Your KPIs are telling you the truth with Mat Breidenstine
Wake Up to Wealth - Brandon Brittingham
In this episode of 'Wake Up to Wealth,' host Brandon Brittingham sits down with real estate and investment expert Mat Breidenstine to discuss
Key takeaways
- KPIs are not just performance trackers but also tools for training and process improvement.
- The best hires often come from 'green' candidates without bad habits, making them easier to train and align with company processes.
Main topics
- Using KPIs as performance and training tools
- Recruiting and evaluating talent through behavioral questions
Notable quotes
'Your KPIs are struggling. You can blame it on people, but it's your process, right?'
Conclusion
Mat Breidenstine's insights underscore that true wealth-building comes not from luck, but from
Transcript preview
Speaker 2 (0:02) This is Wake Up To Wealth, a podcast dedicated to helping you change the way you think about wealth. And now, here's your host, Brandon Brittingham. Speaker 3 (0:19) All righty, this next segment is brought to you by my good friends at Accruity. Now, if you run a business, most business owners neglect their back office and they don't even know where to go or who to trust when it comes to their financials or CPA or taxes. That's where Accruity comes in. You can trust them. They can give you advice and they understand the back office. Listen, you're not running a business correctly if you don't have a hold of this. And it's really hard to trust people that are out there. And most CPAs, frankly, work for the IRS and don't work for you. That's not the case with Acruity. Check my good friends out at Acruity for any needs that you have when it comes to helping with your back office, getting your book straight, getting your taxes correct, and they guide you and give you advice, which most Speaker 2 (1:05) firms don't. So check out my guys at Acruity. Tell them I sent you. Speaker 3 (1:10) Hey, everybody. What's up? We are back with another episode of Wake Up To Wealth. And as we start every show, I just want to say thank you guys so much for consistently supporting our show, making us one of the top investment podcasts in the world. We're averaging top five consistently on the charts, 125,000 to 135,000 downloads per episode with no major corporate sponsors, no... Major studio behind us. It's just us doing it in our studio Giving you content that we think you need to hear so I can't say this enough Thank you guys so much for the support of the show. Thank you everyone out there for Liking commenting sharing supporting the show. Thank you guys so much. So today I've got a special guest who I actually work with this gentleman. It's a Matthew Breeden Stein. They get that, right? Bridenstine. Bridenstine. See, always butcher people's last names. But really cool. He works on the real estate and investment side with me. Thanks for coming on the show today. Pleasure to be here. So just want to unpack a couple of things, right? He specifically works on the off market. side with me, but he has a resume where he's done a lot of stuff in sales and management and, um, you know, just really has things dialed in as an operator, really understands how to run a business. I just want to ask you a couple of questions because, um, you know, I always want to give our listeners value. So over You know, well, first tell everybody kind of who you are, where you come from, what you've done. Speaker 1 (2:51) Yeah. So obviously, Matt Bridenstine, I come raised on the Space Coast. I lived in Florida most of my life, did a couple journeyman deals with some startups, a couple organizations. I started early on managing my dad or my buddy's dad's lawn care business, learned all of procedures, processes. It was all on me because he lived out of state. Then kind of worked my way up, worked in call centers, managed a 290 seat call center, got into real estate investing post COVID, did a little stint with some GLP one stuff, working with different organizations, really helping their processes. Speaker 3 (3:30) Got it. And so you've obviously had to manage a lot of people, you know, and the different things that you've done. What do you think is like maybe like two qualities over the time that you've managed people that you see in people that's kind of that you think is like if they have this, they're going to be successful. Speaker 1 (3:52) The most is not afraid of a challenge and willingness to take action. I would think those are the two things. They're not scared of it and they're willing to go after it. Speaker 3 (4:01) So in any organization that you've got, right, everyone has to always recruit talent. So you are part of recruiting talent here. You've been part of it at a lot of different organizations. How do you on the front end, how do you spot it? Speaker 1 (4:20) Well, I like to do my style is I like to do group interviews to get people in together and kind of see how they interact with people who shines. So there's people that shine because they just want to ask a bunch of questions. There's people that shine because they ask the right questions. You get they they're almost putting themselves in the position and they're asking the right questions. I love when that happens. It makes the conversation mutual. Yeah. So that's what I look for. If they're picking up what I'm putting down, that's what I go for. Speaker 3 (4:47) What about in an interview? Like what what kind of questions do you ask to kind of probe to see is this person going to be a fit or not? Speaker 1 (4:54) In an interview, I like to look at kind of the resume, see, you know, do they work with organizations for a long time? Do they bounce around? They do bounce around. Why are they searching for something that we might have? But. I mean, for the most part, you know, you have your standard questions. What would you do in this situation? Have you ever been in this type of situation? We also use team architects, so we'll have a good understanding of if they're a fit. And, you know, you have different types of interview guides and stuff like that. But really, I want someone that's not afraid to come in, have a conversation, understand they're talking with the boss and they're asking the right questions. Speaker 3 (5:32) It Speaker 1 (5:33) really comes down to the questions, because if they're. seeing themselves in the position, if you've done a good job explaining the position, it creates a mutually beneficial relationship because you're trying to enter into a relationship where they manage what you're expecting them to. Speaker 3 (5:46) Sure, sure. Is there anything, is there any specific question you ask that is like a key of like, I want to see their, like, this is an automatic yes or automatic no? Speaker 1 (5:57) If you're successful in this role, where do you see yourself in six months? That's a good one that I like to just throw out there to see what they're doing. See if they have a why. If someone has a why, you can