Guest Matt Taranto and Daniel Schacter wanted to build a premier network of physician-led medical aesthetic clinics. Paired with their extreme success in other ventures, Matt and Daniel founded Cosmetic Physician Partners. Tune in as we discuss The Nordstrom Way, observant leadership style, and the importance of training and education.
Visit https://cosmeticphysicianpartners.com/ to learn more about Cosmetic Physician Partners.
Listen to the full episode using the player below, or by visiting one of the links below. Below is the episode’s transcript which has been edited for readability. If you have any questions or would like to learn more, email us at info@byrdadatto.com.
Transcript
Intro: [00:00:00] Welcome to Legal 123’s with ByrdAdatto. Legal issues, simplified through real client stories and real world experiences. Creating simplicity in 3, 2, 1.
Brad: Welcome back to another episode of Legal 123s with ByrdAdatto. I’m your host Brad Adatto with my cohost Michael Byrd.
Michael: As a business and healthcare law firm, we represent clients in multiple sectors and multiple specialties, especially healthcare. This season, we are searching for common ground for our diverse audience, and we’ll be bringing in many guests to help us. This season’s theme is The Universal Language – Business.
Brad: Love it. Michael, before we bring on today’s guests and yes, plural guests. Have you ever heard someone say that goes well together? Like chocolate and peanut butter?
Michael: Well, I don’t want to date myself, but I mean, I do actually remember the original commercial for Reese’s. Which was, you know, you got your peanut butter in my chocolate and the person said, no, you got your [00:01:00] chocolate in my peanut butter and something great came out of it, the Reese’s, except for the fact that I don’t like Reese’s, but that’s a different story.
Brad: That’s another story. Okay, and that came out in the 1920s, is that what we were saying.
Michael: Ouch.
Brad: so I started thinking about like the foods that when you mix together, it sounds like it could be awful, but there are a lot of people who think it might be good.
Michael: I don’t know. I just like have these random things popping into my mind. Like for some reason, when you started going down this road, I thought of Forrest Gump and him saying that he and Jenny were like peas and carrots, I’m guessing that’s good.
Brad: Yeah, it could be!
Michael: Yeah!
Brad: Yeah, that’s a fair assessment. So what else is out there that people might think sounds weird, but when mixed properly or mixed together in general, is it delicious? So I thought of one that I always heard was bananas, creamy peanut butter, salty bacon, and white bread. That’s also known as the Elvis sandwich, because that was his favorite.
Michael: Wow! There’s a lot there, man. Well, first of [00:02:00] all, I’ll say bacon. Yum!
Brad: Yeah!
Michael: And secondly, why do we have to clarify salty bacon?
Brad: It’s the Elvis sandwich.
Michael: I know.
Brad: I wasn’t there for it.
Michael: Have you had an unsalted bacon before?
Brad: I don’t know.
Michael: And then finally, why are we promoting a sandwich for someone who supposedly died on the toilet?
Brad: Riley, We’re going to have to cut that one out. That’s not even close to something.
Michael: Sorry! A 13 year old alert.
Brad: Well, so thinking of your 13 year old brain. So in college, this is the first time I heard this combo pizza and tangy ranch dressing. I had never heard of that. Never really pick up the habit, but a lot of my friends in college thought it was like the cat’s Meow having those kinds of things together. But what about you? What’s your favorite combo food if you were mixing things together?
Michael: Mine’s more’s nostalgic. So, my daughter, Caroline, you know well, she used to babysit your kids.
Brad: Yep!
Michael: we used to go to a restaurant you also know well, Mariano’s [00:03:00] Mexican restaurant and she has much younger siblings. So when we would order fajitas, they would be getting the kids, you know, chicken nuggets and fries. Well, I don’t even know what we’re doing, but we decided to each make fajitas where we put, the rice and all that into the fajita and we grabbed some of the kid’s fries and stuck them in there and invented to ourselves, fryjitas. And we still talk about it to this day. I don’t know if it’s actually as good as we remember it being. I haven’t had it in a long time, but we thought it was the bomb.
Brad: Well, it is French fries, rice and white flour tortillas.
Michael: Yeah all unhealthy stuff.
Brad: It sounds really good, actually. Well, I think one of my favorites of all time is a little bit different, it’s a filet mignon with crab meat on it and a side of Béarnaise sauce, which later in life I learned they call that the filet Oscar, and that’s kind of bull because I was saying that well [00:04:00] before these menus started coming up, this Oscar guy who giving him all the credit. I definitely think it should have been the filet Brad.
Michael: I think, yeah, you got some issues there that you need to sort through either in therapy or with Oscar. But yeah. Okay. Why are we talking about food combos?
Brad: Well, I was preparing for today’s show and I started thinking about our guests that are going to be coming in. They both have diverse backgrounds, even diverse locations. And when will you start hearing about, you might be wondering what these backgrounds, you know, in these different areas would at work and likes a lot of weird sounding favorite foods that are out there. These combos, certain things coming together actually work amazing. And that’s why I’m excited to have them on today as our guests.
Michael: All right. Well, let me get to introducing our two guests. We have Matt Taranto, who is an OG in the aesthetics market for over twenty-five years. Has been the owner of the aesthetic consulting group. ACG is a unique and multifaceted consulting and training company. [00:05:00] In the aesthetic marketplace. In 2001, ACG opened a med spa called aesthetic care in Shawnee mission, Kansas. Matt is a graduate of the University of Kansas. Also joining us today is Daniel Schacter. He is the president of cosmetic physician partners based out of Montreal, Quebec. He has successfully built two companies from the ground up his most recent one, examples growing evaluation of 10,000,012 employees to 500 million with over 400 employees. And he was in the role of COO there. He’s been trained in accounting at Deloitte. And operations and management and sales growth at McKinsey and company. These are all things that are way smarter than you Brad.
Brad: A hundred percent fact check, correct.
Michael: I’m not done yet.
Brad: Oh Gosh!
Michael: Yeah, so Daniel has accounting from McGill University and [00:06:00] an MBA from Oxford University in the UK. Where he graduated with first class distinction and on the Dean’s list. And all I got from any of that is I’m not coming to challenge anything he says. Welcome gentlemen.
Brad: Yes!
Daniel/Matt: Thank you so much for having us!
Brad: Well, I think, following our theme of the combos, I don’t think we can start this podcast without asking you guys a very important question. All right. So Matt, I’m gonna start with you. What is your favorite food combo that might sound weird to others that you just love though?
Matt: Well, a few come to mind. I lived in Spain for a year back in the mid-nineties and they don’t eat to catch up with their French fries, they eat mayonnaise. I thought that was just odd and I tried it and I thought, you know, it was pretty good. I had a buddy of mine in college who would dip his French fries in a chocolate shake and I thought that sounded horrible when I tried it, it was good. Something that is weird that we grew up with, We kind of liked is the peanut butter and [00:07:00] pickle sandwich.
Michael: Oh, wow!
Matt: I know it sounds bizarre, but man, try it. It’s good. Peanut butter and pickle sandwich. It’s just rocks.
Michael: If I get to pick the one I’m trying, it’s the chocolate shake or the French fry. I’m in!
Matt: I’m in kryptonite for a salty sweet combo.
Brad: So Daniel, what about you?
Daniel: You know what matt, that’s why we’re so alike. When I was a kid, I grew up with Ritz crackers, peanut butter, and black olives.
Brad: Oh man, see now hopefully our audience right now is pausing running to the kitchen and then building out these amazing sounding things.
Michael: This is too fun and probably not gonna talk too much about the universal language of business If we keep going down this road.
Brad: it’s more a universal language of combo foods.
Michael: Yes. All right. Well, we need to I think move on from the food talk as we could spend the rest of the day talking about this, but let’s start with, I’m curious, talk to us about cosmetic physician partners, [00:08:00] CPP, and just introduce that business for us.
Daniel: So CPP, our mission is to build the premier network of physician led medical aesthetic clinics across the United States. Clinics like Matt Theranos and a number of other clinics like Jay burns, Dr. Jay burns up in Dallas. We’re looking to build a network that has some of the greatest physicians working together, collaborating on efficiencies, collaborating on best practices, operating on how to build some of the strongest cultures in their practices to get the best results. How it works with physician partners is clinics who are interested in joining. We basically acquire the clinic and they become part of physician cosmetic physician partners, and in exchange for that, they get shares in CBP and kind of the mothership, and then they become owners in each [00:09:00] and every one of these other clinics as well. So, you know, by joining you become part of Matt’s clinic and Jay’s clinic and they become part of yours and everyone is incentivized to have every other clinic succeed.
Michael: That’s amazing!
Matt: Yeah, I think it’s a very unique approach. There’s you know, the history of the, the aesthetic industry. You’ve seen chains come and go a lot. I think what’s happened is there’s a few of us who are obviously with CPP, like Jay burns and myself, who’ve been around a long time. We’ve built relationships with a lot of really amazing people. And to get them joined together, to get all the brains working together and share all the successes, learn from everybody’s failures. it’s been amazingly exciting, you know, I never envisioned myself, you know, we’ve been very fortunate and, and did well, but man, just the things I’ve learned in the last 12 months, working with some people way smarter than I am, where we can take this is amazing. So we’re very, very excited. You know, just joining up with the best of the [00:10:00] best and creating an amazing, amazing team.
Michael: yeah, and of course, you know, at ByrdAdatto we go way back with you matt and with Jay, and I mean, you’re talking about the top of the top in the industry and it’s just super impressive what you guys are building.
Matt: Yeah, we’re excited!
Michael: Well, I’d love to kind of hear more about y’alls story and how y’all connected with each other. So I’ll start with Matt and just kind of love to hear how you guys became connected.
Matt: Yeah, well, you know, like you said, I’ve been in this industry for just over 25 years now, opened my clinic in 2001, and then had a set of consulting group, which we changed the name to Mint Aesthetics. We’ve been fortunate, worked with a lot of clinics over 1600 throughout North America, few fun ones, actually in Australia and England and Puerto Rico, some international flavor in there. did quite a bit of work up in Canada, where Dan’s from [00:11:00] and, You know, as you get older, you learn, you have some certain strengths and probably more weaknesses that you’d like to admit. And I think I have some strengths in the area of team building and technology and marketing, but not a lot on the details of business, right. I’m much more of a big picture person and it’s worked out okay. But we’ve gotten to a certain size that we really are looking to expand with CPP and we really needed somebody who had that I can look at every aspect of a business and increase efficiencies and productivity and look at the numbers and analyze things. And we reviewed a number of people from Dallas, Chicago, but with Dan, you know, you read a little bit of his resume. It’s kind of ridiculously impressive for a guy in his early thirties. And when you talk to him and I’ve seen his work now in progress, it’s above my pay grade, way above my pay grade. And I’ve learned, you know, early on that you hire based on your weaknesses, [00:12:00] not on your strengths. So I think we complement each other well. He’s got skill sets that I just don’t have and I will never have. So, it just worked out to be a great fit.
Michael: That’s awesome. Dan love to hear your perspective.
Daniel: Yeah. I mean, Matt’s kinda hit the nail on the head again. I was just coming off of closing up my previous company, which we excited about half a billion dollars. And that was, you know, a big win and I was debating whether it takes some time off or a few other opportunities. And when Matt approached and sort of explained to me what the landscape was like in the medical aesthetic space, the need for someone with deep operations, capabilities, really sort of opened my eyes to where specifically these clinics needed help. It was just fantastic. There’s so much opportunity, the people are amazing, so many smiles on everyone’s face, and just so much excitement to learn it. It was harder to pass this up. So, you know, it’s [00:13:00] been an amazing adventure. Matt and the team have been phenomenal to work with and the clinics that we’ve on boarded. Just some incredible success taking best practices from other industries and bringing them to a medical aesthetic world so, it’s great!
Brad: That’s such a cool story. So, obviously now that the audience kind of knows how you guys met, you know, both, as y’all are talking about, have different, vast business experiences. So love to hear some of the commonalities that you’ll all have experiences with your various businesses. And maybe Dan, I’ll start with you this time.
Daniel: Yeah, I think that the first thing that I have noticed we were, we’re working with a clinic up in Minnesota, a large clinic. They’re part of CPP. They’re just under $10 million of sales for one clinic. And, what we noticed is they were doing phenomenal things. But they hadn’t really focused on what I call the blocking and tackling. And this is true in almost any industry, you know, you’re [00:14:00] looking at sort of these big plays, these special plays because they look good and they’re exciting and interesting, but you forget about the day-to-day operations. You know, what is making your business move in turn really, you know, deep diving in there with the staff and the team and understanding what’s working well and what’s causing friction. You know, what are, what are making people go home tired at the end of the night and over three months, you know, the clinic we, profits are up about 50%. We’re talking about a large clinic moving the profit 50 points is massive just by the small stuff, not worrying about the big plays, just, you know, I’ll give an example, People had not really looked at in a long time, their payroll system. And my office manager was wasting a full day each, each payroll cycle working on payroll and they were paying a fortune for it. So just redesigning that process, it might seem like not that sexy thing to do, [00:15:00] but it made that office manager’s life so good. And then she focused on everything else that she had to do. Yeah, that was a massive win. And that would be an example of where, you know, we focus on the blocking and tackling and just making these businesses run really nice and smoothly.
Michael: I have a follow-up to that as super interesting. How do you, do you find that it’s difficult to get people to step out of the day-to-day to actually pause, to look at the processes or, you know, talk about how, how you’re able to do that, re reassessment.
Daniel: Yeah. So one of the things that we do at CPP, which you know, is a little different to their role is right at the beginning we’ll come in and we’ll spend a few days on site with the team. And, you know, most people, especially if they were consultants, they want to talk and they want to explain and say, hey, this is what to do. We do the opposite. We were quiet. And we watch and we ask [00:16:00] questions, you know, not, not pushing, just watching how the process works. And a lot of the times you see it very quickly. You see why the front desk is starting to get nervous and sort of, you know, under the desk, their, their legs are starting to Bob. Hmm. You know, after they’re done with that patient, you might ask, you know, how you feeling, you know, why do you feel that way? What caused it? And very quickly, they’ll tell you, oh, my computer is too slow. And then, you know, it’s, it’s a quick little thing like that. That’s like, okay, tell me more about this computer. When was it changed? When was the last time you guys upgraded? Who upgraded it? A little things like that can lead to, you know, very, very quick wins. And as soon as you, you know, it might sound like. You know, when like that might save me five or $10,000 on your practice, you add up 50 60 of these winds and all of a sudden that’s a half a million dollars of savings, half a million dollars of profit. I mean, what owner wouldn’t want that at the end of the day? So a lot of the times it’s [00:17:00] by listening, watching, and asking questions and I’m Canadian, so polite questions.
Brad: It’s important to have polite questions, I agree with you on that part. Matt, what about you.
Matt: You know, I will tell you that, my overall philosophy has changed so much over the years because you know, one thing, I think one of the best books, any small business owner can read is the E-Myth. I don’t know if you guys know that, but you know, it’s a fictional story that will tell you if you’re really good at something just open your own business. And this woman is really good at baking pies and they say, oh, you got all her friends open up a pie shop and her pies are amazing, but the business was terrible because the amazing pies were just one part of the business. And so we’ve been very fortunate, you know, with aesthetic care. I think it’s, you know, now one of the larger ones in the country and, and it’s all about for me, it’s about the staff. Okay. And, and I run the business. Richard Branson, I think has the best quote I’ve ever heard in running a business and that’s “train your staff so well [00:18:00] that they could leave you and get any job they want, treat them so well that they will never leave”. And, you know, we would love to be the best clinic in the world. I tell everybody to add, that’d be a great goal to have tough to measure, right. We’re going to be the best clinic in our geographic territory. And there’s gotta be a little bit of a, you know, desire, competitive nature to, to make that happen. But you can’t make that happen with high turnover and you can’t make that happen without an amazing work culture. Another great book is the best book I’ve ever read about managing people as “the customer comes second”. And so my goal is my staff is my number one person. I am going to expect greatness. I’m only going to hire greatness, but I’m going to pay better than everybody else. I’m going to treat them better than everybody will treat them. We’re going to have more fun than anybody has. We’re going to make it a place that everybody feels blessed to work at. And you know, in this industry, we’re not curing cancer, right? We’re not changing the world with some revolutionary healthcare thing and we’re making people look better. So let’s not take yourself too [00:19:00] seriously. There should be a lot of laughter. A lot of smiles, a lot of energy, a lot of hugging going on. And I think when you develop an amazing culture with an amazing staff, everything else becomes easy.
Michael: How much time do you find yourself spending on that? On the culture and the staff and just cultivating everything you just described?
Matt: Yeah, I mean a lot. And like I said, my, there’s only three things in our industry that actually generate revenue, Right. And that your staff has number one. technology, you’re going to have to have some technology. It’s a necessary evil buying lasers or radio frequency devices, things like that. And then some good marketing, those three things will give you a return. And so for me, number one is the staff that’s. My main priority is, you know, we kind of go by the Nordstrom motto is “hire the smile, train the skill”, which is basically hire based on what you cannot teach. Because you give me a nurse with a brain and most nurses have a brain. We can teach them to be amazing laser operators and injectors, but I could never teach them to be happy, be ethical, be passionate, be fun, be hype, good energy, [00:20:00] those as an adult, we’re either going to kind of have or not. And so we hire amazing people and then we teach them the things that we’re able to teach them. So I would say the most important aspect of my job. Creating this team, maintaining this team and maintaining a culture. That when people leave at the end of the day, they’re just thrilled to be a part of this team.
Michael: Do you find that? I love that. My follow-up question to that is, do you find that people that don’t actually have the skills to do what y’all do can get through and into the system? Or have you found that everybody’s trainable?
Matt: I give you a good example. I review numbers every month of every provider. I’ve got a, a young superstar nurse, Christina Moss. Last may we always compare, you know, month, the year before, she was fairly new. She generated 21,000 and this may, she generated almost 80 [00:21:00] and that type of growth is wonderful. And she D she had zero experience in aesthetics, but man, she works hard. She studies hard. We’ve trained her like crazy. We sent her to trainers. We bring trainers in, nobody Invest more money in my geographic area into training their staff than I am. But I look at that as marketing dollars, right? Yeah. Because when I make my staff better, it’s the best investment I will ever make. Because what happens when you get better, you get better treatments, which you, you have happier clients, which gives you more referrals. So that is a marketing deal. So my goal is, again, it’s very. Simple. There’s no clinic in my geographic area that is going to have a better well-trained staff who loves their job more. And it just takes a lot of everyday focus on that and not settling for anything less.
Brad: That’s great. And for our audience, what we’ll do is, that you named two books, the customer comes second was the second book. Well, we’ll drop that in the show notes so they can find that and is the first book called E merit?
Matt: No, E myth. E hyphen myth. And it’s the entrepreneurial myth. [00:22:00] All you have to do it, have a good business, has to have a good product. And that’s just not true. I agree with that.
Brad: so yeah, we’ll drop both of those for our audience who wants to find it, to buy it. But those are a love that Michael and I both very passionate about these kinds of things. And we always love to share that kind of information with our audience, that they can find it.
Michael: and I’ll be reading them as well.
Brad: I know, I was not familiar with them.
Matt: I want to just add to that real quick is so many of the clinics that we work with has consultants. One of the first things I ask is I want to hear about your staff, how long they’ve been there in your team. To a T the clinics that have high tone river are just sucking wind, and it is really business suicide. If you can’t keep staff. And one of my proudest things is the first nurse I hired 20 years ago is still here and going strong and people just don’t leave. But I think you guys agree people don’t leave. Great. Okay. They don’t leave. Great, amazing jobs. So gee, you just got to make the job great and amazing.
Michael: Yeah. That’s so inspiring. Yeah, love it. All right. We have a little bit of [00:23:00] time left and I would love to hear some pearls from hard lessons learned. I know, Daniel, I don’t know with your resume. You may have to dig deep to find a mistake that you learned from, well, I’ll give you a minute. We’ll let Matt start just, what, especially something that could be applied to. Any business.
Matt: Yeah. I would tell you that again, obviously the staff’s always going to be number one, understand where you put your money and what the return is. You know, I’ve always told people that nobody ever comes back to my clinic and said, man, I’d come back if you had a better couch. Okay, or if the painting on the wall costs 5,000 versus a hundred, nobody says that they come back because customer service and, you know, I love the comparison of Chick-fil-A and McDonald’s okay. I don’t know if you guys have ever been in a Chick-fil-A or whatever, I’m sure McDonald’s. The cleanliness, the attitudes, the politeness is almost day and night usually. Okay. Go into Nordstrom and go into Macy’s, go into Shield’s sporting goods and go [00:24:00] into Dick’s. Yeah, there’s such a gap of customer service, you know? And so every employee that works here, day one, they get a copy of the Nordstrom way. They have to read it after it. And then we discuss it because I think Nordstrom is such a story about a company that decided to be different by the way that they empower their employees to treat people. But the biggest key is you can’t, you know, I think I’m fairly good motivator and I can get people excited about this. But if you don’t continually work on it, it will fade away. And because the client that comes in at five 30 on a Friday, and you’re dying, the nurses dying to go meet their friends for happy hour, it’s been a long week that client deserves the same amazing care that the client who walked in at 9:00 AM on Monday morning and it takes management owner, whatever me, my managers, to always be hyper aware of the energy level in the environment, in our clinic, because come on some days, aren’t good. You have a piece of technology that breaks down. You’ve got a couple people call in sick with COVID things can [00:25:00] kind of go south. Well, you know what? Catch it early, stop it, pull a provider or say, Hey, I know that client you just had was a Royal pen in your butt, she was very difficult but your next client deserves amazing care. Let it go. And so we’re always working on a daily basis and I think if you can create an atmosphere that your clients, patients, or we call them clients when they walk in, they consents, man. These people love their job. They’re having a blast. Everything else becomes easy.
Michael: Awesome, that’s cool! And Dan I was tongue and cheek. I know we all have our lessons, share with us a lesson.
Daniel: for me, and it it’d be, it’s become a mantra here at CPP for us, we call it just two things. And the idea is there are always so many priorities, so many things that you can work on at any given time that are exciting, that have big impact. The problem is there isn’t enough time. They do it and it’s hard to focus. So, you know, one of the things that we’ve [00:26:00] learned and we learned that the hard way, unfortunately, but now it is quite institutionalized in any business I’ve worked at is focused on two of them. And if you ask any employee, you know, a CPP or anyone of our clinics that are part of the partnership, you know, what are the things you’re focused on this? What are the things you’re focused on today? They are easily able to say, okay, these two things that we’re trying to implement for these two trainings that we’re trying to get done once, you know, once you’ve completed them, then you can move on to something else.
Michael: That’s really cool. And so it could vary by person, they may have their two things.
Daniel: Exactly.
Michael: And do they identify. Do they identify it? Like at the beginning of a of a work day? Like there, they need to have that kind of purpose to their day? Or tell me about that.
Daniel: Yeah, for sure. I mean, we generally do a, higher level. We’ll do a weekly stand up and I guess you’re familiar with the standup philosophy and each person on the team will [00:27:00] say, Hey, these are the two targets I’m going after this week. As you work your way down in the business, generally, you know, things that are at a weekly level, let’s say for a director might become a daily level for an individual contributor. So, you know, it definitely works its way down the organization, but you definitely want that permeating throughout the company. Everyone has things they can improve, whether it be a receptionist, whether it be a patient coordinator, whether it be, you know, an aesthetician, everyone can contribute. And we definitely want to be at that at the whole organization into that ownership.
Brad: Yes, so cool. Well, now I’m going to force you to go from two to one. I would like each one of you to tell us the one thing that is the most proud thing that you’ve done in all the different business strategies or accomplishments that again, they can be beneficiary to industry. So just one now, not two just one, Matt, you want to start us off?
Matt: Yeah. You know, mine without a [00:28:00] doubt is the journey that I get to see our team go through. The biggest joy I get in owning my business and being a boss. Is when I can be even a small part of making somebody’s life better. And one of my favorite stories is one of my, employees here has been with me for 15 years. I hired her as a massage therapist with this stupid idea that we should have massage. We got rid of that very quickly because it didn’t fit our business, but she was such a hard worker and such an amazing human being that we got her involved in some other things. And since she’s been with me for 15 years in her life, she’s gotten married, she’s had three kids, she worked full-time, put herself through nursing school at night. When I hired away from the message studio, she’s been $18,000 a year and last year she made 150. And I look at that journey and some of the drain and that literally it’s the biggest joy I get is that these people, we become friends and we’ve become a family. And I get to see their lives improve, hopefully in part, because they have a wonderful [00:29:00] job and nothing’s better than that.
Brad: That’s great. Dan, what about you?
Daniel: Same thing. I mean, watching your people grow, there’s nothing that can beat that. And then it’s been, it’s been true in some of the last roles I’ve been in and it’s been, it’s been true here as well. There’s nothing that brings me a smile. You know, a greater smile than just seeing someone succeed at the work they’re doing and being able to say, hey, you’re ready for that next role in promoting them to the next job. I mean, and that’s what we try and do here at CPP in the partnership is really making sure that people have a career path, whether it’s at the clinic level or it’s higher level working on multiple clinics simultaneously, it’s really making sure that people feel like they can stay with us for their whole career and get excited by it. So, yeah, we’re big fans.
Michael: you’re speaking our language. It’s just really been inspiring [00:30:00] to listen to both of you today. I feel like I’m going to go and got a couple of books to read, some things to talk about.
Matt: You didn’t know you’re gonna have Tony Robbins on this podcast.
Michael: It’s amazing. We are so grateful for our relationship with you guys. We’re grateful that you came on, to join us today. What we’ll do next is go into a commercial and on the other side, we’ll come up with some legal insights from our discussion today. Thank you guys.
Matt: Thanks for having us.
Daniel: Thanks so much guys.
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Brad: Welcome back to Legal 123s with ByrdAdatto. I’m your host Brad Adatto, still here with my cohost Michael Byrd, and Michael like, oh, wow, we just had an awesome podcast. I think throughout the season, we may have said this a lot, sorry, audience. But if y’all didn’t, didn’t love what Dan and Matt just threw down pretty amazing input. I wish again, we had a lot more time with them. But obviously today we covered a lot and just going through the details and the culture and the team and all the different ways and just two things. I mean, there’s so many good, great takeaways that we could go off that one podcast. Let’s just try to refocus Michael, this whole theme that we’ve been hearing over and over again, it seems culture and staff seem to be pretty important.
Michael: Yeah, no doubt. I mean, if you could pull two things from what we heard this whole season, it would be training and education. [00:32:00] your staff. And of course they go hand in hand training your staff, but, they’re there. If you go back to each of our guests, that there are some at a minimum, some element of that as a universal business concept, that was so important. And then, I know you’re a details guy, but I found it very fascinating as someone who’s not a details guy. I’m more like I resonated with Matt. but when Daniel was talking about the differences that they may CPP makes with some of the blocking and tackling details.
Brad: Yeah, no doubt. Well, that’s all the time we have for today’s episode, Michael, but guess what? Next Wednesday show we have a special guest Paul Gainer, from orange twist will be with us. And guess what? We’ll be discussing Mickey Mouse and Botox.
Outro: Thanks again for joining us today. And remember, if you liked this episode, please subscribe. Make sure to give us a five star rating and share with your [00:33:00] friends. You can also sign up for the ByrdAdatto newsletter by going to our website at byrdadatto.com. ByrdAdatto is providing this podcast as a public service. This podcast is for educational purposes only. This podcast does not constitute legal advice, nor does it establish an attorney- client relationship. Reference to any specific product or entity does not constitute an endorsement or recommendation by ByrdAdatto. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. Please consult with an attorney on your legal issues.
