How To Make Your Team Produce

What we have here, the question is in the arena of training, jump in. Julian, what do you have for me today?

I have a decent group of veterans and a few new people. So there's a gap in how long people have been here. And my question would be, what's the best way to kind of close that gap in between them and when I'm doing my training, when I'm talking to them in a meeting. But the veterans have been here longer for them to feel like they're getting something. And the newer ones, I tried working on fundamentals, but obviously the veterans, we heard this already because the veterans are pretty good out in the field. They just don't have enough activity for them to generate growth. I'm going back and forth because my newer people are seeing the lack of activity and I don't want them to catch on that they don't have to do that much.

So basically you've got a one room schoolhouse, right?

Yes.

And you're, you're the teacher. When you try and do a class, you cover the fundamentals. The veterans are bored because they've heard it a thousand times before and your rookies are listening. You're getting through the rookies, but they're also looking around and seeing all these people know all this stuff and they're still not doing anything. So it creates a disconnect, Is that what you're saying?

Yes.

Everybody's got a train. If you've got, if you're going to grow, you're going to be successful, you're going to need assistance. These techniques work, they're transferable. I'd like to point out that there's so many of them, you probably haven't listened to them, which is not a problem. But I'm going to let you know they're out there. This is something we all have. Everyone's got the problem of the veterans who don't work. Now, Julian, you got to say, this is my fault, I got to get better. You recognize it, you clearly identify it and then you get some answers so you can fix it. You're trying to find the balance between too little and too much. And it's like a teeter totter. You got to find a balance. So imagine this is teeter totter. Imagine that was straight. The way we find we get back in this situation over and over again is because when we don't do a lot of training, we feel like if they're not working, hey, I got to get with them and stir it up. You assume they don't know what to do. They're just confused. You assume, because usually they tell you this, that if they knew what to do, they would do it, but they won't. I can remember clearly being in manager meeting about ready to pull my hair out and starting off, going through some stuff again, four point game plan, or how you do this, or how you get, you know something and have. Clear as a bell, I remember this happening and have people pipe up and say, well, we've heard that before, you know, the veterans speaking up. Well, here's how you handle that. You said, well, let me ask you this. How many people did you see last week? How many recruits do you get last week? How many sales you get last week? How many referrals you get? How many people from last week's prospecting did you bring? And do you have in our business meeting, our opportunity meeting, or, you know, whatever meeting you have going on, how many do you have with you? What did you do? They'll say nothing, nobody, Nothing. None. You'll say, well, listen, maybe you need to hear it again. Now, of course they won't listen, but the deal is they've heard it, but they haven't heard it and put it to work. And that goes back to other things I've done in training, classroom training does nothing until they go out and are motivated to use the training. So the way you get out of this too much, too little cycle and all the pressures on you and it really doesn't take you anywhere you do something different. First of all, you make sure that everyone knows their next step. Now some people get into, I want to analyze their why and their motivation and what really, you know, is that they want to get their wife to be able to stop working or send their kids to a private school, or they want to be able to buy a house for their mother or they want to do a what here. The reason why I don't waste a lot of time on that is the reason everyone is here is to make money. And there's two things that's going to accelerate that. Number one, if they get promoted, they're going to make more money. If they get a recruit, a recruit in the right market is going to be a sale, a new client plus someone they can train and get overrides so they could get multiple incomes there. And of course, the other is just general sales activity. And the other thing they need to focus on is breaking new records. You got to make it clear. Say, listen, dum dummy. No, say you listen, listen, sweetheart, if I want to raise, let's just say your income is down here. Now do you want your income to be up here? Yes. Yes. Want the income to be big. Okay, so let me ask you this. How, how did you actually get this income? Oh, you worked. Oh, really? You made a sale. You had, you know, you had to do things. So your activity was related at to that. Does that make sense that the more production, the more appointments, the more you work? If you drive your work thing up, that that might be a key to driving your income up. All right, well, let's just see if we can get more activity done this week. Just like in the gym. If you go to the gym and the first day you go in there, all you can do is lift dumbbells with 10 or 15 pounds, and then 10 years later you're listening. Lifting dumbbells with 10 or 15 lbs, you probably don't have any bigger muscles. But if bigger muscles is your goal, you want to lift more weights. Well, if bigger income is your goal, you want to get more done. So you got to make sure this is highlighted. So everybody's got to know their next step. And I knew what caused people to go out and work is excitement, adrenaline. Let's take your kids. If you tell your kids they should do your homework, their homework, they should get it done early. They should, they should, they should. How successful is that going to be compared to you say, look, what I'm going to do is I'm going to give you 25 cents if you get a C on your report card the next time it comes in in that subject. Every C, you get a quarter, you get a B, I'm going to give you a buck or five bucks. Every a, I'm going to give you $20. Now they have incentive which is going to cause them to do more homework. The incentive or telling them they should, they ought to if you want to get them to, to break this low activity thing, you're not going to get it by guilt tripping them and giving them the boy Scout pledge. You've got to ignite internal motivation. So you got to make sure everybody knows what their next step is, how it'll pay off for them. And say this was your past activity record over here and it gave you this income. Now let's just see if we can. Can we double that this week? Because if we do that, what's that going to turn into? Double the money. And if we keep moving up and it's not, it's you working plus building a team and you all working, adding it all up as you move up your numbers, you're going to be driving up your income. So who wants to drive up their income? There's three sources of excitement. You build your business off these three things. New recruits, new paychecks which come in from sales and what promotions. If you think of this as money, RPM revolutions per, you know, it's just like how fast are you going in a car? You figure your RPMs, your revolutions per minute. And so if you want to rev up your activity, rev up your growth, keep pushing recruits, promotions and paychecks money, celebrate that in your office and when you get them together, because that gets everybody excited. If they're young, they're old, they're whatever, they're interested in money. And the best thing to make wake up the dead, the old veterans are not doing anything is when they see other people making money and maybe even a rookie who just came in is making more money than them, that wakes them up. So what you do is you take your most recent heroes, you start making heroes. And these are the people who did something this week who did something that either set a record, got a promotion, got recruited or got them closer to it. You look for the most, look for any positive. You look for positives, you get the people who did those things up in front of the group and let them train by asking them questions. How did you do it? When did you do it, what caused you to do it? How did you feel? And they're up there and you're just interviewed. Then you know, you don't drag it out forever. And then if you're low on excitement in your own office, plan to call into another office and interview a speakerphone, somebody who's hot in a bigger bay shop. Because I promise you they're not calling. You know, the guys who are downline districts and divisions that are hot inside these bay shops are not being called to do a lot of conference calls and things like that. So they'll be grateful, they'll be excited, you know, you're giving them respect, you give them the big build up and they will just blow your people's minds. So those are things, number one, you got to get everybody to know clearly what's their next target that's going to give them more money. You get your meeting now. So they're organized. They're not in there to learn, they're in there to pick up ideas that's going to help them to get to make this stuff happen over here. Then the content of your meeting focused on recruits, promotions and money. And by the way I also have white L academies on this RPM see this allows you to make your points in around success stories people will listen to stories people get bored by facts and technical and this I promise you just because the rookies haven't heard it before doesn't mean they're not bored too but what nobody's bored hearing a story they haven't heard before you tell a normal story in a normal way they're going to want to hear how it comes out what was it well then what happened and then how did it turn out oh and see now you can get them paying attention and that's the most important thing you want them paying attention while you're in there and then you want them running out of the room to go do something when they're out of there otherwise don't have a meeting so hopefully that was that helpful to you yes it was Mary thank you thank you so much thanks everybody.

Sam.