Building a World-Class Team Part 2 by Chris Robinson
This is a continuation of a piece from the past issue of the Eagle, by EFC’s executive consultant from Canada. Here is how you can build a strong team of instructors:
Inspect What You Expect. Giving staff responsibility and assuming that they will do everything properly might not be the best idea. Every full-time staff member must fill out a report about what took place in school that day. Every part-time staff also must fill out a report at the end of the day. The school owner then needs to absorb the reports. 
You must inspect what you expect. You must be on top of things so that you can take care of issues. If your info call results have been bad for five days and you find out at the end of five days, you have let those days pass when you may have been able to take action, which is doing yourself a disservice.
Being prepared. Your school must be clean, fresh and well lit, and you must plan ahead to ensure that you take care of the way the school looks. If you have intros in the evening, make sure your staff has the certificates signed and ready, they know the parents’ names, and what time they’re coming in, so that they are confident and prepared. The staff must know the proper greeting procedure.
Training tools. The school owner doesn’t have to be in charge of the show all of the time. You can make use of training tools such as online material and videos to train your staff. EFC or MAUI websites or Brian Tracy tapes are all great tools for training your staff. At our school we’ve used Gene Dunn’s tapes to train staff on MMA teaching techniques.
Staff development. We are constantly talking to staff about their professional development. They ought to keep reading and learning. We recommend books and tapes to our staff to read and listen to. We encourage staff to read for at least 30 minutes a day. Also, it’s important to ensure staff is properly dressed. Personal growth and upkeep is consistent with achievement. We’re only as good as the information we have.
Three-month trial period for part-timers. We give part-timers a chance to work on what we need them to work on. It’s a time to assess how inclined they are to be coached. Don’t hire staff to fire them. Hire them so you can train and retain them. Don’t hold anything back from them. Give them a level playing field.
