[Webinar] Opening your Second School: Secrets from a Successful Multi-Location Owner

Webinar Overview

Your martial arts school is flourishing and filled with active students. You know it's time to scale your success and you're almost ready to open your second school – but how will you manage twice the number of students and instructors, and multiple locations that are miles apart? Benefit from a successful owner's experience on how to kickstart enrollment at your second school and avoid making common mistakes.

Join Master Ryan Andrachik, owner of Asian Sun Martial Arts, as he reveals his insights on:

  • How he expanded his martial arts school to eleven locations in Ohio
  • An important checklist of must-do’s before opening your second school
  • Generating leads and accelerating student enrollment at a new location
  • How to hire, manage, and communicate effectively with instructors and staff across multiple locations

About the Speaker

Master Ryan Andrachik

Master Ryan Andrachik is the owner of Asian Sun Martial Arts and a pioneer of Taekwondo in Hudson, Ohio. As an 8th Dan Black Belt, he has produced 34 Master Instructors, along with over 300 black belts, and currently serves as the USA Taekwondo Martial Arts Commissioner and the Sports Chairman of Lake Erie Taekwondo. By upholding his essential rules of business, Master Andrachik’s school has grown to encompass eleven locations and 3,000 active students.

Video Transcript

Vanessa: Hi everyone, good morning, afternoon or evening, depending on where you're joining us from. I'm Vanessa, the Marketing and Events Coordinator at ChampionsWay PerfectMind. Welcome to today's webinar on "Opening Your Second School - Secrets From A Successful Multi-Location Owner" with Master Ryan Andrachik and Steve Seyerle. As we get started, let's do a quick sound check. If you can hear me and you can see this screen, please type "yes" into the questions box now. Great, we've got lots of yes's coming in, so let's get started.

Before we jump right in, I'd like to give a quick rundown of who we are for those of you who are joining us for the first time and aren't quite familiar with ChampionsWay of PerfectMind. Our all-in-one martial arts management software, used by thousands of schools worldwide, and enable school owners to manage memberships, billing, belt ranks, and promotions, and more from a single platform. We also provide various services, such as web development and online marketing. If you'd like to learn more about us or want to see some of the free content that we have to offer, like today's webinar, visit championsway.com.

Enough about us, let me introduce today's guest presenters - Master Ryan Andrachik and Steve Seyerle. Master Andrachik is the owner of Asian Sun Martial Arts and Asian Sun Consulting. As an 8th Dan Black Belt, he's produced 34 Master instructors along with over 300 Black Belts. By following his essential rules of business, Master Andrachik's school has grown encompassed 11 locations and 3,000 active students. Co-presenting with Master Andrachik today we have Steve Seyerle, Director of Operations for both Asian Sun Martial Arts and Asian Sun Consulting. We're thrilled to have you both join us so please take it away.

Master Ryan Andrachik: Thank you so much for having us, we're thrilled to be here, and let's get right into it. This is the secrets of opening your second school, and you guys did a great picture of me, thank you very much. Alright let's start!

Who we are. We are the largest school in Ohio. We have 11 locations, we own 11 martial arts schools, we also own a CrossFit box. If you ask me later I'll explain that one. At anytime we had 2,500 to 3,000 active students, and like all of you, we drop a little bit in summer, we gain a little bit in winter, that's pretty normal. Here's a little bit about our company. To let you in to Asian Sun, we have approximately 100 employees, there are two owners - my wife and I, a full-time Operations Director which Steve Seryele who sits next to me. We have a full-time graphic designer who is also our Director of Marketing, he's awesome. We have a full-time Membership Confirmer and Test/Events Manager, and that is no small job let me tell you. We have four full-time Call Center employees. At our school, and we can get into this later, but at our schools believe it or not, all our calls come in to one location. So it's busy all the time. We have 20 full-time and part-time Program Directors and Head Instructors. We employ two Fitness Instructors and actually since this now three Fitness Instructors. We have three CrossFit coaches. And we literally have a small army of Assistant Instructors.

Where we've been. Let me tell you it's been a rocky road, it's been kind of while, but I wouldn't trade it for anything. I started taking martial arts at age 6, so way back in 1977. In 1990, I started my professional martial art career. I was already Black Belt but I started teaching full time for my instructor. I was blessed to have one of the highest ranking instructors in United States around me, Master L J Kim. How did I join? Well, he opened up 10 minutes from my house, so I was blessed. In 1994, I opened my first commercial school: I J Kim Martial Arts of Hudson, of course named after my instructor. In 1995, I took over one of my instructor's schools because he was facing a self out. In '96, I owned all my instructor's schools. In 1997, I tried like hell to put a kickboxing program in November and it was awesome. I had it down, I had 40 students in November. December 1st when it came time to enroll, I enrolled one. So I sucked and I knew I had to make a change.

[04:58]

In 1998, I implemented the Awesome Kickboxing Program. That's not trademarked or anything, we just call it that because it was so much better than what I did in November. We had 11 satellite kickboxing locations that was crazy. However in 1999 I broke my ankle so I couldn't teach kickboxing anymore for six months. So I shifted and frankly when I started kickboxing, I was pretty burned with Tae Kwon Do. I've been doing it a long time I was bored. That's why kickboxing was such a release for me. Anyway I broke my ankle and like you know what, fine, I'm going to fix our children's program and make it awesome. By 2000 we had shut down all the kickboxing locations and we're down with one location. That's it, I'm not going to have all the stress of multiple schools, we're just going to have one mega school. In 2003, my instructor moved to Korea and that is the birth of Asian Sun, so we just changed the name. Everything's going well. One school's cranking and my junior in 2005 said hey I want to open a school. I'm like oh God, fine! So we opened him a school. The first six months was absolute hell. We got to 50 students immediately, then we got stuck at 50 students. So it's just hell, like dammit. I really had to dig deep and I told my wife, you know what, hell or high water I'm going to make this work and we're just going to make it work. So we cracked the code. So 2005 I'd say it's when we really start cracking the code. In 2007, being the same person that I am, we're not going to open the 3rd school, we're going to open the 3rd and 4th school. It was great, right? So 2007 we opened two schools and we opened them in the same month, pretty nuts. So, four schools, we got it down now. So we opened school #5 that was no problem. 2011 we opened 6th, 7th, and 8th. And then 2011 we opened the 9th. 2015, I was asked by Master Mike Friello of AAU to do a little like a powwow with some of the coaches from AAU. They had such good questions and a few asked, did you ever think about helping other people? Like well, schools are running well. As long as I can show them what we're doing, then yeah. So we opened Asian Sun Consulting in 2015. 2017, this year in April we opened two more schools. I don't know what's with us with opening two schools in one month, but it works. We just do it.

Steve Seryele: In the same time.

Master Ryan Andrachik: Right. Some questions you need to answer before you'll open a second location. This first one is a really important question: can you be away from your main location for more than two weeks without affecting revenue? Because it's easy to say, "Oh yea I cannot be there for a week." Okay, are you still bringing in the same revenue as if you were there? Because guys, remember, I own one school, I get it. Owning one school, you can do so many things wrong because it's your personality, it just works, everything just works. When you go to second school, let me tell you buddy, it's not going to work so well if you don't have systems in place. So the first question is right now at your current school, can you be away for two weeks and is it still going to give the same revenue?

Here's a little timeline of the last time I visited our schools. Aurora, I was there 4 months ago. Beachwood, I was there 3 months ago. Broadview, I was there 6 months ago. Green, I was there over a year ago. I come to my Hudson school every day because I live 7 minutes from it, so this is where our corporate offices are. Montrose, 6 months ago. Stow, CrossFit so I'm there. Tallmadge is 6 months and Wadsworth 8 months and might be longer now. Our other two schools we opened in Medina. I hadn't been there in 5 months?

Steve Seryele: Right, since we opened them.

Master Ryan Andrachik: Yea 5 months. Questions you need to answer before opening a second location is the #2 question: do you have 2 or 3 talented staff members to operate your new location? Here's the thing. You can't expect even talented staff to operate without you if you don't have systems in place. You must have systems in place. Systems that are followed at all times even by you. This is a huge one for school owners because I'm on the same way. I want to do it, how are we going to do it?

[09:57]

But I can, I need to make it in a systemized way where if I'm teaching at my Hudson's school and my Aurora instructor comes in, he needs to see the same thing that he should be teaching at Aurora. Some examples of the system, you need marketing, you need lead management, lead conversions, class room structure is a monster. It doesn't have to be at 05:01 we're going to do the stretch, at 05:02 we're going to do this stretch, it doesn't have to be that much, but they need to know what is expected of them. Staff management, building best practices, and of course billing and receivables.

Question #3: are you advertising effectively to bring in students required to run your new location? This is a big one, these are real big ones. Some things have changed since we first opened our 3rd and 4th school in 2007. First of all, in 2007, what is Facebook? Maybe it existed but we didn't use it. Who would've thought? The thing is your current audience is on Facebook, that's where they're at. Facebook is it. So much so that we at Asian Sun, we don't do one stitch of paid for advertising in print. Everything is digital.

So, your audience's on Facebook, the problem is so are your competitors. Nowadays, any idiot can try to boost a post and you're fighting for that. You're not only competing against the martial arts posts, you're competing against the carpet cleaning guy, the florist; you compete against everyone. Everyone, that's your competitor, because the thing is when you're advertising on Facebook, you don't automatically get to go to every single person who's connected to Facebook. You get to go to the people who are on Facebook right now, when your ad is showing. That's you got when you look at Facebook. Facebook has a user based larger than the population of China, but believe me they're not online at the same time. So 1.49 billion members worldwide and 22 billion ad clicks per year. Facebook is providing businesses with the largest advertising opportunity.

Steve Seryele: Since Google.

Master Ryan Andrachik: Since Google. Here's the thing. If your competitors aren't there now, they're going to be. And in our industry it often comes down to who gets a hold of them first.

We have to keep the leads flowing. There's a couple things with this. #1 you have to look open for business. What does that mean? What would you think, what would you describe that as?

Steve Seryele: Looking open for business, with respect to Facebook in your online presence, you need to update and keep your website and your Facebook page updated weekly. A lot of times we'll go into a prospective client's web page and we notice that they haven't updated their schedule in a year. Things may not change, but also they may not even know how to do that, and maybe the guy who is doing it is now gone and they don't even know the password. Those are the things that keep when people come into to your website, they don't get a true picture of who you are now. But Facebook, we want to make sure that you have relevant content daily to your page. Not monthly, not weekly, but daily. It isn't always one thing, it has to be a mix of things. We talk to our clients all the time about organic Facebook reach. You need to be able to have content from your school that people actually want to see, they want to hear, so that when prospective clients go to your Facebook page, they see your personality, they see the heart of your school.

Master Ryan Andrachik: Sure. It needs to look like you're not just boosting an ad. If you look at the webinar right now, it says look open for business, an individual campaign may not always get a boat of leads. I'm not coming back to that one but what Master Seryele is saying is it is critical to keep active online, put new content, photos, ads. You cannot just post a clever saying and a picture of /.

Steve Seryele: Or Bruce Lee.

Master Ryan Andrachik: Right. I mean how many of those do you see a day? Newsfeed is crazy. It's funny 'cause I see ones that make a lead post three years ago and that someone's today. There's nothing wrong with that once in a while, but that's not relevant. How about a Student of The Week? How about a picture, hey we just got new vase. Post it. Hey, my student, congratulations! This student just show me their report card and they got straight A's. Great, post it.

[15:00]

It doesn't have always need to be martial arts related, but it needs to be about the people in your school, that's making that relationship with the instructor. The point of this is you may not always get a boat load of leads, well sometimes. Again, let's say that you run a Facebook ad. Maybe it's just a wrong time of the year that you run it a little at summer, that's not going to generate the same traffic as like right now, like back to school. At the same time, if you run that ad, people click on it and they go to your Facebook page, and all you have are 3 things on it in the past 2 months, it doesn't really look like you're open for business.

Steve Seryele: Or you paste the link to your website and the offer on your Facebook page is different than the offer on your website.

Master Ryan Andrachik: That's the worst.

Steve Seryele: Or they have to click 7 times to get to your offer page.

Master Ryan Andrachik: Yeah.

Steve Seryele: All those things attract. What is the average time that somebody's going to read that thing? You have 3 seconds from the time they make a decision to click on that Facebook link for them to register, and they're pouring through a bunch of pages where they're trying to figure out and fiddle with your website that's not optimized for cellphone.

Master Ryan Andrachik: Our Graphic Designer and our Marketing Director who is Daniel, whenever we onboard new clients, these are the things that we go through trying to make sure that everything's right, because as Master Seryele just said if they had to click 17 times, they're not clicking it.

So anyway, keeping a constant flow of leads while illustrating your product's value to your students and potential clients. In other words, does your ad make sense and how much are you doing it? Are you advertising once a year? It just doesn't work like that. Facebook, again, don't think of yourself competing against the martial arts school down the street. Think of yourself competing against every business in your town that's advertising on Facebook.

Okay, now this is a big one. This is really my specialty. Are your classes broken? Well again, in speaking to all my friends in AAU and USA Tae Kwon Do, and all of our consulting clients, when you first talk to them, no one's class is broken. Everyone class is perfect. They don't understand why they're not getting students. Sometimes that's true, maybe their class isn't broken, but if you are doing something... for example and this is a real small thing, but let's say that your class runs over 10 minutes every day, just hypothetically. So your class starts at 05:00, it's supposed to be done at 05:45, you end it at 05:55. Do you have any idea how busy the parents are in your lobby and that you're pissing off 5 of them? This took me a long time to figure this out. See, I thought well, the parents will appreciate the extra time I'm spending with them. They might the first time, but if you constantly run late, you're pissing everyone off and they're going to stop. Especially the parent that drops their child off at martial arts lessons, picks them up at 05:45 to go to cheerleading at 06:00 with another sibling. This is one small example of are your classes broken. It's things that we're not talking like a front kick. That's not the thing.

We're talking about do you have pie charts showing how much time you should be spending in classes so that your instructors know. Do you have a rank charts that your students know what comes next? Do you have stripe charts so that you do testing in class? Do they know what they need to get the next stripe? Do you have drill sheets for your instructors? So the instructor doesn't treat it as the wild west because that's no way to duplicate systems. You can't, it has to be duplicateable. If you think of, the next time you go into... take like McDonald's for example. They have pictures of how to make each sandwich. Again, it sounds stupid but they have a picture of the Big Mac. Same, place two pickles here, because they don't want the kid in / saying, you know what I really don't like pickles, I don't think I'll add pickles today. Or I love pickles, I'm going to put 70 pickles on. This is the problem that we face as an industry also because we tell our assistants, hey you run this part of the class, and then they do whatever they want. They're not qualified to do whatever they want. And again, good luck replicating it.

[19:55]

The thing is if you look at point #4 on part C. What you're teaching is somewhat irrelevant, so as long as they're sweating and having fun, that's what's important. Again, some purists in here maybe like no, no, you have to teach this set of forms, and then the other side of this is going to be "well no, forms are stupid." Guys, honest to God, it doesn't really matter what you're teaching but it has to be organized, and they have to know what path is next. So the White Belt in your school has to know what they need to do to get to Yellow Belt. The parents have to know what they need to do to get to Yellow Belt. Because if they're on a basic program program and we want to eventually put them on a better program, they need a path to that. And then the bottom of this page says But my school is different. No, it's not. If you want to run one school, you run it however you want as long as you're always there. But if you want 2 schools, there has to be systems that your instructors can follow, because again, all the great masters that I produce throughout the years and all the great instructors, I don't have one that's me yet and I never will. It's unfair for me to expect that they're ever going to be me. They need to follow the system and fit in the system.

Steve Seryele: One more example of a concept that you can take away and leave this webinar and ask yourself this question, and I want you to really wrestle with it. What is the target age group of the class that you're teaching? What I mean by that is we all came from old school Korean or otherwise instructors. Those instructors taught all adults in the '60s, '70s and '80s. However The Karate Kid made it okay for children taking martial arts. And ever since then, the industry has shifted to it and it's actually almost completely shifted to young children.

Master Ryan Andrachik: Oh totally, and the instructors teaching that Karate Kid kids were totally not ready for this influx of 12- and 13-year-olds.

Steve Seryele: Not at all. So they did their best and they logically took things they were teaching adults, cut out a bunch of stuff, and then just said, this is great for kids. The problem is children do not think like adults, they cannot take instructions like adults, and if your classes are still structured toward an adult market, you cannot engage children. At Asian Sun, we are consciously asking the question: is what we're teaching today engaging ages 4 through 9? Because in our martial arts industry, in Tae Kwon Do the most, the average age group for Tae Kwon Do is between the ages of 3 and 13. So what do you think about that, 3 and 13? Actually it's way more students than 3, 4, 5, 6, 7, 8, 9. So are your classes geared to 3-, 4-, 5-, 6-, 7-, 8-, 9-year-olds? If you're not, how can you expect to roll that?

Master Ryan Andrachik: That's exactly right. What we're not / is that you only gear toward that, and again, those of you who know me know that I'm super active in the sport Tae Kwon Do world. We send competitors to all of the internationals, we send them to AAU National Championships. You can have the best of both worlds. We produce national champs too. But the thing is though, I'm not enrolling them on National Champions in the program. I'm enrolling the kids who are going to stay with me for a long time, who I can create into adult national champions. Master Seryele is 100% right. You have to have a way. Oh and the big point we miss - parents. If the parent's going to look at that and be like, yea I want my child win that. That's the big thing.

Managing Millennials. Well, I always laugh when I see that because I didn't understand it a few years ago and now I really get it. Why don't you take this one?

Steve Seryele: At Asian Sun, we have 20 to 30 people between the ages of 18 and 34 that are almost 100% responsible for the total revenue brought in the Asian Sun. We do not have instructors in their 40's, we do not have Program Directors in their...

Master Ryan Andrachik: Well, me.

Steve Seryele: Well right, yea.

Master Ryan Andrachik: Take it easy.

Steve Seryele: Yes , sir, one guy there and / . But for the most part, they're younger than me, I'm 37. We had to take our systems that our staff use and the way that we engage our staff and expectations of our staff, and we had to change them to the contemporary mindsets. We'll talk about this in a second.

[24:57]

There is a common misconception in the world of martial arts management and that we thought if you bring in a whole bunch of people, make them Black Belts. They're going to become teachers and leaders, true leaders for your school. It's actually backwards. You will by accident in most cases take in a bunch of teachers and make them Black Belts. In other words, if you're looking for staff and especially millennials staff, you have to hire them based on their personality, their organizational skills, and their ability to coach. Their rank is almost irrelevant.

Master Ryan Andrachik: You can take an Orange Belt who has the skills that he just talked about, somebody who's personal. You can take that Orange Belt and make him a Black Belt. You can't take somebody who's rude, who has no personality and give him personality. That's way harder.

Steve Seryele: Almost impossible. Whenever we meet a prospective client, they're coming to our consulting company, they're usually school owners and they've been around a long time. They're 5th, 6th, 7th, 8th Dan and that's the very first thing the leave with, Hi, I'm Master So and so, and I'm a so and so, Gugiwon or whatever martial arts Black Belt and I produce blah champions. All that is fine, you should be proud of that, but when you're thinking about parents that are searching on Facebook and that want to get their kids into martial arts, they don't care about that stuff. So we always say, don't fear competitor's martial arts, fear competitor's organization communication skills. If you have a secondary Black Belt who opens down the road from you but his uniform is always amazing, his hair is impeccable, his lobby is beautiful, his bathroom is perfect, and he can talk, he's going to run circles around somebody who's been here for 30 years but they don't also know those things. Now I want you to take a look when you walk away at your current building and the way that you present yourself to your community. Mothers do not care how many tournaments you won and how many national champions you've produced. They care about whether or not the instructor who teaches that first lesson has the connection with their child and how clean the bathrooms are.

Master Ryan Andrachik: We actually have a little stain around here at the Yellow Belt down here.

Steve Seryele: Yes, don't fear the Master Instructor, fear the Yellow Belt who can talk.

Master Ryan Andrachik: Yea. Again, they don't care, we can teach that Yellow Belt who can talk, we can give them martial arts skills.

Steve Seryele: Right, they care later. I mean once they get into Asian Sun and they meet Master Andrachik, they realize that his son is an umpteenth national team member and he was going to the Olympic Sunday. All that stuff matters later. But when they're searching for karate on the Internet, if your website is nothing about your resume, how many awards you won, they don't care, they really don't.

The rest of the world is competing to employ young, talented communicators. You should be too, now, today. The second begrudging thing that school owners I talk to lament about is why do all my great Black Belts go to college? Why did they all leave me? That's a tricky answer and we can't even begin to scratch the surface to that one. But at its face, if you do not have an avenue, point A, point B, and point C. Point A: young White Belt walks into your location and enrolls. Point B: young Black Belts that stay for a little while and he's making a decision about his life, and there is an opportunity that everybody knows about and that is attractive to a millennial to work for you then you're just producing instructors by accident. At Asian Sun, we have a straight path. From the time they enroll to the time they're thinking about what the future's going to bring, that they want to be like their instructor, they want to work for us, that pathway is clear. And then if you're not a social media ninja, hire a millenial now. So you're all going to get on the Internet and you're going to Google search how to run a Facebook page and all these things, how to make an Instagram account. Guys, if you're not already good at that, I guarantee you there's an Orange Belt in your classes right now who is.

Master Ryan Andrachik: Or Daniel.

Steve Seryele: Or Daniel. And they'll be cheaper to hire them or hire us, than it will for you to spend time running that.

Millennials crave positive feedback like children do. What I mean by this is we all learn from, most of us learn from very hardcore Korean, Japanese, whatever better martial arts instructors, and what did they do? They screamed at us, they yelled at us, they / sticks, all that stuff. Hopefully you're not doing that now. Millennials don't respond to that, they don't respond at yelling.

They respond to being thought as a valuable member of your team. Not that there weren't boundaries. They're still popped at leadership. That's what I say all the time. I want to hear everybody's opinion in our group, in our inner circle. I want everybody's opinion. Now that an opinion has to come with production. The brand new guys don't get to talk, the ones in the uniform will do. Ultimately, he's going to make a decision based on that information and also what he thinks. So it's not like their opinion directly affects decisions, but they got to feel like they have some input. We're always big about getting our staff members small things to own so that they can do it and we don't have to, right. Because millennials aren't like children, right. Though they are children. They really are capable human beings, they're incredibly smart, they're highly educated for the most part, but they do accept junk food as a reward. We reward our...

[30:56]

Master Ryan Andrachik: Thank God for /.

Steve Seryele: Right, and Starbucks.

Master Ryan Andrachik: Let me tell you how much production will get for an $80 greet out.

Steve Seryele: Our accountant probably has a / in our balance sheet that's like a circle, right.

Master Ryan Andrachik: Extra wedges.

Steve Seryele: Right. Millennials believe the world is fair. That is if you look...

Master Ryan Andrachik: Or it should be.

Steve Seryele: It should be fair. For them, "should be" and "is" is the same because they just believe they can affect the change. So if your workplace is not fair, if you have a whole bunch of nepotism and a whole bunch of the rules is the same for this person but not that person, and I can do what I want to this person over here. This one is my son, my daughter, my uncle, you can't expect to keep them, because they're just going to leave. So stop trying to convince them otherwise and make your workplace fair.

Master Ryan Andrachik: Right, and this is the age where you see, and it's all over and it's what feeds into it. I read Yahoo! News every day and there's always some articles about how this millenial quit his job and did this and this. That's the thing. If they feel it's not fair, they're out of there. They're not going to take it, which if you think about it it's just awesome. I mean it's just fantastic that they have the balls to do this. I mean at the end of the day. So don't test them, just make your workplace fair.

What are some examples of making it fair? Like, if someone's late to a meeting, I don't care who you are, you're going to hear it from me.

Steve Seryele: Right. Rank is really important in martial arts training, rank is very important. At Asian Sun, we really do sit down at the dinner table by rank. That really still does happen in our industry. We don't call / by our first names. However, we don't allow rank to become a way for our staff to get out of doing things and push it on the young staff. I hated that growing up in the martial arts industry, and so I actually took it upon myself to try to change those things little by little. So the best way for me to get leader millennials is I lead from the front. I'm always the first in, I'm usually the last out. And if there's a task to be done, I want to be upfront organizing it and helping them along the way. Doesn't mean I do everything, I delegate, but we want to make sure that at the end of the day, they look at us and we're not just saying "Follow me because I said so." They follow me because I inspire them.

Master Ryan Andrachik: And we put the right person at the right job. Literally in front of me, we have this massive whiteboard, we have a tournament this weekend. So all the divisions are laid out and all the referee assignments are laid out. Now why am I tellling you this? Because in the old regime, the highest rank would've always been in the centre and in charge of the rank. We don't do it like that. We put the most capable person in charge to the ring because we know it's going to flow like that. Same thing with our schools. It used to be where if you were of the high rank and you came in to a school and you want to take over the class, then the lower rank would surrender to you. And hell no that's not going to happen. I spend so much time training our instructor team, I'm going to have some 4th degree Black Belt or 5th degree Black Belt who has been gone for 6 months just take over the class, and now he's going to hold our income in the balance? Absolutely not, not going to happen, absolutely not. Alright, let's get back to millennials.

Steve Seryele: Yea. They don't just accept the "because I said so". They grew on Google. The martial arts mysticism and the things about being a good junior and all that, they need clear path that makes sense. And all that being said, millennials will change jobs 7 times in their career. So at some point in time they're going to leave you. So you should lament that fact and you shouldn't just throw your hands up in the air. You should always be hiring young, low rank instructors that you can groom so that when that person does leave, you have a little bit bench strenght.

[35:06]

Master Ryan Andrachik: Yea, bench strength is huge, again one of those things we're not...

Steve Seryele: Yeah. So Vanessa, that is the end of our presentation. I believe you have a special offer for them?

Vanessa: I do. Thank you so much for that excellent presentation Master Andrachik and Steve Seryele. Before we launch into the Q&A portion, we have a special offer that we'd like to introduce. This offer is exclusively for today's webinar registrants and it provides a lot of value.