How To Field Train Too Many

All right, Dave Kattan, we're back and we've just gone through the explosive growth. Is there anything that holds people back from going ahead and just doing explosive growth once they get the picture?

Well, one of the things that we're hearing is, you know, people are afraid to have that big recruiting explosion. And the question they're asking is, well, how am I going to keep up with everything? How am I going to get everybody field trained?

How to field train? Too many people, basically. This is not right. How am I going to field train? I've got too many people to train. So I don't want to create, I want to go slow.

I want to control my growth.

The problem with controlling growth is you can't control growth.

You know, it's like controlling the explosion of the rocket that throws the space shuttle into outer space. It just hard to control. It's impossible to control an explosion.

So what do you tell them, Dave, when they say, you know, it's too many people, I'm worried, Worried I'm over, you know, you can't say overthinking them. But another thing is you should be thinking about them. So what do you tell them? That, you know, I'm gonna have too many people to field train. How will I keep up with them?

Well, not everybody's ready to get field trained. That's first of all.

You know, the first thing that comes in is, let's just say you start with too many people.

First thing you need to know is.

They'Re not all chomping at the bit. Right.

That's for sure.

Desperate.

To be trained.

That's one thing. It's not like you're going to have 10 or 15 people waiting outside your door training me, train me. So what else do you tell them.

We can speed duplicate by having everyone come to you. You know, you can kind of have a better schedule where you don't always have to. The field training can be done in the office.

Yeah. One thing you tell them is that the first step is to max out your schedule. Now, there's a lot of wasted time in the beginning. You go anywhere at any time to see somebody, but there's a lot of driving around. So the first step to match out your schedule is you get people to come see you.

And that's what you're getting at, right? That's correct. You know, that's like a major revelation.

For a lot of people. But think about it this way. When you have expansion, orientation, opportunity, meetings, training in your office, why do people come to those? Because that's when you have them. There's no other time to have it. And when you tell them that, when you're telling it, you're not giving them options, it's like, that's when we do it.

If you're interested, you know, you tell them that.

Well, if the way you see people is, if you want to see our manager, you want to get trained, what's the best time? When are you off work? When you, both you and your wife, you and your husband off work, we can get you in and get you a point with best person we have in our office. You tell them we can find an average person to come out and talk to you. But I like you guys enough.

I would like you to get in.

Front of our absolute best person. Plus, you can always use the magic word in sales.

It'll go quicker if we could get you in there.

And also like going to the doctor.

You might get a doctor to come to your house. There's no way he could do the same job for you at the, at his office with all the facilities, everything he has there and information he has at his disposal versus coming to your house.

So you learn how to explain things. You say the deal is, let's see if we can get you on his or her schedule and get you booked.

Because this thing is you want to do it once, you want to do it right.

And so you find a way to get them in there. And once you get the concept in, you'll find words to say it and you have that life will go on.

With a lot of your people, haven't you, David? Absolutely. And one of the things I found is once they're on the team, they're much more cooperative getting the spouse's schedule, you know, they'll work with you.

Yeah, a lot of the people, you.

Know, in terms of, you know, the recruits are very flexible of getting in.

But a lot of their clients are flexible too. Once, once they get the idea this is just the way it's done. They're used to going to the doctor.

Office, the attorney's office, the dental office.

Think about it, folks. There's not a whole lot of professionals.

Even stockbrokers that come to your house.

And so we're professionals, we do it in a professional setting. The other thing, David, is after you maximize your own schedule. You can see you can train a ton of people in your office and also, especially if you do the presentation and then you train them to do the follow up paperwork. You could have your staff, you could have someone else in the office who is trained in the business. Once you go through and you decide.

What is right for them, you can.

Usher them out of your office over to be finished up.

But you can see a ton of people in a short period of time, just yourself.

Now the other thing that I would say second is, second step is to zero in, focus in on who out of the mob. Let's just say up here, here's the question. Now we have last month we recruited all these billions of people. You know, it's like too many people to keep up with. It's like flies in a jar or something, buzzing around, asking questions. What do you do? Well, let me just tell you this, they ain't all equal, okay? And you get who is the best focus in on them because they're going to be the one who will be likely to accelerate their training and be able to move into management as quickly as possible. So you find out who shows up early, you know, who's asking questions, who actually follows through. You know, you tell them how to do something and they follow through. It's real easy to spot somebody who has got the fever, who's excited about it, they're fun to be around. You know, everything about them is positive. You know, you want to know something? They smile a lot, you know, they laugh, they're enjoying themselves, they're glad to be there. See, that's the kind of person you want to have as a right hand person for you. So you zero on them, give them priority for your time and you find out they learn fast. To get with some of the slower goers you're going to have to repeat things three or four, five times. But these people, you know, you tell them one, they're pretty much going to get it, they might have a follow up question or something. And so out of this group you, you identify the go getter and you get them up to management fast.

By doing that you find the problem.

Pretty much solves itself. And that's why when we have the four point game plan that we, you.

Know, we are telling people that and.

Explaining even in our first orientation, our expansion right from the beginning the challenge is to get them to. That's why the fourth plan is race to part time management. Race. You want to get them tasked because let's just say this is this month.

Your production, we are graphing your production.

And let's say your recruit came in and you had a growth and all of a sudden you're up at this point and that's just with you and maybe one or two Other managers. Well, once you max out, you're probably not going to go beyond that until you build more managers. But if you have, you're taking the approach, first we're going to recruit them. The second thing is we're going to get them their own plan. The third thing is we're going to race the best and the best and brightest to management. Now you have some managers, you're raising the floor of your business. Now what happens is just like having a step ladder, David, because you have more managers on your team now, you can climb, you can step higher. That's why my goal every month, see, I'm having, I'm bringing everybody and I'm selling everybody, explaining how it goes, getting excited about it, taking the details, working with them and then I'm taking the best and brightest, the most motivated, I would say and racing them fast so that by the end of the month, if I've got more managers in here every month, no matter if I broke a record, set an all time record, if I'm doing a good job of following through, using my time to get the best and brightest out of this, the one, two or three out of there, who could quickly, in other words, in a week or two or the longest by the end of the month makes management. Now I'm giving myself a bigger footstool, a bigger support, raising the floor where I can continue to go month after month. So it's a process. But if you're lousy, you can't stay, you don't have a game plan, you don't sell them offline, they want to race to management or it's a go slow to management. You're not going to handle them by the end of the month and you're going to go and you're going to stop simply because you run out of.

Hours in the day.

But it's not really complicated. And that's the kind of thing you don't have to hear. Well, I can scientists to be successful in this business. Most of the stuff just take care of themselves.

If you do a few of the simple things right.

So how does that, does that make sense? Dave?

That makes a lot of sense right there. Fast start or no start?

Yeah.

Airplane take off slow.

Yeah, fast start basically management or.

No.

Start and see reason. People say how can I use too many training, that's too many to sit there who don't make progress, who don't do anything, who continue to ask endless numbers of useless questions and they just drive you out of your mind and you don't make any progress. And so the answer is, there's no way of field training. If that's your idea of field training, there's no way of doing it. One or two is max. But if you train it in the right kind of way, you'll never reach your max because you're always adding to your possibilities. Like a gas tank that you fill a gap. It's always expanded every time you empty it. The next time it comes to refill, that tank is bigger. And by the time it's empty again, it's even bigger.

That's how you keep growing every month.

Anything else you need to add, Danny?

No, that's excellent. That's okay.

All right, everybody, thanks so much.