Part 2 - How To Inspire And Lead Your Team To Success

Welcome to this edition of the Million Dollar Mastermind podcast. This is where we pick the brains of high achievers from all walks of life and get their hard earned real world insights on winning. I'm your host, Larry Wydell.

And Larry, one thing that I hear all the time from you is successful success is not an accident. What does that mean and how important is clarity?

That's one reason I want to do this call, because it's so easy to get when you're confused, you stop, you start thinking and success doesn't come by itself. You got to have a game plan for success. That's the whole thing about having a management philosophy. It's one thing to work hard, but if you don't have some kind of game plan and some kind of system, you're just going to be floundering around a good bit of time. Usually that's all it takes to be half of the people. But if you want success, you got to be organized for success. It's just like if you stand throwing darts, you got at least look at the target, lock in, in the bullseye and get your hand and like I'm going to throw it at that. You're not just going to like pick up a dart and just start, close your eyes and start swinging them around the room and magically hit a bullseye. You might, you got to at least get some, some kind of game plan. You got to find where's the target you got to focus on. Then you got to start throwing darts at it. Might have to throw a hundred or a thousand before you actually hit the bullseye. But at least now you've increased your odds of success. A success is not an accident. If you want success, you want to maintain success, there's certain things you have to do in our business. You got to get your darn OP meeting right. Most of you guys, OP meetings suck. You know why it sucks? Because look at your growth. Everything's wrong with your business comes out of your OP meeting because the new people come in, don't get sold in the right things. And the people that are doing the OP meetings are not being reminded of the right things. We used to talk about the bigness of the market in the company that was in the OP meeting because we wanted the new people coming in to see this is big, the opportunity is big. And also we wanted the people doing the meeting to rebranding themselves as they talk that this has come apart of something big. This is my identity. I'm not just rattle off stuff, I'm part Of something big. And we wanted to sell them on success stories. Business has stories everywhere, and we wanted to remind them of that stuff. We want to bring them in to say things work here. We want to get them locked in to where they want to be successful, too. Like you said, it's inspiring for me to talk about this crap. This is what I want to be talking about. This is what kept me going. Like people say, larry, why do you keep on working hard? Because I like doing crazy stuff. I just still can't tolerate mediocrity that much.

Guys, this is Breakfast with Champions. I'm listening with the intent of becoming just like the speakers man. And just imagine if everybody went for number one. Mario, doing a phenomenal job. Thanks so much for everything.

And now back to you.

Yeah, absolutely.

Larry, you want to keep going or.

You want me to ask another question? Yeah.

Let me just say one thing. Success, not an accident. Clarity. And I'm going to get to clarity somewhere we could have time. I'm gonna try and clear up some other things. But you gotta be definite. You gotta know what you're all about. You gotta be clear what you believe in and how you're gonna do it. Because you're working with trainees. And trainees are like young kids growing up. It's like they question everything. Why do we have to do that? Especially if it's something they don't want to do. If it's not fun and going to Disneyland, and if it's not eating candy at dinner, they're wondering why? Why do we have to eat the vegetables? Why do we have to get up and go to school? Why do we. Why do we have to do homework? Because you don't want to grow up working minimum wage the rest of your life or being on the side of the road begging for money. Get your butt out of bed. Let's go. There are rock stars that raise their kids with no discipline. And they eat candy all their life. And by the time they're eight years old, all of their teeth are falling out of their mouth. They look like black holes, these kids, because they had no discipline. Because the parents would just. La de da. I don't want to. I don't want to force them to do anything. You got to force the little heathen to behave. You got to train them up. Your high school football coach. And everybody comes out for preseason in August to get ready for the football season. You got. You guys do what you want. If you want to run some laps, just get in shape. They're going to say I'm pretty good shape. I don't need to run. I don't need to develop any. I got pretty good endurance. Thanks, coach. I'm good.

I'm good.

Then they go out there and they get slaughtered 182 to nothing in football because the coach let them do what they want. So the deal is you have to organize your pf, be clear about what you believe in because they'll try and talk you out of it. That's the thing about clarity. But like in the OP meeting, we had clarity about what we were all about. A lot of y' all not clear the reason your people go around in circles. Your OP meeting goes around in circles. What are y' all about? We were very clear. We're a talent agency for financial services. We're, we're running a big talent surge now. We got room. We got two jobs, sales. But we have the big one. The big opportunity for the people that are most talent is the sales management thing. Because we want to build people to make six figure and up incomes and run their own organizations as fast as possible. We're in the race for outlets. That's where we're in right now because it's such a big market. And so we're in a talent search for quality people. And we don't know who's going to be good and who's not. But if you want to be the best football program in the country, I promise you Alabama's got a better recruiting program than anybody else. Like Kirby with Georgia. Kirby Smart was on the interview after they slaughtered Kentucky, who was supposed to be so great on Saturday. And they asked him, how did you guys do so good? He said, why is the program so good? He said, we just got good. We got good players, they played hard. We had a good game plan. But he said mainly recruiting. We got the right people on the field. And he said the other thing, they're tough. They're tough. And yes, how they got tough, the way he trained them. And so you got to have a good game plan. You got to have the right. You got to go through enough of the right recruiting numbers to have the right people leave. Who's the best in your team? The best out of one. You recruit one person, the best person is going to be one out of one. You recruit 100 people at bay Shop, the best one that month is going to be the best out of 100. So how good do you want your people to be? And then when they come in, what do you want to plant in their mind? Is the first thing. So we plant success stories, bigness, and then we plant sales versus sales management. Sales is wonderful. We need millions. But limited if you want more. 24 hours of the day and pretty soon you're going to get as good as you're going to get. You're going to make it all you're going to make. And then if you get sick, you go on vacation, sorry, you're not going to be making, you're not going to be out there working income stops. But in sales management, wow. Unlimited income, unlimited security, unlimited fun, unlimited challenges. Because you can recruit and train, you're not limited by your ability in sales, you're limited by your ability. So you better get out there and self improve your darn self because you're all you got. And when your feet hit the floor, when you get out of bed in the morning, your whole organization is right there. I like the idea. I got an organization going coast to coast even if my feet never hit the ground in the morning. Mario. And so that's sales management. And you walk them through sales management. When they are excited about sales management, then you can tell them about how they're going to get started in the business. And that's what my game plan was. The four point game plan. Everybody comes to the op meeting, so they're apart. Everybody's on the same page, everybody's unified. They come through that same portal. There's not a thousand ways to join the company. You come through the opportunity orientation meeting, then you race to get your own game plan. If you're in the market, you're going to need it. If you're unhealthy, you don't have good health, you can't qualify. But if you're out of the market, you're not going to need it. But that's why you want 9 out of 10 or 19 out of 20 to be in the market. So you can get paid to recruit these suckers and you get your own game plan. Now you got something to talk to people about. Well, it's true now because you got one. But without that, you're just going to be a weakling. You're going to be going out there. Words are coming out of your mouth but nobody can hear you because they could tell you don't believe in it. So that's your third thing. And then the fourth thing is, once you got that out of the way is you hit the ground running, racing for districts so you can prove yourself that you are good enough. And then the other thing is you want you get them out of that. But you reinforce bigness. I did at every full timer meeting. And I say every in my mind. It was every. Maybe it wasn't every, but I felt like I did it every time. I started off as. Let me ask you guys, what kind of team you want to be? You want to be big or small? They say big. I'd make them say it three times, big or small? And then by the third time, I'd be like, big. And then I'd go, okay, we want to get big. That's how I'm going to coach you. Now let me ask you a question. You want to get big fast or slow? Faster. Slow. Fast or slow? Fast. I said, okay, now we got our game plan. We want to get big, we want to get fast. That's how I'm going to coach it. If you want it easy.

I can't make.

I don't know how to coach it easy to become an olympic champion when everybody else is out there fighting for it and when you got lots of changes, lots of work to do. Because we want to compress time frames. We want to get you the big incomes as fast as possible. When you get to the big income, we want it to keep coming in. We don't want this little fakie promotion and fakey thing. You want to get a check, one dime, and go. When I got my first month, you know what I got paid, Mario? $22,000 in July of 1980. That's the equivalent of $70,000 in today's economy. You know what I said to myself? I didn't say, yahoo spread the money all over. You know what I said? I never want to make less than this the rest of my life. And pretty much the way it turned out only went under 20,000, barely three months ever going forward. So anyway, I had a policy. So those were things, Mario, as far as success and clarity. That. That's one reason for the. The warpath thing. I want to be clear about going balls to the wall for something big. If we're find out how good we are, they say we saw will never be beat, and certainly not by some puny little group like the white l team. Let's see. Let's find out. I'd like to find out. So anyway, Mario, that's about success and clarity.

That's awesome, Larry. Thank you so much for sharing. I know a lot of people are getting a lot. I have group meetings. I have WhatsApp, and they're going crazy and put a little fire marks that you're just Dropping some really good nuggets that inspire people. And one thing, talking about clarity. Valerie, what were your guidelines, what challenges you have for RVP for your RVP promotions and stuff?

First of all, let me just say, when it comes to you got to have a replacement. Even Art said that. Thank God for that. You're not going to have an RVP factory if your top guy goes out the door and then you don't get a replacement. But I'll tell you that there's a couple of everys on replacement too, Mario. So you got to get your brain right about replacement because that's at the root behind guidelines for promotion. All right, there's a couple of everys when it comes to replacement. Every regional leader at one time or another felt like they were being held back or they were being punished with too heavy a promotion. I'm not saying it lasts long. It might be for only a flicker of a second. It might be for a month or two or three, or might be their entire during career, but everybody has felt that way. All I know is I gave up 75 licensed people when I went to North Carolina at a time I couldn't afford it. But I had to start over. You got to replace yourself. And so get over yourself. Your replacement, the bigger replacement, the more you understand it, the more committed you'll be to get good replacements. The worst thing that can happen to you is not give a replacement because then the rest of your life you're going to be weak on replacements. And that means you're going to be weak in your bay shop. And if you ever get it going and you ever burp out an rvp, that's it. You're going to take almost no replacement. Even if you didn't give a replacement. Folks, that's no excuse for you to not take replacement. You take replacements to replenish your base. But also it's a growth thing for the person going out. If that's too tough for them, they're not ready to go. The fact that people feel resentment about giving a replacement shows they're not ready to go because they to tied their whole future tied to that one or two or three people you took. And they feel like, oh Lord, there's no way. They're so important to me. Get over yourself. You're going to be go. If you're going to be successful, you're going to be. You're either going to be doing it all yourself or you're going to be recruiting tons of people. The world's full of people. Can I remind you we're only doing 1% of the market. And so the other every is that every RVP's who made a promotion, a lot of promotions has made a mistake and exceptions. Mistakes and exceptions. That's one way you find out. So big darn deal, hopefully you're going to make a lot of it. Art Williams is the top of the list on that. When I made my first replacement, I called Art and the guy wanted to move away and he didn't have, he didn't really have anybody yet. And he wanted to offer me his group that were behind. There wasn't even a manager in there yet. And Art said, okay, you let Richard go, but you tell him. But these guys all come go belly up. You're going to have to come back later and get a replacement from him over in Virginia Beach. That's what Art Williams told me. Within six months he got on and damned everybody to hell and said he'd fire your ass if you went back and tried to get another replacement later after you identified it. And I said, wait a minute, Art, you're the one who told me to do that. So anyway, we figured these things out along the way. And also the guy Art, he's the godfather at all, but he's a human being. He's also the one that said I'll fire your ass if you run your organization with fear and intimidation. And we were like, that sounds an awful lot like fear and intimidation, Art. So realize when you deal with Art, you're doing with, you're dealing with a very special once in money generation type human being. But he's still a human being and he got where he is. Not because he's some genius who God just gave this massive vision all he figured the crap out. Okay, yeah.

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So we all agree also we're stupid to hold think about holding people back. You're stupid to hold people back, they resent it, they never forgive you. You make them emotional cripples. When they're inspired to go, it's like you cut them off of the knees. And then the whole idea is that you want to build independent, strong gung ho leaders. And you don't do that by holding people back. Let me say something about Mario, about the compensation. The deeper you go, second, third, fourth, fifth generation, don't look at that for growing your income. You look for growing your income from your first, your seconds and a little bit from your thirds, that will grow your income. But no matter how they try and manipulate the commissions, they can't give us big money for the fourth, fifth, sixth. And they don't give us nothing after six. So you got to look at that as security, Mario. But you still can't. I'm not going to promote anybody because I don't make anything on Sega Spirit 4. So I'm just going to keep them in as long as I can. Then you're making them weak and then they resent you and then it's counterproductive. Let's just say you got to promote them when they need to go and figure the compensation system will eventually be right. But you gotta look at profitability, comes from width at the top and security. Like right Now I got 4.7 in assets under management. 4.7, is it billion, Taylor? Yeah, billion. And I don't think I even. I don't even think I. Is it billion, Taylor? Yeah, yeah, billion. 4.7 billion me, Mario. And I don't think there's one security sale. I don't think there's one security sale in there that I actually filled out the paperwork, left the core value of a team. But I don't make any money off a lot of that stuff. But you know what it is? Security? People quit. It rolls up, people quit, rolls up. May not get much off of it, but it's pretty secure. And so once you get money coming in, you want that money to keep coming in. You want my guidelines. I'll give you a couple of things about my guidelines for promotion and maybe we can pick that up later. That sound good?

That sounds great.

I want to get some stuff on the table. People get tired of talking to me if I listen to me, if I talk too much. But I want to start talking about million dollar earners. I want to talk about building armies. I want to talk about going beyond big hitters.

And no, Larry, this is powerful because you're. This is why I plugged into the big Hitters call because I always heard you talking about big vision, putting it out there and your enthusiasm, like that's huge. Even when you're talking about, hey, if your meeting sucks because you're not excited about that. And guys, this is fundamentals that work all the time, that worked 40 years ago and are true today. If your team's not excited about it because the leader's not excited about it. And there's so many great nuggets that you drop. Larry, honestly, we're grateful for you and thank you for pouring your passion, your heart, your enthusiasm. You can hear it on this call and your knowledge. And Larry, one of the things, just to be clear, because you hear all these different things on how people build it and stuff. And you have your guidelines and you are actually there. You were there when this thing was erupting. You're leading the Al Williams team. What was Art Williams guidelines? What was it back then?

You remember they changed. We probably won't have time to get into it. They changed the printed guidelines in 1978 when I came see, Art never ran a bay shop. We run a bay shop because when he ran a bay shop, it was all RVP over a bunch of salespeople. And then they had a district promotion in there. But they only doled out like he said, like two a year or something. So there weren't many districts. So I wasn't, I wouldn't aspire to be a district leader because all I could do is be a salesman. And then Bob Turley overrode me. And so he wasn't really interested in recruiting because frankly I didn't do a whole lot and he didn't make much all of me. So he wasn't really fired up to get a whole bunch of knuckleheads like me in there. Because you get a big shock when you have layers of management. The printed got printed guidelines I took to North Carolina was to get to be a district. You had to come full time because there was no part time management. That came up a year and a half later, a year later. And then Mario, you had. These are printed guidelines. You had to, you had to do 50 solo sales after you were field trained and you had to fit $50,000 in cash in the bank. That was the printed guidelines to go to district. And what if we did that for RVP's now, even the ones who don't build replacements. So I asked Art once, I said, hey Art, how about this whole thing on 50,000 the bank and 50 solo sales? I said, it's Going to be tough here up in North Carolina for me to get some districts. I might. What about that? He goes, larry, sometimes you have to make exceptions. Things change. But Art never produced in the beginning, the first RVP promoted, we had seven original RVP's because they had the offices. We went independent. The first RV promotion was Bill Arinder. You know how Bill Arender was announced as an RVP or how he was promoted. The fanfare that we do over RVP promotion motions, the wife on stage, the husband, the spouse on stage, the tears and the flowing speech and someone on stage, the crowd stands and you present them with a plaque and you make a huge. You know how Bill Arenda was promoted to rvp, Art?

I wasn't there.

He walked out of his office one day, put a paper, stuck it on the bulletin board and said, art, Bill Arender promoted to RVP and walked back in his office. So we got better. We got better at all this stuff and we grew. We learned from each other. And so I think that's probably enough information for today, but I would like to get into it, but I want to have time to talk about it, the RVP guidelines, challenges and everything. And I can tell you what. See what Art did for me. I'll tell you this, you know, Mr. Art, I'm not talking behind his back because I must probably see him a little later today. And we've had a thousand conversations at lunch over the golf club, over this thing, but I swear he's Groundhog Day. The next I'll win it, he'll say, you're right, I don't know what I was talking about. People are not holding him back. 100,000 all day shops are good. He said, I need to, I need to leave that alone. But then the next day he'll be right back to it again. So I don't know, it's just one of those things he's got a glitch about. But here's the way I always win the argument. I said all I know, Art, you were pretty blankety blank excited when I went to RVP in 9th month after promoted with 142 or 147,000 in premium. Back when the average app premium was 300. Mario and I did 5 80, 580 sale to get 140. And that was not. That was off a lousy 180 recruits or 190 recruits. And I said, all I know is you're pretty excited about that, Art. He goes, yeah, I understand. Yeah, I was. I said, you didn't say anything about me holding anybody back, you know? And by the way, I'd already promoted an rvp. I promoted an RVP my second month. And guess where he was on that same month in April, nine months after I went to rvp. Mario, his name was Joe Covington. Guess where he was in the standings? He was in seventh place with 80,000.

Wow.

Okay. And so nobody accused me of having too high standards. Because when you grow, Mario, when you're growing, people don't gripe just like you. People understand when you're growing. They know it's going to work out for them. The people that have all the pushback on everything they do, basically, but especially about guidelines for promotion, standards of excellence, strong replacements, RVP's who get grief on that the ones are not growing. So that's where my sympathy is limited, is get your darn bay shop growing and watch how that watch out. Everybody shuts up about that. But I would like to get into the rv. My guidelines, basically. Guidelines and challenges I gave people for their RVP promotion. And because I want people to be clear. I want to be confident. You got to be clear and confident, and it's like explaining things to kids, and they're going to question you, but you got to be bold, you got to be aggressive, you got to be strong. And Mario, do you ever get challenged on stuff?

Absolutely.

All the time.

But you know what? You're absolutely right. It's always with the ones that are struggling. It's never the ones that are growing. And they're extremely. Never. It's like, hey, best coach, let's run the play. I'm like, wow, these guys. No wonder they're winning. No wonder they're big. It's that mentality. Clarity equals power. And we learned that. I've done a lot of mistakes in the beginning that made people question me, so I got better at being clear. So thank you for sharing that. And Larry, I don't know if you want to hit on this today or maybe next week, but you have a gift on keeping your team focused on recruiting, on doing it big, on fast growth. We would love to hear from that. You either to finish the call or next week. It's all good. It's all welcome. But how'd you do that?

I spent about 20 minutes ranting a raving. I got asked that question on Friday with Gurpreet Singh's group, and they'll probably tell you I was pretty darn rough on them. But the thing is, if you got a huge goal, it's like you, it's clear to everybody, we got to get. We got to grow the team. We're going to do that. So one thing, it's not a big enough goal. It's not immediate, and you're not holding people accountable for there. It's like you want to get more income or not. Thing is that how do you expect to grow your income if you're not going to grow your team? And how are you going to grow your team if you don't have new recruits coming in that you're training and see who's going to stick? And then how is that new growth going to last if you don't produce managers out of it? And so growth to your income, growth to your base income. Mario, got to think of your income as a window. It's like how high can it go in a month and how low can it go? See, what you want to do is grow the window of your income. You got to start getting money motivated and thinking about what you do because you're in business and you run business to make money. People like we do recruit and that I lose my focus. What are you. This is for yourself. You're in charge of your paycheck. There's only one way for you to grow that thing, and that is first start with recruiting. There's three ways to growing your income, and that is the first wave is get the recruits in. You follow behind that by training them, internal consumption, get them locked in. The first step of locking them in is get their own program because now they're really excited and now they really got something to talk about with credibility to their friends and family. And now they're like true believers. And then the people that hold off from that, they never mind any. They're timid. They hold back from everything. But the people who buy in on the product, not forced to buy, don't buy what you don't need. You always have to say that. But the people who need it, see it, buy it. They're not holding back, they're running away. And that's. You want to find out about them early on. Why are you going to waste time and somebody who's not going to wholesale commit to this thing? But then you go in and so you get recruits, you get them trained, so you get some money coming in. And that's why there's no excuse for your income to go down when you're recruiting, because they're immediately going to turn into income from premium and their own personal consumption. And then you're going to race and get more recruits and same thing. And then it's going to explode because soon they're going to be in management training people themselves. So you race them to management so they're gonna have places to go and they can make three income streams. So you race them to district right after they get their own program. So I guess there's no race. If I had to guess, Mario, people lose focus. Cause they ain't racing to grow their income. I want to go to a million dollar fast. I want. You know what? I want to chase my potential. I wanted people to chase their potential. I wanted to get it as big. Goes back to how I started the full day. I want to get big and I want to get big fast. How big is big? Let's find out. How fast is fast? Let's find out. Depends on how good you are, how bad you want it. You say you want it. Let's find out if you're good enough. Let's get big, let's get fast.

Maybe we rewrite the record book.

I don't want to be guilty of selling myself short. I don't want to be guilty of selling you short. Get after it. So those type things, Mario. So this is helpful.

Very helpful. What an impactful call, man. I know you talk to a lot of people's hearts and their minds on just. You just gave a lot of us clarity. So thank you so much, Larry, for pouring into us. We're very grateful and we look forward to hearing more from you. Larry, it's always awesome that you get to interview the big hitters, but man, you're one of the biggest hitters this company's ever seen. And it's crazy not to turn it around and hear from you and your mindset. And you're a modern day Napoleon Hill. Think about that, Larry. That's what you've done. And not only have you studied the people that are doing great things, but you actually did it. And 99.9% of the time when you interview someone, you actually did it much bigger. And you're so humble and you put the spotlight in other people. And that's what makes you an amazing leader. When, Larry, that you're a servant leader and you push all of us up, including myself. So I'm very grateful for your friendship. I call you Uncle Larry because I really see you as my family member, Larry. You're the type of person, how much you impacted me, that if you needed me at 2, 3 in the morning, I know you're in Palm beach, man, I would get on the flight and fly over there to help you because that's what you mean to me. So thank you so much, Larry.

Thanks, Mario. We're going to ask Mario Munoz to allow us to bump him back so we can keep this going next week because the incredible Mario Munoz News deserves his place in the spotlight and we're going to get him in there asap. But in reality, Napoleon Hill never directly worked with people teaching his principles for 40 years, producing million dollar earners. So at the end of the day, Napoleon Hill, as good as he was, Dale Carnegie, who did they produce directly? And so the thing is, you learn things by producing directly. You guys out there in the field know more than the Napoleon Hills and the Dale Carnegie's. That's what I'm trying to stir your butts up so you could see who you are, how good you are. That's why I want people listening to you. That's why I wrote my book. We could have a hot thousand books out there because people need to be listening to what you guys got. Because China's racing to take over the United States. There's a video out there about their growth of their great gross national product. It's frightening how fast they're growing when you guys already know we need to get you guys a bigger platform. So that's why. That's what I'm doing. What I'm doing. I'm bringing the warpath message out to bring out the best in me and also to see who wants to go absolutely ape in this thing. And by the way, 329 Worth Avenue grand opening, we're gonna have the unveiling only one time only then they'll all be on view permanently. But come see us. It's fun. Get your vision expanded. All right, thank you, Harvey, everybody. Have a great week.

Thank you for listening to the final part of this episode of the Million Dollar Mastermind podcast. Great ideas, don't care who, use them if you're motivated to move up in a big way. Right now, I've created a free training video to remove the mystery on how to set yourself up for big success. This is the information that has changed so many of our lives and it can have the same impact on you. And the video is completely free. You'll find it@widelonwinning.com join us over there and thanks for being part of our community.