#046: In the Gym Business, Culture is Everything w/ Marc Megna
Culture doesn’t just attract amazing people to be on your coaching staff or a member of your gym. It amplifies their physical and mental abilities in every way possible.
We’re excited to have this week’s guest Marc Megna, co-owner of Anatomy Fitness and founder of the Megna Method on Gymwright LIVE to discuss how you can create the gym culture you always desired.
Marc has a fascinating background. He was drafted by NY Jets, played for the Patriots, Bengals, Patriots, Barcelona Dragons, Berlin Thunder, and Montreal Alouettes. He worked in corporate wellness for 9 years, then transitioned into owning Anatomy Fitness in Miami Beach.
For the last 4 years, his gym has cultivated a loyal following second to none in the Miami area. He’ll be opening up 2 new locations in the next year and attributes his gym’s success to his focus on culture. We’re thrilled to have him on to share his knowledge!
Join us every Friday at 10 a.m. PT on The Network where we’ll be airing live. Be sure to stick around for the live Q&A session at the end of the show so we can answer any questions you have.
This show was recorded live in The Network on Friday, Aug 24, 2018.
In this Show:
- 2:00 Marc Megna’s Journey
- 9:00 The Gym Culture Problem
- 11:45 The Anatomy Culture
- 14:00 How do you start creating your gym’s culture?
Marc’s start to his fitness career started long before he fell in love with strength training. It started back when he was an overweight, insecure, and bullied youth. With the encouragement of his grandfather and a few other mentors, he decided to give the weight room a try. He admits he hated it, but one thing that stuck with him was a feeling of confidence that he believed everyone should experience in their life. It became the foundation of everything he did.
He continued on to get a scholarship to the University of Richmond and was later drafted by the NY Jets. After bouncing around to a few other NFL an CFL teams, he experienced a career-ending injury.
He realized the only way he was going to get strong again was to educate himself on the best way to do it which became his pathway to start training people and now owning a series of gyms.
Image Credit: Megna Method
Most people want to be in the gym because of the positive energy and one of the things Marc saw with other gyms that he didn’t like was that there were so many people on the team – staff and managers – who weren’t connected to the rest of the team nor the members at the gym.
If trainers had a client, then they did a great job of engaging with them. But they didn’t even acknowledge general members. He decided that it needed to change.
He also didn’t like the unsupportive team atmosphere. He acknowledged that training is a competitive atmosphere, but that’s no reason for you not to have your team members’ back and to support each other.
He figured the only way to teach his elevated expectations of teamwork and member engagement was to show them how to do it. That’s how the culture of Anatomy was created. His ultra-positive, ultra-caring and helpful energy and environment brings members from far and wide.
Image Credit: VoyageMIA
Marc and his business partner’s #1 priority was to create a culture – not a gym. They believed if they built THAT, the members would come – and they did. Marc has members coming to Anatomy simply visiting to have a cup of coffee and be around like-minded positive people. They need that dose every day.
The front desk knows the name and situation of every member which makes his gym a safe place. The culture doesn’t stop with the members. They also made sure that the staff loved what they did for their vocation because they’re professionals and should be respected for their craft.
Image Credit: Miami Racked
- Find a mentor or someone you admire and emulate them. Marc believes this is one of the most powerful things you can do. If you aren’t acting as a role model for your team, no one is going to understand what to do.
- Review your hires. 80% of the issues your business will be the result of the people you have on staff. Write down what your high standards are, what you’re looking for, and write the role based on that. For the hiring process, if the interviewee isn’t at least 5 minutes early for the interview, he won’t be hired. Marc’s team values punctuality, positive energy, manners, high character, presentation, and unique value adds – so what else do they bring that the existing team doesn’t already have.