1.
How would you like to increase your profit
margins by 5%, 10%, 20%, or even 50% within the
next 3 months?

2.
The
Unavoidable
Reality for
MOST…

3.
The Unavoidable Reality
for MOST…
• Plans to have a profitable
year, satisfied employees, and
growth

4.
The Unavoidable Reality
for MOST…
• Plans to have a profitable
year, satisfied employees, and
growth
• THEN

5.
The Unavoidable Reality
for MOST…
• Plans to have a profitable
year, satisfied employees, and
growth
• THEN
• Life happens, unexpected
turnover and market changes

6.
ONLY Business Owners & Human Resource
Teams with a predictable system for
recognizing problems in the company culture
and retention will be able to stop the bleed.

7.
How to increase your profit
margins by 5%, 10%, 20%, or even
50% within the next 3 months?

8.
I’m also going to share with you…
• How to recognize the culture you actually are encouraging from the
ground up
• How money, motivation and development can take care of retention
on its own
• How turnover can be positive for your profit margins and how you
can make changes RIGHT NOW!

9.
So… If you are a business owner, manger or HR professional looking
for a way to revolutionize the way your business is viewing their
number 1 asset, employees…

10.
So… If you are a business owner, manger or HR professional looking
for a way to revolutionize the way your business is viewing their
number 1 asset, employees…
AND want to increase your profit and productivity then you’re
DEFINITELY IN THE RIGHT PLACE!

11.
The top 3 Categories of
firms I work with:
• Technology Firms- typically 25 or more employees that
sell products to consumers through various channels
(highest industry in turnover in the world)
• Retail Product Businesses- managers and owners that
look over employees that sell information, services, or
products with monthly goals
• Managers or Human Resource Teams- generally in any
business that is experiencing unusually high turnover
and needs assistance finding the root cause

12.
Not Always the Truth
• Millennials do not want to commit
• Pay is horrible
• Lazy people, want to do little work for big
paycheck
• No work/life balance

13.
Not Always Wrong
• Work/life balance
• Management style and fit
• Focus on developing talent
• Engaging culture with conflict
• Pay and benefits

14.
Now in this industry I am sure
you have noticed that people fall
into 1 of 2 categories…

15.
#1 Go-Getters/ Stagnent
People who know what they want and go
after it. They can take over any situation and
drive all on their own. They are hungry for
the recognition, success, money, and
promotion.

16.
#2 Followers/ Learners/ Winners
People that will stand behind the successful
and soak up all the feedback. They plan their
careers and are usually seen as the under
dogs. Typically these people will seem
dormant, introverted and wait until they feel
the next best thing is here.

17.
What is it that separates the go
getters from the followers & what
makes the followers more successful?

18.
…After many years
studying for my
masters in human
resource
management
reading a lot of books
about employee
engagement,
coaching, mentoring,
business ownership
watching businesses
succeed or fail
implementing my
knowledge in my own
work spaces

19.
I realized what the industry is doing wrong and what needed to be changed

20.
The truth is that if you have two things present
in your business it becomes very easy and
predictable to decrease your turnover by 30% or
more within the year. This in turn will increase
profit margins, productivity and success by 30%
or more.

21.
The best way I can describe this to you is with a
story that a read recently that completely
changed the meaning of teamwork…

22.
This book changed everything

23.
…When they had lost their reputation to a flood of nasty comments about the
lack of trust, unity and inability to produce

24.
…The board of directors fires the CEO and founder of Decision Tech

25.
Traditionally, most businesses would seek to replace a CEO with the next person
“qualified” with years of experience, knowledge and vision for the future that
matches the views of the company…

26.
-BUT-

27.
That is not what happened at Decision Tech

28.
How Design Tech
defied odds
• They did not hire someone who knew the
industry
• They did not hire an experienced executive
• They did not wait around for someone like
them to apply

29.
Going against
the norm to
find gold

30.
They brought in someone who they new would change the culture of the
business for the better.

31.
She was able to get executives that were carrying around big egos to see their
faults.

32.
She was able to get each department to recognize the value they each
contributed.

33.
She was able to trim the fat and break through barriers…

34.
…Simply by doing some easy observations, having strong conversations,
encouraging conflict…

35.
…IMPLEMENTING A NEW CULTURE OF THINKING…

36.
Out with the old in with
the new
• Fire the old
• Match new candidate to pre-determined list
• Hire new puppeteer

37.
Old way
• Does this person know the industry?
• Where did they go to school?
• How old are they?
• What can they bring to the table?

38.
New way of thinking
• Personality
• Ability to learn
• Proven skill set
• Goals and how they fit
within company’s current
needs
• How can they improve or
add value
This Photo by Unknown Author is licensed under CC BY-NC-ND

39.
Now, I want to pause for
a moment and let this
next point really sink in…

40.
…Because it’s almost the exact
opposite to what everybody else
out there is feeding you

41.
Today in the business industry we
keep trying to utilize old, burnout
philosophies with new technology.

42.
We rely on the newest computers
and hottest algorithms to tell us if
someone is a perfect fit for our
company…

43.
Businesses will spend so much money on seeking
new candidates to fill vacant positions, purchase
software that is supposed to analyze productivity
and turnover

44.
-BUT-

45.
… In reality technology cannot get
into the minds of every person within
the company and know what is
causing the increase in turnover or
slowing of production with
outdated thinking

46.
…What we need to do is change
the way we view candidates and
how someone will add value to
the culture

47.
Now remember how I told you that the
“Followers” have two things present in their
business that the “Go-Getters” do not?

48.
The two things you need for Success:
Keeping
quality
employees
Consistently
increasing
production

49.
-Because it comes down to this-

50.
If you cannot pay
money to acquire the
right candidates,
strategy and culture
then you DO NOT have
a business

51.
Now, let’s get
down to
business!

52.
And show you *EXACTLY* how you can change
your company’s culture to increase profit
margins and lower turnover with predictability
starting TODAY

53.
Only TWO things that matter:
Keeping
quality
employees
Consistently
increasing
production

54.
Not making the profits
you want right now?

55.
Let me ask you this…

56.
How many
strategy
sessions did you
do in the last 7
days with your
team?
What is your
current turnover
rate compared
to the national
or world
averages?

57.
And if you did not do many strategy sessions
and you do not know your turnover rate
then answer me this…

58.
What did you do in the last 7 days to
try and inspire your employees,
retain them and increase your
production numbers and ensure
there will be a tomorrow for your
company?

59.
You see in the tech and retail
businesses it is very easy to get
distracted by the customers,
reports, new products, marketing,
and all the other new shiny objects
that other companies are flashing at
you

60.
… But the RAW REALITY is the keeping quality
people and constantly increasing production are
the ONLY two things that matter

61.
The “Followers” in the tech
and retail business industries
are really the power house
innovators that every one
needs to watch out for

62.
They have a system in place that monitors
how each employee affects the bottom line

63.
Assessing the current
situation

64.
Pinpointing the cultural
direction

65.
Going from 13% - 70% turnover to a healthy
10%- 49%

66.
Depending on YOUR INDUSTRY’S standard
This 30% decrease in turnover will be HUGE!

67.
It is not magic

68.
While the “Go-getters” are trying to wave a
wand to have all the problems solved with the
new shiny stuff…
… They are left spending unpredictable
amounts of money on training, recruiting, and
watching production plummet

69.
Numbers are
increasing
through work for
the “Followers”

70.
They can
know and
predict
How much an employee increases
production
How long to expect someone to
stay in a position
How to attract the right fit for
their culture
How to implement true changes

71.
So what does this look like?

72.
Assessing the business at the
current state
• Calculate how much you are spending to hire
and train one person in each department
• Calculate what your company’s current turnover
rate
• Compile all the feedback from exit interviews (if
you have them)
• Calculate the value each team member brings to
the table in regards to production

73.
Conflict
Management
and ASKING for
it
Inattention
to Results
Avoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust

74.
The cost of
doing
business
Evaluate the quality and retention
of knowledge provided by current
training materials
Equation for how much a
company should realistically
commit to each position
How morale and an inspiring
culture applies to predictable
profit margin increases

75.
Attracting the
true cultural
fit
Open door policy
Employee Empowerment
Development
Lateral Moves
Promotion
Skill Sets

76.
How to deal
with constant
change
Prepare
Back up plan in place before needed
Implement new ideas consistently
Ask for constant feedback and
actively listen
Be Human

77.
How to DRIVE the business
Culture
RecruitingTraining
System

78.
Now again, you have to have the right system to be able
to do this and get the results. You can do it the hard
way which is like trying to implement new techniques
from a lot of research and guessing.

79.
Think of it like trying to open a 4 digit safe.
There are more than 10,000 possible answers
to open it.

80.
But how long are you really going to try before deciding to do
something else or close the doors on your dream?
You can most certainly try to open that safe by yourself. Who
knows, there is a 1 in 10,000 possibility that in a year or so you
will have success.

81.
EASY BUTTON

82.
Well by now, you’re probably thinking:
“How would you like to increase your profit
margins by 5%, 10%, 20%, or even 50% within the
next 3 months?”

83.
This is
perfect for
you if you
are looking
to:
Generate higher production and increase profit
marginsGenerate
Increase services/ product cost because of
improved qualityIncrease
Reduce stress and workload from high retentionReduce
Attract people that want to work for the best in the
industryAttract

84.
RIGHT NOW
I’m searching for a few
more of my “dream
clients.”
I will help them
get these kinds of
results that I have
discussed today.

85.
That’s why for a limited time I would like to work with you in a strategy session if you meet the criteria
below.
I work primarily with three types of clients:
People who want to generate more business and increase profits that
are ready to buy now and do not penny pinch or delay decisions
People who want to improve their culture of business to attract
employees and customers like bees to nectar
People who want to dramatically stand out in their industry as the
place to work for with a high caliber of employees so you can make
more money while dealing with less work and headaches

86.
SO here’s
how the
process
works:
We will be focused on a
specific and custom
tailored strategy and
execution to help you solve
the two biggest problems
that most tech and retail
firms face:
• High employee turnover
• Wasted or lost profits

87.
This strategy session will take around 30- 45
minutes and you will be speaking with me
personally. I’ll be helping you to identify what
you have already and helping you put together a
strategy to dramatically increase profits and
retention without increasing the amount of time
you spend in your business.

88.
So who is this
for:
Business owners, human resource personnel, executives, managers
and leaders that already have a business with 25 to 500 employees
Typically they are in the technology or retail industry selling to
consumers
This is for people who know they are good at what they do and they
truly believe that they can dominate their marketplace and make
dramatic changes in the profit margins by managing turnover
Willing to and understand that they need to invest some money to
grow their business and take it to that next level
Working with me as a client is not cheap but most of my clients make
back their investment within the first month and they want to stick
with me for the long term because they see results

89.
So this is not
for:
-People who want to start or like the idea of
having their own business, you must already have
something going and be good at what you do
-People who make excuses and complain
-People who are stuck in “information gathering”
mode and are not prepared to take action or get
results
-Anyone not serious about growing their business
and decreasing turnover by 25%-50% in the next
12 months.

90.
Now knowing that we’re a good fit is crucial because I like to get ALL of my clients results
and work with them for the long term and to do that I need to get them a quick ROI and
the truth is that there are some people who I can not help and if that’s the case I will be
100% up front with you and suggest somebody else or an alternative, I’m only looking for
those who are a good fit and who I am certain I can get results for.

91.
STEP 1
Complete application
for a private strategy
session below and
this application is
necessary to
determine
• That I can help you and
I’m the best person to
help you generate those
results
• That you are ready to step
up, commit, take action
and do the required work
to generate the results

92.
Step 2
Schedule a date and time with me to conduct your strategy session and this is where we
will really start working together to figure out what you want and how to make it happen in
the fastest time possible.

93.
Now, by the end of the call 1 of 2 things can and will happen:
We fit and I extend an invitation to bring you on board as a client
Or
IF it is not a good fit that is totally ok too and there’s no hard feelings
or obligations or anything

94.
WIN WIN WIN
WIN WIN WIN
Insanely
valuable
strategy
session
Clarity as to
where you are
at right now
Know what is
holding you
back from
achieving
dream
Exact next
steps
necessary to
take action and
revolutionize

95.
Most Valuable 30 mins you invest in your
business this year
FOR FREE

96.
Go ahead and complete your
application now and we will
see if we’re a good fit for
doing business together!

97.
Spots fill fast
1. Your NAME HERE
2. Your NAME HERE
3. Client 3
4. Client 4
5. Client 5
I provide an insane amount of 1 on 1 time and
because of that I only work with clients who I know
with certainty and conviction that I can generate them
results and a return on their investment. Out of every
100 that apply I can generally only work with 5 clients
at a time and right now 3 of these 5 spots are
currently filled up and I’m looking to fill the last 2 as
quickly as possible.

98.
Time to RISE
So with that being said please understand that
this window of opportunity will not be available
for long and what I have found is those who have
the ability to make decisions and act quickly are
the most likely to get results.

99.
So if you feel like this is right for
you go ahead and apply right now
to see if you qualify and then go
ahead and follow the instructions
on the next page.