28: Superfans: From Basement Parties to Business Success with Rick Benton

Summary

In this podcast episode for the Business Superfans Podcast, Freddy D chats with Rick Benton as he recounts his evolution from a high school entrepreneur who co-founded a DJ company to a multi-state event service provider, and eventually to a business consultant and coach. He and the host, both Michigan natives now in Arizona, reminisce about their early party-throwing days. Rick discusses how his company cultivated superfans through targeted live events, leading to its expansion into corporate sectors. He then delves into his current work with the Entrepreneurial Operating System (EOS), stressing the importance of core values, effective team building, and strong internal culture. The episode explores the creation of superfans, the influence of corporate heroes like Apple, and the significance of aligning personal passions with professional goals, concluding with thoughts on leadership and business transformation.

Guest

Rick’s entrepreneurial 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. Fast forward a few decades and this multi-state, award winning company provided event planning, entertainment, and AV production services for national corporate, social and educational clients.

After a successful sale and exit of the business in 2018, Rick has been a teacher, a coach, and a business consultant. 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, clarify and achieve their vision, while improving the lives of leadership teams, employees and their families.

Rick is excited to share that EOS power with you to achieve your VISION, gain TRACTION, and build a HEALTHY, cohesive, and fun-loving leadership team.

Guest Contact

Guest Offer

Free 90-minute session to review your business

Superfans Success Tip

Bullet Points

  • Rick Benton’s entrepreneurial journey and the growth of his DJ company
  • Reflections on past experiences and memories of parties and events
  • Creating superfans through live events and targeted marketing
  • Involvement with the Entrepreneurial Operating System (EOS) and its impact on businesses
  • Importance of core values and their impact on business culture
  • Creating a strong internal culture to attract and retain customers
  • The concept of creating superfans and its parallels with building a loyal team
  • Influence of corporate heroes and their impact on motivating individuals
  • Aligning personal passions with professional endeavors
  • The role of effective leadership in empowering teams to thrive

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Best Quotes

Rick Benton, 00:02:17, “You can imagine, though, you build a business that size, the levers that I’m pulling… It was driving me crazy, but I loved it.”

Rick Benton, 00:09:42, “If you want something bad enough in this world, you’ll find a way to create it.”

Rick Benton, 00:22:18, “Culture is nothing more than the way we treat each other.”

28: Superfans: From Basement Parties to Business Success with Rick Benton

Episode Transcript

Freddy D (00:00:00) – Rick Benton’s entrepreneurial 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. Fast forward a few decades, and this multistate, award winning company provided event planning, entertainment, AV production services for national, corporate, social and educational clients. After successful sale and exit of the business in 2018, Rick has become a teacher, a coach and a business consultant. 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 experience the power of EOS and how it offers freedom for entrepreneurs to break through their ceiling, clarifying and achieving their vision while improving their lives of leadership teams, employees and their families. Rick is excited to share the L. S power with you to achieve your vision, gain traction, and build healthy, cohesive, and fun loving leadership team. Welcome, Rick to the Business Superfan Podcast.

Freddy D (00:01:11) – 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. If the late 80s and amazing bands, I would see concerts and I’d just be like, wow, that was the best experience. I wanted to create those experiences, or were the small events that we went to. So we went out with RadioShack 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 audiovisual production company with in-house entertainment working, corporate event conferences and galas and fundraisers and expos social events.

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Rick Benton (00:02:17) – We had weddings, bar mitzvahs and three sixteens and all kind of you name the parties, as well as a really nice high school division where we were really, we weren’t just creating homecomings and proms where you’re creating concerts and festivals for the 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, then we had admin and we had labor across the gamut. 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. We had logistics, the trucks, the equipment, the quality control, the breaking of stuff, the investments, the depreciation, the marketing budgets, the salaries, the rent. It was driving me crazy, but I loved it. And in 2018, somebody decided that they loved it more. I took the exit and this is how I got started and where I ended up now.

Rick Benton (00:03:15) – Since then, I’ve had some mild recession. I’ve had some other train wrecks, and you learn a lot more from the train wrecks than you do from the successes. Oh, that’s not that much. Yeah.

Freddy D (00:03:26) – The police lights, I remember I still have police lights in my garage. Yeah, it was in the 80s I had in my basement. I set up in a townhouse that 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 both from Michigan, which is even more ironic. And here we are in Arizona. It’s just interesting how life takes us through these directions.

Rick Benton (00:03:56) – From basement parties in Michigan. And God knows we did a ton of them. I’m picking back the basement parties in the 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 on the heat, right? You never have to scrape the never going to scrape the sunshine off to your windshield.

Freddy D (00:04:21) – I don’t miss that one bit.

Rick Benton (00:04:24) – One. Not at all.

Freddy D (00:04:25) – You bring back memories because I used to throw what was dubbed ever ready Fast Freddy parties.

Rick Benton (00:04:31) – Oh wow.

Freddy D (00:04:32) – The record was, I think I had about 75 people in a townhouse, and it went from 3:00 in the afternoon till about four, 4:00 in the morning. Oh, wow. Yeah, it was, it was.

Rick Benton (00:04:46) – Those were fun times.

Freddy D (00:04:48) – Those were fun.

Rick Benton (00:04:48) – Times. Times I I’m going to put it out there to any audience members that can send us a picture of a fast spreading party. Of course, that’s going to open it up that they’re going to send in some old living energy. Photos of me back in the day. In my emceeing a bar mitzvah. teaching kids how to do an electric light slide, and. Oh, boy, that was fun.

Freddy D (00:05:10) – So I’m sure you build some superfans 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 traditionally and at the time, print or was it definitely not the size that we could advertise on TV? But what we did is we actually created event that people can come see it live, not just at a trade show.

Rick Benton (00:05:35) – Oh, we’re going to walk by a booth and meet you guys, but we were actually created event. So take an example. The bar mitzvah market. What we did is we created an event for sixth and seventh graders. And just for background, for our 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 the Kingston era, or a communion at the 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 100, 200 people or more redeemed decor, all kinds of video screens and the entertainments. 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 the swing dances and stuff from the now, the 70s.

Rick Benton (00:06:30) – But at the time it was more swinging 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 to our party. Then we evolved it and we had a parent lounge, so the parents can buy in. And then everybody that contributed the decor company and catering company and every other vendor would. We set up a booth, talk to the parents, do a little catering for the parents, do whatever you can. We have both photography and photo booth. 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 there, they’re there to make a decision.

Rick Benton (00:07:27) – 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 their party. And that’s the way we promoted. We created superfans. We later expanded that to the high school market. Doing that just for student government can just for the ones that made decisions for who’s going to who they’re going to hire for prom or homecoming. We later expanded that for corporate event. We actually produced trade shows and expos for various different markets we were in that would allow us to create real superfans 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 hand. It was a lot of.

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.

Freddy D (00:08:33) – And the word gets around that you’re to go to organization for these type of events, whether it’s a bar mitzvah, whether it’s a corporate event, whether it’s a trade show that the 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) – So it was creating experiences. We created experiences with a lot of people in that industry. They look at it with the advent that our existing customers are going to be our superfans. 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 it, that couldn’t use it, or they were committed to doing it, or maybe they weren’t even going to, they didn’t even have a party or they weren’t having the event, but they wanted to. We were looking at it from the standpoint that we wanted, even the people that weren’t our client to be fans.

Rick Benton (00:09:30) – God, I wish we could have an event because.

Freddy D (00:09:33) – 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’ll find a way to create it. Absolutely. Great.

Freddy D (00:09:47) – So how did that segue into what you’re doing nowadays? We talked 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.

Rick Benton (00:10:30) – We love what we do. That doesn’t mean we know how to run a business. I was given this book and it said on my show right here, traction that 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 in your work in 80 hours a week and you’re like, where is my time? Where’s my money? And what’s my purpose? Again, you got a glorified job.

Freddy D (00:11:06) – If you’re working in the business, it’s a glorified job. You’ve got to be working on the business to actually see those rewards ultimately.

Rick Benton (00:11:13) – 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 know learn more about it.

Rick Benton (00:11:23) – 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 for me. I admittedly created from my inexperience, from the things that I didn’t know it was at that moment. I was like, I gotta go all in, burned all my boats, went all in. And now I help businesses avoid that same stress of void. That broken glass of void that that heartache. And I helped them build a system where they’re not working 80 hours a week, where they are not unless they want to live 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. What are those? At the top is vision. You got to have a great vision, and you have to know how you’re going to get there.

Rick Benton (00:12:27) – If you don’t have a good vision, you’re going to end up somewhere else. You don’t know where you’re going to 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. They can’t just be the right person for the job. That 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 pre 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.

Rick Benton (00:13:05) – Culture. Culture. You have to be absolutely. That’s exactly what are your core values, right. Define those core values. And I’ll tell you a story about core values in a minute. The third thing is your data.

Rick Benton (00:13:17) – 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 number one. 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. Yep. Unavoidable. So being strong with your issues mean 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, right? You got to 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 way, selling customers this way, and Jason’s selling it this way.

Rick Benton (00:14:20) – And I got my own style for selling. And you know what? Here’s the system that we’re going to use for selling. We’re all telling the same story.

Freddy D (00:14:27) – You know, it’s important it’s important to a good example that I’m going to 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 got no place to fast, go nowhere.

Rick Benton (00:14:44) – You got all the circle the same direction.

Freddy D (00:14:47) – Got to be rolling 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 as a solid example because that’s. Takes a lot of work to be in sync and to win the champ a rowing championship. And one of those rowboats.

Rick Benton (00:15:06) – That leads us to our last key component beautifully segway into traction. Which means that every day, every quarter, you are making progress toward your vision. You’re all rowing in the same direction, at the same cadence, to that same point, which is that vision.

Rick Benton (00:15:25) – 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 beast, its 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 key components.

Freddy D (00:15:51) – Oh, always 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.

Freddy D (00:16:14) – The usual points. 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? 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 while the results were absolutely amazing and I’m just going to 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 or values. We are number one passionate, goal driven problem solvers like the number two. We are trusting and accountable to all like that as well. Number three, we are professional team players. Excellent. 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 the committed to growth. But you gotta do one. You gotta 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 wait a minute, I said, 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 superfans from the team. Now that team has a synergy internally. The employees, I call them teams. So now that team, they’re all on the same page. They love where they’re working because the culture’s 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 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.

Freddy D (00:18:26) – Yeah. 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. Think about it.

Rick Benton (00:18:43) – 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 cared 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 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.

Rick Benton (00:19:24) – 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 is to everybody. It doesn’t matter if it’s a 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 any siloed. We’re 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 the 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.

Freddy D (00:20:19) – 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. Correct. 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 people know that. Yeah. No it is. There’s 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. And that’s really.

Freddy D (00:21:03) – Cool because companies need that. Over the years, I’ve seen a lot of different things and a lot of good managers, a lot of bad managers, a lot of good teams, a lot of bad teams, the teams that I remembered that I was part of.

Freddy D (00:21:14) – 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, he’s got a 12 pack of beer, and he sits down with us and we have some beers and some 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 work till 5:00 in the morning getting ready. Some of us slept at the office and just did a bathroom fresh up because game time was 9 a.m. when we got done with the demo, we killed it and he came back and said, right guys, it’s Thursday afternoon to get the heck out of here.

Freddy D (00:22:08) – I’ll see you guys on Monday. I’m still friends with the 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 one of the best lines that I’ve ever read, where I 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, recognize us for putting all the extra effort. Every time Tom ever asks us to do something. If you were there, we were no problem.

Rick Benton (00:23:08) – Your quote reminds me of Napoleon one, and he would just marvel at the amazing things that soldiers would do for a tiny piece of ribbon. Yep. 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.

Freddy D (00:23:30) – A goal. That’s how you create superfans right there. Absolutely. Those three things. That’s how you create superfans 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 superfan 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 superfan. Yeah, those guys are diehard superfans 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 an upstairs room because I purchased back in those days. Yeah, was.

Freddy D (00:24:31) – My 1985 Mac.

Rick Benton (00:24:36) – 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 there’s such a behemoth that they’re just trying to outdo themselves. But it’s always recognizable that they always have 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 picked sides. Remember that that Mac versus PC commercial was just wrong. And and I forgot it was funny.

Freddy D (00:25:23) – It was hilarious.

Rick Benton (00:25:24) – It was they were funny, but they were pitting each other against each other, but also both making each other better.

Rick Benton (00:25:29) – We all picked sides. Everybody had a side. I remember just, hey, I’m a mac guy. I had things 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. They had commentary. My athletic director did not recommend Jackie Robinson. Who’s 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 the 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 your hourly burden rate, how long does it take you to design a job manually or do this kind of stuff? And so emotion early I involved you into creating the ROI for the software I was trying to sell you, but I wasn’t trying to sell you.

Freddy D (00:26:45) – 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 on 24 months we’re going to be a positive 150 grand. What was cool was so 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. Oh yeah, it was cool. It was a slam dunk. And the sale was done because you and I put it together. I printed it on your fax machines, used your phone line, and it was a point.

Rick Benton (00:27:30) – If you remember Simon Sinek, start with Y. And he used Apple as an example that they go with why they do what they do. We help you solve issues. We happen to make great computers. Want to buy one? Both. Do we make great computers that can help you solve your problem? It’s just that people will buy why you do something.

Rick Benton (00:27:50) – You’re not what you do. And in this sense, I shared with you the core values. I help people avoid that entrepreneurial stress. We get them to a point where we say, you are living the iOS life and the iOS 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. I think we get entrepreneurs and anybody on that team to first we’re doing what we love. Yep, we’re doing it with people that we love. Yep. We’re making a difference in the world. Yep. Everybody’s getting compensated appropriately. Yep. We have time for other passions. When I saw that, I did that right there. I am a raving and a boss because that’s the goal, that the outcome. That’s the vision of the light 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 where they’re entrepreneurs or they’re just at a job, they don’t have that time for other passions? Yeah, that’s how you create raving fan.

Rick Benton (00:28:59) – Yep. Get something that resonates with somebody and hits them at their core. Sure.

Freddy D (00:29:05) – So, Rick, how can people get Ahold of you pretty simply?

Rick Benton (00:29:09) – Rick Benton at EOS worldwide. Com it’s easy email, but cell phone number works as well. 8679550. That’s that. Just reach out LinkedIn Facebook any of them I still have that 248 number. You can take the boy out of Detroit but can’t take the Detroit out of the boy. Hey, my.

Freddy D (00:29:28) – Woman still got A248 number as well. I took her out of Detroit as well. But you’re still Detroiter and so am I. Yeah.

Rick Benton (00:29:36) – 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 this 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) – To you, offer a free consultation.

Rick Benton (00:29:55) – Yeah, we’ll give you a full free session.

Rick Benton (00:29:57) – A 90 minute session about how this can work in your business, what your business would look like running on iOS, 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. In the journey it is we are changing habit of how you run businesses. We are leading. We are allowing the CEOs and visionaries and founders. We call it letting go of the bind 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.

Rick Benton (00:30:57) – 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.

Freddy D (00:31:05) – Yep. 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 Super Fan podcast.

Rick Benton (00:31:17) – I thank you, enjoyed being here.

Freddy D (00:31:20) – And 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. Take care.

 

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