The 6 Attributes of Highly Successful Entrepreneurs

What are the attributes of highly successful entrepreneurs? Let’s take a look.

They know how to tolerate risk. There is not getting around it: Starting and managing your own business involves some degree of risk. The most successful entrepreneurs can tolerate that risk and know how to manage their fears. “It all boils down to being able to successfully manage fear,” explained Michael Sherrod, entrepreneur-in-residence at the Neeley School of Business at Texas Christian University. “Fear of humiliation, fear of missing payroll, running out of cash, bankruptcy, the list goes on.” Successful entrepreneurs know how to tolerate risk and can face their fears. They recognize that they aren’t totally powerless — they do have some control over the outcome of their own personal situation.

They produce first and consume second. Highly successful entrepreneurs are producers before consumers. They are focused on building something bigger. “Applied, this means instead of buying products on TV, sell products. Instead of digging for gold, sell shovels. Instead of taking a class, offer a class. Instead of borrowing money, lend it. Instead of taking a job, hire for jobs. Instead of taking a mortgage, hold a mortgage,” explained entrepreneurial expert MJ Demarco. “Break free from consumption, switch sides, and reorient to the world as producer. To consume richly, produce richly first. Unfortunately, most people have it backward: consumption and no production. Producers get rich. Consumers get poor.”

They are flexible. When it comes to the business world, it is all about survival of the fittest. And by fittest we mean the most flexible. Entrepreneurs need to know how to alter their plans to changing market conditions and consumers’ wants and needs in order to be successful.

They are tenacious. “Tenacity is No. 1,” insisted Mike Colwell, who runs Plains Angels, an Iowa angel investor forum, as well as the accelerator Business Innovation Zone for the Greater Des Moines Partnership. “So much of entrepreneurship is dealing with repeated failure. It happens many times each week.” Good entrepreneurs aren’t afraid of failure, and they know how to push through and persevere when something doesn’t quite go according to plan.

They are always focused on continually learning. Successful entrepreneurs are always finding opportunities to learn. Whether they are taking classes to improve their knowledge or working to master a particular skill, entrepreneurs recognize that learning is a lifelong process and are always finding new ways to improve themselves and their skillset in order to achieve and maintain a competitive advantage. At the end of the day, all successful entrepreneurs are good at sticking it out.

They are passionate about what they do. Entrepreneurs have the energy to do what they do, because they love doing it! They are passionate about their business and about building something greater than themselves. This passion is the driving force behind entrepreneurial success.

Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

The Pros and Cons of Franchise Ownership

If you are looking to open your business, taking the plunge into the entrepreneurial world can seem quite daunting. A franchise can be a great way to mitigate some of the risk, providing you with proven systems and a great support network. Of course, the franchise model does come with drawbacks, however. When deciding whether to open a franchise, you need to fully weigh the positives and the negatives. What are the pros and cons of franchise ownership? Let’s break it down.

 PRO: Great training. Opening your own business can seem like a pretty daunting task, especially if you don’t have any experience as an entrepreneur. The great thing about franchising is that the vast majority of franchisors provide franchisees with some kind of formal training system. The specifics of the training system vary significantly between franchisors, but in most cases you will be able to get at least the basics down before you open up shop.

PRO: A pre-established system. A great thing about purchasing a franchise is that is comes with a ton of pre-established business systems, so you don’t need to reinvent the wheel. From marketing plans to operating systems, your franchisor will have a range of different systems in place — systems that have been proven to be both effective and efficient. You don’t have to go through endless periods of trial and error to figure out what works and what doesn’t. Your franchisor has already done all of that for you!

 CON: You’ve got to play by the rules. Of course, it is incredibly advantageous that franchises come with their own set of systems. However, that also means you have to play by the rules. And franchise systems come with quite a good deal of rules. They are necessary to standardize qualities and operations across franchise networks that often literally span continents. That’s the reason a Big Mac tastes the same whether you have ordered it in Boston, Wichita, or Shanghai. For example, you will likely need to purchase all of your supplies and products directly from your franchisor. So if you are a McDonald’s franchisee, you need to purchase your french fries from the McDonald’s headquarters — even if you think there is a better, cheaper option to be found.

 PRO: A terrific support system. When you become part of a franchise, you gain access to a terrific support system. After all, your franchisor wants you to succeed and is ready to let a hand should you need help. An invaluable part of this support system is other franchise owners. They have experience dealing with the problems and glitches you are most likely to encounter and can subsequently offer great advice. “The franchisee network is so important that if I was authoring the franchise operations manual, I would highlight the fact that there is a network of like-minded franchisees ready and willing (for the most) to assist you. They’re the ones with the answers,” explained franchise expert Joel Libava. “They’re the ones who have probably experienced the issues that you’re just beginning to experience.”

 CON: Ongoing royalties. So those great systems, valuable franchise network, and terrific support systems? Well, they aren’t free. Gaining access to the resources of a franchisor comes at a cost. Not only will you need to pay a franchise fee (typically somewhere in the ballpark of $30,000), you will also need to pony up ongoing royalties. That means that you will need to pay a percentage of your gross sale to your franchisor every month. This percentage varies depending on the specific industry, but it is typically anywhere between 5 percent and 12 percent. That can add up pretty quickly. For example, let’s say that your franchise is doing $50,000 a month in sales. That would mean that you are putting a check in the mail for $2,500 each month. That’s $30,000 a year!



Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

How Can You Recognize a Disengaged Employee?

Franchises simply can’t afford to have disengaged employees on their payroll. They are bad for company culture, bad for customer service, and bad for business. If one of your staff is disengaged, you need to take steps to rectify the problem, or give the employee the boot. Of course, spotting a disengaged employee is easier said than done. That is why it is important to be on the lookout for these seven signs.

Constant Complaining: No company is perfect — everyone has a complaint now and again. Engaged employees will come to you and discuss their complaints, and you can work together productively to come up to a solution. However, disengaged employees aren’t really interested in solving problems. They are more interested in complaining about them. They tend to complain, and complain, and then complain some more.

 Lack of Enthusiasm: Engaged employees come to work ready to work. Sure, everyone has bad days, but in general, they tend to be enthusiastic and upbeat. Disengaged employees are always the least enthusiastic, especially when a new task or project comes up. They may even gripe to others, trying to bring them down. In extreme cases, they might resort to gossiping or lying to try to destroy the enthusiasm of others on the team. 

Irresponsible: Disengaged employees don’t take their job seriously. They may constantly show up late, call in sick, or miss deadlines. When they are at work, they may waste time on Facebook or taking personal calls.

Consistently Makes Excuses: When an employee consistently fails to take responsibility for his or her actions and always manages to find a poor excuse for his or her latest mishap (a mistake, tardiness, missed deadlines, unexplained absence, etc.), it is huge red flag. Mistakes happen, and engaged employees will own up to them and work to avoid making the same mistake in the future.

Doesn’t Help Others: Engaged employees are good at working in collaborative environments. They are communicative, and they are team players. Disengaged employees prefer to work alone. They are rarely willing to go above and beyond, and if asked to lend a hand to another employee, they may say things like “that isn’t my job” or “I wasn’t hired to do that.”

Doesn’t Ask Questions: Engaged employees want to learn. They want to master new tasks and learn new things. Disengaged employees, however, couldn’t care less and subsequently don’t usually ask questions.

 Doesn’t Take Initiative: Disengaged employees aren’t really interested in growth, either within the company or personally. They rarely take initiative to improve or master new skills.

Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

Franchisees Urge Congress to Examine the ‘Joint Employer’ Standard

Back in July 2014, the National Labor Relations Board (NLRB) made a controversial choice to redefine the concept of a “joint employer.” That means that McDonald’s corporations can be held responsible for employee complaints of unlawful behavior on the part of franchisees, including wage theft, poor working conditions, and unlawful termination.

The National Labor Relations Board’s definition of “joint employer” isn’t sitting well in the franchise industry. McDonald’s itself condemned the ruling. “McDonald’s does not direct or co-determine the hiring, termination, wages, hours, or any other essential terms and conditions of employment of our franchisees’ employees – which are the well-established criteria governing the definition of a ‘joint employer,’” McDonald’s Senior Vice President of Human Relations Heather Smedstand said in a statement following the ruling.

It seems that most franchisors across the industry agree with McDonald’s. Now franchises from across the country are teaming up to do something about it. Last Tuesday, a group of franchise industry leaders and business owners launched the Coalition to Save Local Businesses (CSLB). The lobby group is actively working to convince Congress that the choice to redefine the definition of “joint employer” would have consequences throughout the franchise industry — and not good ones. The coalition includes franchises from a range of industries and niches, including Golden Corral, Choice Hotels, and College Hunks Hauling Junk.

“To me, this is not a Republican or Democratic issue. This is an issue about hardworking people retaining their ability to own, operate, and manage their own local business,” Matthew Patinkin, an Auntie Anne’s Pretzel’s, Red Mango Frozen Yogurt, and Jamba Juice franchisee, said in a statement. “If the NLRB decides to change the definition of who is the employer, it will certainly impact the way I do business, and could have very negative consequences.”

The International Franchise Association (IFA) and other franchising groups contend that these decisions violate a history of independent control between franchisees and franchisors. Typically, franchisees can make choices regarding employment, such as hiring, firing, and wages, independently of the franchisor. In other words, the franchisors aren’t responsible for those choices. With the new ruling on joint employment, however, that is under fire. Still, it remains unclear whether the ruling will affect the industry at large or whether it is specific to McDonald’s.


Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

Building a Franchise Empire from Your Home

These days, a number of franchisees can actually run their franchises from their homes. For example, Cruise Planner, Vanguard Cleaning Systems, Snap-on Tools, and Matco Tools are all franchises that aspiring franchisees can run from the comfort of their own homes. But working from home is easier said than done. There is no magical secret to successfully working from home. However, these three simple tips and tricks can help you boost productivity and put you on the road toward franchise success.

Set and keep regular office hours. Believe it or not, many people who work from home complain about working too much, not too little. That is because when you work from home, “work” hours and “home” hours tend to merge into one endless day. Your workday can feel never ending. That is why you need to set and keep regular office hours. You don’t have to follow a standard 9 to 5 schedule. Go with what works for you. The key is that during these set office hours, you need to be working — not mindlessly flicking through Facebook, not doing an extra load of laundry so that junior’s soccer uniform is clean for the big game, and not taking personal phone calls. Set a schedule and stick to it. If you waste your working hours, your professional life will inevitably spill over into your home life. Then when your son wants to play a game of catch after dinner or your partner wants to unwind with a glass of wine, you will inevitably be stuck in front of your laptop. Setting and keeping regular office hours requires self-discipline, but it is key to maintaining your sanity.

Dress to impress. Even if you don’t have an office to go to, you should still get up and get ready every morning. “Getting dressed makes the home office more like a real office, and tells and reminds everyone, especially you, that even though you may be sitting on the sofa reading, browsing the Web, or talking on the phone, that you are actually working,” explained Catherine Waldron, an education specialist with a language curriculum company. The bottom line? It might be tempting to manage your franchise in your pajamas, but it isn’t a good idea.

Maintain a designated work area. Last but not least, you need a designated work area. It doesn’t have to be an office, but you do need at least a corner dedicated to your work, somewhere were you can keep your files and paperwork without having to shove it aside when the family comes home. And make sure you have a comfortable office chair in your chosen workspace. “It may sound trivial, but it’s not — also buy yourself a comfortable business chair,” explained Frank Niles, the co-founder and partner of an executive counseling firm. “You’ll be more inclined to stay working. As a result, you’ll be more productive.”

Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

3 Ways to Make Yourself Memorable as a Small Business Owner

If you are a small business owner or franchisee, one of the keys to success is being memorable. How can you make yourself more memorable? Take a look at these three tips.

Network, network, network. There is no getting around it: Most successful entrepreneurs are master networkers. And no, they aren’t just good at meeting people. Basically, they know how to leverage relationships. “Networking and relationship building has been a way of life for me,” explained Billy Dec, CEO and founder of restaurant and entertainment development company Rockit Ranch Productions. “I never look at new or potential contacts for ‘immediate gratification’ nor do I try to fit them into a specific category. Rather, I spend time cultivating a relationship, knowing that if the time is right down the line they may be an important building block for my success or vice versa.”

Understand the value of authentic communication. People are much more apt to remember authentic conversations. That means you shouldn’t just look at contacts and evaluate what they can offer you. You need to think about what you can offer them. “Suggest a get-together to help them out with something they need, invite them to an event you think they’d be interested in attending,” Dec said. “In general, always be of value to others. Don’t think about what you can take.” Don’t just collect a business card. Take a notation about the when, why, and where you met. Follow up with the contact personally. If you take the time to genuinely remember someone, he or she is more apt to take the time to genuinely remember you.

Learn how to be a connector. Once you have mastered the art of networking, it’s time to learn how to connect. Connectors are good at putting their contacts in contact with one another. Helping to connect other people because it will benefit them, even though it won’t necessarily benefit you, is the key to being memorable. “If I was putting on a fashion show I would draw together contacts I’d met spanning different areas including designers, salons, models, liquor companies, and more,” Dec said. “This exposed everyone to new potential partners and consumers and ultimately allowed them to tap into my resources, so everyone benefited.”


Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him onTwitter for latest updates.

How to Optimize Your Network

Franchisees, just like all entrepreneurs, rely on networks to succeed. Relationship capital is crucial in the business world, and the right connections can dramatically boost your entrepreneurial success. How can you take your ordinary network and make it highly effective? Take a look at these tips and tricks.

Curate. Do you meticulously save every single business card that comes your way? If you answered yes, you need to stop doing so. Accumulating masses of business cards isn’t helping you to expand your network in any kind of meaningful way. In fact, it’s probably just creating unnecessarily clutter. A good general rule of thumb is to only keep a business card from someone who can help you solve a problem. In general, it’s a good idea to focus on the influencers in your niche, or those people who have influence over the market and consumer behavior. The bottom line? Keep your network lean. It’s all about quality, not quantity.

Diversify, diversify, diversify. The best, most robust networks are diverse networks, ones that include a range of different influencers from your own niche as well as one from related niches. Ideally you want a network that includes individuals of a range of experience levels and expertise.

Find bridges. One of the keys to successful networking is to find bridges, or those individuals who have their own powerful, well-leveraged networks. A connection with one bridge can lead to a whole new wealth of contacts.

Nurture connections with your most valuable clients. Think of your most valuable clients as your brand’s MVPs. These clients will advocate and promote your brand, so it is in your best interest to give them extra attention and keep them especially happy. Always be aware of clients who are the most enthused and engaged, even if they aren’t your biggest buyers.

Engage. You don’t just need to build a network. You need to maintain it. This requires engagement. In other words, don’t let your network languish. Don’t just take from your contacts — be prepared to give. Offer guidance and advice, and always, always say thank you for any kind of help you receive. Remember, a bit of gratitude can go a long way. Last but not least, never be afraid to reach out with a phone call, email, or quick bite to eat.



Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him onTwitter for latest updates.

Chipotle Suspends Purchases from Major Pork Supplier

If you would like a pork burrito from Chipotle anytime soon, you just might be out of luck. Last Tuesday, the popular franchise announced that it had temporarily stopped serving pork at approximately one-third of its 1,700 restaurants. What’s the reason behind the pork shortage? Chipotle evidently suspended purchases from one of its major pork suppliers, as the supplier had failed to meet Chipotle’s strict animal welfare standards.

“This is fundamentally an animal welfare decision, and is rooted in our unwillingness to compromise our standards where animal welfare is concerned,” said Chipotle spokesperson Chris Arnold.

Fast Food Franchises & Meat Suppliers: A Troubled History

This certainly isn’t the first time an animal welfare scandal has rocked the food franchise industry. A Domino’s supplier was found to be brutally abusing cows at a New Mexico dairy farm, while a Chinese meat supplier that supplied meat to major brands like McDonald’s, Yum Brands, Starbucks, and Burger King was found to be selling expired meat. All in all, many contend that supplier scandals are far too common in the industry.

However, Chipotle is known for its emphasis on responsibly raised meat. It requires that all pigs be raised with outdoor access or deep-bedded pens, a much higher standard than the majority of other franchises in the food industry employ. Furthermore, it requires all animals to be raised without the use of antibiotics. Many Chipotle consumers appreciate the company’s emphasis on such ethically sound farming practices. Should its image of environmental consciousness and concern for animal welfare be damaged, it could potentially taint its reputation and cut into profits. Luckily, it was a Chipotle audit that revealed the troublesome practices of the supplier, as opposed to a journalist or activist, which would have likely generated a PR nightmare for the company.

When Will Pork Be Back on the Menu?

Customers across the country are wondering when pork will be back at the menu at all Chipotle locations. While there is no definitive answer to that question, the company is actively working to address the situation. Chipotle may work to find new pork suppliers, or, alternatively, it could also use additional cuts of meat or purchase more pork from existing suppliers.

The company also said that if the supplier were to address the issue, Chipotle would resume pork purchases. “We believe that these are good people who are trying to do the right thing, and if they bring their protocols into [compliance] with our standards, we’d certainly consider having them back as part of our supply network,” Arnold said.



Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.

The Top 5 Most Innovative Franchises of 2014

If you want a franchise experience that is a bit outside of the box, try one of the unique franchises.

  1. Baby Bodyguards. Baby Bodyguards understands that being a new parent can be, well, pretty stressful. To help parents tackle things, Baby Bodyguards offers a range of different “baby-prep” services, including CPR instruction, car-seat installation, and baby-proofing advice. The franchise currently only has one location but is in the process of expanding. Soon, parents all over the world will be able to rest easy knowing that their offspring are safe.
  2. Chocolate Works. If you think Chocolate Works is a candy shop, think again. This innovative franchise sells the entire chocolate experience. The franchise offers parties and workshops where aspiring chocolatiers can learn everything there is to know about chocolate making. Chocolate Works currently only has 10 locations, but expansion plans are in the works.
  3. Welcyon, Fitness After 50. This gym franchise looks to make the fitness process a bit more baby boomer friendly. The facility offers members guidance from coaches and dieticians, air-driven equipment that’s easier on joints than traditional weight machines, and smart cards that track their workouts. There are also workshops on a number of different health-related topics.
  4. Tutor Doctor. Tutor Doctor is a tutoring service — but it isn’t just for kids who need after-school help. This tutoring service will pretty much tutor anyone in anything anywhere. One client was tutored in English, as well as American traffic laws, customs, and culture, after he received a job transfer and was forced to move from his native France to the U.S. A 62-year-old man learned basic computer skills so he could get back into the workforce after he was laid off, while an elderly woman was taught to use the Internet so she could stay in touch with her faraway son. The Ontario-based company was founded in 2000 and began franchising in 2003. Today, the franchise has 233 U.S. units, 98 Canadian units, and 62 international units.
  5. Visiting Angels. This nonmedical home-care franchise helps seniors stay connected to loved ones across the globe. Its unique Silver Surfers programs teach seniors a range of technological skills, from surfing the net to using FaceTime to sending text messages. The franchise also provides a range of more traditional in-home care services, including hygiene assistance, meal preparation, light housekeeping, errands and shopping, and companionship services. Founded in 1992, Visiting Angels began franchising in 1998 and now has roughly 485 locations.



Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him onTwitter for latest updates.

From Big League Baseball to Big League Business: Corey Koskie’s Winning Game Plan

Leaders in Franchise Operations Management Series


When I first spoke with Corey Koskie I wasn’t aware that he was a professional baseball player that had recently retired from the Minnesota Twins.  But within just a few minutes of our conversation, I could tell that he was a different breed of business owner with advanced coaching and people skills.

The Importance of Feedback

What caught my attention was his awareness and focus on constant feedback about his business. Koskie remarked, “In sports it’s often times difficult to self-assess your true weaknesses or vulnerabilities.  It may seem that your batting swing or stance is perfect, but a quick look at the video replay tells a completely different story.  Same goes with business.”

When Corey Koskie first opened his two Planet Fitness gyms in Minneapolis, Minnesota he had no way to easily tell what people thought about his gym operations.  Were clients happy?  Would they refer their friends and family?  So he set out on a mission to discover what clients did think about his business.  After months of experimentation, he eventually came to NPS (Net Promoter Score) surveys.

An NPS survey is basically a questionnaire that targets a customer’s loyalty to your business.  Typically it can be answered in one question, but it’s a very revealing question about a customer’s frame of mind.  Such as “How likely are you to refer us to a friend?”

Having exact feedback from clients helps Koskie and his staff reach out to in various ways to respondents for follow-up.  Most important, NPS helps you have an honest of assessment of your customer’s true loyalty.

Coaching to Success

We also talked a lot about what motivates staff members and how to keep them engaged; regardless of position or salary.  One of the biggest challenges these days is keeping staff turnover low.  But how do you do that?

At first, Koskie took the same strategy to running his business that he had with his baseball career. Corey would focus on the weaknesses. He had incredibly high expectations and made it a point to call out each and every mistake made by employees. “I would try to coach every mistake, and try to fix everything now,” he explained. “I had high expectations. I would overload them with data, and I would try to coach all the discrepancies. Needless to say, this micromanaging produced a fearful, untrusting environment.”

Initially, in his Planet Fitness gyms the unintentional message he was sending to his employees was “you are not smart enough to figure anything out, so I have to tell you how to do everything!”  This type of management style is very common and is often a primary reason for high turnover.

So it was a surprise when one of his most profound insights came from coaching his son’s a little league baseball team. “Because I knew how hard it was to play the game, my expectations of the kids were very low. Since my expectations were so low, I celebrated every accomplishment the players and team made. I did not try to teach the kids every component of the game; I provided a safe environment for them to explore and learn in the context of the game,” he said, adding that this fostered growth and free thinking in a game environment.

It became apparent to Corey that his employee issues were his own fault.  After all, he was the business “coach” and was responsible for leading the team to victory.  In in order to fix things, he had to cultivate a safe environment for the employees to explore and learn in the context of the game of business.

Koskie realized that he had to change his business strategy, and that he had to do it quickly. After a lot of research, and countless hours reading about leadership, motivation, habits, and management, he came to the realization that he needed to get to his employees heart and there are two primary reasons that employees perform poorly: 1) They do not know what they are supposed to do, and 2) They do not know how to do it.

“This was a game changer for me in my coaching, parenting, and leadership life, because it is evident that the reason for the underachievement of 98 percent of the people under me was me,” Koskie insisted.

Powerful Positive Impact

Instead of focusing on eliminating or mitigating undesirable behavior, Koskie now focuses on increasing desirable behavior. It isn’t about motivating people necessarily, but rather about figuring out how to put people in a healthy and positive environment where they can successfully motivate themselves.

He credits his business success to an approach he developed himself known as PPI or Power Positive Impact.  PPI can best be described as giving people attention in the moment. A genuine engagement that gives people the time they want. You never know what is going on in people’s life or what they are dealing with. To understand that caring about a person and having an authentic engagement can save a person’s life. It is looking for opportunities to make a positive impact on a person’s day

The PPI concept first came to Corey when he heard a story from a man that that was getting help from a local charity that Corey works with.

Through some very tragic events this man turned to alcohol to numb his pain.  He got to a place of extreme loneliness, hopelessness and become very depressed. He made the decision to take his own life. On his way home he decided to stop at a local coffee shop for a final cup of coffee.  The barista remembered him from a couple days ago smiled and took his order.  She then told him that she is looking forward to seeing him tomorrow and asked him to come back.  Although it may not sound like much, the fact that someone remembered his name and set an expectation to see him again made all the difference. This realization left a resounding impression on Corey — what was such a seemingly small gesture saved this person’s life.

It became very clear to Koskie that with all the traffic in and out of his Planet Fitness gyms, his team had the ability to make powerful positive impacts on people and maybe even save lives.

A short while after implementing the PPI concept, members started noticing the change in the staff.  The staff had completely embraced PPI.  Corey soon began to hear story after story of how these simple staff gestures were lifting the spirits of gym members.  It has been 4 years since he has implemented PPI.  Not only does it help keep clients happy and feeling welcome, but it helps staff members feel like they are truly making a difference.

So PPI means more than just doing your job, it means looking for opportunities to positively impact the lives of others.  It means having a fulfilling job in any position at any salary.  The hope is that Corey’s gyms have a ripple effect on the communities they serve, and that people move on to make their own PPI’s wherever they go.

All in all, Koskie has been able to effectively leverage his baseball skills in order to become a truly successful business owner. In addition, Koskie attributes his success to his constant search for feedback. He loves making people feel like they are part of a team, and he is always searching for suggestions from employees and customers in order to improve his business game.  From big league baseball to big league business, Corey Koskie has hit a home run with his two Planet Fitness gyms in Minneapolis, Minnesota.

For more details, you can follow Corey Koskie on Twitter.

Article by Jason Duncan, CEO/Founder of ManagerComplete is an online software application that helps multi-unit franchises manage operations effectively. Follow him on Twitter for latest updates.