There really is light at the end of the tunnel.
The payback for years of long nights, working weekends, financial sacrifice and continual “parenting” of the work family, often at the expense of one’s own, occurs when the ability to minimize your role with zero withdrawal symptoms takes place. Every little detail of Morgan Method Management Training has this goal carefully sequenced. The objective is to teach you how to effectively, and seamlessly, back away from the business.
Committing to the Morgan Method model, makes it totally possible to loosen your grip and eventually release the reins. It’s been demonstrated by hundreds of owners under the guidance of Peter Leffkowitz. Despite what the “4-hour work week” gurus preach, you do not have to go to a one-man show status to enjoy your life.
The recipe for backing away contains four ingredients:
- Predictable Hiring: We know the formula and its worked for years. You just have to follow it. We know where they’re hiding. We know the industries and titles they came from right before becoming a 300-400k biller. You can deliver a structured interview without them knowing they’re being evaluated. The good ones close themselves, because of the way you interviewed them.
- Behavior Based Compensation: Recruiters apply heat to the source of their money. If you pay too high a percentage of closure money, it will breed shortcuts. Skyscraper base pay stimulates coma. On the other hand, activity compensation creates adherence and belief in a process and creates consistent tempo. Success comes from the balance we apply in the mix. Morgan Owners have proven it.
- Retention & Succession: Climbing a predetermined ladder allows investment grade recruiters to build their own company inside your four walls, while keeping the “family culture” unified and consistent. The formula to this is so highly protected in Morgan Methodology, it is not recorded on paper. It is only shared verbally at the clinic.
- Internal Training: You start. We refine. You finish. The management model gives you the lesson plan for the first five days of life of each recruiter you hire. We pass the teaching torch to you. You maintain control. You get respect and the leadership admiration from your team. Not Peter.