Superfans: From Basement Parties to Business Success with Rick Benton

Freddy D: 00:00:00

Rick Benton's entrepreneur journey started in high school when he and a friend started a DJ company dedicated to a vision of creating the most exciting and energetic experiences. The business quickly found successes that extended far beyond the local Detroit market.

e and exit of the business in: 2018

His superpower is his energy and passion for learning and growth, always challenging the existing status quo to find better solutions.

He personally understands and experienced the power of EOS and how it offers freedom for entrepreneurs to break through their ceiling complex clarifying and achieving their vision while improving their lives of leadership teams, employees and their families. Rick is excited to share the EOS power with you to achieve your vision, gain traction and build healthy, cohesive and fun loving leadership team.

Welcome Rick to the Business Superfam Podcast. How are you this morning?

Rick Benton: 00:01:12

I'm doing fantastic. How are you?

Freddy D: 00:01:15

I'm fired up, excited to have you on as a guest and I think we've got some great things to chat about. Tell me how did you get started and what led you to where you are today?

Rick Benton: 00:01:25

Oh wow. My entrepreneurial journey started when I was in high school and a friend and I started a DJ company.

Really we were committed to this vision of creating concert like experiences at tiny little house parties or homecomings or proms or birthday parties, whatever it might be. It's the late 80s, amazing bands. I would see concerts and I'd just be like wow, that was the best experience.

Wanted to create those experiences or for the small events that we went to.

So we went out with radio shot strobes and I had a fog machine and little police lights and we eventually built it up and next thing a couple decades later we're multi state audio visual production company with in house entertainment working corporate event conferences and galas and fundraisers and expos social events.

We had weddings, bar mitzvahs and sweet sixteens and all kind you name the parties as well as a really nice high school division where we were really we weren't just creating homecoming Promise, we were creating concerts and festivals for these schools and I loved it. You can, you can imagine though you build a business that size the levers that I'm pulling.

We have just people wise we had entertainers and we had admin and we had labor across the gambit. Just on the entertainer side where I actually flew to other cities just to get entertainers on the plane and bring them to where they needed to be.

crazy. But I loved it. And in: 2018

I took the exit and this is how I got started and where I ended up. Now, since then, I've had some mild successes. I've had some utter train wrecks.

And you learn a lot more from the train wrecks than you do from the successes. Oh, that's much. That much. I'll tell you.

Freddy D: 00:03:26

The police lights I remember. I still have police lights in my garage.

Rick Benton: 00:03:31

Yeah.

Freddy D: 00:03:32

Because in the 80s, I had in my basement, I set up in a townhouse. I had in Chicago was an entertainment area. So I would throw parties and I would have the police lights and a DJ and all that stuff.

Back then we're behold. From Michigan, which is even more ironic. And here we are in Arizona. It's just interesting how life takes us.

Rick Benton: 00:03:54

Through these directions from basement parties in Michigan. And God knows we did a ton of them.

Now I'm thinking back the basement parties in high school, college fraternity parties in the basement at U of M or msu, and oh, geez, then we got an opportunity to come out here. You look around in January and you realize you're never going to slip and you're never going to slip and fall in the heat.

Freddy D: 00:04:16

Right.

Rick Benton: 00:04:17

You never have to scrape the. Never going to scrape the sunshine after you're.

Freddy D: 00:04:21

I don't miss that one bit.

Rick Benton: 00:04:24

Not at all.

Freddy D: 00:04:25

You bring back memories because I used to throw what was we dubbed Ever Ready Fast Freddy parties.

Rick Benton: 00:04:31

Oh, wow.

Freddy D: 00:04:33

The record was, I think I had about 75 people in a townhouse. And it went from 3 o' clock in the afternoon till about 4, 4 o' clock in the morning.

Rick Benton: 00:04:45

Oh, wow.

Freddy D: 00:04:46

Yeah, it was. It was.

Rick Benton: 00:04:47

Those were fun times.

Freddy D: 00:04:48

Those were fun times.

Rick Benton: 00:04:49

I'm gonna put it out there to any audience members that can send us a picture of Fast Ready Party. Of course, that's gonna open it up that they're gonna send in some old living energy photos of me back in the day in my emceeing of Bar Mitvah.

Oh, God. Teaching kids how to do an electric slide and jet slide and oh, boy, that was fun.

Freddy D: 00:05:10

So I'm sure you built some super fans from all those events.

Rick Benton: 00:05:13

We did. We did one of the things that we did for that to create fan.

We actually realized that our business isn't something that you can advertise traditional and at the time print or wasn't. Definitely not. Besides that, we could advertise on tv.

But what we did is we actually created created events that people can come see us live, not just at a trade show, oh, we're going to walk by a booth and meet you guys. But we were actually created events. So take an example, the bar Mitzvah market.

What we did is we created an event for stiff sixth and seventh graders.

And just for background, for audience members who aren't that familiar with it, A bar Mitzvah is a really nice party that's thrown for a 13 year old in the Jewish community. It was the coming of age. No different than a quinceanera or a communion. It's a coming of age.

Some of them are really nice and they would have a DJ and lights and dancers and they'd invite the entire family. People would come in from out of town. Could be a hundred, two hundred people or more.

Themed decor, all kinds of video screens and the entertainment's off the chart. You have an entertainment that bridges the gap between grandparents and parents and kids.

So parents are out there doing the latest dances and kids are learning swing dances and stuff from the now the 70s. But at the time it was more swing and 50s and 60s and sure. And these parties became, became a regular thing.

And if you broke into that market, it was repetitive. So we would throw these events at various venues. We would get the venues donated because we were showcasing the venue.

We'd invite every fifth, sixth and seventh grader targeted in the Jewish community, but open to all. And we would throw an hour and a half, two hour party. Then we evolved it and we had a parents lounge so the parents can buy.

And then everybody that contributed, the decor company and the catering company and every other vendor would have, we'd set up a booth, talk to the parents, do a little catering for the parents, do whatever you can. We'd have photography and photo booths. It was quite a production. The kids would come in, now they're fifth grade, they're sixth grade.

They're getting ready for this event that happens at 13 in seventh grade. And by the time it's actually they're they're there to make a decision who do we want to have entertained.

They've already known us, they knew us, they liked us, they felt confident with us, they trusted us that we could do take care of the party. And that's the way we promoted, we created super fans. We later expanded that to the high school market.

Doing that just for Student government kids, just for the ones that made decisions for who's gonna, who they're gonna hire for prom or homecoming. We later expanded that for corporate events.

We actually produced trade shows and expos for various different markets we were in that would allow us to create real super fans that, hey, wait a minute, they're not a DJ company, they're full service planning, they're marketing, they are experiential. Next thing we were, we had quite a machine on our hands. It was a lot of fun.

Freddy D: 00:08:15

So now you've got the superfans actually promoting you. They're your brand advocates, but I call them business superfans.

So now you've got an army of people that you've done events for that are telling all their friends and those friends are telling their friends and it starts to snowball and the word gets around that you're to go to organization for these type of event, whether it's a bar mitzvah, whether it's a corporate event, whether it's a trade show that a company's taking place in, you guys did it all. And your marketing was really, from what you were saying is really just word of mouth marketing, which is all superfans.

Rick Benton: 00:08:53

It was creating experiences. We created experiences. A lot of people in that industry, they look at it with the advent that our existing customers are going to be our super fans.

So we looked at it from the standpoint that anybody that experiences us, whether they could afford us or not, whether they used us or not, we actually looked at it and said some of the people that couldn't afford us, that couldn't use us, or they were committed to doing, or maybe they weren't even gonna, they didn't even have a party or they weren't having an event, but they wanted to. We were looking at it from the standpoint that we wanted even the people that weren't our clients to be fans. God, I wish we could have an.

Freddy D: 00:09:32

Event because then they're going to figure a way to make it happen. That's really what happens is you want something bad enough, you're going to find a way to, to, to pull it off.

Rick Benton: 00:09:42

If you want something bad enough in this world, you will find a way to create it. Absolutely correct.

Freddy D: 00:09:47

So how did that segue into what you're doing nowadays, which tell us a little bit about that?

Rick Benton: 00:09:54

As I mentioned, I sold the business in 28, had some successes, some train wrecks, and I was working with a company that was implementing this system on how they operate their business and it was called EOS the entrepreneurial operating system. And it's designed for Companies that are 10 to 250 people that are entrepreneurial in nature, where they need a better way to operate.

Most of the time, most entrepreneurs are awesome at a skill, at a service, at a product. We aren't necessarily the best business people because we're so damn good at what we do. We love what we do.

That doesn't mean we know how to run a business. I was given this book, and it sat on my shelf right here. Traction sat on my shelf from 14.

Never read it, because when you're running a business, you barely have time to read, let alone.

But you get into entrepreneurship because you think you're going to have freedom of time, you're going to make a ton of money, and you're going to have freedom to choose the people you want to work with, and you're going to have freedom to have a purpose. I'm going to create that value. And you're working 80 hours a week, and you're like, where's my time? Where's my money? And what's my purpose?

Freddy D: 00:11:03

Again, you got a glorified job. If you're working in the business, it's a glorified job. You got to be working on the business to actually see those rewards.

Rick Benton: 00:11:14

So one of the things that I was working with, this company that was implementing this system that's really described in that book, I looked at it and I said, oh, my gosh, I got to learn more about it. I raced back, I opened the book, I read through it. I'm like, oh, my God, where was this? Sitting on the shelf.

For years, when I was running my business, this is exactly what I needed. I could have avoided so much stress, so much heartache, so much broken glass that I admittedly created.

It's not me I admittedly created from my inexperience, from the things that I didn't know. It was at that moment, I was like, I got to go all in. Burned all my boats, went all in.

And now I help businesses avoid that same stress, avoid that broken glass, avoid that heartache. And I help them build a system where they're not working 80 hours a week, where they are not unless they want to. That's up to them.

But I strongly don't encourage it. I help them organize the way they structure and run their business so that they get strong in six key components of their business.

Freddy D: 00:12:19

What are those?

Rick Benton: 00:12:20

At the top is vision. You gotta have a great vision, and you have to know how you're gonna get there. If you don't have a good vision, you're gonna end up somewhere else.

You don't know where you're gonna end up somewhere else. Second key component is people. This. The mistake I made is that you have to have the right people for your business.

It can't just be the right person for the job. It has to be for your business. Because many times we see this in sports.

How many times does our favorite team, we're going to go out there, we're going to poach the free agent superstar. They come over to our team and they're okay, and we paid hundreds of millions of dollars from.

Or we recruit a rookie who's not doing that well, and then he goes to a different system and suddenly he's an mvp. It's all culture.

Freddy D: 00:13:04

That goes back to culture. Culture.

Rick Benton: 00:13:06

You have to be absolutely. That's exactly what are your core values?

Freddy D: 00:13:10

Right?

Rick Benton: 00:13:11

Define those core values and I'll tell you a story about core values in a minute. Third thing is your data. You have to be really strong with your data, and that means getting your emotions out of your data.

We all look at things subjectively. We want to get that emotion, we want to get that out. Don't just run your business by the numbers. The fourth key component is your issue.

When your vision is clear, you know where you're going. You have the right people for your company and you know your numbers.

Without the clouds of ego and emotions, your business is going to be transparent and your issues are going to rise to the surface. Every business has issues.

Freddy D: 00:13:49

Yep.

Rick Benton: 00:13:50

Unavoidable. So being strong with your issues means knowing how you're going to solve them at the root cause.

Not solve the symptoms, but solve them at the root cause and make those issues go away forever. Fifth key component is your process. Every business has a right way of doing things for them.

Freddy D: 00:14:08

Right.

Rick Benton: 00:14:09

You gotta make sure that everybody on your team is doing things the way you need to.

How many times I've worked on sales teams where it's like, hey, Joe's doing it this, selling customers this way, and Jason's selling it this way, and I got my own style for selling. And you know what? Here's the system that we're gonna use for selling. We're all telling the same story.

Freddy D: 00:14:27

No, it's important. It's important.

A good example that I'm gonna put in there is think of a rowing team where you got four people in the boat and they're all got oars and it's all manual. If you're not in sync, you ain't going no place too fast, you're going nowhere.

Rick Benton: 00:14:44

You got to all be circles, the.

Freddy D: 00:14:46

Same direction, got to be rowing in the same direction at the same time, same tempo, everything else. And that's when you've got a team that's rowing.

And I'm using it as a solid example because that takes a lot of work to be in sync and to win a rowing championship in one of those rowboats.

Rick Benton: 00:15:06

That leads us to our last key component. Beautifully segued in to traction. Which means that every day, every quarter, you are making progress towards your vision.

You're all rowing in the same direction, at the same cadence to that same point, which is that vision. It's crystal clear. So the entire team is strong in these six key components.

And what was discovered is that entrepreneurs have so many things just swirling around in their head at the same time. When you get strong in this, these six components, everything just falls into place.

If you think about it, our time during owning a business, all the things that were swirling around, they will fit into one of those components. Oh, always.

Freddy D: 00:15:53

Absolutely correct.

Rick Benton: 00:15:53

So I mentioned the core values in your culture and I want to share a story that just happened just last week. And I was working with a team and they had their core values and they list them off. So many other companies.

They listed off the typical things that we put up. You could probably guess them. Honesty, integrity, customer service, the usual points.

Freddy D: 00:16:15

Yep.

Rick Benton: 00:16:16

Paint them on a wall. You can't really hire to them. They're too vague, they're too general. And let's face it, Enron. Remember Enron?

Freddy D: 00:16:24

Yep.

Rick Benton: 00:16:25

WorldCom. Remember WorldCom? Integrity was one of their core values. Fail.

We went through an exercise and I am so proud of this team because we went through, we spent a little extra time on it, but wow, the results were absolutely amazing. And I'm just gonna pull these over here. They came from generic, one word, typical core values. And they literally came.

I took a picture of it and it is beautiful. I can't wait to hear their core values speech. But they came up with four core values. We are, number one, passionate, goal driven problem solvers.

I like that. Number two, we are trusting and accountable to all. Like that as well. Number three, we are professional team players.

Freddy D: 00:17:09

Excellent.

Rick Benton: 00:17:09

Number four, we are committed to growth.

Freddy D: 00:17:11

Yeah, it has impact. When you say it, you can feel it.

And the last part is, the important part is, you know, they're committed to growth, but you got to do one, you got to have one, two and three for four to happen. That's really cool.

Rick Benton: 00:17:26

There's two things that came out of that. One, you read through that and you just get chill. It's Wainman. I see it.

We can hire to those core values, we can fire to those core values, we can reward and we can praise and we can choose our vendors and our partners to those core values. It's an identity of who we are as opposed to just the single word.

Freddy D: 00:17:48

Because what you're doing there is you're creating super fans from the team. Now that team has a synergy. Internally. The employees, I call them team. So now that team, they're on the same page.

They love where they're working because the culture is excellent.

So when they're talking to prospective customers, an existing customer, that tonality, that energy comes across and that attracts, if you've got the right energy, you've got the right tonality. Everything else you're going to attract. So a prospective customer is going to go, wow, this company, these guys are energized versus the regular.

Yeah, I'm just, you know, can I help you?

Rick Benton: 00:18:26

Yeah.

Freddy D: 00:18:27

And then that trends into complementary businesses that work together with that particular organization. So that compounds what you just laid out there from a foundation is it transcends across all of the whole business.

Rick Benton: 00:18:42

Think about it. If I were to say, Freddie, I want you to come join us, we have a spot on the team, but I want you to just know these are.

I want you to just understand our core values and we have integrity, we have honesty, we treat the customers right, blah, blah, blah, blah, blah, versus what I just read there. Hey, Freddie, I want you to join our team.

But I want you to know that when we hire you, this is who we are and we are passionate, goal driven problem solvers. That means we care deeply about our goals and reaching them and solving the challenges that are in front of us.

We're not just there to admire them or to come. We want to, we want you to know that we are going to get to the root cause of every challenge and every problem in front of us.

We are trustworthy and accountable to all. That means you can rely on us. We're going to do what we say we're going to do. It's to everybody.

It doesn't matter if it's customer, if it's an employee, if it's a teammate, if it's a vendor that we work with or just somebody in the community. We are trustworthy and accountable to all. We are professional team players.

We are not going to, we're going to dress appropriately, we're going to treat people with respect. We're going to, we're going to work together. We don't want you siloed. We are not. We're never going to leave you off the island by yourself.

And we're committed to growth. It means we know we're not perfect yet. We know we can get better and we're going to committed to always improving.

I'm just making that up reading these.

Freddy D: 00:20:05

Yeah, Rick, you're right on money there.

Because someone is a prospective customer feels the energy that transcends from the way the team members are communicating that's going to help collapse the sales cycle. People like to do business with people that they like and trust.

Rick Benton: 00:20:22

Absolutely.

Freddy D: 00:20:23

With that mission. That's attractive. And attraction attracts more.

Rick Benton: 00:20:29

It's uplifting.

Freddy D: 00:20:30

Correct.

Rick Benton: 00:20:31

We want to associate with that. And it's not just sales.

It's, you know, if you think about it, in the HR department when they're looking for hiring, I mean hiring every new hire, that's a sale for the HR team, if you want to look at that.

Freddy D: 00:20:43

Yeah, no, it is.

Rick Benton: 00:20:44

There is a sales product that is. We're going to attract the right people to our team and we're going to repel the wrong people from our team based on those core values.

I am so proud of that team. Obviously I'm sharing that. I'm beaming because that's the stuff I get to do now. That's the stuff I get to help companies figure out.

Freddy D: 00:21:02

That's really cool because companies need that. Over the years I've seen a lot of different things. A lot of good managers, a lot of bad managers, a lot of good teams, a lot of bad teams.

The teams that I remember that I was part of and I'm talking about my experience. I remember back in the 80s when I was in the computer industry, we were prepping for a demo and the demo was the next day.

We were working late at night and getting ready because the demos in the morning and we were about midnight, our manager walks in and we're going, what? He comes in, he's got two boxes of pizza, got a tall pack of beer and he sits down with us and we have some beers and some pizza.

He hangs out for an hour, then as he leaves goes, all right guys, don't stay up too late, but appreciate it. We had such a great culture because we wanted to work and we worked till 5 o' clock in the morning getting ready.

Some of us slept at the office and just did a bathroom fresh up because game time was 9am when we got done with the demo, we killed it. And he came back and said, all right, guys, it's Thursday afternoon. Get the heck out of here. I'll see you guys on Monday.

I'm still friends with a couple of guys from that crew that we had, and I call them a crew because we were a crew.

Rick Benton: 00:22:18

One of the best lines that I've ever read, what came from what you described. There is a manager who understands your humanity, who understands your people, who understands that you need to be treated with respect.

You are not just a cog in a wheel. Hey, food, beer and pizza, they go a long way when people are working really hard. The guy's name was Keith Cunningham.

The book is the Road Less Stupid. And he said that culture is nothing more than the way we treat each other.

Freddy D: 00:22:47

Oh, absolutely correct in my book. One of my quotes is people will crawl through broken glass for appreciation and recognition. What that manager did, his first name was Tom.

He appreciated us, recognized us for putting all the extra effort. Anytime Tom ever asked us to do something, you were there. We were no problem.

Rick Benton: 00:23:08

Your quote reminds me of when Napoleon 1 and he would just marvel at the amazing things that soldiers would do for a tiny piece of ribbon.

Freddy D: 00:23:17

Yep.

Rick Benton: 00:23:18

Now just to get the badge, to get the piece of ribbon, the unbelievable things people would do, more so than money. Recognition, respect, appreciation, a goal.

Freddy D: 00:23:30

That's how you create super fans. Right there, those three things.

That's how you create super fans that will go out and go out of their way and become champions of your business, your organization. Look at fandom, where people create groups, they're a super fan on steroids, and they create these fan groups.

They've got meetups and all these things. You look back at Star Trek, for example, you got all the Trekkies. That's an example of super fans.

Yeah, those guys are die hard super fans that have created groups and meetups and everything else to promote Star Trek as an example. It's super fandom if you know how to harness it and more importantly, how to grow it to become that monster.

Rick Benton: 00:24:21

Absolutely. I've been an Apple geek since long before Steve Jobs came back to the company. Didn't hold on to enough shares that I purchased back in those days.

Freddy D: 00:24:30

, I wish I would have kept my: 1985

Rick Benton: 00:24:34

Exactly.

There's some great documentation on the evangelical side of what Apple was creating that got them through the 90s for sure, because they just had raving fans who loved the counterculture. Apple's always had a super worthy rival. Initially it was IBM, then it became Microsoft, then it became Samsung.

And now they're such a behemoth that they're just trying to outdo themselves. But it's always recognizable that they always had that worthy rival.

They always had that person, that company that pushed them to be better, that they built on each other. Microsoft did this. So Apple had to come up here. And that counterculture of people that would be like, okay, we pick sides.

Remember that, that Mac versus PC commercial, which was long and. And I forgot the other guy.

Freddy D: 00:25:23

It was funny.

Rick Benton: 00:25:23

It was hilarious. It was. They were funny, but they were pitting each other against each other, but also both making each other better. We all picked sides.

Everybody had a side. I remember just, hey, I'm a Met guy. I had think that when I taught for a year.

I had think different posters in my classroom that I had bought from Apple. I love that campaign. I had Einstein. I had Jim Henson and Kermit the Frog. I had the Jackie Robinson. I had the Bob Dylan poster.

And the Miles Davis were over on the other side. Sad commentary. My athletic director did not recognize Jackie Robinson, who is that really? But that's another story.

Apple was always one of my corporate heroes because of their ability to do that, to create those fans, myself included.

Freddy D: 00:26:11

Yeah, myself as well. I'm an Apple geek as well. Like I said, 86 was my first year in sales and I had a Mac.

I had a portable Mac and I created in Excel a return on investment spreadsheet. I would come in and selling manufacturing software and I would sit down and I'd say, okay, Rick, let's look at what's your hourly burden rate?

How long does it take you to design a job manually or do this kind of stuff? And so emotionally, I involved you into creating the ROI for the software I was trying to sell you. But I wasn't trying to sell you.

You were buying it because you created the ROI yourself.

And you turned around, went up to upper management and says, look, it's going to cost us 150 grand, but in 24 months we're going to be a positive 150 grand. What was cool was because they were amazed I plopped this Mac. And I would actually.

Sometimes I had a modem that you carried around the phone line, and I would dial up their fax machine and fax out the quote that you and I sat together and put together.

Rick Benton: 00:27:19

Oh, wow.

Freddy D: 00:27:20

Yeah, it was cool. And it was a slam dunk. The sale was done because you and I put it together. I printed it out on your fax machines, used your Phone line. And it was a.

Rick Benton: 00:27:30

If you remember Simon Sinek, start with why. And he used Apple as an example that they go with why they do what they. We help you solve issues. We happen to make great computers. Want to buy one?

Those two. We make great computers. They can help you solve your problem. It's just that people will buy why you do something.

Freddy D: 00:27:50

Yep.

Rick Benton: 00:27:50

Not what you do. And in this sense, I shared with you that core value. I help people avoid that entrepreneurial stress.

We get them to a point where we say, you are living the EOS life. And the EOS life for any entrepreneur, I think is just. It's so attractive the way that it's marketed, it's sold. And it's simply this.

Five things we get entrepreneurs and anybody on that team to. First, we're doing what we love. We're doing it with people that we love. We're making a difference in the world.

Freddy D: 00:28:23

Yep.

Rick Benton: 00:28:24

Everybody's getting compensated appropriately.

Freddy D: 00:28:27

Yep.

Rick Benton: 00:28:28

We have time for other passions. When I saw that, I said that right there. I am a raving fan of Eos because that's the goal, that's the outcome.

That's the vision of the life we want to live. That I want to live. I want to do what I love. Working with people that I love. Making a big difference in the world.

Getting compensated appropriately with time for other passion. How many people, whether entrepreneurs or they're just at a job, they don't have that time for other passions.

Freddy D: 00:28:57

Yeah.

Rick Benton: 00:28:57

That's how you create raving fans. Get something that resonates with somebody and hits them at their core. Sure.

Freddy D: 00:29:06

So, Rick, how can people get a.

Rick Benton: 00:29:07

-: 9550

LinkedIn, Facebook, any of them. I still have that 2, 4, 8, number. You can take the boy out of Detroit, but can't take the Detroit out of the boy.

Freddy D: 00:29:28

Hey, my woman still got a 2, 4, 8 number as well. I took her out of Detroit as well, but yeah, still Detroiter.

Rick Benton: 00:29:35

And so am I. Yeah, not as often. They'll go for a Coney dog every so often. Can't. Can't turn those down. I could turn them down more often than not.

Now, if getting strong in those six key components is something that you're interested in or just learning about more about how the model works, by all means, give me a call. Reach out.

Freddy D: 00:29:53

Do you offer a free consultation?

Rick Benton: 00:29:55

Yeah, we'll give actually a Full free session, a 90 minute session about how this can work in your business, what your business would look like running on EOs, and how I work with companies. I don't want, I don't want a company that's out there for a seminar.

I want a company that is looking to really transform the way that they do business, the way they work with their employees and they're in it for the journey. We are changing habits of how you run businesses. We are let, we are allowing CEOs and visionaries and founders.

We call it letting go of the vine where you are hanging on for dear life. But you look around, you have a team that you've hired.

They're the right people, they're sitting in the right seats and you can let go of those things without fear that they're not going to get done, that they're going to get done correctly and that your team is going to support you. So you can actually start to dial down and the number of hours that you're working and you can have time for other passions too.

And you're going to find that your business is going to soar when you let the right people do their job. Yep.

Freddy D: 00:31:05

Sir Richard Branson says it the best. If you take care of your team, they'll take care of everything else. Yeah, that's the bottom line.

So, Rick, it's been a pleasure having you on the Business Superfan podcast.

Rick Benton: 00:31:17

I thank you, enjoyed being here and.

Freddy D: 00:31:20

We will definitely have you on another one to continue the conversation, buddy.

Rick Benton: 00:31:25

I look forward to it. Thank you very much.

Freddy D: 00:31:27

Thank you.

Rick Benton: 00:31:28

Take care.