked over at at Jim and I said, you know, man, I was nervous, because I didn’t know what I was gonna say if he called on us because he was he was calling on random people. And Jim was ready to go. He said, he said something like I was I was ready or something like that. I was just that he was so willing to give that story. So it really is amazing just talks about tells you a little bit about how awesome of a person Jim really is.
Unknown Speaker
And Tyson, the powerful moment of that presentation by Marcus was he just came there in jeans and a T shirt. And he tells told the story about how he’d been had been abused physically and sexually and had weight loss ish weight problems as a child who came from Lebanon. And they just basically melted the audience, we heard his personal story. And he basically asked the audience who has had a similar experience, and an African American guy who’s in his 40s gets up and he said, When I was eight years old, my mother told me that she wished I was never born. And I was like, holy cow. That’s incredible. You know, that he’s willing to share that in front of a couple 1000 people is amazing. But what happened there was Marcus. By being vulnerable himself. He gave people the courage to be vulnerable for their stories as well. And I think what Jim did at your conference was the same thing.
Tyson Mutrux
I definitely think that’s a key part of it, seeing other people show that they’re being can be vulnerable. And I think that this may be a good segue because we’re gonna get to said we want to sort of check in with you all on your firm’s and Seth, you started to talk about something before we came on. And so something you might have some sort of an announcement that somebody’s
John Fisher & Seth Price
not making now, not announcement, but just so, you know, we you know, we’ve we’ve done a really nice job of scaling the firm, as you know, in the b2c world that we’re in, you know, are two steps forward, one step back is the norm. And I’ve been incredibly fortunate my right hand man, besides my law partners, a guy Brian Bennett vitez, who is been a rock We hired him as an admin seven, eight years ago, we ran the client management team, as you call it, the guys in the basement. He started on that team, he ran it. And he’s essentially our head of operations. One of those guys that, you know, my feeling was always wanted to pay ahead of the curve. So money was never an issue on the table. He has that X factor, you know, we work very hard, putting systems in play. And this guy is the guy who’s really helped us to make sure that the trains run on time that the culture is right, and oversees the pieces that I’m not great with, which is when interviewing, you know, what is somebody really trying to say very often somebody comes through and everybody thinks the person’s great. And he’ll he’ll be like, raise his hand and say, Now this person doesn’t really want to be here, they want to be doing something else. And anytime we don’t listen to him, it’s a mistake. So he’s been the lifeblood of our firm for quite a while. And, sadly, last weekend, was in a massive motorcycle accident. So I, you know, it is a really difficult place the the long term prognosis, hope looks like it is going to be fine. There’s a lot wrong, but many of the things that you worry about for long term recovery are looking pretty good. But it is going to be a long, long road back. And I always, internally have always talked about, we want to make sure that we’re prepared if somebody is hit by a bus. So that can can we continue on? And, you know, I, we talked about it. But this is sort of our moment where, you know, a lot of people get dead through our firm, and the guy who is at the epicenter of making sure that things work, right and continue well, just overnight, isn’t there. And, you know, we’re all praying for him. And, you know, we have good reason to believe that it may be six months, he could be back. But for the foreseeable future, we are operating without a guy who was central to our, to our building. And it’s just one of those life moments where, on a personal level, it’s just incredibly hard to deal with. But on a business level, I’m scratching my head saying, we’ve done everything that we’re supposed to do as far as systems, but there’s that X factor beyond that, that was just not counting on disappearing in the blink of an eye.
Tyson Mutrux
Well, that’s terrible. Seven, and it sucks. You’re going through that, but I’m, if anybody can get through to you, I know you can. I know you got a really strong firm. And it is tragic. So the ending and Ross, let us know, John, I know it’s a tough segue for you. But just a quick check in with your firm how things are going?
Unknown Speaker
Well, I’ll tell you, Tyson, I think I got permission from Jim to say this. Things are far from perfect for me. Because I hired a litigation paralegal who had 30 years of experience doing what I did. And in the end, she was magnificent for about 90 days. And one day, I’m in our coffee room, and she says, Can I talk to you? I’m leaving, like, hey, okay. You know, totally sign me. So this is a person who can do many things that I just don’t have the ability to do. And we had hired a really a great what I thought, you know, a great litigation secretary. And it turns out, she just can’t do the work. And so we’re kind of stuck at this point, with with a system here. And I’m really torn at this point. And I’d love feedback, whether to hire a young associate attorney to do all of the basically the case management, or more experienced paralegal to do that. Because right now, frankly, we have had a phenomenal experience with summer interns. So I have a summer associate, who was head of her class at her law school. And she’s dynamite. I mean, she’s got no preconceived notions about how things should be done. And she’s cranking out work. And it’s just a wonderful thing. So we had worked with a German intern, a law student for about six weeks. She lived in our, our, with our family, she was dynamite. This summer associates great, but frankly, when the summer is over, I’m really in a bind at that point. So trying to figure out how to manage all of these cases that we’ve got is going to be really tough and work something that’s not my thing. You know, something you said strikes a chord, and I’d love to hear Jim and Tyson’s perspective, because I feel like as as you move on, whether you’re growing or whether you’re trying to stay the same.
John Fisher & Seth Price
There’s an issue that I see over and over again, we know best practices of recruiting, we know our best practices retaining, but people are not widgets, they’re people. They have strengths, they have weaknesses. And the thing that I have seen and struggled with, is that, you know, you said two things in there. You’re losing somebody that’s terrible, right? Unexpected. You thought you had some thing locked in. But the second thing you talked about, and you’ve talked to me about privately Is that another employee who’s there came in with billing and with perceived talents that just didn’t turn out to be them. So now you have a situation where you’re down, you really need to make a move with the person who’s not performing and doesn’t have the skill set that you need, while at the same time you are frozen, because you can’t even begin to deal with that second issue, because you don’t want to have complete turnover. And so all of a sudden, we get lulled into a, you know, a mediocre or worse situation, because you can’t address that issue. Because you’re dealing with a fire that is the the other person who’s leaving and let you know, forces you into this dilemma, where you can’t change everything at once. And now you’re left with a less than ideal person, I just wondered how you guys have dealt with that type of balance and situation over time. Give me Go for it. So
Jim Hacking
this is this is the eternal struggle, you know, everyone tells you to hire, hire slowly and fire fast. And that’s I think, a lot of times easier said than done. One thing that we’ve been spending a lot of time thinking about here, too, at our office. And I’m sort of taking us outside the discussion of an immediate need for replacements is that the one of you to either Seth or John recommended to me a book called you can’t teach hustle. And I’ve come to believe that not only can you not teach hustle, you also cannot teach intellectual curiosity. So hustling, curiosity are the two things that we’ve been spending a lot of time thinking about and trying to develop. But I just think you can’t teach those two things. And that if you get the right people who are intellectually curious, who if you ask them a question, about maybe a case, they’re not even working on there, their mind just starts going, and they start thinking about it, and they come back to you and they say, Boy, I think about the situation you were mentioning, and I really thought thought it through. And here’s some suggestions that I have those two things, hustle and curiosity that you just can’t teach. And I think that whether it’s a brand new lawyer, or a seasoned paralegal, or a seasoned legal secretary, those are the factors that I would look for. And those are the things that I honestly believe you can’t teach.
John Fisher & Seth Price
John Morgan is the famous book, you can’t teach Hungary. And, you know, I’m always torn. And this is a little bit beyond this discussion, but the same continuum, which is, you know, there’s that Marco, Groucho Marx, concept booty on, I think captured as well, you know, why would you ever want to be a member of a club that would, as you would have you as a member. And so I have that talk, you know, I’d love to get all rock stars. The other problem is that rock stars don’t always want to stay in the nest. So there’s that combination of, I want to get somebody with that intellectual curiosity and that hunger and drive because you need that. At the same time, if you don’t have people that are looking to nest and be it be at a place and perform, you know, things over and over again, over time, consistency over time, is worth so much. And that, that balance of finding somebody who has the fire in the belly, or at least enough of it for you, but at the same time isn’t going to be changing jobs every six months, that that has been a struggle, at least big picture for us. You also Well, I can say, Dr. Tyson,
Tyson Mutrux
you also look at something from Jack Welch. He calls it the the four E’s in one p. And it’s really, really interesting. It is sort of the bedrock for the things that we look for now. And its energy, do they have energy? Can they energize other people? Do they have edge execution and passion? And just look into there’s a video on it? And there’s plenty of that he’s written about it. But the really the bedrock of that is? Or do they have a lot of energy, that passion, and they energize other people can they get things done, and there’s a series of things you can do to actually ask questions and back there about their background and their skills to get to those things. And I think if you start with that, it doesn’t matter if the person has experienced or if they don’t have experience, I think if you start with that, it’s gonna get you a good person, and then the rest of it sort of on you. And then another way of looking at it is to is someone with experience versus not without experience, and you’ll know how this goes. Sometimes if they have experience, they have a lot of bad habits, and you had to break those habits. And sometimes that’s more difficult than training a person from scratch. And so, if you have that’s why I don’t mind hiring people that don’t have experience. I mean, I think it’s, it’s good if they do, you don’t have to break the habits. But if you have all that training in place, it’s videotape if you’ve got a training module for them that you can easily put them through. It’s really not that big of a deal. So it really just depends on what you want. I mean, do you want to not train someone fine, you’re gonna need to hire Some of the experience if you if you’re okay with training them and spending two, three weeks training them, putting them through training modules, then then that’s fine as well. It just really depends on what your comfort level is with the training. But I think it’s a bedrock and look for those those four E’s. And one P, I think it’s really important,
John Fisher & Seth Price
I believe was also Jack Welch that talked, I’m sure I’m butcher the the concept, but it was something like firing the bottom 10% of your workforce every year. And the idea that I sort of have strove for is figuring out what is the least productive people that don’t want to be there people that have sort of past their expiration point, and trying to upgrade rather than waiting for that person to resign. And just that that has been something I’m wondering how you guys have dealt with that about taking the initiative to improve rather than just react
Unknown Speaker
well to something was one of the things when when Google looks for an employee thing, where they went to school, or any of that stuff, and no one would guess what their single most important criteria is, but it is a love of learning, somebody who is willing to take on a challenge, learn as much as possible read. And I can tell you, what I look for in a new employee is stability of employment, their past history, because if they’re jumping from one job to the next every year, it’s highly likely that they’ll continue doing that. However, if they’ve worked at one position for at least five years, that shows stability, and it shows success. So that’s the criteria, but it’s not foolproof. The client was our our superstar, Rockstar paralegal. She had 18 years of experience at a medical malpractice law firm. And she quit after 90 days with our firm. So the other problem, Tyson that you alluded to was, many times when you have really experienced employees, they come with baggage and advantages. They don’t like they do it a certain way. And they don’t like doing it other ways. So for example, we have Fisher pedia, which is an online password protected website with all of our firm’s policies and procedures. And I had our staff to add policies into Fisher PDM. And the superstar paralegal just declined. She says, I don’t have time for this. It’s not important to me. But the reality is, when you document everything, not just with text, but with video and screenshots, and links, what you’ve got is a resource for everyone. So they don’t have to basically do things from scratch every single time. But because our older paralegal was set in her ways, she was not receptive to it. We have I think, Tyson, you do this as well, I think we have the daily huddle where we meet for 15 minutes every morning, we discuss the top three goals for the day of every person, our superstar doesn’t like it, she just thinks that’s a waste of time. I think it gives people access to me. And it creates collaboration among all of the employees. So we know what we’re doing. And if we have a trial coming up in two weeks, we’re focused on the trial, we’re not focused on some some other stuff that’s less important. So that’s my but I totally agree with you, Jim, that motivation, and ambition is intrinsic, it cannot be given to somebody and Daniel Pink wrote a book called Drive, that people are either intrinsically motivated, or they’re not. And they’re carrots. And and, and penalties cannot be used to motivate people. So for example, if you give people a $5,000 bonus, that’s not going to motivate them to work harder. They’re either motivated or they’re not. So it is difficult. And I’m not sure what the answer is because we tried to set all of our criteria hiring criteria very carefully. And the reality is that superstar paralegal she passed with flying colors. And yet after 90 days, she has gone for a state job.
John Fisher & Seth Price
Two things that you raised during that I’ll throw out there and one because you know, it has been sort of a max law. Topic are these wikis and documenting and something that you you just refer to I’m dealing with I know Jay, who’s sort of the master of this stuff is dealing with is that the getting staff buy in? Or the documentation and keeping that documentation up to date and referencing it has been a real challenge and something that I feel like I would love to hear more about best practices because you’re right, it can’t be a stick. That doesn’t work well. But it is certainly been a challenge in getting people to fully embrace the idea that this is a living breathing document so that as Tyson is saying, if that is something that is powerful, you have the ability to bring people in with less experience that opens up so many more doors than looking for that diamond in the rough with stability of job and experience, which is really, really hard to find.
Unknown Speaker
I, the other day, a flurry of our staff were out, we have to electronically file something in federal court, I had no clue how to do it. So I turned to our summer associates, as I said, you know how to do this? And she said, No. And so we go on to Fisher piano. And one of our secretaries had documented the system for electronically filing in federal court. It was simple, and it was right there. So our summer associates, five minutes later, it was done. That’s the value of documenting systems. But I totally agree with you. We have trouble getting buy in from our staff, and it’s more of the experience stuff. Because they just think that this is a nuisance and a waste of their time. And I don’t think giving them a cash bonus is going to get them to buy in. So I’m stuck.
Jim Hacking
I think subconsciously they also view it as a threat to their their silo of knowledge. One of the things that, you know, my wife poo pooed a lot of things at the conference, but when Ryan McKean talked about how people having their own information in their own head, and only in their head can be a threat to the firm. I think John’s set or I’m sorry, just said tale about Brian sort of just goes to show even if it’s completely unintentional, just having all that information in one person’s head is a danger to the firm. I want to segue though, I think we’ve talked that one through, I do want to say that Jay Henderson is going to be speaking about hiring at next year’s conference. He’s already signed up to be with us in June next year. So I know Jay has a lot of good thoughts on this. And so we wanted to have you guys on to talk a little bit about the upcoming mastermind experience in Washington, DC. Obviously, Tyson and I are big fans of the event. We’ve all gotten a lot out of it in the past. And so, John, why don’t you tell those who don’t know about it, how it works, and how they can learn more about it.
Unknown Speaker
Right? Well, the DC mastermind is at stats office, and Seth has been with us with every single mastermind, and he’s been amazing supporter, and he is a group Moderator. So it’s been amazing. But what we do, Jim and Tyson is we separate as you know, because you’ve been there, we separate into different groups, we bring in guest presenters. And we put people in small groups of about eight to nine lawyers, where they can focus on the biggest challenge facing their firm over the next 90 days, so not the next year, but something specific. And so I’d like to share a story from our very first mastermind in Florida, which was five years ago, we had a young attorney who was there, and he’s from Minnesota, and he makes a bold statement that he wants to be a medical malpractice lawyer. And basically, he was panned by everyone there. They said, that is not you don’t know what you’re doing. It’s so expensive. These cases are impossible to win. But we had a few members who said give it a shot, we’ll support you and, and we’ll give you all the resources that you need. So two to three years later, I get a text. He says I’m waiting on the jury, they’re deliberating, I’ve tried my first malpractice case, the next morning, I got a text from him, and it wrote, I won, the jury awarded $9.5 million, which was the highest verdict in Minnesota that year, in a malpractice case, so amazing. And I don’t know that the mastermind gets credit for that. But we gave him the push, we give them the resources and the accountability. And Friday, September 6, we will be meeting again at in Washington DC, we have all meals are included, we will have a just a tremendous group of people really more than anything else. It’s the relationships that you form with other people who will challenge you give you basically all of their knowledge, because I think the biggest mistake plaintiff’s lawyers make is we hoard all the information to ourselves. And I see the defense bar they collaborate and share. And when I go to trial, and I see all these guys huddling around, I’m like they won’t even talking to me, you know. So I said, Let’s try to change this for the plaintiffs lawyers. Let’s give them resources. And let’s bring in people who can help us as opposed to being alone in our tiny offices. We have now resources across the country of people who will help us do what we want. And when we have problems with hiring and firing, we can turn to someone like Seth and say set what should I do? That calls me randomly all the time, it says John, you need to do this. And it’s just having those resources that are powerful. So Friday, September 6, Washington DC, for those who are interested in this and stay in the mastermind, it is one of the most powerful things you will ever do in your career. You can apply at mastermind experience.com And I hope you try to join us in DC
John Fisher & Seth Price
I was gonna dovetail this has been, you know, masterminds in general are a great platform for getting you to the next level. It’s like minded people rowing in the same direction different strengths and weaknesses that can help you along. There are a number of groups out there doing this. I’m very good. What is unique about this, there’s a couple things in my opinion first, John is doing this from the heart. You know, there are very few things in life. And that is really a passion play for John, I can tell you because I’ve seen the books, he’s not making any money on this. In fact, to his detriment, he’s probably taking taking a loss because he feels so strongly in bringing people together. So as values go in life, by the time you eat, the food that John puts out, and the experience, it is probably one of the few things that resembles a free lunch, it is a powerful experience, it is compact, so that you’re not away from the office for very long. And that is allowed. By doing these in smaller groups, it gives people time to express and explore their own issues. It gives you time to give back and then to meet up as a group, and really come together with this sort of fraternity that has grown, that has allowed myself and others in it, to not only build and grow our practices, but I feel like give back and help others on their way up. So that you get both that pull and tug.
Tyson Mutrux
Sevens funny. So whenever I went to the very first mastermind, I was I was sort of looking around and thinking like, Okay, I know John Fisher, he’s got this amazing book, he’s always sharing, I get this great newsletter from him. And I was always like, Okay, what’s the angle? Like, he’s trying to make some money off this thing. And I was trying to do the math. I was looking around the room thinking like, Okay, well, usually paid. You know, there’s a room cost, there’s the food cost, there’s the coffee costs. And then that night, he took us all out for dinner and drinks and things like, there’s no way no freakin way, this guy’s making money off this thing. And the more than I got to know, John, I knew it was about passion. It was about helping other people. And it really is incredible. This is, it’s very, I think we put blinders on, because we look at all these other organizations out there that do a lot of good things, but they’re out there ultimately out there for their bottom line making money. John is not like that. That’s not what this this is about to him. And, John, to your credit, yes, you do get the credit, okay. Because I know the lawyers that are in maximum that match my experience, and I know the impact that you have had on them, and the group has had on them. So kudos to you, you definitely do get all the credit. Well, well,
Unknown Speaker
you know, first of all, thank you, Steph, and Tyson. And Jim, because you guys are amazing people. And the benefit of the mastermind is I get to know amazing people and call them my friends. And that is the real value of this. So if someone is interested in the mastermind experience that you just show up, don’t bother, frankly, the value in our group is staying the group forming these relationships, and meeting amazing people like Jim Tyson and Seth, who will do basically anything for you. I could call any of our members pretty much and on a whim and get a favor from them, just because that’s how tight our our mastermind is. And it’s for people who take the chance with us. It’s an amazing thing. Because it’s a long time. It’s a long, it’s an investment in your career, basically. And so I am grateful for the relationships and friendships that we have. And thank you so much, guys for all your support.
Tyson Mutrux
Absolutely. Alright, so I know that Jim’s on a on a tight timeline this morning said he want to wrap things up. Before I do. I want to remind everyone to go to the Facebook group get involved there, Seth and John and also a bunch of the other mastermind expansive leaders are in there, if not all of them are in there. A great group of people get involved there. Also, if you don’t mind taking a couple of minutes, or not even a couple of minutes, 30 seconds, go to iTunes or wherever you get your podcasting. It’s a five star review. Jimmy will check it a week,
Unknown Speaker
I went to the US book
Jim Hacking
fair, and I picked up a bunch of books. And one of the books is a John Fisher favorite. And I’ve read half of it on my Kindle, but I wanted to have it in hardcopy and I found it for 50 cents. It’s it’s a Dale Carnegie book. It’s not how to win friends and influence people. It’s another one called How to Stop Worrying and start living I think, even though it’s written back in the 1940s or 50s. It’s got great lessons even for today.
Tyson Mutrux
Good stuff, I saw your I saw your post. You got some good books. So all right, John, you get to go first this time and then set your tip or hack of the week.
Unknown Speaker
Beautiful. I would like to give give your all everyone listening, what is potentially a career changer. And it’s not the mastermind experience. It’s called Strategic Coach. I’ve been a member for two years. And basically I know Jim, you’re a member as well. We get to meet with just incredible business owners from across the country. Learn from them every three months. We change our practices. And we change our mindset, the way that we think about running our law firm as a business changes completely and our business it should be self managing. So it serves us as opposed to us being the slave of our our work and strategic coach for me. And Dan Sullivan has been amazing and it’s Something that I would encourage anyone if you’re interested in, in having a totally different view of your business in your life, join Strategic Coach, I went to a Couples Retreat with my wife once through strategic coaching. And she said to me afterwards, is our marriage in trouble? And I said, No, no, no, no, it’s just, I thought we could improve it. And then when she saw all the stuff that we do at strategic coach, he’s like, Now I get why you spend 10 grand every year, this is worth every penny. So that’s my tip.
John Fisher & Seth Price
And for me, I’d say dovetailing I talked about earlier, take a moment and look at your internal processes and procedures, and figure out what’s inside of people’s heads and do everything you can to make sure that it is somehow retrievable and usable in the event that somebody is not available. Because it is it is quite a experience to live through. And I hope that if somebody else can sort of learn from this and improve in their when their situation happens that I feel better if they could use this as a as a positive.
Tyson Mutrux
Nice, good stuff. So I’ve been recently I’ve been thinking about what, like how I can work out more, because I know that I’ve sort of fallen off the wagon, I need to need to do it more. So I’ve been sort of analyzing my life and thinking like, okay, what can I do to make it easier for me to work out. And so my tip is to think about your lives. If you think that you need to work out more, I’m assuming most of you probably do, because we all probably work out less than we should. And think about things you can easily do to make it easier for you to work out. For example, I’ve got an exercise bike in my office, I put some extra gym clothes in my in my office so I can access them. We don’t have a shower in this office. And so I bought some baby wipes and put it put there. So if I want to work out for a few minutes I can I can clean up really easily do it and we’ll do a little small things like that, to make it easier will make a big difference. So that is my tip of the week. Then John, thank you so much for coming on. I hope people will will apply to go to match my experience. It really is a career altering and life altering decision. I really hope you do but John said thank you so much.
John Fisher & Seth Price
Guys, thanks for having us. Thank
Unknown Speaker
you so much for all your support I really appreciate it.
Unknown Speaker
Thanks guys.
Tyson Mutrux
Also one last plug I blue shark digital. If you need SEO website needs check out blue shark digital storefront I mentioned that earlier.
