Dustin Van Orman

So they put them in a management position, but then they never spend the time to develop that person. And so it's, I mean, you may have heard this before, but have you ever, you've heard people, uh,

So they put them in a management position, but then they never spend the time to develop that person. And so it's, I mean, you may have heard this before, but have you ever, you've heard people, uh,

So they put them in a management position, but then they never spend the time to develop that person. And so it's, I mean, you may have heard this before, but have you ever, you've heard people, uh,

come to you and say hey so and so just decided to give notice we just made this person a service manager for example right so and so just decided to give notice they're leaving the business and man i'm so glad they're leaving because they're the hardest one to handle right what they don't realize is oftentimes those hard technicians to handle are your highest producers i'm one of them i'm probably not the easiest guy to manage in the world you're probably not either just being honest um

come to you and say hey so and so just decided to give notice we just made this person a service manager for example right so and so just decided to give notice they're leaving the business and man i'm so glad they're leaving because they're the hardest one to handle right what they don't realize is oftentimes those hard technicians to handle are your highest producers i'm one of them i'm probably not the easiest guy to manage in the world you're probably not either just being honest um

come to you and say hey so and so just decided to give notice we just made this person a service manager for example right so and so just decided to give notice they're leaving the business and man i'm so glad they're leaving because they're the hardest one to handle right what they don't realize is oftentimes those hard technicians to handle are your highest producers i'm one of them i'm probably not the easiest guy to manage in the world you're probably not either just being honest um

And so your high performers are walking out the door because we haven't developed our leaders to know how to communicate properly and how to inspire and how to understand what that person's needs are.

And so your high performers are walking out the door because we haven't developed our leaders to know how to communicate properly and how to inspire and how to understand what that person's needs are.

And so your high performers are walking out the door because we haven't developed our leaders to know how to communicate properly and how to inspire and how to understand what that person's needs are.

And so having coaching and training and opportunity available in programs like what you guys have created here with, you know, the next level pros team. businesses need to have direction. They need to understand what the next step in scaling is. They need to have a coach to help them stay accountable. They need to have leadership development. They need to have weekly one-on-ones.

And so having coaching and training and opportunity available in programs like what you guys have created here with, you know, the next level pros team. businesses need to have direction. They need to understand what the next step in scaling is. They need to have a coach to help them stay accountable. They need to have leadership development. They need to have weekly one-on-ones.

And so having coaching and training and opportunity available in programs like what you guys have created here with, you know, the next level pros team. businesses need to have direction. They need to understand what the next step in scaling is. They need to have a coach to help them stay accountable. They need to have leadership development. They need to have weekly one-on-ones.

There's so many things that need to be happening. You can't just hire somebody with a spark of talent and expect them to figure it out because they might be able to become a manager, but are they going to become a leader without you supporting them?

There's so many things that need to be happening. You can't just hire somebody with a spark of talent and expect them to figure it out because they might be able to become a manager, but are they going to become a leader without you supporting them?

There's so many things that need to be happening. You can't just hire somebody with a spark of talent and expect them to figure it out because they might be able to become a manager, but are they going to become a leader without you supporting them?

It's interesting. You look at anything that operates at a high level, whether it's a professional sports team, whether it's Tony Robbins, whatever. They all have certain things in common, and yet so many of us try to cut corners and bypass that. Michael Jordan, he had his coach, his trainers, his developers. To be able to operate at a high level, you have to be in these groups.

It's interesting. You look at anything that operates at a high level, whether it's a professional sports team, whether it's Tony Robbins, whatever. They all have certain things in common, and yet so many of us try to cut corners and bypass that. Michael Jordan, he had his coach, his trainers, his developers. To be able to operate at a high level, you have to be in these groups.

It's interesting. You look at anything that operates at a high level, whether it's a professional sports team, whether it's Tony Robbins, whatever. They all have certain things in common, and yet so many of us try to cut corners and bypass that. Michael Jordan, he had his coach, his trainers, his developers. To be able to operate at a high level, you have to be in these groups.

You have to be around the right minds. You've got to have...

You have to be around the right minds. You've got to have...