So. we're wrapping up this series on dojo basics by talking about future planning, which is more or less the final step in building a successful, stable, profitable martial art school.

However, it's also the step that sort of solidifies and reinforces everything you've done in the previous steps. The reason for this is simple: you have to get your shit together when you're planning for the future.

We've already discussed "tidying up" your business, which involves staying on top of your books, numbers, and profit margins. And, we've also discussed systems.

Now, let's talk about training staff to replace you.

The Replacement Killers

I've already spoken about hiring and training staff in this series, so I'm not going to belabor the topic here. However, what I will discuss is the difference between hiring any warm body to fill a role, and hiring people to replace you, the dojo owner.

In many cases, we martial arts instructors are control freaks and perfectionists... and more often than not, about the wrong things. Rather than being perfectionists about our bookkeeping and our dojo's public image, instead we fuss over the exact order in which warm-ups should be done, or whether our Pro Shop displays look "warrior" enough.

Those things are menial and mundane details that have little to no bearing on how your business functions, or even the quality of your programs. So what if an assistant instructor decides to do burpees instead of jumping jacks in your warm-up? So what if your office staff makes pink signs for a Pro Shop display for Easter?

Honestly, who cares? What matters is whether or not they are conscientious and dedicated in carrying out their duties. Just be thankful that they care enough about their job to take initiative in their work.

See, you don't just want replacements -- you want killers. Professionals, who are confident in their abilities and who take pride in their work. And frankly, if you bitch and gripe at them over every little detail, you're going to take all the fun and pride out of their work... and eventually you'll chase off your most competent help. 

How To Train Killers

If you want a staff of professionals working in your dojo, then you have to train them to be killers. Not killer assassins or fighters, although that would be kind of cool. No, I mean you have to train them to be confident they are the best at what they do.

If they're on your teaching staff, give them lesson plans, outlines, and rank maps to follow, and make sure they know them back and forth. And, spend time training them each week on the finer technical points of your art and teaching system.

If they're office staff, teach them how to close sales, then pay them for doing so. Nothing makes a person feel better about their work than when they experience success daily at it and see the results on their paycheck each week. And it goes without saying that you should compensate your teaching staff well, too.

Finally, recognize them for what they do. Build their confidence. Treat them like students in the sense that you focus on what they're doing right, not what they're doing wrong. Encourage them when you see them doing well, and they'll naturally try to improve even more. Inspiring people is not such a hard thing to do; simply be kind and recognize their efforts, and you will inspire your workers.

And finally, remember that your staff will follow your lead. If you want staff members who care about your students, you have to show you care. If you want your staff to be detail-oriented, you need to be the same. Lead by example, and if you hired right your people will follow.

Looking At People As Investments

That's how you train staff who are loyal and who are capable of replacing you. With such a staff in place, if you experience a personal crisis that requires you to be away from your dojo for a time, your business won't also experience a crisis in your absence.

Ultimately, you need to view your staff members as valuable assets that you invest time and effort into. Sure, not all of them will stick around and make working for you their career. But those that do will see you through the rough times, and they'll pay you back many times over for the effort you invested in training them.

Just remember that you need to have systems in place first to make this happen. When everyone has a role, they know that role, and they know what they need to do to fill it, things tend to run a lot smoother than when there are no guidelines in place.

So, once you get to the future planning stage in your business, work on your systems and then train your people in them so they can replace you. That's how you develop a business that you can work on instead of in, and that supports rather than detracts from your lifestyle.

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Tomorrow I'll be back to talk about the final aspect of future planning, which is getting certain financial and legal instruments in place to protect you and your dojo.