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You want to provide training for your team and implement new systems in your center, but you don’t have the tools to do it. Xpress Training gives you online access to all the tools you need to grow your people and your business.

By being a member of Xpress Training, you will gain access to the tools our coaching team uses ourselves! And you get 15% on all products in our store!

Weekly, our team has many conversations about being overworked, overwhelmed, and understaffed.

One of the most important things we can do is to shift our thinking about how we see and engage team members. We of them as “internal guests.” Thinking of the people who work for us as a client or a guest makes it possible to treat them in a new way.

We don’t know a single business owner who thinks about the external guest who walks in the door as “disposable.”  Use these tools and resources to engage your “internal guest.” 

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Is your entertainment venue packed with group events? Do you have all the group sales revenue you desire? If you want to explore the best time to book the best type of groups in your center and get the six strategic ways to maximize the group sales opportunity today, watch this replay of the webinar! 


You will have access to all of the Guides included in our Store and some in our coaching program.

Below is an excerpt from Trainertaintment’s Policy and Procedure Book. Do you need to develop your company’s employee procedure manual or update an existing one? You must define your company policies and list all the policies and procedures so you can handle any employee questions or issues. Providing this information to any employee in advance will help prevent conflicts in the future.



Enjoy many articles and papers that will you lead, train, and motivate your team, such as this one on A Culture of Accountability.


I think most organizations dream of having a highly accountable culture. However, many times it may feel like, “If I want it done right, I’ll have to do it myself.” It may be something as simple as wanting team members to be accountable for their shifts and show up on time. In today’s employment climate, it seems as if owners and managers want to do everything they can to hire and retain an employee, but holding team members accountable for their performance may feel risky. I believe your team is your most valuable business asset, and the better they perform, the more your business will succeed.

I want to encourage you to know that accountability isn’t about punishment. It’s not about an “I gotcha!” I would even go so far as to suggest that people want to understand their contribution and be held accountable for their performance. The Merriam-Webster Dictionary defines accountability as “an obligation or willingness to accept responsibility or to account for one’s actions.” This seems very straightforward to me.

Early in the year, I was reminded of a quote by Randy Pausch, author of The Last Lecture. He said, “When you’re screwing up, and nobody says anything to you anymore, that means they’ve given up on you.” This concept hit me in the face. Sometimes, there are things I commit to that I don’t get done. I’m sure I’m not the only one. I’m busy, life is difficult, other things become more important, and I find myself putting out fires. I suspect you recognize some of these statements and could add some others to the list. And in thinking of myself in a leadership role, I’ve realized the message I must be sending when I don’t hold others accountable is that I don’t believe they can do it. UGGGG!

Potentially, someone may be relieved if they aren’t being held accountable. However, I know it doesn’t help them (or me) grow. So, what do we do now? I don’t think I can do justice in one short article to share all there is to know about accountability. But I will take a stab at four key elements that are brilliantly outlined in Henry J. Evans’ book, Winning with Accountability. It’s a short read and worth a look if you want to dive deeper.

Communication is a key factor in sharing your vision of accountability for team performance. With communication in mind, let’s take a look at four elements of having a culture of accountability.

Key Element #1 – Clarify: Make sure you are going beyond generalizations. As an example, you might say, “I want to make sure our guests receive excellent service.” Hmm, the employee might think, “What does that mean? They told me to make sure the tables were clean, the trash is taken out, and the bathrooms are checked every 30 minutes.” See how the generalization of “make sure all guests receive excellent service” might not be an accountability opportunity for that employee? What should you do instead?

Excellent guest service happens when each team member fulfills his daily duties and speaks to a guest whenever he’s within arm’s length of one. An excellent team member anticipates a guest’s needs by watching the fun –– or “not fun” –– a guest might be having and intercepts with a kind word or assistance that could elevate their experience.”

To read and discover the other three Key Elements – sign up for a FREE Trial of Xpress Training Membership.

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