Triple Your Profit and Grow Your Dream Team with Mike and Theresa

[00:00:00] Hello, my friends on today’s episode. I have for the first time on the podcast, Mike and Reimagym co founders of Reimagym in Massachusetts, longtime unicorn society members. And on this podcast, we share their story of over 30 percent year over year revenue growth. And. Tripling their profit in the last year.

And we go through all the things that they did to make that happen. They share some amazing best practices and tips that are immediately actionable for all of you. So if you want that incredible growth, we all do. This is a great episode for you. So keep on listening.

Welcome to the business for unicorns podcast, where we help gym and studio owners create a business and a life they love. I’m your host, Michael Keeler. Join me and the business unicorns team each week for actionable advice. Expert insights and the inside scoop on what it really takes to level up your gym, get ready to unlock your potential and become a real unicorn in [00:01:00] the fitness industry.

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com and use our code [00:02:00] BFU for an exclusive 30 day trial. That’s teambuilder. T E A M B U I L D R no e. com and use the code BFU for a 30 day exclusive trial link in the show notes. Now let’s get back to the episode. Hello fitness business nerds, what’s up? Welcome to another episode of the business for unicorns podcast I’m very excited to have two guests on today’s podcast.

It’s a real party on the podcast today It’s Mike and Reimagym for me at reimagine the other amazing gym owners But in unicorn society for a bunch of years now, and this is your first time on the podcast. So welcome friends Yeah, so glad to have you here Mike or Reimagym one of you if you wanted to share a little bit What is reimagine and who do you serve?

How do you serve them? Just tell us a little about you. All right I’m going to, I’m going to, I’ll dive in. Our tagline is that, so first I will say Reimagym is a pun. We are re imagining the gym experience. Our tagline is that we’re the gym for people who don’t like the gym. [00:03:00] Specifically, we are targeting, we’re targeting the people who.

Find themselves most consistently feeling either uncomfortable or simply unseen and unwelcome in mainstream fitness spaces. And we’ve done a lot of work on. We’ve done a lot of work on deconstructing what it is about mainstream fitness spaces that tends to make people uncomfortable. And the short version is we don’t do that.

Yeah, unpack all the things that make them uncomfortable and avoid that list. Yeah. I love it. Yeah. What else? And we do small group personal training, which just recently became six people with one coach. And we do one on one personal training. Love it. Love it. Anything you would add to that, Reimagym? Just that we’re really focused on making sure we get that message out there.

So that pretty much everyone who comes through the door really [00:04:00] is. Like our client avatar that we know how to talk to them. Yeah, yeah, 100 percent and maybe that’s where we can start the conversation because I think one of the things you all have done so well Last few years, let me just share a few stats, right?

Just to brag about you for a minute, which is your gross revenue has increased about 30 percent over the last year Which is amazing and during that same time you’ve also 3x to your net profit, right? Which is fantastic It’s able to grow by 30 percent at the same time triple The amount of profit the business is making.

So you’re not just growing for growth sake, but actually growing really smart, right? And controlling your expenses as you grow, which is the hat trick we all wish we could do on a regular basis. And you’ve been doing it the last few years, right? And so that’s really one of the main reasons I wouldn’t have those podcasts.

You can share some of the things you’ve been doing that have really been working. And you just started with the one that I think is maybe the top of the list, which is you’ve been. Putting a lot of kind of marketing polls in the water and you started to build this thing we were talking about before we started recording, which is this kind of this reputational flywheel you’ve gotten some [00:05:00] real momentum going in your community and in your market for people getting to know you and one of the things that’s really mattered there and we’ll talk about a lot of things that have mattered that have gotten that going, but you really clear on who you serve.

You’re really clear on who out there in the market you are for and who you’re not for. So as you go and do all the things we’re going to talk about, like Google or Google ads or events or any sort of grassroots marketing, you can be in the right places for the right people because you’re really clear on who your gym is for.

So can you just talk a little bit, what are all the things you’ve done over the last year or so, 6 to 12 months? That have helped build your reputation in your market. What are those things? One of the things is the things we’ve done in the past 6 to 12 months are in some ways, the same things we’ve been doing for the past several years.

Great. Uh, at the risk of sounding like a little bit like a business for uniforms commercial. Um, in the beginning, we were trying all sorts of things and it was in a conversation with you where you said, what’s worked the best. Yeah. And we were like, oh, this. [00:06:00] And then you said, well, why don’t you do more of that?

Yeah. So for us, one of the main things in terms of getting more leads is we attend, we table at local community events. Our client avatar is, is definitely going to be attracted to our, we have our Reimagymd banner. We put a pride flag out, we wear choo choos and fancy hats. And it is for us serves as a filter in a way, because the people who are interested in walking up and going.

So you’re a gym? Yep. Are the ones who are most likely going to resonate with the way we do the gym? Yeah, 100%. People talk all the time about qualifying your leads. Showing an event in a costume like that absolutely qualifies your leads. People are like, who are those weirdos? Then guess what? Not your people.

People will walk up to you like, Oh my gosh, where’d you get this tutu? They’re your people. So I think that’s a great way of thinking about qualifying your leads. Yeah, Reimagym, how do you pick the events? How do you [00:07:00] decide which events your people will be at? Yeah, I think because we have been doing You know, a bunch of events over the years.

And now that we’ve been in the community for almost five years, the, we’re are invited to a lot of events, but I, Mike and I will often have conversations where I know this is a health fair, but is our client avatar going to be there? And that will probably. Influence us in whether we go or not, but in the beginning and even still now we are really just asking ourselves is our plan avatar there and then with the ones that we continue to go to every year, it’s because they’ve just been so successful and.

People see us every year. Even the mayor here in our city is, you’re everywhere. Not everywhere. We’re just at a lot of the places that are really important. Yeah. That’s so impressive. I think all of, all of every single listener [00:08:00] should be wanting their mayor to be like, wow, I see you everywhere. That’s.

Goals, right? That’s like marketing goals. Yeah. So when you’re at these events, let’s just keep talking about events. Cause obviously it’s an important one for you and your market. What do you do at these events? Obviously you get people’s attention with great banners, branding, costumes, et cetera. But what do you do to capture their information?

We have obviously a sign up sheet, oftentimes we’ll be doing a raffle for, because most of the events are during the nicer weather since we’re here in New England, and, uh, so it’s like May through about October, so we’re going to be raffling off one of our like low barrier offers or maybe something special, oftentimes with the events In lieu of a tabling fee, they’ll be like, Oh, can you donate a thing?

So they, there could be two different things happening there, but so we might do a raffle at the end of the event so that we’re asking everyone like, Hey, fill in your name and information and you’ll be entered into the raffle to win a [00:09:00] free 14 day trial or seven day trial. And other times we might be drawing a raffle every month or every, every hour to try to like get more leads in the door.

So smart. Yeah, I love that. Yeah, I think that just that lethal combination of being at the right events where your avatar is at, having some fun way to attract them and say, if you like what we’re serving at this table, you’ll really love what we’re serving at our gym. And find some really fun, creative, gamified way, like raffles, to engage them and get their contact information.

I think that’s such a great, valuable A valuable tool to have in your back pocket. And it’s clearly working for y’all, right? People in your community know you way more than they did five years ago, because you’ve been consistently showing up in all the places where they’re showing up, right? Just the definition of great marketing, right?

It’s being in the place where the people are that you want to serve. And it’s good for you. Anything else contributing in the last, the last few years to, to your growing reputation? Anything else you would point to? This seems like a, an [00:10:00] overly straightforward one, maybe, but. There is also, uh, a thing that keeps happening is people will also come in for a, uh, a consult or sales conversation.

And when we ask, Hey, how did you hear about us? If it’s not Google, there will be people who said, Oh, I was in a Facebook group and I saw someone mentioned you in the comments, or I made a post and somebody recommended you. And so at the risk of pointing out a really obvious thing, we have, we’ve made sure that the client experience is consistently good.

Sure. So it keeps our retention, uh, low, but it also means that we have. We now have a bunch of ambassadors who are out there willing to sing our praises on the Facebook. Yeah, I think that’s fantastic. That’s really two things. You mentioned Google, which I think has been really important to you all to make sure that you’re really ranking well in Google, you have good reviews.

There’s very active Google profile you have on there, which I think has been fantastic. And then obviously creating a great [00:11:00] experience means people are willing to talk about you in the Facebook groups or whatever groups are in these days. And so I think those are really useful. And I think for our listeners.

The takeaway is really, this is all stuff you’ve been doing now for a few years, consistently, showing up in people’s places, in their Google searches, at their events, in the community, etc. And so I think it’s the stuff that’s, this is the real, the building momentum, right? It doesn’t happen in a few days or weeks, right?

It’s momentum is built with repeat, repeated effort over time. And you’ve been all such great examples of that. So good for you. Yeah, if I may add one quick thing, I think aside from getting Google reviews from our clients, but also just as part of our social media strategy by one of the folks in charge of that for, for us posts every Friday on.

Google for us, like some sort of update. So that’s also helping rank us as well to be active there. Yeah. Thanks for adding that, Reimagym. That’s right. Google loves when your profile has new [00:12:00] pictures, has new videos, and there’s people clicking on it, engaging. Then they’re going to improve your rank as well.

Yeah, that’s fantastic. Let’s switch gears. Cause I also want to talk about a few other things. I know you all have been doing really well. You’ve built such a team from when I first started working with you all. It was just the two of you. And now how many employees do you all have as of recording this today?

That’s it. Wow. Wow. Yeah. Just a few years. You’ve really grown the business, grown the team so much. And one of the things that, when we were talking before this, you mentioned that it’s been really going well for you, is that’s been possible because you’ve really focused on creating the best possible hiring process and you’ve continued to improve the hiring process.

After every single hire, you’ve been really diligent about going back and making improvements to make the hiring process even more. Ironclad even though we all know there’s no hiring process that guarantees of the perfect hire every time You’ll have been so good about going back and making improvements to make sure you’re getting the right people in the right seats Can you just talk a little bit about you don’t go through what your whole hiring process is But just walk [00:13:00] through what is the process been like of for improving it?

And what do you think some of the most important components are at this point? Writing it down really makes the difference, right? That’s the most important first step that most people just don’t do is write down what the process is. Yeah. Keep going. The last time we hired a coach, I can say that it was, it was so satisfying and gratifying to have a template that I could just go, Oh, okay.

So I’m just going to adjust the dates. Cause this is when you got hired, put your name at the top. And here is, here’s our onboarding template. This is the process that we’ll go through. Because in the beginning, it felt like, okay, we hired you. So what do we do now? Well, I’m making it up as I go, having it mapped out because the other thing about having it mapped out is that it really makes it clear when stuff comes up that, that I hadn’t thought of yet.

It, it becomes like, Oh, that’s so clear. Yes. That is the thing that [00:14:00] we need to add or amend to this process. And. Conveniently, I have a template document in which I can do that. That’s it, Mike. When you have a clear hiring and onboarding process that’s written down, if you’re following it, it’s very clear to be like, Oh, there’s a gap or, Oh, that’s not written here.

Right. But if it’s not written down, it’s really hard to remember what you’re supposed to be doing or not doing or what you did last time. So that really having a process well documented actually helps with a lot. What would you add to that, Reimagym? Yeah, I think, uh, I would love to say that we’ve had.

Nothing but great hires and, but we’ve had people come and go for various reasons. And I think in the places where people have no longer been employed with us, it, we go back and reflect on, okay, what about our hiring process could potentially like find a thing that would answer that question sooner or shine a light on that thing that [00:15:00] we were working on?

And like, Oh. So I think going back and refining it more to, and be even more picky about when people are answering questions, whether it’s in a group interview or in a one on one interview, or even if they’re coming in and doing the, for lack of a better word, like stress test to see, Oh, like, how can we refine this if we see this or that, are these red flags or are they not?

You all have done such a beautiful job of that, because when we’re all first building a team for the first time for our businesses, we really don’t know what we’re looking for in employees, right? We have some ideas about some qualifications we maybe care about, some personality traits we might care about.

We care about, we talk about character and competence as being the two buckets of things we’re really looking for in hiring. But you really don’t know what you’re looking for yet. And so over time, you all have done such a great job of this, and I think listeners, Do more of this is as you hire someone and it works out, ask yourself, okay, why is this working out?

What is about this employee that really is great? And can [00:16:00] we look for these qualities that we love about this person? Even more specifically, next time we hire, can we ask more specific questions about this character trait or this competency or this skillset and the same thing when it doesn’t work out?

Right? And when this person leaves because they actually don’t have the availability we’re looking for, or maybe they actually are not interested in learning and continuing education the way we want them to be, or they have a personality mismatch with some of our clients, or if there’s a value, whatever it is, get curious about that.

And then go back into your process. Like, how do we look for someone who shares this value with us next time? How do we find someone who, who has the real availability that we need? What questions do we ask to get to that? And you all have done that. Is something you want to add to that, Mike? I guess I wanted to say two things.

Everything you just said, plus one or like button, I was going to say, I have a bit of an avatar in my head for a coach now as well, because of that process. Yeah, listen, we all are going to have it. I mentioned beginning. There’s no foolproof ironclad process for hiring people. We’re going to [00:17:00] make what we call hiring mistakes, right?

Which is just, Oh, we thought this person was right. And they’re just not for some reason. And if we can learn from that, then we can go and improve and change our process to make sure we’re less likely in the future to hire someone who has that gap. whether it’s character or competence. And if you keep doing that, both for the good hires in quotes and the bad hires in quotes, then your process will get better and better over time about being really picky about who is the right fit for this place, which requires you to go slow and be meticulous in some cases.

Yeah. And then we don’t have that luxury. Sometimes we need someone to start tomorrow. And if we don’t have a bench of people waiting, we have to make some sacrifices. But when we do have the luxury of going slow and finding the perfect person for this seat, having a process written down makes all the difference.

Hey, there business unicorns podcast listeners. I’m just making absolutely sure you have already gotten your free, instantly downloadable copy of my new book, The Little Book of Gym Marketing Secrets. You can find a link to download it in the show notes, or you can go to gymmarketingsecretsbook. [00:18:00] com. I worked super hard to make sure this is a less than a 30 minute read and is a comprehensive overview of all the things you need to do to grow your gym.

Get more leads, more clients, and importantly, change more lives. Again, find the link in the show notes where you can download your free copy at jimmarkingsecretsbook. com. And now, back to the podcast. Anything else on this topic that’s really mattered to you, Reimagym? Yeah. I think really, uh, drilling down into like our questions that we ask in interviews, again, whether it’s a group interview or a one on one is really about.

Our values as a company, like how aligned are they on those? Because ultimately those are, that’s what’s driving reimagined. If it’s. Not quite a match. Then it’s like I don’t, yeah, this person is nice, but I don’t know if they’re gonna fit. Yeah, 100%. If you don’t have that foundation of, we have a similar worldview, maybe not identical, but similar or [00:19:00] compatible worldview we have, we value the same things in this work, then you can work with a lot of people, right?

There’s a lot of, a lot you can build on top of that. that shared value set. And I think in more and more, the more, the longer you all do this, the longer I’ve been doing this, I’m more and more clear about the kinds of character and competence required for each role. And you get more and more picky and your process gets better and better, hopefully.

And y’all are just really great examples of that. Yeah. Thank you. Anything else before I switch gears? I think that’s covers that topic or anything else you want to add? I’m going to plus one again. The thing that has been helpful, I have. Multiple times felt like, Oh, we need someone to start tomorrow. And in, in part, because we simply haven’t had a person that we can go, Oh, great.

You can start tomorrow. Yeah. It’s forced us to take our time with things and for all of my experience anyway, has been like, there’s that immediate, Oh, I wish we could get someone now, but for all of it, every time we’ve [00:20:00] taken our time with it, it’s paid off really well. So yeah, I agree. I agree. I think there’s a real strong correlation between the people that you hire fast and the people you hire slow, meaning, being that the people you hire fast are more likely to be a mistake, be a bad fit.

And the people you hire slower are more likely to be a good fit, you just have more time to get to know them, you spend more time together during a slower process, to really get to know each other, which really matters. Yeah, I think that’s, it’s so smart when you can go slow, you gotta go slow to hire.

Yeah. All right. The third thing I wanted to cover, and this has been a big one for you all. One thing that’s really aided in your growth and in your profitability, I imagine, is you’ve really jumped through a lot of hoops over the last year to grow your capacity to get to six on one small group personal training.

So you can just, can you just talk a little bit about the journey? What were you doing before and what hoops do you have to jump through to get to the place now where you’re really maximizing your space the best way possible? So someone just walk me through that story. [00:21:00] I can do that for you. So when we first opened our imagined format was, uh, four on one small group training, but we opened in August of 2020.

So for space considerations, that became three on one. And at the time it was very much, it just was like three intimate one on one personal training sessions that just happened to have one coach and they all were happening at once. Then. As Pat, then we got introduced to the idea of measuring utilization and that’s when we realized, Oh, we have to go to four.

And it was sometime in the last year or two years now, because what is time we shifted away from like very into like your program is totally different from this person’s from this person to a more templated version of things where there’s still room for people to have individual customizations. And then just in February of this year, we switched to six on one because we [00:22:00] spent the better part of the last six months, I think, with our utilization was flirting with 90, 95 percent most weeks.

And you can only hear members saying, I can’t get into thoughts. I can’t find the book to facilitate the change. There’s perhaps room for a separate conversation about how great. Profit first is as a system because we used our equipment savings fund to facilitate a little bit of a renovation. So we have a more open floor plan for equipment now and.

I think the biggest thing that I wanted to share was that we put a lot of thought into the way that our sessions were running before we moved to six on one, because we were very concerned about maintaining the quality of the experience with two more people for our schedule going six on one to from four on one, almost doubled our capacity.

It’s probably more like 80 percent or [00:23:00] something if you do the math, but it was a significant change, but we had to look very closely at all the places in our format, our typical flow where bottlenecks happened, and we made some changes to basically specifically address those things and. I think my big summary on, on that would be like for all of the things that we were changing that meant this is going to be changed for people, this for us has gone particularly well in that I don’t think anyone has complained.

Yeah, that’s amazing. That’s amazing. Yeah. Yeah. What would you add to that, Reimagym? Yeah, I think also in preparation to alleviating any discomfort from the staff and even the members. So we let everyone know in advance by a month or so that we were going to be doing this change. And so not only did we have a couple of sessions for the staff, just with the staff to practice, how is it to [00:24:00] suddenly coach six people on one and then, but also after we did that a few times with the staff, we invited members in a couple of different times.

To have the staff coach them. So it gave people, I remember talking to some of the members and being like, what is that? I’m like, we’re going to send out a volunteer list. So if you can get on any of those days or times that we’re going to volunteer, that will help you understand what this process is going to look like and then give you an idea, alleviate any anxiety changes hard.

Right. So I think having those. Practices for both the staff and even some of the members who might be a little bit more resistant to changing things up who isn’t, but what was helpful and as Mike was saying, like alleviating some of those bottlenecks. I think we’re really being for us was creating, especially in the beginning, like leading the warmup as opposed to everyone knows what the warmup is and they do it and now we’re just like leading [00:25:00] it and having a timed dynamic warmup, really.

cinches in the time a little bit more, which is what we wanted. Small tweaks like that makes a huge difference to the flow of the room and the flow of the experience. But yeah, I just want to pause and be like, y’all are crushing it so hard, right? When people ask me, I study this because I’m such a nerd, but people ask me all the time, how to manage change, right?

In their organization and their business and their gyms. And you all are doing the most important thing so well, which is Change takes time for people to adjust to, and what you’re doing is you’re giving them lots of time to adjust before the change happens. The fact that you were talking about it a few months in advance, the fact that you let people do these pilot sessions, these test sessions, both your staff and your clients got a chance to see, OK, what is this change going to feel like once it gets here?

Let’s practice that. Let’s get together and actually have a beta session, a practice session. The team can practice doing the coaching and the clients can practice doing what it feels like to do the new thing. And then what you get, hopefully [00:26:00] in those test sessions is a bunch of your clients who are hopefully real super connectors in your community, real, like the go first people, right?

And they go first, try it out, do the thing. And they go back and report good things. To the rest of your community, right? That’s how you make change happen with as little friction as possible. Cause you all have had many months, if not years, I think about this, your team and your clients are just thinking about it for the first time, right?

Oh, we could fit two more people in here every hour. What would that be like? You all thought a lot about that, but they’re just learning about it a few months before it’s going to happen, but giving them that. Time to adjust and practice and try it on like a new pair of clothes. That’s the reason why there’s, they’ll try on booths when you go try on clothes.

Right. You have to try it first. How’s this feel? And then when you go to buy it, you’re already, you already know you’re going to look and feel good in it. Right. And so you all did that so well. So I just want to stop and just give you applause because some people don’t do that. They don’t do that. Just rip the bandaid off and tell everyone we’re doing this new thing in a few weeks.

And they don’t give them a chance to really try it on. I think that attributes, [00:27:00] that, that creates a lot of your success here, yeah. What else? Anything else about the renovation of the space or any other bottlenecks that you closed up that you want to share? Topic one thing that I had wanted to share was like, I certainly felt the temptation to to plow ahead with the plan, just in terms of logistics from here’s when we need to do the renovation, install, et cetera.

And a part of the process did involve our coaches expressing their feelings about it or their anxieties or worries. Yeah. This isn’t exactly like relieving bottlenecks, but while you’re talking through that, it occurred to me, I am quite pleased that they felt comfortable saying, Hey, here’s the thing we’re worried about.

There’s no way we can address it. Yes. Good for you. Good for you. The fact that you make space to like, to surface and discuss any team anxiety or tension, it’s like just a critical role of leadership, right? So the fact that you all knew, hey, change is coming. It’s going to be hard for us to [00:28:00] out. This is a, we’re going to be expecting new things of them.

They might have some feelings about this. Let’s make some space in a team meeting to talk about what are you worried about? And the fact that they were comfortable bringing that to you means you’ve created this really psychologically safe space where they can bring up things that are negative feelings.

Relatedly, I think it was because of all of this process, one thing that also really helped was because I think that it was, I think on some level, everyone knew it was like, the owners are making this decision and we were just the staff here, but because of the practice sessions, even by the time we got to doing them with members, our coaches were already saying, Oh, no, this is going to be fine.

And they were saying that around members. Oh, no, I it’ll be fine. I’m we’ve tried it for feeling really confident about it. And that also, I think, really helps to smooth it over because we’re at the point now where Reimagym and I are not interacting with everyone. All the time. Yeah, that’s exactly it. Your clients feel that energy and if they went into the new [00:29:00] thing with your team being also anxious about the new thing, the clients are going to be anxious about the new thing, right?

I’ll just use a quick analogy. I went in for a very minor medical procedure like two weeks ago. This is TMI on my own podcast here. It was very minor though. And I was a little nervous because I’d never, I was going into anesthesia, I’d never, but the team, the people in that space, all the nurses and doctors were so chill about it.

It was like no big deal, they’re just like chatting with me about the weather and it was like, they were so used to doing this, this was so not a big deal to them. And they acknowledged it was for me, I, I shared, I was a little nervous, but that really helped me calm down, that really helped me. Process that in the moment change in this hospital.

And the same thing is true for your team. If you want your team to be like the anchor of your client’s emotions and have them be really cool about the change, you got to give them time to get cool about the change. And you all did that so well. So by the time the change actually comes, they’re all really used to it and they can help your clients get used to it.

Cause you gave them a headstart and anything you would add to that, Reimagym. Oh, [00:30:00] God. No, I think that sums. sums it up, right? Mike captured it really well talking about it in advance, like in the December and January with the staff, whether it was the coaching staff or even the front desk staff about what to expect and how to handle things that by the time we were working in those practice sessions with members.

Yeah. Like it was just. Really amazing to just watch Mike and I didn’t really have to say anything like the coaching team just said all the stuff and we’re like great Fantastic. That’s so great. Let me start to wrap things up because I know we’re up to almost the end of our time So again, you’ve all seen some great growth in the last year or so 30 increase in gross revenue three extra net profit You’ve created great reputation by all the things we’ve been talking about you’ve been building a great team You’ve transitioned to small group personal training of all of that I’ll ask you each to answer this separately.

What is kind of the one thing you’ve done in the last six to 12 months you think has made the biggest difference to your overall satisfaction as an owner of the [00:31:00] business? We’ll start with you, Reimagym. Just come back to our hiring procedures because the people we have are amazing. Like we’re a nice little family and just.

It’s a really great team. I go in every day and I’m just excited to work with those folks and having conversations with members, even saying, Oh, you have a really great team. I’m like, I know we do, don’t we? It’s so satisfying, right? It’s so satisfying when you can grow something that creates great jobs for other people.

That’s, uh, people that you would get excited to go to work and spend time with yourself. That’s so rewarding. Yeah. Great answer. Great answer. What about you, Mike? The same sort of thing in that, I guess it is because of the combination process, but there’s certainly a part where we just left out and somehow attracted these incredible people.

But the sum total of all of that also means [00:32:00] it’s fun to be in a position now where I’m seeing, like observing members developing great relationships and rapport with people who are not me. The first two and a half years, it was like. And this whole thing is Reimagym and I managing it, like the relationship and interactions and customer experience, all of it, and that we’re able to maintain that same sort of a thing, but without always needing direct input from the two of us, um, is.

It’s really cool, but also because it’s also really nice not to be coaching 60 hours a week anymore, so 100%. Yeah, that’s beautiful. I think that’s so much of why we started this business in the first place is to impart make a big impact. And when you’re trading your time for hours, and you can only be on the floor 2030.

Plus hours per week, that’s the limit of your impact, but when you can build a team and they can build relationships with your clients and your community, then you can [00:33:00] expand your impact and it just, it warms your heart to see those relationships being formed on a team that you’ve curated so thoughtfully.

Congratulations to both of you. What a cool chapter you’re in. And I’m just so excited to have a front row seat to this amazing show. So thanks for being on the podcast. If people want to learn more about you both or reimagine, where can they find you? Oh, reimagined. com and also we’re on Instagram and Tik TOK and Facebook at reimagined as well.

All of the same handles. So love it. Awesome. We’ll put that in the show notes as well for a few anyone to go follow them. But thanks y’all for being here. I really appreciate it. And I’ll have you on again soon. I’m sure. Thank you. Thank [00:34:00] you.