Welcome to the team builders show i am super pumped about today uh i've've got jack and i've got sarah who run an amazing business and i got dan over here. Who also runs an amazing business. We're going to get into introductions in a sec. But what i want to get into today is the number one question.

I've been asked as a coach for as long as i can remember beyond what crm should i use and what lead systems. You recommend. It is how do i get organized how do i get organized so if you're a ceo of a company right now you're a team leader. You're a solo agent.

You're probably asking yourself the same question. So my experience getting organized means things like clear goals having kpis. Knowing. What you have to do every day to achieve the goals kpis.

Having a scoreboard a way to measure your performance. Obviously having some level of accountability right of course people management and meeting schedules to keep everything moving forward. But not so many meetings that all we ever do is sit in meetings sops are documented ways that we do what we do client care. Transaction management launch.

A listing. Etc and then of course a tech stack that complements. And i thought no one better than a founder. A director of operations and a ceo to talk about this stuff.

So let's go ladies first. So sarah share with the audience who are you how long you've been in the business. Who's this guy standing over here and and what the heck are you doing working with him. Like seriously.

What am. I doing yeah. So i'm. Sarah um.

You know i i'm very new into the business. Yes less than three years. But yes. It's incredible so i've taken things that i've done in the past and turned them into things that totally helped the team that we're we're guiding right now so um found my way working with jack because of some things going on with a previous employer.

A team. I was managing and uh was it another real estate team wasn't no i was managing an optometrist practice. Yeah. Yeah.

So incredible incredible culture cultures are number. One. Like that's that's what we do so um. You know we had a conversation.

It just some something clicked. It made sense and been going at it ever since it's pretty awesome i love it i love it lots of passion. We're gonna unpack all this so jack give people some context for who you are where you guys work right founder of the business yep jack lair uh. We're true advantage realty.

Now. We're true advantage team um. We have teams in pennsylvania maryland. Uh.

We're building one here in dallas and now we also have our team in scottsdale arizona. So we're building teams throughout the us look at this one build where you want to go we want to talk more about this build. Where you want to hang out yes go to great places. And again we treat ourselves as a sales team we train sales.

But it's uh. We just happen to sell real estate so just a lot of mindset uh building each other up family hardcore accountability um. You know but the things that i always talk about coaching t ball all the way up to high level performers is you know have a grateful heart. Compete at a high level to dominate in life.

And then you know finish and start strong so that's what we're about love it love. It. Cool. Mr.

Dan right on um. Dan barnett. I'm with jill digital. Big's group out of hoboken new jersey.

Sort of hudson county. Right across the river from manhattan. Yeah uh started the beginning of last year. Uh huh been there so about 14 months now yes started jill had uh 15 agents.

We're now at 39. We doubled our business last year causality of my coming to the team and doing that is maybe in question. But we are kicking butt. Another humble leader yeah there you go like that so give me your background.

Though because you know you came from basically running an optometry business. Which is not unlike a real estate practice from the standpoint of its high volume of transactions. It's people management right client management client management. Yeah.

A lot of similarities yeah. Preschool before that oh well now now that's so so a real estate office used to be also called an adult daycare center. So you were definitely prepared yes. Yes.

I love it i love. It uh background. Prior to uh. Joining.

Jill's team yeah so i was the head of marketing for uh coldwell banker nrt uh for you know 10 years actually and uh. We had a bit of a regime change. There yeah um and joe was super close with bruce zip. Who was the former ceo of nrt who was a mentor of mine.

Former boss and he hooked us up and it's been it's been awesome and it's great to be on i was honestly my clients before were really the the presidents of the nrt company and the regional president exactly and i certainly knew a lot of agents. But i wasn't in the day to day business yes so it's it is fantastic to now be at this level. And really helping her grow the business and take over the world so so i'm going to ask you both then the same question uh. So someone might be listening this and they're like okay.

They're a jack they're a tom they're a sarah you know who's she's this high powered real estate agent and and she knows because her coach has told her repeatedly if you ever got a dan or a sarah. The yin to your yang. Your business would explode because an artist can only go so far so so maybe the first thing. I would ask the two of you is what do you think is the most important things that have to be done in the first hundred days.

When you're joining an existing team um. So it's and you guys can go back and forth on you know this is a conversation question so i think it's um. It's becoming vulnerable. And what they they need to learn um.

We have a lot of brand new agents come on to our team so brand new to the business. They have no idea what's going on right so it's embracing that culture being in the office being around everybody learning from their experiences. You know we are dead set on our um. Our team meetings so you need to be there you need to be learning you need to be in the office learning from them.

Because that's how you're going to be able to go out into the wild and you know oh. This is happening. I've heard this before. Yes.

You know jen on my team or emily on my team. Ian. They've been through these things. Yes um.

So i think that's huge just just being around everyone and really absorbing things. Yeah okay. What would you say dan. When he started that first hundred days uh fix.

Yes. So how do you spell. That um. Yeah.

When i came in. I mean. There. She had a lot of pain points right and so it's basically making the list go through the prioritization.

What do we need i mean. She was in the middle of a website. Transition crm transition. Yeah.

So roll up the sleeves. Start working on no sales manager and 15 sales. People exactly right and so you say okay you have the immediate burning things. But then also what's your 30 60.

90 right and even sort of beyond that so it is you can't be necessarily too far thinking. When you first show up yeah. Certainly. It's very much you gotta be with understand the culture you can't just start you know making hair brain decisions.

But i do think i was very fortunate in that sort of jill and i got very quickly got to trust yes. Not even entirely sure why that was but just sympatico um. And so she let me in very quickly. Very very deep.

Which i think helped us really start to tackle stuff right right. She was also vulnerable. Which i think is important for for the you know the boss. The c suite whatever it may be right otherwise if they're guarded nothing happens so so jack.

What was important to you in that first hundred days like for onboarding our team or just coming into sarah going back going back three years. Yeah. Again it's the trust thing. Um.

You know actions and words matching up and and building. That trust like putting that um you know putting my expectations out there for the culture. And then sarah like just running with it hardcore um. That was the big thing that like brought us together.

Yeah. I think you know sarah's become an incredible friend of mine. But more important i mean that's that's very important sarah. But yeah.

But the but the thing is she does the work and she puts in the energy and effort and her teammates see it like she's available at 11 pm. To help with the contract. Yeah um maybe a little bit too much on the enabling side. But you know what we're having a coaching moment right now in the middle of the podcast.

We constantly bring it back to stop mothering yeah. Yes. They already have moms right. Yes.

It's okay yeah. So so. That you know i'm getting senses of like. Which of these line up for you.

Which which ones do you mean reading those. Which one is stands out for you um. The people that are listening only right now are going what the hell is going on if you've watched me on on youtube. You know i always have these little building blocks in front of me.

Which is like this is me that's well that's what i wanted to be and be gone and then that's what i need yellow is very relationship oriented right it's just a variation of disc. It's all i'm going to say it's a it's a give me details. But i really want it to be be brief be bright and be gone. That's what i'm going towards would you would you say very similar yep.

Okay. Because that's that's basically a stereotypical co. Yeah. Right where where this person's great with contracts keep.

People organized love on them all right. So. Let's let's go back to just a little add moment there no that's i had i had i had a feeling all right so let's talk about how do we get organized right every agent wants to get organized. So you know you've got how many people now between agents and staff same thing.

How many people so we have about 20 in our office. Right now between agents and staff plus um. Two additional virtual transaction coordinators and those teams that we're growing. Yeah.

Yeah. That's just in our pa maryland market. I mean we have then beyond that yeah that we're building and replicating throughout. Yeah yeah so we're.

50 agents and staff okay so so let's talk about um. Let's let's go right to what i think is the heart. Which is how do you build out sops and then how do you get the right tech stack. So sop standard operating.

You know procedures. This is how we do what we do give us an example the two of you of an sop either you've recently installed or you've improved upon and how did you do it like what was the process to actually pick it apart or start it from scratch. So there wasn't a whole lot of it when i came into the team. So i had a feeling.

It's definitely started and honestly. It's it's an ever evolving thing that's happening because i can tend to get pulled away easily to to try to help the team and pick up their slack in some way so um. Okay fairchild who is our coach. She has really like you need to get this down.

Because you can't do that for everybody across the nation. So um. You know we have things in place. We have you know we use our trellos or you know i i do have systems within sisu and we have things within follow up also we have an incredible it guy.

That is is helping us create those processes along the way as well so we just um. I i want to say getting into like the csus. The follow up boss things like that where you can just put those standards in there it helps both agents and any staff coming on train. So much easier.

And know what's my next step for everything okay so i'm going to come back to you in a minute. I want an exact example like like we can tackle things like lead flow right. So let's let's talk lead flow for a second you guys have how many different ways leads are coming in we just were talking about it's on a coaching session. Right so you're like thanks coach right um.

I mean. It's probably 50 or 60. And 90 of it is coming through you know four or five. Yeah.

50 or 60 different lead sources. But ninety percent of them. And what it i forget the number. I don't want to misquote it how many thousand leads coming in a month.

Oh. It's about a thousand actually i think in the high 900s right now right and then we're adding one which we shouldn't disclose. But we know we're we're adding a pretty significant one buckle up yeah coming up soon so that number could increase to 1200 1300. 1400 leads.

Yeah probably 1400 yeah so so talk to us about the the process you went through to make sure that the leads come into the one single source and that they get to the right person and then they get followed up on yeah and then they get converted you're talking funnel management here and actually sort of this process and really all of our processes are it's a bit of a moving target right now because of we're at this point with scaling. Yes. Um. Where everything has to change.

And for on our tc. Side. You saw. Isaac mahone.

Our great uh. Tc. Manager. He could keep a lot going by himself.

But now we've hired uh natalie's come in to help him with listings. We're going to hire an additional tc. Sort of you get past the point where one person has to you know knows it and can make it happen in a high quality way you have to build out and get very specific on the processes on the lead side. We're we've added three isas and so and we're very much on board with the don't just put all the leads out pull it back you know pull them back have the agents focused on the the hot you know going to close in the next whatever.

60 120 days. And so a lot of that has been everything's been changing so i'm gonna go super tactical. Yeah so i'm going to leave i do i want so i'm a lead. I just came through pick any i was at an open house.

I was and i signed in i was on your google page i clicked on a google ad. I clicked on a facebook ad. I clicked on something on instagram. I dm jill how soon before the isa gets it and how does it get to the isa.

So if it's any kind of lead source. Which has a person calling or texting. That's largely getting routed real time right out to an agent um. And we do you know we have lead shifts and assign lead days.

So we have redundant coverage. So basically the answer on there is someone's going to pick up right away or if you're call our main number you know we've got multiple people who will pick up a phone. We use that in fact we were just talking about this so we use dial pad to have you know multiple operators on shared lines and when it comes to just your kind of internet lead inquiries. That's those are going right to the isas and we use follow up boss.

Which in using uh round robin and lead routing uh. You know we're looking to have that contact within five ten minutes. Okay so so talk about dial pad yup. What is it for the person.

That has no idea. What that is oh sorry so dialpad is basically. It's a think of it as like an office switchboard for that's on the internet uh. They call.

It the term would be voip or voice over ip system. So there's a lot out there ring central. Eight by eight um and strangely enough. The reason and follow up boss.

We use has phone numbers built in as well. But we wanted because we jill's phone number is everywhere and we have you know our different marketing numbers. We wanted to have some place we could really have make sure that there were going to be three or four people who are going to pick up the phone. Yes.

So no one ever had to wait to get an answer and a big reason was i needed to find a solution. So that multiple people could access. Jill's texts. Bingo.

Just so so. Jill still been a heavy producer um. Going to be about 20 of the business this year. Loves it is great at it and everyone has her number so it's a great source of clients coming in who want a list and she's like if somebody texts me.

And i don't respond in three minutes. That's unacceptable right so we need to have depth in order to handle that and honestly dialpad's not the perfect solution. There's things about it i don't love. But it is a solution and we can make it work exactly so key distinction.

I think for everybody i mean jack. I think you'd agree on this like there's there's no there's no single piece of software that i'm like that does everything i thought it would do i'm still waiting to find it right hopefully someday. But the combination between this one this one this one this one this one this one this one this one this one at least. I know the lead came in somebody called them we booked an appointment and something happened right like i mean that's that's all we're basically looking for you're looking at that system and process needs to be in place.

It doesn't matter what you're using yeah. It's just like everybody says what's the best crm. The one you're using right because most don't use it stay within. It you can stay within.

It that's that's the first part so so sarah back to you right with a specific example. So yeah. I'm pressing my you know my pal over here for like the details and then the person listening right now is probably taking notes and like okay. I i need to build some sops.

So give us maybe give us an example of an sop that you built for onboarding. A new agent. Sure so um you're like thanks. I had another one of mine tom.

But yeah sure and again like back to where we're and i just said this when we were chatting um in the mastermind next door. We're rebuilding that even so right now. It's it's kind of within trello that you know we have our processes in place. And the steps that everybody needs to take um and then you put it along with these things that you know they need to watch.

And you know follow up on and then setting up times with me so we can sit down and do contracts together so for me. It's it's messy still. I don't love what we have with that and it is totally getting restructured um. Something that we're looking into is up click for that management.

Um. Which is what i'm really excited for what is up another piece of software another piece of software so and honestly. It's jack's wife that found it and for for you know her business and everything that's going on and and jack and his his wife have you know all these incredible businesses. So trying to manage all of that and she was like you know this might be really great for a onboarding agents as well as when we're doing you know onboarding full teams when we're spreading out across the country.

So building something that works here. But also works everywhere. So i i can't give details there we go keep going. Yeah.

I think of up click as a sauna twice as nice and half the price that's it is a very nice monthly cost to it um. We're still using asana because that's what i know and right so we pay for it. But you know uh jd uh lenard was turning to sonder up click. I think yeah he liked that what about notion have you guys heard about notion.

The first time. I heard about it i heard about it okay yeah. We were talking about yesterday. The coach's mastermind that a lot of the coaches are using it as they're onboarding.

A new client. Yeah right hand needs you to watch. These five videos and of course with notion if they watch the video. It's like bomb bomb.

You know that they watch the video right so okay welcome to my schedule. Yeah. They work right totally. We were talking about so we're going to be implementing.

High note. And you know so for listening presentations. Buy your presentation. But that could be something that we could totally use for um onboarding agents because you get to see if they looked into it.

If you watch the videos. What they were doing how long they did it exactly that that's in the process. The sales training. The sales process like everything right have the videos in there have pdfs in there have all of that in that nice attractive to the eye platform high notes like like a better version of um.

Like moxie. It's super cool when we learned about it at leap this past year you know so it was we were really that was one of the big takeaways yeah all right okay so so we're gonna ask the the deep and dirty secret question here which is um as an operator. What do you do when your artist agent is batshit crazy call him out on their call him out i'm big on it and by for the person listening by the way. If you're like did he just call me batshit crazy.

They are let me if i ever had to work with a person like that yeah. I guess i could try to think what it would be like okay so so here's the thing here's the thing and i say this with the utmost respect. I know i'm batshit crazy crazy people change. The world right crazy people do crazy things and they they dream crazy things.

And if i don't surround myself with operational excellence and actually listen to them it never scales yeah. It never scales so so i'm you know i know i know my weakness and i know how i then turn to you know my c suite and say help. But but reverse it maybe the person. That's listening right now doesn't have the self awareness.

How do you get that person to have the self awareness so they do what they're great at and don't constantly walk over and go hey hey hey. Hey yeah yeah yeah changing direction every 14 seconds and sarah was talking about sort of how the fight the daily fires pull you off right from kind of moving the ball forward. So we did a little bit of a hack um. Which was embracing eos.

So gina whitney's entrepreneurial operating system. Um. There's a lot of good things in there yeah. One of which is the the okay.

The 90 day look like the upfront commitment. What are you going to do in the next 90 days right because one you always put too much down. But then you kind of lock. It down like well we could we know we can only get six things down.

But we're gonna. But we need to get 12. So we'll put 12 down and then when it's like but we also need to do x. It's like it's not in the 90 days right having that yeah.

It gives you that structure to say exactly this is what we said we're going to do let's do this yeah coming out of nrt whether it's the four disciplines of execution okr measure. What matters eos the 12 week year the 12 week gear the entire thing is predicated on what can you do in the next 12 weeks and you run it as a year right with it with a completion at the end with a congratulations. Happy new year. Then you take a week off and then you reset the next 12 weeks.

And you race like crazy right so. So there's all these different operating systems right installing one is the key. What do you do though when when jill jill. If you're listening we love you when jill watson says but i just heard something and it's incredible.

And it's a huge opportunity how do you prioritize is it is it not does it get into the plan does it not because sometimes sometimes it does have to get in the plan. Right and that's it's situational right so the my go to answer is no um. Which she loves uh. But it's like it's really specs right right jack respects yes it hates but respects yes.

Yes. It is no. But it's and here's the thing. Um.

Jill is usually has great ideas and she is so often right. It's so annoying. She just her gut is really really right on yes yeah um. But so.

The the answer is this sounds like a really. Great idea. We should do that let's make sure we do it next quarter. Unless of course.

It is very clearly like oh would you excuse my language drop everything yes. We are now going to do this. And that does happen so of course. And you have to yeah.

Yeah we but it's not every time every day. I think the key when i want to go to you say same same question. What do you do when jack walks in and says. Okay.

I just came from a tom ferry seminar. This is what we're doing now. And you're like uh what about our plan that happens often um. So so it's the respect of each other's opinion.

Too so we break it down and maybe at first. I'm like no i can't do it i don't have time for this like yeah. I have 13. Other things i'm doing right now right um.

And that's like literally how we talk to each other sometimes that's good. But which is awesome. Yeah really neat that's great yeah. That's awesome sarah you're a can do person let's figure.

It out and then he walks out my door typical typical visionary leader. I believe in you exactly i'm going to the golf course. I'll see you later at the at the end of the day. If i have a valid reason.

Why that just doesn't make sense. Yeah. He's going to be open minded toward or if he has a valid reason. Why we need to do this now yeah.

We're going to jump on it yeah we're going to see what needs to happen and i'm not a nine to five. If yes you know i'm working into the the evening or the weekend to get it done it's gonna happen i had a a friend of mine ceo of a very large uh real estate related portal company. He was no longer there say to me once yeah. My team only allows me one idea a quarter and i was because he's an idea guy right and i was like i'm like how did you get to that he goes well they started with none and he's like and i said well i need to be able to have some idea.

I am. The ceo of the company and i was like yeah i get that right and then knowing a bunch of his other executive team members they were like yeah and every time. He he's almost always right with the one he wants right. But because they gave them that filter of hey you're an idea machine right.

We don't need it we don't need more ideas we need more execution right we need more systems. We need more process we need more scalability. So let's let's switch gears. And let's talk about tech stack.

So you sarah you went sisu. Follow up boss trello. Trello is very very very lightly used um. I i wouldn't even put that very high on there okay so sisu follow up boss.

Um gosh. I just listed all of these off. Why lobo yep. You have you know the dot loop and sky slope for compliance.

Yeah and all of those um. And i think. That's it for the most part we're going to be implementing high note yeah so so follow up bosses. So sisu is is everything from build your business plan to the scoreboard to track and measure buy lead source.

Buy salesperson right so it gives you all that's a big shout out to the guys. Yeah. It splits up the teams too so as we are building these exactly it does buy each state. But can also combine it helps transaction management.

But it also helps the agents know what to do next um. But it gives us all the numbers yeah. It's attracting reporting and we can teach and coach from that that's the big thing that we find that you know coach from actual stats. And then we know that it takes um 11.

Connections for emily on our team to have a transaction. It takes somebody else 40. And then we know that we need to either build some skill or something else going on right um or they're on their way out. So you gotta work on that lid with them it's the math.

It's the it's the business's math right okay so he's gonna rat off a bunch and you're gonna go oh yeah. I also do that one so you know just keep bouncing back and forth got it give us the tech stack of the company. What she said follow a boss why lopo sisu yes um instead of trello we use asana uh fairly actively um. That is so not so much transaction management.

But other project management right so just to be clear so for everybody out there you know whether it's trello. Whether it's the old school do doing and done board it could be an excel spreadsheet. But asana trello and monday seem to be sort of the dominant players in the project management. And some people will take it and say.

This is going to be how i manage my transactions. Some people manage listings in there some people manage all their marketing inside. There so these are just these are just a bunch of tabs with if this then do that then do this then do that in a way to track and measure. All of your projects.

Yep or even just i mean we use it as much as the daily to do's right and assigning out to staff. But then and i think all of these systems you if you have a repeatable project of repeatable thing. There's a template. So you don't have to remember oh yeah.

What's the eighth step of this 19 step process right right well when there's too many we just had this recently when there's too many tech. Things the agents uh check out yeah so they won't go into all of them. So you know it's we need to know how to do this what my steps are well we've had this and i was aggravated in the meeting like i've had this implemented forever and you're not using it so we ended up taking like the when you have a listing you know when you those those kinds of steps and we now have those templates that were in trello our incredible tech guy has now gotten all of them into follow up boss. So that way once this person's considered a seller listing under contract whatever.

It is it automatically puts those tasks. Yes and follow up false for them. Because that's where they're going to be they're going to go within butler laws right they're saying. They're going to stay inside their crm right.

Yeah yeah. Because at least. They got accustomed to that so we have to think for the agents. We have to think to help them because they're frantic a lot of the times.

Yeah they really are they're doing what they do best. Which is working with people yes. So that's you know jack has set up things within our team that you know they can do the people stuff so. When we hear that there's a weakness somewhere okay.

We got to step it up where are you looking that's where we need to have make that investment. Absolutely yeah. That's where we need to have it i i love the phrase uh you know iron man right so. Tony stark.

Right so tony was a pretty pretty brilliant guy on his own. But we put that suit on he became unstoppable and that's how i look at like really productive sales people when we give them that suit of follow up boss tech systems and process. No longer have to run everything by memory they become iron man or iron woman or whatever yeah. Whatever the appropriate phrase for that is person right iron people is that katie is that right iron people hashtag iron people all right so the more you can get you can unbaggage.

The head right with the things that you know don't use a mental bandwidth to try to remember stuff move yes focus highest investments right yeah focus on the calls focus on yeah making the conversions. Getting the listings and then have the system tell you oh yeah. Today it's time to call. Jane.

So. How do the two of you uh prepare your day or do you do a prepare the week or i know we i know we prepared the month in the next 90 days. But you know the the daily like how do you how do you organize your day. So there are i mean every day's got a couple of things that have to happen that day um examples coaching call put together your numbers.

So you and brief your team leader. So we actually sound smart with our coach just. He's just looking right at me right. There.

Just just one thing um. But you know you know for a year. She just carried around in her back pocket and i go jill how you doing she's like hold on hold on i'm at 147 closed. I was like if you didn't have that pay who gives you that paper all right so back in your day.

So just so whatever is are you running payroll that week is it time to you know are you doing lead reviews. So you there are those sort of standard things. And then what is that what is that what does the sauna say i have to do today yeah. Because it i i guess i'm not doing the day to day transactions.

It's more how are we moving the infrastructure forward. How are we moving the foundation forward. And what are the big projects that we're moving right. Yeah.

And do you have to think. Oh. My goodness. It's the first and the 15th.

I need to do payroll or is that in your calendar. Does somebody notify you like oh no systems need to tell you what to do thank you okay so so what system tells you that uh so specifically payroll. Yeah. That's gusto okay yeah.

I knew there's another piece of tech in there somewhere. Oh yeah. There's always always yeah. There's always another one how do you how do you organize your day.

So i have certain things of course that need done weekly certain times. Whatever it is um of course those things are blocked out. I i have to set reminders for myself. So he'll say remind me this so then i'm now going into my phone and setting myself.

A reminder to remind jack of something so honestly i use my apple reminders like crazy. Hey siri. Remind me of 1pm. Today to get to jill and ask her about the refrigerator for 267 ogden yep 100.

I'm just looking to see if my story went off there 100 like i i love that stupid little reminder app on my phone that's what works for me right yeah and then everything else. It's it's a lot of times flying by the seat of my pants before he's coming. But one of the things that we've implemented that sarah's done a great job is is having meetings and breaking them down into six minute increments. And you only get one extension and here's what that looks like i took it from from my world from college football.

I had an incredible coach and they ran six minute sessions. And if you can't get it done in six minutes. Again you have one extension ability in every meeting and that's been huge they would come in there and sarah's incredible so they want to spend 30 minutes with her 40 minutes with her now it's six minute sessions. It's clocked you get one extension and that's it yep.

What do you think about that that's fantastic that's nice that's and when especially that many agents. How are you you know we have our weekly meetings or bi weekly depending on the agent um. So yeah. It would take up a lot of my time.

But you find agents like to talk a lot so there's an agent right now that's offended by that dan yeah from somebody yes. I i love the idea of just and you mentioned culture. But sort of the way you do things so if people are like i don't i don't want to just have six minutes. It's just oh that's how we do it right you don't think about it.

And you get people to come in they're more efficient. More prepared that's the stage. Hey i have my own crm well great. Then you can go to that team or go on your own like it's it's our culture.

Like you use what we use to build what we're building right and if you don't want to be a part of that that's fine like we have an abundance mentality. Let's move on yeah 100. Yeah let's talk about off boarding people what's your process. So if if we're finding there are cancers within our team you know we're instantly going to talk to them about it.

So i i do not fear talking to somebody about things um. If i see something's off about an agent. I'm i'm gonna bring them in i'm gonna say hey what's going on yeah um. We will together bring somebody in we we build up we want to build them up.

We're gonna say this is what we see is off what's going on what can we do to make it better. This is what the deadline looks like we're going to re meet. And see how things are going. Yeah.

Um. And then we get into our next. Meeting. Evaluate.

How things are going. A lot of times. That first time they're like yeah things start building up and you know they're on their a game. But there are people it tends to go back down again.

So you know we sometimes a lot of times. We give them another chance or two to have that you know that reset their six minutes. Yeah. Another reset and then if it doesn't make sense.

Then yeah. But sarah's done a great job of setting the upfront contract with all of our teammates like bringing them in and saying. Hey. If that's going on here's what we need to do yeah.

You as a as a team member got to have that conversation and say hey let's let's build ourselves up like why are we so negative. What's going on because we let we know that when you say negative thoughts. You magnetize that by 40 to 70 let's just not even say them because they go through our lid right. Let's so.

Sarah has been great at setting that expectation setting the culture and now they protect it at all costs like we don't really say anything until it gets to that point yeah right but but we will get them off the team we will help them out if that's what needs to happen because we're not letting it take down the rest of our team right culture is 100 our number one we've helped remove some incredible producers and great humans but they just didn't match up culturally anymore yeah same same question yeah so it's almost never a surprise um yeah and a lot of this uh. Frankly falls on andy emory. Our sales manager um in jail. I mean they both have a good sense for you know if someone if someone's withdrawing if someone is sort of they're not coming in there.

You can tell they're not doing calls um. And it's you know we we don't want people to leave. But sometimes it's it's it's not the right fit. As you said um.

And then it's about you know jill is very much it's a it's a small business. We're all going to do business. Again. And wishes wishes everyone the best on kind of whatever they're going off to do the thing is if you don't approach it it tears down the rest of the team yep so get that one piece out before the whole thing falls apart.

They see it and they you lose respect when you don't deal with it yeah. So sarah is great at dealing with it pretty hardcore up front. And then you get to do the 19 step checklist. Yes.

All right so so we've covered a lot of ground. Here. We actually try and keep these relatively short. But this is this has been fun just to explore this so we covered tech stack.

We talked about sort of 12 weeks. We talked you know operational next 90 days. How to say no to your ceo. No jack.

No jack no jill go away no tom yeah back to me um final thoughts final thoughts for the person. That's listening to this and they really want to become a better operator. They really want to have the team scale and grow. What's a book or a recommendation or an idea that you've implemented that's really helped you uh you know with certainty grow.

So for me. It's just confidence in what you're doing like i know what needs to be done. We know what what's expected and it's if you truly care about that team and want to see that team grow and flourish. It's it's being committed to it and just doing the things you have to do whether you like them or not yeah.

Um. There's a lot of tough stuff. But there's so many incredible aspects of it of being a part of that team that you know it's worth all of it yeah. It is super rewarding to be able to be a part of the team that's really growing it's exciting to grow.

I mean as as much as i love them to be in the corporate world of constantly cutting budget and head count um to be on sort of as i loved um to be on a rocket ship. It's it's yeah. It gets you bouncing up in the morning um. I i do think the ability the the more you can sort of have a mind match between the vision visionary and the operations person.

The visionary is like i want to own the world and but and then the operator is like well i'm focused on this week. If you can kind of get together on a view of okay. What is two years out three years out actually look like and try to put some hard details on it like okay well you want to do a thousand transactions. Well what does that look like how many people do we have to have are like how many markets are we and then as an operator like oh.

God like i'm starting to put together my project list. It just i think helps create the reality of how you're actually going to get there and you start putting those steps in place right and um. I mean maybe that's a little obvious to say out loud. But i think to really kind of set that plan helps get everybody mentally on the same page of being excited yeah and and focused on that goal.

It's back to that having that mutual respect. Yeah. Respecting each other's opinions on on what's going on in the business. Yeah i love it jack.

I i just think we all need to be way less casual. We need to have a desperation for getting to success a hell of a lot quicker and that's that's the hard part that i i see with a lot of people in my world or other people building teams is they're too damn casual in their life. And we need to be way more desperate for success to get there quicker yeah yeah less less meetings for meetings to prep. The meeting let's do the meeting before the meeting and then after the meeting it's like no more meetings go get it done let's go get sick done six minutes.

I think we're all stealing a tattoo on the inside of my arm. There is a song about that right six minutes dug your fresh air on right whoa on that note. Ladies and gentlemen. So welcome to the team builder show all right well guys.

Thank you so much for being a part of the show. We appreciate you always uh listen if you're if you haven't liked subscribe hit the notification button please make sure you do all that stuff thank you guys we'll see you guys soon take care you.