0345 | Shane Foss

Hi, this is Shane Foss, CEO and founder of Hooray Health. You can find us@hoorayhealth.com you are listening to me on EA interviews.

EA interviews, episode 345, inspiration, transformation, success stories and the imperfect action round. Seven days a week, join Mario Ficcini for today's expert authority effect. Interview your health, if you have it, you have a thousand dreams in the world, a thousand goals in the world. If you don't have it, you only have one. And that's why I'm excited to have Air Force veteran and CEO of Hooray Health here, Shane Foss. Because whether it's your personal life or business, and we're going to talk mainly about business, but if you don't have your health or good health care, you're really not in the best position for a bright future. I'm going to bring them up right after we thank our sponsor. Every business needs a book, including yours. And that's why I'm launching my new book to help you, regardless of where you think your current writing abilities are. Visit eapublishingmethodbook.com today to learn the seven steps to publish and promote your nonfiction, lead and profit generating business book in eight weeks. Once again, that's eapublishingmethodbook.com Here he is, ladies and gentlemen, Shane Foss. Shane, how are you feeling today?

I'm doing great. Mario, how are you doing?

I'm excited to hear what you have to say. I'm always doing good, always feeling great. But I love learning and it's one of the reasons I love doing the show and having great people on such as yourself, because I have my area of expertise with publishing and marketing and you have yours. And I'm excited to learn myself and ask questions for expert Authority world. So my first one would be why is healthcare important, especially in a business setting?

Well, you know, when you look at your health, I think you said it great, you know, in the intro, which is if, you know, if you've got great health, you have all these aspirations, but if you're sick, you're thinking one thing, how do I get better? Well, as an employer, if your employees are unable to get the healthcare that they need, go see a doctor. Guess what, you know, they're not at work or they're underperforming, they can't do their job, or if they're worried about the financial stresses, that all has a huge impact on the business. Billions and billions of dollars a year when you put it across the US Economy So health insurance coverage for your employees is incredibly important for the success of your business.

When should you start looking at it? Whether if you have one employee, 50, 100, what do you recommend to people?

Well, I think you need to start looking at it right away because so when you're a startup, right? So if you look at the different phases of your business when you're a startup, it's really important to attract talent to come in. And if you're able to with some of the new tools today, like the Ichra where you're able to put money aside tax free for the employee to go buy an individual plan, you're helping them buy something. Or whether you get to your next phase of your business where you have 50 plus employees, where you're legally obligated under ACA to offer a qualified plan, it's never too early. It really, you know, because your goal is always to take care of your employees because they're the ones that take care of you. Right. So I think, you know, starting with employee number one, which is you, you know, you should take care of yourself. And so I think having, looking at health insurance options is always going to be really important.

I heard something that piqued my interest. What's this 50 plus year required ACA.

Oh yeah. So that's the, you know, with, with the ACA Obamacare, they put it in place that legally, once you, once you get above 50 full time equivalent employees that you legally need to or you're legally obligated to offer an ACA qualified health plan to your employees. So that is A, otherwise there's part A and part B penalties and so you qualify for those penalties. And the part A penalty, which is nicknamed the hammer penalty, they actually.

If you have 50 employees, you multiply that times. Right now I think it's right around $2,700 this year as 2570 last. That's a lot of money. And so when you look at how.

From starting a business and you get to that next step, which is 50 full time employees, it's usually a great time. But now you're adding in a little risk from a cost standpoint if you don't offer health benefits, and some people.

Don'T know that, if my math is even remotely close, that's about $125,000.

Yeah. Oh absolutely.

As the penalty. Is that why you call it the hammer? Because it's.

Yeah. And then the part B penalty is if you offer what they call a minimum essential coverage plan, which is a very low cost plan to kind of get you your preventative services. The next one is then if your employee goes to the exchange and gets. Buys a plan and gets a subsidy, then it's a much less. Less lesser penalty. It's $3,800 per employee that goes to the exchange to get a. To get a subsidized plan. So it's not as bad, but.

You know, it's still a penalty. So a lot of people will do the math when they have 500 employees that are making 10, $12 an hour, and they're like, well, if I have to Pay, you know, $300 a month for somebody, or $3,600 a year, or I can pay $2,800 or $2,700 for the part a penalty, you know, I'll take the penalty and I'll save some money. What we do is we go in and show them, hey, look, we can do it much less expensive than that and give them a rich benefit that really helps them and really aligns with your business goals.

Well, I definitely want to dive deeper with that because I would think every business owner, obviously that's successful, is looking at the numbers, but you have that heart component of. And not like healthcare heart. I mean, if you're sitting there going, it's 36 versus 26, it's not that big of a difference, but times hundreds and hundreds of people, it is. However, they still don't have coverage if you don't get them anything. So it's like, do you. Do you. Are they literally just a number to you or transactional or. You know, you know what I mean? It's like, I would hope everyone would want to if you have actual employees. So how does this come into play when a lot of companies now are doing remote stuff with contractors versus employees? And do you see more people moving to this model versus having. You know, I remember I had a goal when I started out years ago, decades ago, and it was like, I want to have 100 employees because that. The only image of business I had was, you need an office, you need a fleet of cars so people can drive around, and you need employees. And basically all of those are false. Nowadays, depending on the business and the business model, there's new ways to do it. So that paradigm shift of, do I need all these employees? Do I need a building? Do I need a car or fleet of cars? I was actually looking forward to those because they were going to be cool, but you know what I mean? It's like all this Lamborghinis. Yeah.

Escalades. Driving around and take people to dinners. You know, I had just these images of actually the Lambos would be cool, but I was trying to keep it somewhat cost effective. You know, my image of business was like 1950 to the 1990s, early 2000s, where that's like what people did. That's how you have a successful business. No, that's how you have a lot of expenses. And it may or may not result in business.

Right, Exactly. Well, you know, unfortunately, there's a lot of business owners out there that, you know, they, they don't care very much for their employees. But for the most part, most employers are really good. And, you know, it's, you know, it's funny because when you talk about business growth.

There'S a lot of businesses out there and business owners that really don't focus on the development of their people. They don't, you know, they make all the decisions. They're the business owner, they're the top salesperson that, you know, there's not a lot of empowerment going on. We've all seen it. We have friends that are like that. And so you struggle a little bit, right, as a business. And so, you know, what we see is that the businesses that really do care for their employees are even though they can't afford major medical. Right? Which is, look, that's a reality today and it's going to continue to get worse. And so a lot of people accept that. And if they, but if they, they know that when you're offering a product that is, it's thoughtful, it covers their basic needs, yes, it's a little bit less than major medical. It doesn't cover as much, but they're putting their time, energy and money into offering this product. It goes a long way with employees. And, you know, the reality isn't, you know, Gallup does so much good work on employee engagement. And you know, that is a huge, huge issue with employers is employee engagement. And so if you don't have engaged employees, you know, you're, that they're paying for it one way or the other. Right. They may think, oh, I'm not paying, you know, I'm not paying the full amount, but they are. And so, you know, it's our job as benefits consultants to go in there and work with the employer and help them realize, hey, look, there's, there's some goodwill in here. There's, there's some other things that happen. A lot of people don't understand the financial stresses of a low paying job. You know, if you're making $20 an hour. One in five Americans are sent to collections for an unpaid bill, medical bill, every year. Right. You got 62% of all personal bankruptcies are due to medical related bad debt. You have people today that will not go see a doctor because they have no idea what it's going to cost. And they're getting sent to collections for bills that. It just doesn't make any sense. And so our system is broken. And so.

You'Re basically leaving your employees out there to fend for themselves. And a lot of times they need some help and it can be a huge distraction and an additional cost to you one way or the other.

How do you help people decide what's the best in their case? Have you ever once said in your scenario it's better not to have the healthcare coverage because it's just so astronomical and you are better off taking the hit? Or do you always try to find or do you have the ability to create a plan that. Because if you said 2,700 a person.

Yeah, it's about 2,700.

Okay. So that would be.

About 200, 250amonth.

If you've got 100 employees, it's 270,000 a year.

Okay. So you're, you're, are you always able to find a plan that's 200 to 250amonth that makes sense or less?

Yeah, that's what Hooray Health does. That's what our company, we were founded on. We're not major medical. We don't even sell major medical. We have, we have a bunch of partners that we would put in as a major medical component if we were, if, if it was the right fit for the employer. We're usually brought in by that consultant to say they can't afford major medical, but they want to offer something. And so Hooray Health. What we did was, basically what we did was we created a.

I call it minor medical plan, fully insured product that takes care of the basic everyday and urgent healthcare needs they need. So we have a wellness component to it, we have a sickness component to it, and we have an accident component. And what we did was we took the CDC data that's readily available and we built a plan that covers what the majority of people go through in a given year, which doesn't include cancer. Right. So our clientele are typically under the age of 45, definitely under 65. But the rate of cancer, there's a tenth of a percent percentage. Okay, so we don't cover cancer, but guess what? We cover accidents. We Cover the sickness. We also, we added technology around to make, because we want to make the product easy to use. And one of the biggest issues in medicine today or the delivery of healthcare is this coordination. Right. So if I go to see a physician, where do I go to get a prescription? Where do I go get an X ray or a lab? So we try to take that coordination. We put in our mobile app and we also created a provider network. That is the Hooray Health Provider Network. That is, it's a $25 copay, no balance bill. Right. When was the last time you heard that $25 copay, anything done under the roof of that urgent care or retail clinic? So CVS, Minute Clinics, Walmart clinics, we have 14 of the top urgent care businesses in the United States contracted. But we provide a opportunity for Americans to go see a doctor in an urgent care for $25 and not worry about a balance bill. And the reason I created that network was I had a back issue and I went in to an urgent care and I ended up UnitedHealthcare at the time, great plan. I had like a $6,000 deductible. The copay was $75. I went in and I said, well, what's your global fee? Because I haven't even seen a doctor this year. So I had the full deductible left and they said it was $150 global fee. Great. Well, I went in, they took an X ray of my neck. They found what they thought was a bone spur and they assumed it was near irritating the nerve root coming out of the neck. And so my shoulder, my back were seized up. It was like I was flexing. Well, they gave me two injections, a muscle relaxer, anti inflammatory. Three weeks later, I get an $800 balance bill. Mind you, they were in network. So when I called them up, I said, hey, you're in network. Why am I, you know, it should have been 150 bucks, which I paid. What's going on? Well, we got a carve out. Well, that's one of the big ugly secrets that's going on today is the, the carriers have really, since we've gone to this high deductible, they don't worry about the little stuff anymore. So the providers are now like, well, we're going to carve this out. We're going to carve this out. So since it was a carve out, I knew that I could negotiate the bill down. So I negotiated to like $70. Well, where does that make sense, right? I mean, I have you know, it just doesn't make sense. That's like me walking into Walmart buying a gallon of milk for $5, going home, and then Walmart sending me a bill for $800, you know, for what? And then me calling Walmart saying, all right, you know, I'm not going to pay 800 bucks, I'll pay you 70 bucks. Where does that make sense? Right? It doesn't. And so we created this network that it's $25 copay, no balance bill. And so we get, we get, we protect the people that need to get protected.

That's fantastic. Because the other thing I was thinking of is most.

I don't want to pigeonhole anyone and I don't have the stats, but I would say most. I'll just say most people, when they get a bill, unless you're in business, they really don't know how to negotiate. They don't know to ask. You had that benefit and good for you for going to the 800 to 70. That's phenomenal. However, you paid 150 plus 70 when you thought it was still going to have to be 150. So it's still, it's like.

Smaller kick in the throat, but it's still like you said, why did this happen? So my question is, how would you differentiate minor medical to major medical for someone who doesn't know the difference?

Sure, absolutely. So we're what you call a first dollar coverage, which is an indemnity benefit. So we really have two benefits with us. We have an indemnity, so we pay a fixed amount. And so my network contracts are for fixed payments which match up with our benefits. Okay, but if, let's say they went out of network, so they went to a physician that was not in a network, we would pay $175 for that visit, which is a significant dollar amount.

Then the other side of it is you have major medical. So major medical, what they would do is we're first dollar coverage, their last dollar coverage. So you have to meet your deductible before they pay anything. Does that make sense?

Yes.

So in other words, so with your.

$6,000 deductible, if you had $4,098 of stuff, they're not even going to pay it.

Correct. Which is why they've really, you know, I'm not saying it's purposeful, I'm just saying they've really dropped the ball on those lower cost items. So they've got a lot more carve outs. And, and so it's a. Yeah, it's just, it's. The other thing that we do is we have what's called an accident medical expense policy that works with our indemnity and that is $5,000 $0 deductible. So if I have an accident. So a great example, I had a.11 stitches in my hand about last May, and my son drives me to the er, takes me in, I give him my ID card, they identify me as having insurance, right. So they, they bill our third party administrator after they stitch up my hand. And our, the bill came in, it was an EOB explanation of benefits came in to me three weeks later and it was for $0. And the total bill cost was $980. And our plan paid 100% of it. And it, you know, that's, I'm sorry.

You had needed stitches in your hand, but that's a cool outcome for the medical side.

Yeah, yeah. I mean, it's, it's a, you know, we, you know, we've been in business now going on five years, you know, just over four going on five. And every year our goal is we want to get better micro improvements on our process. You know, I give my wife a ton of credit because, you know, she lets me know it because we've been, we've been on the plan the longest right, as our family. So she lets me know if something doesn't work. And so our pr. But it's great because we use it and if something doesn't work, we come back and say, how do we fix it? Right? And so we've gotten to a point now where, you know, we really, you know, knock on wood, you know, we don't get complaints on the things that you would think you would get complaints on, which is what, you know, any of the other carriers would get complaints on. You know, our complaints are, hey, my benefits turn didn't turn on yet. And it's like, well, man, you got to wait till the first. You know, and so things like that, it's a different, different conversation. And so it's really exciting because our whole goal every year is, you know, cost of healthcare goes up. We haven't raised, as a matter of fact, we've lowered our price over the last four years. We haven't raised our price once. So we started four years ago at a dollar amount. We're actually lower than that now. And we have. And so the other part of it is we, every year we try to add like we're evaluating our telemedicine provider, our other ancillary providers. And so what we do is we work with them for them to improve. And hey, what else can we offer at a low cost option? Right. To make sure that we, you know, we're giving our people the best access to care care like this. Last year we expanded to a cash price MRI, CT provider network where.

The average cash price you're paying for an MRI is like 350 to $400. Well, I just saw a stat today. The average MRI cost across the United States is $2,000. So I mean, that's a game changer. If I'm making 30, 40, $50,000 a year. Shoot, if I'm making 90,000 a year, what does it matter? Why am I paying $2000 for something I should be paying $350 for? Makes no sense.

So under your plan, you can get it for 350?

Yeah.

Let me ask you about the pricing. I know it's specific for everyone, but if you're beating the $2,700.

Hammer fee.

What'D you say it was? Penalty. Yeah, the penalty.

Yeah, the hammer penalty.

It sounds like two and a quarter a month is the threshold of, you know, to meet that. Are you finding most of the plans are between 100 and 200? Do you have any for 50 to 100?

Yeah. So great question.

So with our minimum essential coverage plan that's paired with Hooray health.

Starts about $120 for an employee only, we have plans that go down to $60 for an employee. So when we offer a lot of part time benefits as well for the part time population, we have a lot of those that population. And so you don't need to offer an ACA qualified plan. So. So we'll take the minimum essential coverage plan off and we'll just add that for $60. And so they have a very low cost option. When you break it down, when you look at most of the part timers and they're working 20 hours a week. Right. So it's less than. It's usually around 60 cents an hour is how we look at it. Which is very inexpensive. And we actually have employers that have large part time population in the restaurant space and hospitality that actually contribute towards that as well. For their part time, especially now because look, part time, they're gold. Right. It's kind of like used vehicles. Right. You can't find them anywhere and they're priced higher. And so, you know, part time population is really hard to hire for right now. So employers are getting really creative.

Wow, that's fantastic. So are those the two main plans or do you have any for 150, 200amonth that offer more, or is it just not needed?

Oh, yeah, absolutely. We go all the way up to about $250 a month.

Okay. So it just really depends what you're looking for. The age of the person, the health of the person, how much comprehensive coverage.

Exactly. And we, you know, look, we don't want to be major medical. We're not major medical. We make sure everybody understands that. And if you can afford major medical, we want you to do that. But, you know, the challenge is what, you know, when I, when I talk to people, it's really interesting and they have a solution or they, you know, they're the brokers. Hey, this is what we're doing. My question is always, are you addressing the pr, you know, the pricing issue? And the answer is never. No. I mean, never. Yes. Excuse me? Never. Yes. It's always no. And, and so, you know, when you look even, even by Biden, right Now, if you're 150, 50% of the federal poverty line, okay, depending on what state you are, that can be anywhere from, you know, to 45, 35,000 to 55,000, just depending on where, which state, which area you're in. So could be 200,000 if you're in San Francisco. Right.

That's a joke, by the way. San Francisco.

But anyway, Biden will pay 100% of your plan through tax credits. Okay, well, here's the problem. When you look at the plan that they offer, it's a 35 to $5,000 deductible. If you're looking at the least expensive plan on the exchange, well, you're functionally uninsured because the majority of Americans don't even have $400 in their bank account anyway. Majority. But now when you're looking at 150% of the federal poverty line, you're. So what you're doing is you're giving them catastrophic coverage. They're going to get sick, which is great. They get sick and they go to the hospital, they're still not covered because they haven't met that deductible. Does that make sense? Because so now I'm, I'm functionally uninsured. I still can't go see the doctor to, you know, if I'm sick with the flu, that then, okay, I can't see the doctor. So I don't, you know, I don't, I, I don't go into the doctor. The flu turns into influenza, you know, you know, pneumonia. And then, you know, then I'VE got all these other issues, then I'm hospitalized. And so that's why, you know, taking care of the first dollar coverage is so important. And so the other, the other place where we work really well is a supplement sitting under a high deductible health plan, which I think that you'll, as we move forward, you know, whether Obama or Biden comes in and extends this 150% of the federal poverty line, paying that over the next five, 10 years.

Great. You're still going to have a gap. People can't afford, you know, they just can't afford to use a plan. So they're going to need a first dollar coverage like us. And we sit in really well under that. And we have, we have opportunities to, where we can go down into the, you know, $50, 45, $50 range to cover those basic.

So you're making it more affordable. Because if someone just has a cough and wants to go to urgent care, having a 5, 6,000 or even $3,000 deductible, it's kind of nuts. I mean, the only. Then you could say, well, now the doctors are going to charge 10 times as much. And now we're back to the MRI situation where it's like, why am I paying 2,000? Even if you make a quarter mil for something you could be paying 3 or 400 for?

Yeah.

You know.

It'S really, there's a lot of perverted incentives, if you would, in healthcare. And even, even people like myself that are very knowledgeable in health care get caught up in it sometimes.

You know, my wife and I went in for our annual physical and our physician had, you know, we got her lab done in her office. Neither of us, my wife's a physician, by the way. Neither of us thought to ask who the lab provider was. Well, guess what? Two weeks later, we get bills for $400 for our basic blood work for each of us. So $800. So I called the lady up, I said, well, hey, I guess we're out of network. Can I just, you know, can I pay cash on this? Absolutely not. You owe us this. And so I hang up the phone, I call her back five minutes later and said, hey, I need to get these labs. What's your cash price for this? 80 bucks.

So I said, thank you for the $80. But I was just on the phone with you guys and you're telling me, well, we can't do that. We can't give you that. So I called the primary care doc and I said, look, I don't know if you realize this is what they're doing, but this is what they're doing. And she said, give me five minutes. She calls me back, don't worry about the bill anymore. But even the doctors don't understand sometimes what they're lab vendors, radiology vendors. Yeah, they don't understand what's going on. And it's. The coordination of care is so challenging in the United States. I mean, it's so challenging. And so, you know, you have to be, you have to be hyper vigilant as a consumer in healthcare. And you need to ask why. You need to say, I need a second opinion. You need to ask who is my lab vendor? Who are, do you know how much they're going to, are they in network? And so, you know, it's. Some of the legislation they're trying to put through is trying to help some of that, but it's really, you know, you're kind of putting lipstick on a peg, really. You're not addressing the big needs.

Yeah. Well, I'm glad you're making a difference. I got two quick questions for you. One of them is who is your biggest success story? That they were having issues with the healthcare, they came to you and now they're, you know, their employees are happier, they're saving a ton more money, they're making more. Who comes to mind?

Great. Really one of our largest clients, they're a national client for us.

We got brought in by the broker.

Three years ago now. And.

They have a group of, with 1099 contract employers or employees, excuse me. And they are a oil field. Services support is what they do. And they really were struggling keeping, keeping them engaged because they would be on for four months and then they'd be off a month. And then it was, you know, keeping them engaged. It was really challenging for them. So they went initially with a minimum essential coverage plan here in town. And they were just, so it was, it was really, it was really unfortunate how they were treated. So they called us and said, hey, can you help us out? And so we went in and we were the only ones that we, we build the company a certain amount and then we build. If they wanted to add their employees or anybody else or their, I'm sorry, their spouse or their children or you know, the families. Then we build them separately on a credit card. Well, nobody said, everybody was like, oh, that can't be done. Well, we did it and now we're going on three years and we've continued to grow that business. They're exploding now. And in three years we had one complaint, and so they're just ecstatic. They use us as a recruiting tool because it's. They get the benefits, which they pay 100% for the employer, the contractor, and then, then they, you know, they allow the contractor to add their family and. And one of the big ugly secrets in medicine today is that, or I should say medicine, but health insurance is. The dependent coverage has gone down by, you know, 60%. Nobody is able to afford dependent coverage anymore. And with us of that population, we have over 50% of our. Our plans are with dependent coverage. So, you know, we make it affordable. And so which makes them very happy, which makes it very sticky for the employer. And so they're recruiting and growing. I mean, last year I think we grew with them by 40 or 50%. So it was. That's a really big, that's a great success story for us. You know, we've really helped them. I mean, they've been a great client for us. And, you know, it tells a good story. I mean, when people care about other people, they know it.

Yeah. It sounds like you're doing the right things because, you know, to that point, when you're, you want to take care of the people on a personal level, but from a biz, professional level. Yeah. If it's costing 3, 4, 5, 6, 700amonth for insurance for these people times 100 plus employees or even 50. And I'm sure you have clients that have 2, 3, 4, 500, maybe a thousand plus.

Yeah.

That's where you're getting into the numbers, where, you know, I can understand where people would go, well, it's only 800,000 for the penalty, but it's 4.4 million for the coverage.

Yeah.

I'm not saying it's the right thing to do, but I get it from a financial standpoint. So I have one more question for you before we go to the imperfect action round. And it's with the wheel of whatever. What color do you want? That's not the question, but I guess that's two questions.

Blue.

Blue.

Okay, well, I'll point to here. Where is it? Right there, right on the tower.

So my question for you would be, if you could change any one thing in the industry, it sounds like you have a litany of them. But if there's one thing you could change right now with the industry that goes into effect today, what would it be?

True? Pricing transparency. I think that would cure. Cure everything. Because you.

If you had to disclose how much you were charging up front, then I think people, you know, Whether you know what's going on or not, you would, you, everybody would take a step back and say, wait. So I think pricing transparency would be my number one.

That's a great answer. And I agree. I mean for outside of this, for any business, it's like that's why people are, you know, I can't imagine you go in for an mri, you feel like crap to begin with and now it's like, I don't know if I'm getting a thousand dollar bill, $500 bill or $2,500 bill.

Yeah, well, I think the best story of all that over the last 10 years that's happened is that. And it was pretty widely published. There is a gentleman that went in for a spine surgery up in New York and his spine surgeon, his anesthesiologist, his hospital, everything was in network. So that bill was like $60,000, $70,000, which is normal for that type. It was a big procedure, great. Fully acceptable. He got a balance bill charged for an out of network assistant fee. So another surgeon came in and assisted that was out of network and charged $100,000 for him. And guess who is responsible for it?

He was.

He was. And that kind of stuff is just insane. That's like somebody, you, you're shopping for milk in Walmart, you put a gallon of milk in and somebody puts a new TV in and you're obligated to pay for.

It's insane. I mean, it's crazy. You know, so I mean if It's.

A Samsung 3D, 3D 8K like, and I can keep it still. But I get the point. That's. Yeah, that's a whole other. I'm just going to bite my tongue. I, yeah, I get it.

It's criminal. It's criminal.

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In getting me where I needed to.

Go with promoting my books. Rocio, there's no way in the world I would have been able to do this with somebody else again. I've attempted it in the past. It didn't serve me. As a matter of fact, I ended up more frustrated than anything. So this has been a very seamless process. Adele, if you're looking for an amazing business coach, I highly recommend Mario Ficini or Bill Benner. I can't make a higher recommendation for than to work with Mario Ficini. He has been great for me and right now I won't work with anybody else except for Mario.

Hey, their words, not mine. Visit eapublishingmethodbook.com to get your copy and I look forward to hearing your transformation and is our next video success story. Once again, that's eapublishingmethodbook.com and we are back with the imperfect action round. Shane, are you ready to take imperfect action?

I'm ready.

The first question I have for you is what is the fastest path to the profits?

Fastest path to profits is increased sales and charging enough.

Excellent. Number two, what is the biggest problem you see your prospects making and the fastest way for them to fix it?

Slow decision making and putting putting a priority on making a decision quick.

Number three, what is the best way to maximize customer lifetime value?

Make them happy, ask them what's working and what's not and have honest conversations with them annually.

Very good. What books would you recommend to Expert Authority World?

Crossing the Chasm? I would also recommend my number one all time favorite is Blue Ocean Strategy. So if you're starting a business or you're in a current existing business, Blue Ocean Strategy is probably the best book I've ever read.

Great recommendations.

All right, where would you like people to learn more?

Hoorayhealth.com you can link in with me, you can connect with me there, but hoorayhealth.com is a great, great place to start. Learn more about what we do and connect with us.

Excellent. Well, thank you for everything you've shared. I learned a lot. I know Expert Authority World did too. And thank you for sharing your wealth of wisdom.

Thanks Mario. Really appreciate the opportunity. Have me on anytime.

All right, Expert Authority World. We have a great episode here today. I'll see you tomorrow. Have a great day and God bless.

You're already the expert, but have you transformed your expertise into a tangible asset that will generate qualified leads while increasing profit for you 247 and if so, how well are you promoting it? With my new book, the Expert Authority Effect Publishing Method, I take you through my process step by step. Visit eapublishingmethodbook.com today to learn the seven steps to publish and promote your nonfiction, lead and profit generating business book in eight weeks. Visit eapublishingmethodbook.com to get started. Now. Once again, that's eapublishingmethodbook.Com thanks for listening to today's episode. I would love to know what you enjoyed most from it. If you haven't done so already. I invite you to connect with me on my new LinkedIn. You can go to it directly at eainterviews.com LinkedIn Once again, that's eainterviews.com LinkedIn. Lastly, check out the full eainterviews.com site for complete show notes, the full interview video experience, links to the resources we mentioned, and more. Have a blessed day and I'll see you on the next one.