In this episode of Your Studio Podcast, we’re diving into the heart of studio leadership – from handling tough team conversations with kindness to creating a culture that keeps your teachers (and you!) energised and inspired. Listen in as Chantelle and Michelle share strategies to build a thriving studio team and a harmonious work environment!
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Michelle Hunter (00:00)
Hello friends, it’s Michelle and Chantelle here from Studio Evolution. And it’s that time of year again, when we open the doors to our flagship program, Studio Evolution. And we have some big announcements in regards to our program this year, don’t we Chantelle?
Let’s get ready for it. Well, I think we’ve gone a bit bonkers. because this intake, we are completely waiving the Enrolment Registration Fee So you actually want to join the program. You can just get started instantly. And that enrolment registration fee is waived, which is a bonus number one. But one of the most amazing things that we’re bringing in is we are really putting
money where our mouth is and we are bringing in a 12 month money back guarantee. So if you enrol into Studio Evolution and you you work with us and setting up all your systems and your operations and follow the projects and upload them as we guide you through with your accountability and your mentor and you do not see any results or positive changes in your studio. We will refund your tuition from the first 12 months. We must have gone crazy Chantelle. Game changing.
Chantelle Bruinsma (01:07)
Game changing. But like that’s how much we believe in the That’s how much we’re seeing. have that confidence in the data and the performance and the results of our clients. We know we deliver and so we’re not shy to kind of make it a no brainer you to come and get the benefit of our program from just from joining.
But that’s not all because we wanted to make it even more exciting for you to come and join us in Studio Evolution So not only are we waiving enrolment registration fee just for this next intake, we’re also doing a 100 % money back guarantee. We’re also going to be now expanding our offerings. We’re going to train your whole team. So multiple times per year, we’re going to invite everyone on your studio team, all of your teachers, all of your admin team to attend trainings with us. And I’m going to be training your team.
I’m going to be teaching them exactly what I want your team to understand about retention. I’m going to be training your team exactly what I want to know and how to deliver the experience that we have the intention to. So I’m going to be working with your team. My mentors are going to be working with your team and we’re going to come and up level the entire business from grassroots up. We’ve never done this before. We are pumped to be able to do it and we can’t wait for you to experience it too. But we have one more thing I wanted to share with you as well
So we run online retreats three times per year in Studio Evolution and these are five days. They are incredibly immersive. We send you a huge box of goodies and resources, but we’re adding in a whole nother inclusion into Studio Evolution at no price change. And this is radical, my friends. We’re gonna be inviting you to attend a three day in -person retreat, also inclusive within your tuition. So you can not only come and have all the benefit of the online retreats
come and work with us in person because there’s no greater transformation than when you come into a room and we get to look you in the eye and see that and unlock the magic of what needs changing your strategy and your growth. So that’s now So we’ve got free waived enrolment registration fee We’ve got a 100 % money back guarantee. We’re gonna be training your whole team.
And we’re also including a three day in -person retreat for you to come and attend with us. Best ever bonus package of Studio Evolution
Michelle Hunter (03:09)
So if you are interested, head to studiovolution .com forward slash begin, and we will help you get started, but let’s jump into today’s podcast.
Chantelle Bruinsma (03:20)
Do you like the hair in front?
Michelle Hunter (03:22)
I like the hair in front, but I know it’s annoying.
Chantelle Bruinsma (03:24)
You like this? You like this? This is how you like
Michelle Hunter (03:28)
Yeah, I do. Like a little bit. Like a little bit of… Like
Chantelle Bruinsma (03:33)
like a strategic,
to teach you to indulge me and Holly will enjoy this. So don’t you remember at school, you’d have like a ponytail.
Michelle Hunter (03:37)
Okay, okay,
Step
Yeah.
Chantelle Bruinsma (03:41)
and then you would pull these two bits out.
Michelle Hunter (03:48)
I’m getting anxious because Matilda gets me to do this in the morning.
my hat. Actually looks really good. I actually like that with the headphones. You don’t like
Chantelle Bruinsma (03:55)
Shut up.
Oh my God, Chantelle Fucking get a grip. Get a grip. Okay.
Michelle Hunter (04:05)
Hello friends, we’re back with another episode of the Your Studio podcast. is Michelle Hunter and Chantelle Bruinsma here. And today we are diving into another series of Solving Your Studio.
Chantelle Bruinsma (04:17)
Yeah. And this time where we’re delving into the land of team, my friends, you know, team is one of the, the heart and the soul of the business. It’s also the hardest thing to kind of navigate usually, right? I think a lot of studio owners will attest to that. And, you know, being with me for eight years, Michelle, like we’ve, we’ve, been through some, you know, beautiful kind of experiences with team and had tricky experiences too, for
Michelle Hunter (04:38)
yeah, we’ve ridden the highs and we’ve ridden the lows, that’s for sure.
Chantelle Bruinsma (04:44)
That’s it. That’s it. And like, with team, like you can learn how to really see each person for who they are and to be able to connect. you know, it’s about appreciating the unique talents and differences of each member. You and I, Michelle are extremely different. It’s fascinating. Fascinating.
Michelle Hunter (04:59)
so different. It is really fascinating because some people are like, wow, you guys are similar yet so wildly different.
Chantelle Bruinsma (05:08)
Wildly, wildly different, particularly in how we work, right? I mean, it’s, it’s such a cack. It’s such a
Michelle Hunter (05:14)
And that’s when I first started working with you, Chantelle, I’ve never really been on the journey of the big visioneering work. And, there’s always like a funny story. And I know you’re to go into this in a second, but I really struggled. I wouldn’t say resisted, but I really struggled to grasp that when I first came into the company, but soon realized how important it is to do that, but still saying I do respect the importance and I do respect the process, but.
I can’t say it is like a hundred percent. So some years back we had our own team retreat and we went to Hawaii and Chantelle took us to Maui and it was really the most magical, expansive week I saved my life. Sorry to my husband because I always do a disclaimer about a honeymoon, but really it was one of the best weeks of my life. And I say that because as a team, we grew so much, we learned so much about each other, but really ourselves.
Chantelle Bruinsma (05:47)
Do you want to the story actually honey? Do you actually want to tell the story?
Michelle Hunter (06:13)
And I learned a lot about myself on this particular day. So we got to this day where we’re doing some really big picture planning, visioning work. And you were right up there. You had your post -it notes and we were, had a quadrant, you we all love a quadrant and we were really going deep in the vision and I could feel myself slow, just, I don’t know how to describe
Chantelle Bruinsma (06:31)
did love a post at night.
Michelle Hunter (06:44)
I just needed a spreadsheet. That’s, that’s the only way I can describe it. Well, that kind of just happened. So as Chantelle was going through this wonderful visioning exercise with us as a team and everyone’s yelling out, I just, think my mind was so ahead to the implementation and how we were going to deliver these new ideas that the General Manager at that time fell asleep in front of the team. So Chantelle turned around and said, Michelle.
Chantelle Bruinsma (06:48)
You needed a nap is what you needed.
She did. She did.
Michelle Hunter (07:12)
Throwing it over to you. How would we? I was out cold.
Chantelle Bruinsma (07:18)
I just remember looking over and like I’d been immersed in kind of vision work, right? And you kind of get, I get all in it. And then I just look over and you were on the couch with your head and you were asleep and I was like, it’s just the best. It was the best.
Michelle Hunter (07:21)
use your sign.
It, it, just, and that’s it, right? It’s like when you have team and respecting like what they’re good at, what they lean into, what’s their, you know, secret sauce that makes them so good. That wasn’t mine. That wasn’t my, that wasn’t a good time for me
Chantelle Bruinsma (07:45)
But I think it’s not expecting you to be who you’re not, right? And you’ve really stepped into the visioning side of connecting with it. you particularly know you’re a co -owner, but I know your strengths. I know where you excel. And I know if I kind of come to you with a vision, you’ve already got the project plan done. Like the spreadsheet has been made, right? And that’s why we’re so compatible together.
Michelle Hunter (08:04)
Spreadsheet is
Chantelle Bruinsma (08:11)
But if I kind of resented you or kind of was like pushing back on you for not kind of being in that stage, like you don’t have to do that element of the job. And I think as studio owners, it’s important to remember that we each have different strengths. I’m not, I’m not good in the inbox is the truth. I’m not good. Michelle’s giggling. She’s
Michelle Hunter (08:28)
I, I, yes, I am giggling or, or, sometimes we have planning meetings and, know, and me and the ops team are so excited. It’s like Chantelle, here’s our 21 tab spreadsheet that links to the, and that’s what Chantelle, if you can’t see her is exiting left off the screen. That’s pretty much what happens. And we know. Yeah. Yeah. And, and that’s why we work so well together,
Chantelle Bruinsma (08:33)
her away from
Like, I’m just gonna let you do your thing. I’ll be over here.
Michelle Hunter (08:55)
We have some questions today where studio owners have been really open and where they’re at in their leadership, in their team journey. And we’re so we’re so lucky to get to dive in
Chantelle Bruinsma (09:06)
this is good. And the reason these questions are really important is that what I know for sure is that it’s often the team challenges in running the studio that keep you up the most at night, right? It’s those because it’s personal, because you’ve got relationships, because you care. And navigating these team challenges can be some of the trickiest. So let’s dive into this first one for solving your studio.
Michelle Hunter (10:21)
Natalie, that is a big one. And there’s one thing that we know as studio owners and that we do have a lot of personal relationships in the studio. And it is a very common strategy to hire from within. And we have a lot of current and past students who we bring through teacher training. And sometimes they are not the fit and might not be the right fit. And this is Chantelle, real conversation of
letting go or firing with love, isn’t it? Yeah, yeah,
Chantelle Bruinsma (10:55)
Letting go with love. Yeah, it is big. And the first thing I want to acknowledge Natalie is it’s because of the relationship we often it’s normal to kind of you’ve done everything you can. And I want to kind of just validate and honour like how much I’m sure you’ve kind of brought to try and make this work. And I’ve seen a lot of studio owners hold onto relationships a lot longer than they probably need to. So the fact you’re at this place of like really needing to know how to navigate this. I just want to applaud you for that wholeheartedly.
so what this is, is how to be so loving and retain the relationship as we transition her out of the business. Now I have had, many friends come and work with us over time and they’ve come in for a little season and then we’ve kind of, it has no longer been necessary for them to continue. I’ve had family members come and work in Studio Evolution too. And so I’ve done this process many, many times and here’s kind of my approach to, to letting go with love.
and helping them transition out of the business whilst retaining the relationship. So the first thing to know is it’s not a one conversation thing to do. You’re looking at a three -part conversation series is my approach to this. The first conversation is just really beautiful and honest. And the first conversation you sit down somewhere kind of private and you just kind of really kind of ask them how they’re doing and how they’re finding things and seeking to get some truth and authenticity from them. And it’s kind of curious.
you know, you’re kind of asking them how they’re going, what they’re experiencing, and then you get a kind of chance to share, I just wanted to kind of just let you know that I’m noticing some of these things and what I’m observing and just, I kind of wanted to see how you what your experience is. And so we’re just having a very calm, very easy conversation. And then what often happens is there’s some truth, because usually if you’re feeling some angst,
Largely, there’s a good chance that they’re feeling a bit uncomfortable too, right? They’re probably noticing there’s some tension in the relationship. So you kind of say, you get to the point in the conversation where it’s okay, well, it seems like you want this and I’m kind of, you know, feeling a little bit uncomfortable with how this is happening and what we’re seeking for the studio. Would it be okay if we swung back tomorrow and had a kind of another chat or maybe in two days? And this gives them a chance to kind of go away and it gives you a chance to kind of regroup.
Michelle Hunter (12:51)
for sure.
Chantelle Bruinsma (13:17)
In the second conversation is where I would actually be having the communication. And you start that conversation, it’s the old feedback sandwich, that approach. So you start with, I wanna thank you so much for what you have done here and that time you were here and that you have been this in the studio. And I’ve so admired and I’ve so appreciated and I’m so grateful for X, Y, and Z. And you stack, you tell them and you appreciate them and you really, really let them know so beautifully.
And then there comes a time when you shift and you say, and at this point in time, I feel that what we’re going to need to do is, we’re looking for something a little bit different fit for the business, or it’s going to be whatever kind of choice of words, but you’re going to say something like that. Maybe it’s time for you to, you know, pursue what you’re seeking in another workplace. You say, I want to thank you for the time you’ve had with us. And then again, it’s gratitude, gratitude. I want to thank you so much for what you’ve contributed. We appreciate you so much.
And then the next part is that you shift into, depending on how they’re at, if they’re emotional, then I would definitely just kind of just like, let it be really, really calm and just, I understand you’ve got a lot of questions. I understand this is quite a difficult thing to experience. I just want you to know how much I’m grateful for this time we’ve had together and what you’ve given to our students in X, Y and Z.
If depending on how calm they are, if they’re emotional, I would pause and say, like, could we just kind of check base with and check down touch base with you tomorrow and just check in and see how you’re going. And then I would kind of let them just pause and then have a conversation the next day. If they’re pretty calm, then what I would, or if, or if they’re kind of getting a bit kind of grouchy at you, what I would go is I would shift into the process of, okay,
I want to make things really easy and calm. So what this is going to look like is this. So your last day is going to be on Friday and we’re going to make sure that you’re paid for that next week. So you’ll have all of your full payment in advance and we’ll be communicating to the students on this day what’s going to be happening and the team is going to know tomorrow. So I just want you to know exactly how this is going to flow so you can feel really comfortable in how we’re doing it. Is that okay with you? And so then I’d say all that and then I would still check in with them the next day.
So what I found is by doing this in a three -part approach, it maintains the relationship. And then you’re to have another swing back conversation in the, you know, four or five days after that, just like, or a text even like just wanted to kind of check in and see how you’re doing. Following that process diffuses everything. I think where people go wrong is they have a one and done conversation and that’s too much, right? It’s too much, Michelle.
Michelle Hunter (15:56)
Too much, way too much. And you don’t want to really, and you’ve got to imagine they’re going to be digesting that news quite quickly, just like in one message. And that’s when there’s, you know, reaction, a lot of emotions, but when you actually do it in the three- part, and we’ve seen this, like they’ve got actually time to reflect themselves. as Chantelle said, you’re feeling angst, they’re probably feeling a little bit uncomfortable as well on their end. So they really get to feel into the process. And Chantelle, we’ve seen this, like sometimes they come around and go, yeah, actually we could see that it was.
it was not a fit as it was, you know, going through the process.
Chantelle Bruinsma (16:30)
Michelle, what’s your opinion on kind of when you let someone go, like giving them like deep feedback, like full feedback.
Michelle Hunter (16:40)
I think that if it’s not a fit, do, I am quite honest about the feedback of alignment. Cause I think that’s really important, you know, as a company and our values as a team, we know where we’re going and we’re really solid in that. And if I kind of communicate their actions or where they want to be is not in alignment, that’s it. It’s very easy feedback to communicate. And for them, it’s not like personal too much because they can just say it’s not a fit.
I really like to highlight their positives as well and their contribution because I think that’s really important. also I do mention if there’s any feedback where they didn’t hit the mark because I really feel clarity is kind. But again, delivering it in a really loving way. know, there’s been points in I think both of our careers where we’ve had some feedback and it hasn’t been great. But when it has been delivered beautifully, it’s changed us for the better.
Chantelle Bruinsma (17:39)
Yeah. And that’s it. You want them leaving. How I want people leaving our company is like not with their self -worth and self -esteem in a puddle on the floor, right? Like if it’s not a match any longer, that’s okay. Like we don’t need to kind of tear them down. We don’t need to be aggressive in the share. We can do this in a really loving way. You can definitely kind of share like the performance and identify like what behaviors or kind of like what things were done, but don’t make it about them personally. I just kind of like really think, you know, we noticed that this kind
wasn’t done, we’ve noticed the late, the kind of not being on time, we’ve noticed this and it’s for these reasons that it’s probably just not quite a match for us going forward. Lovely, lovely. So Natalie.
Michelle Hunter (18:22)
You can do it
Chantelle Bruinsma (18:24)
This is going to be a big conversation. It’s going to be a three or four part conversation series. But I also want to really affirm how good it’s going to be. It’s possible to make this transition and retain the relationship. And then also for you not to have that angst in your life anymore. Half of your role friends as studio owners is being aware of how much mental load you’re carrying and making the decisions to release it
Right? Like if you’re kind of thinking and ruminating and, you know, kind of like staying up at night, thinking about situations of the business, your job is like the speed to resolving that the fastest way you can get rid of those things that keep you up at night. That’s life. Like that is your job. That is like, just even as a human, that’s the way to have a happy
Michelle Hunter (19:11)
Awesome. All right. Let’s dive into our next team question.
Chantelle Bruinsma (19:48)
Oh My God Sharon, I love how you’re thinking. I mean, that’s your big question. It shows exactly which level of leadership you’re on and how intentional you are about curating the culture of the business. is awesome, Michelle. Bravo, Sharon.
Michelle Hunter (20:00)
Such a, it’s such a good question. And it’s funny, we kind of had this discussion just a few weeks ago on whether you’re onboarding someone, a new team member on three hours or 30 hours a week. The intention is still the same, isn’t it
Chantelle Bruinsma (20:16)
Yeah, for sure. I mean, and even kind of zooming back a tiny bit, the hiring, who you’re hiring actually speaks the volumes. And there is also kind of being quite intentional of, you know, there is a different vibe when a studio, a teacher is coming in for three hours a week, there is going to be less investment. You know, I think we can be realistic of that. Like they’re going to have a lot of other kinds of priorities. They’re also balancing in their life. And
that whole thing of you do get to be quite selective. If you know that hiring teachers for a minimum of 10 hours, 12 hours a week is going to get more buy -in, more connection, more continuity in the culture, then that’s okay to explore too. And so when you’ve got really thinking through that, like if you’re finding that the three hour week teachers, actually it’s just too difficult, there’s too much communication, it’s more kind of, plates you’ve got spinning in the air.
That’s okay. Maybe we move to more a model where your organizational chart has more kind of invested teachers. So that’s kind of one thing to really feel into. But this whole idea of how do you get your team springing into the studio every single week and across the board is such a beautiful one, Michelle. And we’ve got a project about this in evolution, don’t we Michelle?
Michelle Hunter (21:36)
we do and
Yeah Chantelle we have a project in Studio Evolution called Studio HQ and it really helps solve this issue of, know, the different types of staff members and how many hours they work a week. And really the key lies in communication.
Chantelle Bruinsma (21:54)
Yeah, for sure. The whole idea is like having a headquarters that your team connect in online. And it came from the place of we had a lot of team studio owners coming and saying like, I’ve got some team members texting me. I’ve got some who like email. Some like to be kind of connected in the corridors. Like I’ve got all these different things, like how to be consistent, particularly when you’ve got multiple locations, you know, I had six locations for my studio. So I had to be really good at consistency across the board. Right. And so.
In this project in Studio HQ, it’s all about kind of making this one communication hub where we have all of the important kind of details kind of dialed in. But not only that, it’s a chance for you to embed the more intentionality in like what on a weekly basis you’re inviting people to think about, you know? And so we train your team to have this one communication portal, which is your Studio HQ. And you’re to put your name as the studio.
like so it’s like Michelle’s kind of dance HQ, whatever it’s gonna be. And then we look towards really thinking through, okay, over a 12 month process, which we’ve got this calendar, like there’s different themes that we wanna be reminding our team of, like retention ones or, you know, working on the word of mouth strategy and getting that embedded within the studio. So we might say in this week, you know, we’ve got, here’s kind of what’s happening, here are the new students coming in.
Please like everyone know that they’ve got to get their notes in for this or something, da da da da. But then also there’s a chance for you to really talk about this week, I’d like for you to really be focusing on how you say goodbye to students. Like that last three minutes of the class. And then you get to kind of share like whether it’s a little video or just a little prompt like this week in your classes, can you think about that last three minutes, how you are connecting individually with each other? What are you gonna celebrate? What are we choosing to notice?
What, how are we kind of helping them move out of the classroom back into the real world and how can we create wonder there? And what you get to do is with this Studio HQ, you get to kind of highlight the little micro moments. You might be choosing your values or your mission and just picking little bits to get them focusing on every week. And as you get the team trained and there’s a great system that we teach for accountability for ensuring that your team are actually reading, acknowledging, communicating, and kind of actioning these bits.
We’re going to start to see everything just up level a little bit. And it comes from just that focused communication, like just focus on this. So I’m, you know, you might be doing more like team meetings, team retreats, team experiences, like, and all of those things are going to bring the continuity of culture in for you, Sharon. But I also want you to think about just those tiny little prompts happen every week. Just those little things of like, just focus on that, how you want them to feel when they walk out the door. And as we start to do that, magic’s going to happen.
Michelle Hunter (24:17)
Yep.
So good, so true Chantelle All right, let’s dive into our next team question.
Chantelle Bruinsma (25:14)
It’s a crunchy one. It’s a crunchy one.
Michelle Hunter (25:15)
It is. And I think every studio that has a lot of teachers is experiencing or has experience issues with organizing covers.
Chantelle Bruinsma (25:23)
For sure, for sure. But there is a way to definitely resolve it. We’ve got another project we do is called Peanut Butter and this is about taking the studio from the crunchy bits that kind of like, just like grind you from crunchy peanut butter to smooth peanut butter. And this is a really, really important one to resolve. So back to kind of what we chat about with Sharon, one of the first things that we’d be thinking about is like, are we hiring people who are committed? Like I would be kind of like going back to basics with
Michelle Hunter (25:30)
Yeah.
Chantelle Bruinsma (25:52)
and in that onboarding process being very, very clear on your expectations. there is, you could actually set a benchmark in a six month period, there is to be no more than two missed classes. And you back that up with the reason this is important is because we are devoted to retention. We know that retention is the heart and soul of the business and giving the students the continuity and the consistency in their teachers is what builds connection and builds their relationship.
And we care about that. So we have policies in place to make sure that happens. So I would be, you know, when you hire a new teacher or bring all of your current teachers on board and start communicating, this is, this is our intention around if you’re not available. And, know, there’s a lot of teachers who they’ve got other jobs or they get kind of performance gigs and things like that. Life’s going to happen, but that’s not your responsibility. That’s not your primary responsibility. Your primary responsibility is to the students and to ensure.
that they are getting the experience that they are paying for. And part of that is that constancy of teacher. So if we kind of sit in this space of we’re going to be more intentional in who we’re hiring to give more reliable teachers, and that might mean kind of a real rethink of your strategy of hiring, then we start communicating really clearly. In fact, I encourage to put that in your employment contracts and
you know, draw their attention to it. This is kind of part of the deal. Or when you sign up to work with our studio, but there’s another level we can go to. So this is where it gets fun. So I’m not sure what your process is, Stacey, when you’ve got a teacher who is, sorry, I’ve got a party on that night. I’m not going to be able to teach. Right. And you’re like, So they might kind of come to you or maybe you’ve got this list of covers, but the first thing that I would,
Set up is we actually integrate this in Studio HQ. So it’s actually part of that kind of this board, this kind of place that we build out this whole communication portal for your team and where they, they’re responsible for sourcing their own cover is the first shift that we’re going to make. If you still have responsibility for finding a replacement, it’s very easy for them to just go, sorry, I’m not available. When you cease to become that backstop.
Michelle Hunter (28:07)
I can’t do
changes. Yeah, 100%. Set the boundary.
Chantelle Bruinsma (28:13)
there’s some accountability there. This is like parenting, right Michelle? It’s like parenting. It’s like, as long as you’re there to kind of like scramble to find a cover for the class, they’re gonna continue to demonstrate the behavior. When that ceases to become available and they’re responsible for it, well, that’s going to be their responsibility. Then it starts to shift. So there has to be a very clear step -by -step outline of
So if you’re not available, the first step is to go to the covers list. If that is you’re not able to source someone to be able to do that, then your next step is to do this. If you still are not able to, then that is your responsibility to kind of look at your availability. Now, illness is different, right? Because like maybe they can’t come in, but I think just from a general standing, like being very clear from the go, like this is what we believe, and then potentially looking at hiring teachers who can give you more reliability.
would be where I would be going. But I would take yourself out of being the one organizing it. Quick smart, tends to do the trick.
Michelle Hunter (29:13)
So good, and we’d love to hear how you go with that
Chantelle Bruinsma (29:17)
covers.
Michelle Hunter (29:17)
Well, we’ve Well we’ve covered a lot today, Chantelle. We’ve, we’ve, gone from, you know, letting people go with love to, you know, really getting intentional with our communication with the team and Studio HQ. and even to, you know, organizing covers and even like being really intentional with our hiring process. Team is a big one. And you know, if, if you’re listening in today and you’re like, yeah, I want a bit more help working with my studio and my team. That’s what we do in Studio Evolution.
Chantelle Bruinsma (29:22)
Yeah.
Yeah, it’s one of our favorite things to do. So we’ve just recently introduced that we’re going to be training your team as part of the inclusions within Studio Evolution. So you’re going to invite your whole team onto a training. You could either kind of go to your studio or get everyone kind of logging in remotely and I’m going to deliver trainings with them. So I’m going to be bringing them together, getting them to know exactly where we’re going, which is going to support your leadership, right? Because they’re going to see these shifts in you.
but I want to make sure the whole team is connected and aligned. And so for me to be able to kind of really work with them on, you know, even that bit around like the last three minutes of the class, like for me to kind of work with your team on setting very clear intentions, that’s going to change things, right? And so I’m so excited to be able to connect with your team in that way. And it’s included within Studio Evolution So not only are we going to be elevating your leadership, all your systems, we’re going to get that team of yours performing too. So if you’d like to find out more, please do join us.
go to studioevolution .com forward slash begin and we can get this show on the road. I love getting the voicemails, Michelle. This is so special. We love receiving
Michelle Hunter (30:50)
We do. We do. And it’s just such a wonderful way that we can keep hearing from you and our wonderful studio owner community. So again, if you do have any questions, the link to send us a voicemail is in the podcast notes.
Chantelle Bruinsma (31:04)
Thanks, friends. We’re going to see you next time for Your Studio Podcast.
