 Hey everybody, I want to scale a sales team. One of the toughest things that you can ever do is scale a sales team from just you, right? Because everyone wants to do three things. Everyone wants to duplicate, replicate, and scale a sales team. So today I'm going to be talking about the sales team secrets of how we have 20 sales people in-house now, and some of the things that I've learned on how to actually do that and scale a sales team. Because specifically, when you have a sales team, what you're looking to do is to have other people that can help you grow and grow a company through utilizing other people. The number one thing people struggle with is taking their sales ability. Because everybody starts out, right? If you think about the progression, everybody starts out as like, OK, I'm a sales person. Then you've got to grow into being a sales manager, and then eventually you want to grow into actually being a good CEO or business owner. And I was always really good at this. I struggled to get to the next level. Then I've gotten to where I'm really good at this as well, phenomenal at it. I'm going to talk through some of the secrets if you pay attention. I'm going to have a free bonus at the very end for those that make it to the very end of the video. And also now, I'm trying to become a really good CEO and business owner because I'm not in the weeds as much as I used to be. So that's the stair step or the progression that a lot of people see once they want to grow a sales team or they want to grow a business or they want to get out of just being the only sales rep that's doing the thing, OK? Now today, the process is, and I'm going to talk through each one, some of the things that we look for, recruiting, right? You have to find the right people, the right talent, people that can consistently deliver results day in and day out, right? And finding the right people, very difficult, OK? Once you find them, how do you hire them? What are some of the questions that you ask? After you've actually hired them, what does their day-to-day look like? And what should that look like? And once you have their day mapped out, how do you consistently train them on going forever so that they're constantly improving? And then it's just a cycle, right? Then it's just a cycle of continuing to do this. And what we've learned when we're looking for the right people is we'll put out an ad and we will try to find the right individual that will actually respond and come in. We want to talk to them on the phone. Some of the things that we'll check, yeah, we'll check their resume to make sure they can spell, right? Or that they actually have some sort of experience or we don't want to hire a janitor that's never had sales experience, right? Or we don't want to hire, right? You get the idea. OK, once we look through their resume, we will then go and actually check their social media, which is also extremely important because I don't want someone that is putting a lot of stuff up on social that would be a bad representation of me and my brand or that I may not actually agree with, right? Or our core values maybe don't align, OK, which isn't good. And then after that, after social, then we want to actually meet them, you know? So we'll call them. We'll have them come in. Andy will. He'll actually sit down. He'll ask them some questions. One of the main questions I like asking when I'm doing some actual hiring, right? Once I'm actually hiring is I want to see if they've done any research. And I may end up doing a webinar on this in the near future where I go in depth for two hours, right? I want to know, did you do any research on our company? What do you know about us? If they show up for an interview and they know nothing about us, it's different if they're a referral and they're here and stuff from the person that's referring them. But if they don't know us, they're not referred and they just hit up on Indeed and they're not actually doing any research, that lets me know that they may be lazy because they don't even care where they get hired, right? They didn't do any research. They're not here because we're special. They're here because they just want a freaking paycheck, right? So what type of, have they done any research? Okay, also I want to get to where I'm hiring the right people so I may have them do some type of assessment and I'll have them go through at least two interviews, maybe one with a COO and then maybe one with a COO and directors or maybe me, okay? And, but that assessment tells me if it's the right individual for the position. Okay, because what are you looking for? When you think of a salesperson, what are you looking for? You're looking for someone that's driven, right? Someone that's a self-starter, someone that's reliable, someone that's coachable, and someone that will put in the work and will focus and work hard and listen and do what you say when you say to do it. A lot of people struggle with some of those aspects, okay? So I got to make sure I'm actually, once I'm finding them, I'm hiring the right people. Okay, once I'm hiring them, then I've got to put a plug them into the day-to-day operation, right? So what does that look like? Well, you know what, you need to be doing some type of shadow day to where they're actually learning the ropes and watching other people. You need to have them introduce themselves in front of the team and have the other team members provide testimonials, right? And then you need to get to where, they need to get to where you're actually explaining the core values and the things that are important to your company because what that does is it establishes control from the very beginning. I've learned when you're hiring salespeople, if you don't get control out of the gate, guess what, they're going to take control later. And once you give them, you know, you give them much of freedom and then you want to take it back in two weeks, it's hard to do that, it's hard to reverse it, right? It's hard to do that in reverse. So I want to establish control from the very beginning, right? That's why I talk about, hey, you know, we look for people that are reliable. If you got a tummy ache, you don't show up, you may not work out, right? We're looking for people that are coachable. My way works. If you listen, you'll make money. If you know it all or if you have a ton of experience and you don't listen, you don't want to do what I say, guess what, you probably won't make it, okay? And if you want to make money, you'll listen, right? And I'll even let them know, hey, if you have a ton of experience and you get something else and you come here and you try to bring that experience here and you have more experience than maybe that I do and so you don't listen, guess what? It's never going to work out. And then the actual work ethic, of finding the right people that are going to put in the work every single day, that are going to focus, that aren't afraid to put in the work. A lot of people are afraid to pick up the phone, man. The phone is like freaking 9,000 pound gorilla that they don't want to pick up, okay? So that's where I look for those core values. Some of the things in our office that are minor but that are very important to me, they're minor on a grand scale but they're valuable and important to me, right? Is we have a no negativity policy. No negativity, drama, negativity, right? Their dog had an accident, they got in a car wreck, their car, their computer blew up, whatever, right? I don't want them, they got in a fight with their spouse over the weekend. I don't want them bringing that drama or that negativity to the office, right? Because what's the number one thing that is the most important part and it's a massive secret of hiring people and it's culture. Your culture's got to be freaking energetic, energizing, fun to be around. I want to be in that environment because it's unbelievable and it's going to make me a product of that environment. I don't be happy with my decision to be there, right? Because anyone can work anywhere they want. Why with you, okay? Why with you, okay? So that's why culture is extremely important. After no negativity, dude, do we have a no lying policy? I don't believe in lying ever to make a sale and that's an integrity piece. That's core value piece. That's really important to me that, what's important to you for actually doing that, for making sure that they are representing your brand the way you want to represent them. At any point they're not, time to move on. Time to get rid of them. Okay, a couple minutes left until I give away the free bonus, right? Next, next is, I don't want a bunch of cursing going on in the office environment. It doesn't sound good. People could be walking through, they're interviewing, right? Or family or friends or whatever where they're on the phone with somebody and somebody hears something in the background like it ain't a good look, it ain't a good sound and it ain't okay with me, okay? And then after the day to day, then you got to get into actually training them. And when you're training them, we have trainings two times per day and here's what they do and here's what you need to do. When we're talking about these trainings that are two times a day, we have video training, right? Video sales training. We'll do some role-playing and we'll do some energy, right? Jumping jacks, push-ups, something. If you follow my Instagram at kody.askins, you'll see some of that, okay? The actual video sales training is a big piece though. We now have something called a CA sales system that is an insurance sales training platform, 400 modules, quizzes, everything else that is meant to help a new rep or someone that's struggling gain some confidence. So here's the free bonus. As you're watching this, you're thinking, dude, I want my sales team to be freaking stellar. I wanna have a superstar rock star sales team. Having a sales system for them to plug into is the answer, okay? So here's what I wanna do. I wanna give you a free strategy call for us to discuss your sales team and how we can help them, okay? So do me a favor. Go to kodyaskins.com, okay? Again, my full name, kodyaskins.com and there is a, in the menu, click on sales system so that you can learn more about it. And when you fill out that page saying, hey, I want more information about the sales system, we're gonna do a free strategy call so that we can actually show you how it can increase your team's production immediately. You're watching the secrets, right? The secrets are you never wanna be mediocre and you're like, dude, well, what does that mean? How can I avoid mediocrity, which is popular in the interest business? I got a video on how to stop that right now. Click on there and I'll see you there. Who feels like they got some massive goals? Who's got those goals written down? One of the things that I do is something called a daily power five.