May 2018 by MASuccess

A TE A M OF

BL ACK BE LTS Does Not Equal A Black Belt Team!

HARINDER SINGHâ&#x20AC;&#x2122;S

INSIDE STORY OF BLOOD, SWEAT AND GLORY!

YOU CAN ALWAYS DO MORE

THAN YOU THINK YOU CAN

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Weâ&#x20AC;&#x2122;re seeking writers MASUCCESS is looking for freelance writers to join our dynamic team of U.S. correspondents. We pay some of the best rates in the industry and all payments are upon acceptance. Writers should have some knowledge of the martial arts school business. When responding, please feel free to pitch your story ideas (4 to 5 paragraphs including the type of photos/images that you can supply to accompany your idea). We prefer email responses. Do NOT send any completed manuscripts. We do NOT have time to read completed articles and they typically do not t our standards or editorial format. Please email your reply or story pitch to John Corcoran, Managing Editor, at jcorcoran@masuccess.com

Weâ&#x20AC;&#x2122;re seeking story leads MASUCCESS is seeking reader tips and leads to nd successful school owners in the U.S. and Canada. If you know of a highly successful single- or multi-school owner who you believe can teach our readers the tricks of the trade, please submit his or her name, a brief description of his or her degree of success and his or her contact information. We will follow up on all legitimate leads. Please email your leads to John Corcoran, Managing Editor, at jcorcoran@masuccess.com. jc

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A TEAM OF

BL ACK BELTS Does Not Equal A Black Belt Team! You’ve probably heard that “TEAM” stands for “Together Everyone Achieves More.” Organizations love the “achieving” and “more” par t of the acronym, but everyone still struggles with the “together” par t. Dr. Nguyen “Tom” Griggs of TNT Jujitsu in Houston, T X, has been able to use his multiple backgrounds in mar tial ar ts, education and business to develop black belt leaders and high-functioning teams. Here’s how he does it. By Dr. Nguyen “Tom” Griggs

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Education and academic achievement are important to me and the TNT Jujitsu community.

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Happiness and Success Are Your Choice A man goes to the same diner three days a week for 10 years. He always eats the greasiest, fattest and unhealthiest items on the menu. Eventually, he develops some pretty severe health problems that require hospitalization and result in expensive medical bills. So, the man decides to sue the diner, claiming that their food made him unhealthy. He and the lady who owns the diner appear in court and the judge asks them to explain their grievances. The man says, “Your Honor, this lady’s business willfully and intentionally fed me unhealthy food for over 10 years, and now I want compensation for my pain and suffering. It’s her fault for making and selling that terrible food to me!” The diner’s owner exclaims, “Your Honor, this is crazy! He came into the diner for 10 years, three days a week and chose those dishes! No one made him eat that food; he chose to order those items!” Now, if I asked you about your thoughts on this case, most of you would say it sounds crazy and silly. The diner offers a variety of dishes on its menu. While some of them are un-

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healthy, the customer chose to eat the bad dishes that caused him to have health problems, right? Well, consider this: How many of us go to our schools and gyms where we willingly choose to interact with others in unhealthy ways? Just as the man in the story chose the bad items from the menu, we decide to show up in an unprofessional and unproductive manner. Consequently, when disagreements or tensions arise, we blame others for the school’s problems when we actually chose to contribute to the chaos. Often, I have a very common but odd experience when I’m presenting a seminar. At some point, a person who is in a non-leadership position and someone that is in leadership position from the same organization will confide in me the same existing problem — but at differing times. That problem is, the company really needs my help because of incompetent leadership and clueless/ useless workers. Each side sees the other as being problematic, insubordinate, micromanaging and, basically, the worst! But it’s clear that both sides need help. In fact, all of the people I have worked with want to learn how to be part of a black belt-level team with black belt-level leaders. Yet, just as with the diner story, both sides choose to perpetuate problems that will eventually become costly and painful for everyone. Let’s examine team models and how to choose success and happiness.

Patchworks, Rock Stars and Old-Schoolers There are three primary types of team models that I have experienced during my life in the martial arts. This listing is by no means comprehensive but it does provide a good starting point. Around 1994, a friend and mentor named Ned Cherry took me to his aikido dojo. I had just developed an ulcer from college-related stress, and a recent breakup had me in a bad place emotionally. Ned assured me that aikido would be very helpful to me, and I’m grateful to him for introducing me to martial arts. When I got to the dojo, I was amazed to see a variety of people working together, getting thrown around and having their joints twisted. The sensei moved between each group making corrections and had a sense of seriousness and warmth. His black belts helped the lower belts and would find time to train with each other.

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This example of teamwork is what I call the “Patchwork” model. The sensei would tell the class about their techniques and everyone simply trained and helped teach as needed. All the higher belts understood what was asked of them, and helped to build the knowledge “quilt” by teaching techniques in the way that they felt was best. In schools with an informal and easygoing teaching style, this team model works nicely. However, it can also be problematic, because it’s very easy for things to get too loose and unstructured. Teams may lack a sense of uniformity resulting in confusion about leadership. Also, instructors and students can start to play favorites and some-

An emphasis on the basics at all times is a component of our success.

times cliques can form. One solution for Patchwork problems is to establish a strong hierarchy and teaching foundation for all instructors. Additionally, make sure that the students know the hierarchy, and have your instructors work with different groups to keep things varied. After aikido, I attended several schools that were competition-based. I soon discovered that the students who won medals or trophies were given teaching and leadership roles. This is known as the “Rock Star” team model. These people have some level of rank and usually teach according to class/age levels. But, they attain leadership roles through their accomplishments in competition. A major benefit to the Rock Star model is that your team of instructors and leaders knows what it takes to win. The flipside of this model, however, is that there’s an assumption that winners are leaders and teachers. Whether you’re a great competitor or a top sales earner, it doesn’t necessarily make you leadership material. If you want proof,

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look at the programs and materials focusing on instructor training and leadership development. Medals, trophies and titles show your ability to beat — not teach and lead — other people. A way to remedy Rock Star-related issues is to expand your requirements for teaching and leadership roles. Depending on the age range of your students and instructors, elements such as academic performance and non-martial arts based components can add more depth to your instructor pool. Remember, a winning attitude can take you farther than being in first place. The last model is quite familiar to many martial artists and one that my current school uses. When I came to TNT Jujitsu, which teaches traditional, Japanese jujitsu, I was impressed by the level of respect and formal etiquette. Instructors and leaders were expected to put their time in learning steadily and methodically. Many of us know this model as the “Old-School” way of doing things. The Old-School model emphasizes attention, focus and patience, thereby allowing people to bond and learn the curriculum. One of the main problems with doing it “Old School” is that teams can become very much like exclusive clubs. People that want to contribute might feel excluded and not valued, because they haven’t put in enough time or they’re not part of the leadership team. An obvious solution for this is to hear people out, no matter what their role is in your school. A related problem is that some Old-School thinkers tend to adhere to the “If-itain’t-broke-don’t-fix-it” mindset, which can hinder innovation and change. At TNT Jujitsu, we’ve had some issues with Old-School thinking, but we’ve made great strides in being more open and inclusive. We implemented one solution to deal with this problem. We allow a student or parent to try his or her idea out (depending upon the idea) on a smaller scale and showcase the results. If we see an idea working, then we explore and implement it further. All of these models (Patchwork, Rock Star and Old-School) teach us several valuable lessons. One lesson is that all schools and gyms have various models of teamwork, and we all probably are a blend of these types. Secondly, no model is perfect. Being fluid, but grounded in your mission, is a key to helping create successful teams.

Creating Black Belt Teams Just as great leaders are created, developed and nurtured, so are black belt teams. When you plan on building your black belt-level team, you need to look at several factors and take a few steps that are simple and helpful. The following is a short list of concepts and practices you can use to help build or strengthen your teams. Ask great questions and actively listen to the answers. The premise of John Maxwell’s Good Leaders Ask Great Questions is that successful leaders improve and develop themselves and their people through the asking of outstanding questions. It’s very helpful to be thoughtful and reflective before asking questions of your team. Often, we can come from a “reactionary” rather than a “responsive” mindset. Doing so results in interactions that cause hurt feelings, create resentment and lead to pushback from our people. So, if your questions are coming from a good place, then you’re more likely to get

Receiving my doctorate. It took nine years, but I did it!

meaningful answers and not drama. Another aspect of great questions is to ensure that, as a leader, we accept being questioned by our people, too. Despite the history of many martial arts, the days of absolute devotion to the instructor without question are over. The value of listening to and answering questions from your team cannot be overstated, especially if you’re trying to create and maintain a great team. If you want an example of some truly great questions, look at these three from legendary college football coach Lou Holtz. He asked his team these questions regularly to gauge where they are and who they are: 1. Can I trust you? 2. Do you care about me? 3. Are you committed to excellence? Now, think about the type of conversations and growth that can happen using questions related to the sentiments of trust, care and commitment. Perform a needs and skills assessment of your team. What skills, traits and abilities do you need your team members to have in order for your school to become successful? Do you need more social me-

As a leader, if you won’t listen to what [your marketing people] are telling you and take their advice accordingly, then you’re wasting their time and yours. Since marketing is a broad field, something to keep in mind is how many successful campaigns has this person been part of and what was his or her role in the campaign?”

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A major benefit to the [competition-oriented] ‘Rock Star’ model is that your team of instructors and leaders knows what it takes to win. The flipside of this model, however, is that there’s an assumption that winners are leaders and teachers. Medals, trophies and titles show your ability to beat — not teach and lead — other people.”

What remains of my childhood home. For safety reasons, the City of Houston would later demolish it.

With my Sensei, friend and the owner of TNT Jujitsu, Hanshi Torey Overstreet.

BUILDING BLACK BELT TEAMS A team of black belts (literally or figuratively) doesn’t equal a black belt (performance-level) team. Time and again, I’m asked: 1) What is a black belt team, and 2) How do you create a black belt team? First, let’s describe a black belt team using the work outlined by Jim Collins in his book, Good to Great. Collins and his team identified the factors that made some companies good and others great. One distinction that he made is: Being a good team is actually the enemy of being a great team. For Collins, good is the enemy of great, because being “good” means a team or organization will settle

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for less than what they could achieve. But the effort to become great means people will undoubtedly become uncomfortable because of the tough requirements. Collins notes that discipline (something all martial artists should practice) in our people, thoughts and actions helps to achieve greatness. The following is a short, non-comprehensive list of areas that Collins identified as being essential for teams to be great: Communications. They communicate so well that everyone seems to have telepathy. Everyone knows his or her roles, can readily ask for help or offer advice to another team member almost

instantly. No assumptions! The team asks and tells for complete clarity. Technical Skills. The team members can actually do their jobs and other members’ jobs if needed. From working the front desk to teaching a private lesson, another team member should be able to help out or fill in should you need it. Mentoring/Training. Black belt teams develop through constant learning, practice and improving their craft. They also focus on helping each member of the team grow and mentor the next level of team members. Your knowledge is a gift and, like gifts, you need to share it with others for everyone’s benefit and growth.

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dia proficiency? Is there a shortage of help for special events? Or do you need more instructors for growing numbers? Perhaps you require more administrative and clerical abilities from the front-desk person. Understanding your needs and skills-based issues will help you create the right team or better develop your current one. A classic example is having people on your team that have marketing backgrounds. These people may be instructors and work in the marketing profession. But keep in mind that if you ask them for help, they will tell you things from their perspective and experience. As a leader, if you won’t listen to what they’re telling you and take their advice accordingly, then you’re wasting their time and yours. Since marketing is a broad field, something to keep in mind is how many successful campaigns has this person been part of and what was his or her role in the campaign? Lastly, when you assess your team’s needs and everyone’s skills, keep these points in mind. Remember that everyone does not see how good Some of our Black Belt Team members. he or she really is. Also, people cannot always see their potential as you see it. Consequently, they won’t see themselves as you see them. Finally, some people are very skillful, but want to keep that part of them separate from other parts of their life. At TNT Jujitsu, we have had several team members, students and parents over the years that were talented artists, writers and musicians. But trying to get them to consistently use those skills for promoting and growing the school has been tough. We all know people in our schools that we have tried to encourage or even contract to write a mini-comic strip, develop a children’s book or create a song/jingle for us. Sometimes, we can confuse their hesitance or reluctance with not caring or being uncommitted. While that may have been true in some instances, sometimes people just want to keep certain parts of their life separated. People also may not see in themselves what you see in them; that takes time. You cannot change their minds and the more you push toward it, the more you can push them away. If you’re patient and keep looking, other talented peoTrying to bring more of the “art” in martial arts with our black belt class. ple will emerge and gladly help in those areas. pig — oh, the pig — definitely made a 100% commitment to Gauge everyone’s commitment level. One thing I enjoy doing with breakfast.” clients is providing them with experiences that are fun and insightful. In the same fashion, a black belt team should understand Here’s an example: The next time you have your team together, bring and know every member’s level of contribution and comup the topic of breakfast. Ask them, “Hey, when it comes to breakfast, mitment to growing and maintaining a successful school. which animal would you rather be? The chicken or the pig?” Everyone can contribute and be committed, but that does Don’t answer any “Why?” or “What do you mean?” responses. Just not mean it will look the same for every team member. How keep asking them the same question until everyone answers. When many times have we seen people move up in our schools and all of your team members have given a response, tell them, “Well, then go through life changes that required us to adjust? the chicken made a contribution, because it gave some eggs. But the

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This happens regularly, because our greatest job is to make sure that every time a person comes through our doors, he or she leaves just a little better than when they entered. My amazing wife, Kimberly, is an interior designer and she taught me about the principle of “sustainability” by describing it in one question: “Did you leave it better than you found it?” For school owners and team members, I ask you, “Are we leaving people better than when they found us?” If you keep this idea in mind when you’re looking at people’s commitments, trust me. They will be loyal and support the school for many years.

A Black Belt Is Supposed to Stand for Something For the 23 years that I’ve been training in martial arts, I always believed that having a black belt signified something special. For me, the black belt represents growth, a focus on character and a rudimentary level of mastering the basics. In my business, I’ve learned that getting people to work effectively together — and understand what is required and needed of each other — is akin to herding angry, hungry cats! It’s not an easy task and, often, quite stressful. But I believe in my instructor, friend and mentor, Hanshi Torey Overstreet, TNT Jujitsu’s owner, when he wisely tells us, “If you can successfully operate in chaos, you can do anything.”

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My martial arts life reflected my personal life, in that it was non-linear, disorganized and filled with heartaches and hard times. One of my biggest motivations for the work I do simply comes from my upbringing. The neighborhood I grew up in was drug-infested and violent. The number of people I personally know that are dead, serving long prison sentences or permanently damaged from drugs and related crimes is appalling. I grew up seeing the effects of selfishness, non-communication and a focus on personal gain. Just as it ruined my old neighborhood, that same negativity continues to hurt teams, families and communities alike. One thing that guides our TNT Jujitsu community is something we call 1-7-12. For us, this stands for our one dojo creed, our seven tenets of jujitsu and the 12 jujitsu principles. Many traditional schools have similar ideas and statements such as respect, honor and integrity. We make it a point to discuss and live our philosophy with all members of our community. Had it not been for Hanshi Overstreet and my community/family at TNT Jujitsu, I know that I probably would have not earned my doctorate degree. And also, in many ways made it through some very difficult, personal struggles. Please know that I am not trying to preach or lecture to anyone. Allow me to share a very personal story that illustrates the value of

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Working with some of our Lil Dragons

excellent teams and leadership. My dad fell into a coma in April 2016 and eventually passed a month later. My mom is Vietnamese and, even after 45 years in the U.S., her accent is still thick and her understanding of English can vary. Now, imagine a team of doctors trying to explain medical procedures and directives to someone with limited English proficiency that is grieving and scared. The medical team and administration always made sure to communicate everything to my mom with a translator. They were patient with her and us and, most importantly, they were compassionate while still focusing on giving my dad the best care. While none of this brought him back, it did make the month-long process of his passing easier for the family to bear. That focus on doing a great job and delivering the best quality of service is what our clients expect of us and what we should absolutely demand of ourselves. As I close, I simply ask that you consider the following questions. Ask them of yourself and your teammates: “What does that black belt mean to you?” “Which standards should a black belt follow?” “Do you feel that I am living up to those standards? How about your teammates and, last, yourself? Remember, just as the man chose to eat unhealthy foods and the diner owner decided to put those dishes on the menu, happiness/ success is a choice. And all of our choices do indeed affect everyone around us. So, please choose wisely, my friends, and continue to

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Find Your Inner Black Belt®. m Dr. Nguyen “Tom” Griggs works with organizations to develop black belt leaders that others want to follow. He specializes in the areas of Teams, Leadership and Conflict Resolution. His company, Lead Connect Grow LLC, is based in Houston, TX. He can be reached at tom@ntgriggs.com. Through the newly-enhanced MAIA website, you can access nearly any piece of information, from A to Z, about what you want to help grow your school. You can search by month or by keyword to find exactly what you need. Visit www.maiahub.com to find other great features available only online. e

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PAID ADVERISEMENT

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PAID ADVERISEMENT

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YOUR FUTURE AT CENTURY MARTIAL ARTS, LLC. Century is looking for remarkable talent to join our ever-growing company! Here at Century, we possess a tight-knit culture that fosters a creative spirit. We offer professional and personal growth with the opportunity of longevity. Please check out our website for current positions or reach out to our HR Recruiter if you’re interested in a proactive application! We have a high-energy environment and pride ourselves on the great benefits of becoming a part of the Century team!

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• Paid time off and 8 paid holidays • Tuition reimbursement plan • Product discount • Free on-site martial arts classes • Free on-site weight gym • Near-site care clinic

Check out all available Century careers at http://www.centurymartialarts.com/careers Send your resume to aleewright@centurymartialarts.com and mention this ad! Join the Century Martial Arts Talent Network today and stay up-to-date on our openings as they continue to become available! Please visit http://www.jobs.net/jobs/centurymartialarts/en-us/

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SCHEDULE-AT-A-GL ANCE 2018 MARTIAL ARTS SUPERSHOW FRIDAY, JUNE 29

3:00pm - 8:00pm

Pre-Conference Event (Pre-Registration Required)

SATURDAY, JUNE 30 8:00am - 6:00pm

Pre-Conference Events (Pre-Registration Required)

3:00pm - 5:00pm

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SUNDAY, JULY 1 8:00am - 6:00pm

Registration Desk Open

8:30am - 12:30pm

Martial Arts Business Forum - Small and Large School (Pre-Registration Required)

12:45pm - 1:15pm

New Attendee Orientation

1:30pm - 5:30pm

MAIA University Instructor College with Dave Kovar (Pre-Registration Required)

2:00pm - 6:30pm

Tradeshow Floor Open

4:30pm - 6:00pm

Welcome Reception

7:00pm - 9:00pm

Opening Ceremony

MONDAY, JULY 2 7:00am - 6:00pm

Registration Desk Open

7:00am - 8:00am

Early Morning Workouts

8:00am - 6:00pm

Tradeshow Hours

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Seminars Scheduled

TUESDAY, JULY 3 7:00am - 5:00pm

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Exhibit Hall Closes

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LEARNING THAT MAKES A DIFFERENCE WITH THE INDUSTRYâ&#x20AC;&#x2122;S MOST RESPECTED TEACHERS

STEPHEN HAYES

DAVE KOVAR

MELODY SHUMAN

JASON FLAME

NGUYEN TOM GRIGGS

MIKE METZGER

ABID BENWALI

ROBYN SILVERMAN

EYAL YANILOV

ADAM PARMAN

ROBBY BEARD

TOM PATIRE *Subject to change

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SPEAKERS

JASON HAN

BARRY VAN OVER

ERIC SANTAMARIA

HARINDER SINGH

DARREN JACOBSON

BILL WALLACE

SHANE TASSOUL

KURT KLINGENMEYER

FRED DEPALMA

DAMON GILBERT

CHRIS RAPPOLD

APOLO LADRA *Subject to change

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SPEAKERS

TOM SCOTT

STEPHEN REINSTEIN

RONDY MCKEE

AARON HENSLEY

BENNY URQUIDEZ

HERB PEREZ

MIKE CHAT

*Subject to change

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Sword Focused Group Fitness

Let the Sword Speak We believe that everyone has a warrior within. We honor our sacred ancestors and learn from the wisdom of those who moved before us. We invite you into the world of swords, alignment, and cutting edge health. Receive a FREE complete Jungshin Athletic Flow workout and a warrior teacher t-shirt with your purchase of a Jungshin long and short sword (2 short swords) combo pack. Your discounted price = $189.

Warrior Package Valued at $249!

Are you interested in learning the art of Jungshin Fitness, teaching, leading, and launching a new fun fitness format in your studio or dojo? Please join us for the next teacher training at CENTURY headquarters in Oklahoma on May 5th and 6th, 2018. Use SWORDFITNESS to redeem your 25% discount, warrior! For your VIP sword package and/or teacher training, please visit, www.jungshinfitness.com/centurymartialarts

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TURNING POINT

David Johnson:

Seeing the Value of Character-Building BY HERB BORKLAND

IN THIS INSPIRING MONTHLY COLUMN, WE EXAMINE THE PIVOTAL POINT IN A PROMINENT BLACK BELT’S CAREER THAT TOOK HIM OR HER ON TO MAJOR SUCCESS IN MARTIAL ARTS BUSINESS, SPORTS OR FILMS.

Professor David Johnson of Fresno, CA, began martial arts training in 1959, studied over a dozen styles, and created Seieido (The Elite Path of Mastery), what he calls “one of the world’s most complete self-defense systems.” His International Seieido Federation developed the Internet’s first complete online martial arts-training program. Johnson, who has a law-enforcement background, is certified as a weapons, weaponless and firearms instructor by more than a dozen national organizations, including the Department of Justice and POST (Peace Officers Standards and Training). He also has a MBA from National University and is a licensed California real-estate broker.

David Johnson: I grew up in a nowhere California town called Dickson. My popular father, the unsworn mayor, was the town’s only real-estate broker and also owned a restaurant.

DJ: Seeing the value of character-building. I went to all the

Herb Borkland: How did you first hear

DJ: After an appearance in a magazine article, a casting director called

about martial arts?

DJ: I was a child tap-dancer at the town fair and, in 1959, the follow-up act was a martial artist who asked for a helper. He showed me how to judo-throw him, and everybody went, “Ooh!” I hitched rides and mowed lawns to pay for lessons in a class 40 miles away. Later, I studied shotokan at Travis Air Force Base. When I went into law enforcement, I had the honor of studying with Ralph Bedford, a famous police aikido instructor. My schools, the magazine covers, entry into five Halls of Fame, and the movies I acted in were all because of his impact on my life. I studied TKD in the early ‘70s, then left for Fresno in 1977. Until ’83, I studied aikido part-time for 11 years, a few years in kung-fu, and also more TKD with the legendary Edward Sell, the first American to get to high rank. I left my law career to open my first commercial school in Madera in 1984. I was involved in church and, as a youth pastor, a whole group of kids wanted to train with me. I worked as an accountant until my student base let me become the largest school in Central California.

HB: Turning point?

tournaments and won all the trophies. The next stage was this huge opportunity to positively impact the character of young people.

HB: You have also been a successful movie actor. me for an audition in Fresno. I got the part. I’ve done 11 pictures, gotten to work with famous amazing actors, and, at the Cannes Film Festival one year, I was in three movies. By 1996, I had a Hollywood agent, but there were so many talented people! I went back to school, finished a degree in psychology, got two masters, and am going for my doctorate.

HB: How did Seieido come about? DJ: Seieido is a blend of all the arts in my life, after I threw out what was not practical. It started in 1984, basically for law-enforcement and executive-protection officials. I body-guarded Cher and Eddie Murphy, so I was aware of both professions’ needs. Seieido is now worldwide: South America, Argentina, Uruguay, Germany and Brazil. I never asked for a penny, by the way. I told one instructor, “Your success is paramount; therefore, mine is automatic.”

HB: Future? DJ: Millennials don’t show respect — that’s not good! Techniques are great, but don’t forget to include character development. We, as instructors, have an opportunity most people, even college professors, don’t have. Masters and grandmasters may be the only ones left who have the great opportunity to make a difference in the future. e m H erb Borkland can be reached at herbork@comcast.net.

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