Building the Spa Success Foundation - Wynne Business Spa ... · Building the Spa Success Foundation...
48
Lisa Starr Wynne Business Building the Spa Success Foundation
Transcript of Building the Spa Success Foundation - Wynne Business Spa ... · Building the Spa Success Foundation...
Lis
a S
tarr
Wy
nn
e B
us
ine
ss
Building the Spa
Success Foundation
Different constituencies
�W
ho
are
yo
ur
cu
sto
me
rs?
�E
xte
rna
l c
us
tom
ers
�In
tern
al
cu
sto
me
rs
The Challenges
�“N
ob
od
y e
ve
r to
ld m
e.”
�“I
t’s
no
t m
y j
ob
.”
�“I
do
n’t
kn
ow
wh
o t
o a
sk
.”
�“W
he
n i
s m
y n
ex
t b
rea
k?
”
Documentation and Structure
create . . .
A S
tro
ng
Fo
un
da
tio
n
Em
po
we
rin
g S
taff
M
em
be
rs
Sh
ort
en
ing
th
e
De
cis
ion
-Ma
kin
g
Pro
ce
ss
Ha
pp
y C
us
tom
ers
“Getting the right people on the
bus”is your most important
responsibility.
�Y
ou
ca
n’t
do
ev
ery
thin
g y
ou
rse
lf
�Y
ou
’re
no
t to
uc
hin
g a
ll o
f th
e c
lien
ts
�Y
ou
’re
on
ly a
s s
tro
ng
as
yo
ur
we
ak
es
t lin
k
�C
lien
ts a
re a
ttra
cte
d t
o a
ca
lm,
pro
fes
sio
na
l a
tmo
sp
he
re f
or
pe
rso
na
l c
are
se
rvic
es
�R
ec
ruit
me
nt
�A
pp
lica
tio
n
�T
ele
ph
on
e S
cre
en
�In
terv
iew
Pro
ce
ss
�P
ers
on
alit
y P
rofi
les
�P
rac
tic
al
Sk
ills
As
se
ss
me
nt
�R
efe
ren
ce
&
ba
ck
gro
un
d c
he
ck
s
Creating “A”Players
Overview
�T
he
Off
er
�C
om
pa
ny
Ori
en
tati
on
�S
up
po
rt D
oc
um
en
tati
on
�T
rain
ing
& E
du
ca
tio
n
�C
are
er
Ma
na
ge
me
nt
�O
ng
oin
g P
erf
orm
an
ce
Ap
pra
isa
l
Position Descriptions -
Why?
�A
ttra
ct
the
right
ca
nd
ida
tes
�B
e c
lea
r fr
om
th
e b
eg
inn
ing
�S
ett
ing
sta
nd
ard
s a
vo
ids
ac
cu
sa
tio
ns
of
fav
ori
tis
m
�E
ns
ure
s t
ha
t s
taff
kn
ow
s w
ho
an
d w
ha
t
�D
on
’t s
tart
co
mp
rom
isin
g a
lre
ad
y
�J
ob
ac
tiv
itie
s/r
es
po
ns
ibili
tie
s
�B
as
ic j
ob
re
sp
on
sib
iliti
es
for
tec
hn
ica
l a
nd
the
rap
eu
tic
sta
ff i
nc
lud
e m
ee
tin
g a
tte
nd
an
ce
,
sid
ew
ork
, c
lien
t c
om
mu
nic
ati
on
, d
aily
wo
rk
sta
tio
n p
rep
an
d c
lea
nu
p,
tea
m/s
taff
me
eti
ng
s
an
d m
ee
tin
gs
wit
h s
up
erv
iso
r.
�T
ea
m m
em
be
r re
sp
on
sib
iliti
es
�Q
ua
lific
ati
on
s a
nd
ex
pe
rie
nc
e r
eq
uir
ed
�D
es
ire
d b
eh
av
iora
l c
ha
rac
teri
sti
cs
The A Player Job Description
�M
ark
et
yo
ur
bu
sin
es
s a
s a
n “
em
plo
ye
r o
f
ch
oic
e”
�R
en
ow
ne
d t
rain
ing
pro
gra
m
�E
xc
elle
nt
ca
ree
r o
pp
ort
un
itie
s
�W
ord
of
mo
uth
ge
ne
rate
s t
he
mo
st
lea
ds
�A
pp
lica
nts
sh
ou
ld h
av
e a
re
su
me
an
d f
ill o
ut
an
ap
plic
ati
on
�D
eta
il is
im
po
rta
nt,
no
t ju
st
“re
lev
an
t”
ex
pe
rie
nc
e
Recruitment & Application
You’re never in too much of a
hurry to hire right. �
Jo
b t
urn
ov
er
de
str
oy
s
pro
fit
�T
rain
er
wa
ge
s
�T
rain
ee
wa
ge
s
�T
rain
ee
err
ors
�C
us
tom
er
dis
sa
tis
fac
tio
n
�O
pe
rati
on
s D
isru
pti
on
�M
an
ag
em
en
t ti
me
wa
ste
d
�R
ec
ruit
ing
co
sts
�In
itia
l re
vie
w o
f a
pp
lica
tio
n a
nd
re
su
me
de
term
ine
s t
he
“fi
rst
cu
t”
�S
ha
re t
his
wit
h d
ep
art
me
nt
he
ad
s
�S
pe
nd
mo
re t
ime
on
th
e p
ho
ne
an
d l
es
s
tim
e i
n “
de
ad
en
d”
in-p
ers
on
in
terv
iew
s
�D
on
’t o
ve
rco
mm
it!
�“I
’d l
ike
to
ge
t b
ac
k t
o y
ou
as
we
be
gin
to
sc
he
du
le o
ur
in-p
ers
on
me
eti
ng
s.”
Stop wasting time: Screen!!
�N
ee
ds
to
ta
ke
pla
ce
ea
rly
in t
he
in
terv
iew
pro
ce
ss
�D
iffe
ren
t s
tro
ke
s!
�W
e u
se
th
e D
ISC
su
rve
y,
me
as
uri
ng
:
�D
om
ina
nc
e
�In
flu
en
ce
�S
tea
din
es
s
�C
on
form
ity
Personality Survey
Examples:
Examples:
High Dominance people
High Dominance people
won
won’’ t last in line
t last in line
positions.
positions.
High Influence people sell
High Influence people sell
and retain but may talk
and retain but may talk
too much in the treatment
too much in the treatment
room.
room.
www.discprofile.com
www.discprofile.com
Let’s sit down!
�In
terv
iew
en
vir
on
me
nt
mu
st
be
co
mfo
rta
ble
,
pri
va
te,
wit
h n
o
inte
rru
pti
on
s.
�A
llow
am
ple
tim
e
�O
rie
nt
ca
nd
ida
te t
o t
he
en
tire
pro
ce
ss
�W
rite
do
wn
no
tes
on
se
pa
rate
sh
ee
t, n
ot
ap
p
�H
elp
th
em
do
th
eir
be
st!
Legal Interviewing Basics
�N
o q
ue
sti
on
s o
r c
on
ve
rsa
tio
n a
bo
ut
ag
e,
se
x,
rac
e,
relig
ion
, m
ari
tal
sta
tus
.
�“W
ha
t a
be
au
tifu
l ri
ng
! A
re y
ou
en
ga
ge
d?
”
�O
K t
o f
ind
ou
t if
th
ere
are
ph
ys
ica
l
limit
ati
on
s w
hic
h w
ou
ld p
rev
en
t th
em
fro
m
pe
rfo
rmin
g t
he
jo
b a
s d
es
cri
be
d
�Q
ue
sti
on
s m
us
t b
e job-r
ela
ted
.
Hone your interview skills
�S
hu
t u
p a
nd
lis
ten
!
�D
on
’t j
um
p i
n a
fte
r a
qu
es
tio
n i
f th
ere
’s a
lon
g s
ilen
ce
.
�T
ak
e n
ote
s.
�D
rill
do
wn
.
�T
his
is
no
t th
e t
ime
to
“se
ll”th
e j
ob
to
th
e
ap
plic
an
t
�D
on
’t “
tele
gra
ph
”y
ou
r d
es
ire
d r
es
po
ns
e!
�W
RO
NG
: “A
re y
ou
a
tea
m p
lay
er?
”
�R
IGH
T:
“Giv
e m
e a
n
ex
am
ple
of
a t
ime
y
ou
r te
am
wo
rk
ab
iliti
es
he
lpe
d o
ut
a
co
-wo
rke
r.”
Good interviews take time
�T
oo
mu
ch
ra
pp
ort
is
as
ba
d a
s n
ot
en
ou
gh
: y
ou
’ll g
et
dis
tra
cte
d
�T
ho
rou
gh
, m
eth
od
ica
l re
vie
w o
f th
e w
ork
his
tory
. (I
t g
ets
re
pe
titi
ve
. T
ha
t’s
wh
en
it
ge
ts i
nte
res
tin
g!)
�E
xp
lore
ta
ng
en
ts
�P
rov
ide
re
fre
sh
me
nts
, ta
ke
a b
rea
k i
f
ne
ed
ed
Red flags!
�“I
pla
n t
o o
pe
n m
y
ow
n s
alo
n..
.”
�“M
y m
an
ag
er
at
Sp
a
X w
as
in
co
mp
ete
nt.
”
�“T
he
re w
as
to
o m
uc
h
ba
ck
sta
bb
ing
at
Sa
lon
X”
�“I
ne
ed
to
kn
ow
wh
ere
this
is
go
ing
.”
��““I only use organic
I only use organic
products made
products made
during a full moon in
during a full moon in
my facials.
my facials. ””
Turning up the heat...
�K
ee
p t
he
ap
plic
an
t c
om
fort
ab
le.
Th
ey
will
op
en
up
mo
re i
f th
ey
fe
el
at
ho
me
.
�P
urs
ue
in
tere
sti
ng
sta
tem
en
ts w
ith
ad
dit
ion
al
qu
es
tio
ns
. “T
ell
me a
bout th
e incom
pete
nce
you h
ad to d
eal w
ith a
t S
alo
n X
.”
�F
ind
ou
t w
ha
t th
ey
kn
ow
ab
ou
t you
. G
oo
d
ap
plic
an
ts d
o r
es
ea
rch
. G
rea
t c
an
did
ate
s w
ill
ha
ve
be
en
to
yo
ur
sp
a.
The Practical Interview
�C
on
du
ct
the
ha
nd
s-o
n
inte
rvie
w u
nd
er
“re
al
wo
rld
”s
pa
co
nd
itio
ns
�H
av
e c
an
did
ate
pe
rfo
rm m
ult
iple
se
rvic
es
on
dif
fere
nt
ev
alu
ato
rs
�E
va
lua
tors
fill
ou
t a
n
ap
pra
isa
l a
fte
rwa
rd
Second Manager Interview
�If
yo
u c
an
, h
av
e m
ore
th
an
on
e m
an
ag
er
me
et
wit
h t
he
ca
nd
ida
te.
�A
ss
ign
“s
ec
tio
ns
”o
f th
e i
nte
rvie
w t
o e
ac
h.
�S
ec
on
d i
mp
res
sio
ns
are
as
im
po
rta
nt
as
fir
st
on
es
.
�D
isc
us
s t
he
ir p
rac
tic
al
ca
nd
idly
. H
ow
do
th
ey
rea
ct
to c
on
str
uc
tiv
e c
riti
cis
m?
�N
ow
’s t
he
tim
e t
o s
ell
the
op
po
rtu
nit
y.
Reference & Background Checks
�N
ever
skip
these s
teps!
�O
nly
le
git
ima
te r
efe
ren
ce
s a
re f
orm
er
su
pe
rvis
ors
/ma
na
ge
rs.
�C
on
firm
s l
eg
itim
ac
y o
f e
du
ca
tio
na
l
cre
de
nti
als
, lic
en
se
s,
pre
vio
us
em
plo
ym
en
t
�C
rim
ina
l b
ac
kg
rou
nd
ch
ec
k
�T
hir
d p
art
y c
om
pa
nie
s p
rov
ide
th
is s
erv
ice
The Offer
�C
on
firm
off
er
in w
riti
ng
�B
e s
pe
cif
ic a
bo
ut
ex
pe
cta
tio
ns
�In
clu
de
de
taile
d c
om
pe
ns
ati
on
in
form
ati
on
�If
no
th
an
ks
, s
en
d a
pro
mp
t, g
rac
iou
s “
no
th
an
k
yo
u”
no
te
�…
we
’ve
de
cid
ed
to
se
lec
t a
ca
nd
ida
te w
ho
is
a
clo
se
r m
atc
h f
or
ou
r p
rofi
le…
�Y
ou
r re
pu
tati
on
am
on
g p
ote
nti
al
the
rap
ists
is
ba
se
d
on
ho
w y
ou
tre
at
yo
ur
“re
jec
ts”
�If
th
ey
ne
ed
ad
dit
ion
al
sk
ills
, in
vit
e t
he
m t
o
rea
pp
ly
Company Orientation
�P
erf
orm
ed
by
a s
pir
itu
al
an
d p
as
sio
na
te
lea
de
r
�W
elc
om
ing
an
d c
om
pa
ny
ov
erv
iew
,
ind
oc
trin
ati
on
�N
ot
rea
din
g t
o n
ew
hir
es
!
�9
0-D
ay
pro
ba
tio
na
ry p
eri
od
�A
ss
ign
a m
en
tor
or
bu
dd
y
Support Documentation
�P
olic
y H
an
db
oo
k
�P
rom
ote
s f
air
ne
ss
�J
ob
De
sc
rip
tio
ns
�F
or
all
po
sit
ion
s
�S
erv
ice
Pro
toc
ols
�D
ep
art
me
nt
Ma
nu
als
�D
ep
art
me
nt
sp
ec
ific
in
fo
�O
pe
rati
on
s M
an
ua
ls
�F
ron
t d
es
k a
nd
cu
sto
me
r s
erv
ice
�O
rga
niz
ati
on
al
Ch
art
s
Employee Handbooks -
Why?
�G
uid
elin
es
will
be
ob
jec
tiv
e
�U
nc
ert
ain
ty c
rea
tes
te
ns
ion
�C
lea
r e
xp
ec
tati
on
s d
riv
e
de
sir
ed
be
ha
vio
rs
�A
vo
idin
g u
nn
ec
es
sa
ry l
itig
ati
on
Employee Handbooks
�L
ay
ou
t a
ll o
f th
e g
uid
elin
es
ex
tan
t
�D
ivid
e i
nto
se
cti
on
s s
uc
h a
s
�G
en
era
l P
olic
ies
, C
om
p &
Be
ne
fits
, H
R
Po
licie
s
�3
-Rin
g B
ind
er
�R
ev
iew
by
lo
ca
l a
tto
rne
y
�S
pa
/sa
lon
in
du
str
y s
pe
cif
ic
Sample Guidebook Topics
-Overall
�P
urp
os
e o
f H
an
db
oo
k
�C
om
pa
ny
His
tory
�M
iss
ion
Sta
tem
en
t a
nd
Bu
sin
es
s V
isio
n
�T
ea
m S
tan
da
rds
of
Ex
ce
llen
ce
�E
xp
ec
ted
be
ha
vio
rs o
f b
oth
sta
ff m
em
be
rs
an
d c
om
pa
ny
Sample Guidebook Topics -
Policies
�P
rofe
ss
ion
al
Ima
ge
an
d T
ea
mw
ork
�S
mo
kin
g a
nd
ea
tin
g
�W
ork
sta
tio
n M
ain
ten
an
ce
�S
taff
Me
eti
ng
s
�C
ha
rita
ble
Do
na
tio
ns
�C
on
flic
t o
f In
tere
st
an
d C
on
fid
en
tia
lity
�C
lien
t D
istr
ibu
tio
n
Sample Guidebook Topics -HR
�S
ch
ed
ule
s a
nd
sc
he
du
le c
ha
ng
es
�A
tte
nd
an
ce
an
d P
un
ctu
alit
y
�P
erf
orm
an
ce
Ap
pra
isa
l
�H
ara
ss
me
nt
�T
rain
ing
an
d e
du
ca
tio
n p
rog
ram
s
�E
qu
al
Em
plo
ym
en
t O
pp
ort
un
ity
�T
erm
ina
tio
n
Sample Guidebook Topics
-Comp
�P
aid
Tim
e O
ff
�F
am
ily P
riv
ileg
es
�S
taff
Me
mb
er
Pri
vile
ge
s
�V
ou
ch
ers
, b
on
us
po
ols
�O
the
r B
en
efi
ts
�H
ea
lth
In
su
ran
ce
, 4
01
K,
We
llne
ss
Da
ys
�C
om
pe
ns
ati
on
Pro
ce
du
res
�H
olid
ay
s
�G
ratu
itie
s
Department Manual
�In
form
ati
on
sp
ec
ific
to
th
e d
ep
art
me
nt
�D
ep
t d
res
s c
od
e,
pu
rch
as
ing
pro
ce
ss
�A
cc
es
sib
le –
in t
x r
oo
ms
/pe
rso
na
l c
op
ies
�3
-rin
g B
ind
er
�P
rod
uc
t k
no
wle
dg
e f
rom
ve
nd
ors
�S
erv
ice
Pro
toc
ols
�L
ine
n u
sa
ge
gu
ide
line
s
Department Manual –Why?
�C
on
sis
ten
cy
, c
on
sis
ten
cy
, c
on
sis
ten
cy
�D
em
ys
tifi
ca
tio
n
�E
ve
ryo
ne
sh
are
s same
info
rma
tio
n
�L
ea
ds
to
pro
ce
ss
im
pro
ve
me
nt
Service Protocols
�S
tep
by
ste
p “
ho
w-t
o”
�S
pe
cif
ic f
or
ea
ch
se
rvic
e o
n t
he
me
nu
�In
clu
de
tim
ing
of
ea
ch
ste
p
�S
up
ply
co
ns
ult
la
ng
ua
ge
�In
clu
de
re
co
mm
en
de
d p
rod
uc
t a
nd
lau
nd
ry u
sa
ge
gu
ide
line
s
�E
sta
blis
h h
om
e c
are
tie
-in
s
Service Protocol example
cont’d
�O
ve
rall
de
sc
rip
tio
n o
f s
erv
ice
�Id
ea
l ta
rge
t c
lien
t fo
r s
erv
ice
�C
on
tra
ind
ica
tio
ns
�S
erv
ice
Tim
e
�S
up
ply
an
d P
rod
uc
t C
he
ck
list
�P
roc
ed
ure
Ou
tlin
e
�H
om
e C
are
Re
co
mm
en
da
tio
ns
Service Protocol example
cont’d
�B
efo
re c
lien
t e
nte
rs r
oo
m,
mis
t a
ir w
ith
str
es
s r
elie
f|re
lax
ati
on
roo
m s
pra
y.
�P
erf
orm
clie
nt
inte
rvie
w a
nd
sk
in a
na
lys
is
�O
nc
e c
lien
t is
se
ate
d i
n f
ac
ial
ch
air
, a
pp
ly a
½ts
p o
f T
en
sio
n
Re
lief
Ba
lm t
o y
ou
r fi
ng
ert
ips
an
d h
av
e c
lien
t c
los
e e
ye
s a
nd
b
rea
the
de
ep
ly a
s y
ou
cu
p y
ou
r h
an
ds
ov
er
the
ir f
ac
e.
Ap
ply
B
alm
fro
m f
ing
ers
to
te
mp
les
an
d|o
rb
ac
k o
f n
ec
k t
o r
ela
x
clie
nt.
�R
em
ov
e e
ye
ma
ke
up
wit
h B
i-P
ha
se
Ey
e M
ak
eu
p R
em
ov
er
ap
plie
d t
o c
ott
on
pa
d.
Pre
he
at
fac
ial
ste
am
er.
�C
lea
ns
e f
ac
e,
ne
ck
, s
ho
uld
ers
, a
nd
dé
co
lleté
wit
h 2
pu
mp
s
Se
ns
iCa
lmG
en
tle
Fo
am
ing
Wa
sh
(w
arm
be
twe
en
pa
lms
of
ha
nd
s b
efo
re a
pp
lyin
g).
Us
e a
mp
le t
ep
id w
ate
r d
uri
ng
th
is
ste
p.
Re
mo
ve
th
oro
ug
hly
wit
h d
am
p s
po
ng
es
.
�P
erf
orm
ma
ss
ag
e t
ec
hn
iqu
e o
n f
ac
e,
ne
ck
, a
nd
sh
ou
lde
rs .
. .
Service Protocol example Change/Prep-5
minutes
Cleansing-5
minutes
Massage-10
minutes
Exfoliation-8
minutes
Extraction-10
minutes
Mask-12 minutesChange/Cleanup-
5 minutes
Mask
Removal/Finishin
g Product-5
minutes
GlycoC Firming
Facial
Operations Manuals
�O
rie
nte
d t
o C
us
tom
er
Se
rvic
e s
taff
�D
aily
ta
sk
s a
nd
ob
jec
tiv
es
�L
os
s P
rev
en
tio
n o
utl
ine
�O
pe
nin
g a
nd
clo
sin
g p
roc
ed
ure
s
�D
eta
iled
“h
ow
-to
”o
n s
oft
wa
re t
ran
sa
cti
on
s
�C
on
tac
t in
fo
�S
ep
ara
te d
aily
lo
g b
oo
k
Operations Manual -Why?
�E
na
ble
em
po
we
rme
nt
�P
rov
ide
co
ns
iste
nc
y i
n c
us
tom
er
se
rvic
e
ap
pro
ac
h
�U
nd
ers
tan
d “
wh
y”
�S
tre
ss
im
po
rta
nc
e o
f d
eta
ils
�B
uild
s c
on
fid
en
ce
Sample Org Charts
Ow
ne
r/S
pa
Dir
ec
tor
Op
era
tio
ns
Ma
na
ge
rT
ec
hn
icia
ns
Cu
sto
me
r S
erv
ice
& S
up
po
rt
Org Charts –cont’d
Owner/Pres
Spa Manager
Finance
Customer
Service/
Concierge
Estheticians
Medical
Professionals
Medical
Director
Training Protocols
�C
om
pe
ns
ate
ne
w h
ire
s f
or
tra
inin
g t
ime
at
ho
url
y t
rain
ing
ra
tes
�D
on
’t o
ve
rlo
ad
th
em
; s
pre
ad
it
ou
t
�D
on
’t j
us
t tr
ain
on
te
ch
nic
al
du
tie
s
�C
us
tom
er
Se
rvic
e,
Co
mm
un
ica
tio
ns
,
Sa
les
Sk
ills
�D
ep
art
me
nt
Ma
nu
als
sh
ou
ld i
nc
lud
e s
pa
ce
for
no
te-t
ak
ing
Training Protocols cont’d
�D
ev
elo
p a
tra
inin
g g
rid
fo
r e
ac
h
de
pa
rtm
en
t
�T
rain
ing
by
bo
th i
ns
ide
an
d o
uts
ide
pe
rso
nn
el
�D
em
on
str
ati
on
an
d h
an
ds
on
�R
ole
pla
y w
he
re a
pp
rop
ria
te
�Q
uiz
ze
s a
nd
ga
me
s
Communicating Systems and
Protocols
�W
ritt
en
In
str
uc
tio
ns
�M
an
ua
ls,
Me
mo
s,
Sig
ns
�M
ee
tin
gs
�G
en
era
l m
ee
tin
gs
, T
ea
m/D
ep
t m
ee
tin
gs
�C
on
tin
uin
g E
du
ca
tio
n
�R
efr
es
he
r s
es
sio
ns
�V
en
do
r/M
an
ufa
ctu
rer
sp
on
so
red
tra
inin
g
Performance Appraisal
Wh
at?
�A
ve
rag
e t
ick
et
�R
eta
il to
To
tal
Sa
les
Ra
tio
s
�C
lien
t R
ete
nti
on
Ra
te
�U
tiliz
ati
on
ra
tes
�W
he
n
�Q
ua
rte
rly
or
Mo
nth
ly
�H
ow
�O
ne
on
on
e m
ee
tin
g
Quality Assurance
�C
lien
t E
va
lua
tio
n C
ard
s
�F
or
all
clie
nts
, n
ot
jus
t n
ew
on
es
�S
ec
ret
Sh
op
pin
g S
erv
ice
�T
es
tin
g
�In
sp
ec
tio
n
�Q
uiz
ze
s/E
xa
ms
Career Management
�S
up
po
rt t
he
ir p
as
sio
n
�A
nn
ua
l e
du
ca
tio
n s
tip
en
d
�Q
ua
rte
rly
ed
uc
ati
on
ev
en
ts f
or
ea
ch
de
pa
rtm
en
t
�L
ife
Sk
ills
Tra
inin
g;
sa
les
, c
om
mu
nic
ati
on
s,
str
es
s-m
an
ag
em
en
t
�C
om
pe
ns
ati
on
pla
n t
ha
t p
rom
ote
s c
are
er
gro
wth
Career Management cont’d
�M
ag
az
ine
su
bs
cri
pti
on
s
�E
co
no
mic
s i
n t
he
re
al
wo
rld
�C
on
tes
ts a
nd
sa
les
pro
mo
tio
ns
�T
rip
s t
o o
the
r s
alo
ns
an
d s
pa
s
�T
rain
ing
�M
oti
va
tio
na
l s
pe
ak
ers
�W
alk
th
e w
alk
THANK YOU FOR YOUR
ATTENTION! A pdfcopy of this
presentation will be posted on
www.wynnebusiness.com
MORE QUESTIONS?
Lisa M. Starr
