Invest in Your People—They Will Build the Company
Recently, my CEO, Patrick Bet-David bet, made a significant investment into our leadership team and company by partnering with The Ritz-Carlton.
The financial cost was considerable—a six-figure expense upfront. But the real cost? Even greater when you factor in the time.
Patrick, the executive team, and the management team were fully immersed from 9 AM to 5 PM on day one. The entire company followed for an additional four hours the next day.
All in all, it was more like a seven-figure investment.
But here’s the thing—business owners shouldn’t focus on the cost. The real question is: what’s the return?
Investing in your key leaders and employees is not just an expense—it’s a catalyst for growth. Because if your people aren’t growing, neither is your company.
This is happening during a time when most people are playing scared—waiting to see what happens with the elections, what the future holds for interest rates. But then there are the audacious few. These are the business owners making bold investments in uncertain times, leveraging the opportunity for high returns.
Let’s talk about the value of leadership training with The Ritz-Carlton. It quickly became obvious why The Ritz is world-renowned for its service, and part of the elite 0.4% when it comes to customer experience. And it’s no accident.
Their attention to detail is impeccable, both for their clients and their employees—whom they refer to as “ladies and gentlemen.â€
They make the mundane things sexy. What do I mean?
Onboarding:
Every new hire at The Ritz-Carlton embarks on a 3-day onboarding experience, which starts with a luxurious, all-expenses-paid Ritz-Carlton experience. Why? Because you can’t provide luxury service if you’ve never experienced it yourself. Throughout the onboarding process, employees spend time in every department across the company. Only on the final day do they work in their own department. Why? This is done so they understand how each part of the organization impacts the other, and to cultivate an appreciation for every team member, no matter their role.
Team Huddles:
Every single day, in over 108 hotels across 30+ countries, Ritz-Carlton employees recite the company’s Credo and Motto. This daily practice ingrains their core values deeply into every level of the organization, ensuring that their culture and standards of excellence are consistent worldwide.
Systems and Operations:
Their approach is simple yet intentional: eliminate ambiguity. Everyone knows exactly what needs to be done and when. By removing guesswork, The Ritz ensures operational efficiency while maintaining its high standards of service.
Customer Service:
At every level, the customer is central. The Ritz-Carlton trains its employees to focus on how personalized details make guests feel special. Employees are empowered to get creative in delivering exceptional, memorable service—constantly asking themselves, "What would make the guest’s experience even more extraordinary?"
While I won’t dive into the content of the training itself, there’s one key takeaway: to be extraordinary, details matter. To be part of the top 0.4% in your industry, you won’t be for everyone. And that’s exactly how The Ritz likes it.
Their loyalty from customers and employees runs deep. As The Ritz-Carlton motto puts it: “We don’t work for The Ritz-Carlton. We are The Ritz-Carlton.â€
So, if you’re looking to align your management team on vision, culture, and strategy—and your company is doing at least $2.5 million in revenue—Patrick Bet-David’s CXO Forum might be the right fit for you.
Limited to 50 qualified companies, with only a few spots left.
Comment or DM me ‘CXO’ or book a call to see if you qualify.
Thank you for reading!
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