Starting a Real Estate Team with Culture & Core Values - #REalAdvice 13 (Part I) w/ Kyle Whissel

Do you ever think about starting a real estate team?

Starting a team is a huge task, but can be very profitable! Having a group of people surround you, united by a common culture and goal can bring energy to your work, and help you do and be your very best.

But how can you get started on building a team? What exactly do you have to do to even start a team?

Many agents start building a team with anyone who will join, but that will not help your team grow! But that’s not any way to set up your team for long-term success.

By digging deep into knowing the culture you want to be infused in your team, and having a strategy to grow and train that team, you can see amazing results.

Are you dreaming of building a team? Kyle Whissel is here on this episode of #REalAdvice to give his best advice on everything you need to know before building a team.

Guest Introduction:

This episode’s guest on the #REalAdvice podcast is Kyle Whissel. He and his family live in San Diego, California, on a small ranch where they raise rescued pot-bellied pigs. He started his own team and grew a group of 30 people who do more than 300 deals a year.

Highlights of this episode: 

  • Jonathan introduces Kyle and his business.

  • Kyle started a team when he realized that he was losing leads every day because there weren’t people to follow up with them! He brought together a group of people, and started his first team. 

  • However, without a system, that team still wasn’t capturing all of the leads!

  • Kyle brought together a group of people from all walks of life, and started that first team. That was where he learned that the most important part of the team is the culture, and that you need to bring in people who will fit the culture first and foremost.

  • To have a high-performing team, you have to train at high performance levels!

  • Kyle brings in the leads, his team converts them into sales!

  • If your team culture isn’t working, it’s ok to start over from scratch.

  • Your most logical first hire will be an admin person: they will be the glue who holds the team together.

  • Kyle recommends bringing in team members two at a time, with a max of four at a time. They end up going through the onboarding process together, learning together and often become accountability partners.

  • By having a team with a system, you’re better able to serve your clients. Taking turns manning the lead generator, whether it be the phone line and the front desk helps you get the best service.

  • It used to be that you had 5 minutes to follow up with a lead, now you have SECONDS.

  • Have a recruiting plan in place for the team: every part of your interaction with this person is part of the interview. Do they introduce themselves to others, and are they excited to be there? They will be great at networking!

  • You want someone who is going to be coachable, and super excited to connect with others!

  • Make sure you teach folks up front what to expect as part of your team: that way they know how to be successful!

  • A five-minute offense is better than a 30-minute defense: be prepared! 

  • Your team will be the people you love working with. Don’t start a team just because you think you need to start a team; do it because you are passionate about leading other people.

  • If you only learn one thing from this episode, know that the team culture is the most important part, and that anyone that you bring on to be part of the team needs to fit in that culture. 

Special shout out to Kyle for being this episode’s guest for #REalAdvice! You can connect with him here:

Join the Hashtag Agent Community

Ready to join a FREE supportive Facebook community geared for long term results and longevity? Connect with other real estate agents, ask questions, get answers, and discover the motivation you need to keep growing your business through social media.

Find REal Strategies. REal Advice. REal Results. 

Click HERE to learn about The Hashtag Agent Community!

Like what you hear? Don’t miss a simple episode! Follow me on your favorite podcasting platform:

Special thanks to YOU for listening, especially if you made it all the way to the end! It would mean the world to me if you rate, review, and subscribe, and if you find this helpful, please share with your real estate friends. If you have any questions about this episode, send me a DM, or use any of the social media links below to reach me. 

Connect with me here:

Thanks for listening, and remember: #WhoYouHireTrulyMatters

Audio Version Below!

Full Transcript

So my name is Kyle Whissle I run Whissle Realty Group powered by EXP down here in San Diego I've been in the real estate space for half of my life now which is kind of crazy. So I started out by my first property at 20. I'll be coming up on 40 here in a couple of years so it's kind of crazy but our team down here we've got about 30 agents on our team now and we've got 10 admins on our team.

We'll sell north of 300 houses in San Diego this year which is amazing so that's why I'm on the business side. On the personal side I am married for seven years now. I've got a beautiful 3 year old daughter and we have pet pot bellied pigs and our passion project is rescuing pot bellied pigs. Nice. I mean how many pigs do you have two at the house and about a dozen at our ranch which is just up the hill we have a five acre ranch that I bought purely so we could rescue pot bellied pigs.

Nice and I think that it's cool that who cares what you're passionate about if your passion about do it. There's too many people that are just doing so many things that they hate. And that's why everything else sucks and it's all about passion. Sweet. So we're talking about team building and you said that you have 30 agents or so now but obviously you didn't start with 30 agents it took you you know some steps and it took you know some things that work some things that didn't work. Can you kind of outline from where you started to where you're at today maybe one or two things that you would do differently when building a team.

That's the easier part.

Talk about what you screwed up. Like oh I remember that.

Yeah I remember we were we were remember the mistakes. Yeah. My first year I lost over one hundred thousand dollars. And so how I kind of got to building teams I probably actually lost way more than that an opportunity cost but hard cos I lost over one hundred grand. So when I got in the business I got into the residential side of things during the short sale in our Yau days and we got to the point we started landing some of the big Oreo accounts with HUD and Fannie Mae and some of those big asset management companies out there and I had tons and tons of listings.

And then there are all these buyer leads that were coming in from them and I initially was like hey my buddy's a broker I'm just gonna like send these leads over to him and he can let his agents try to follow up on them. And so once a week I would export all of the leads that came in for the week and send them over to him. BICHIR see if you can convert these like think about that today we're like now I'm obsessing over how many seconds it takes to follow up.

And I was bashing them at least once a week like it was so stupid. And then I tried having a couple of agents who were under me and I was just like Alright you two are gonna get all these leads but I had no systems or anything. I was just like out here's the lead. Go for it convert it. There was no roleplaying. There was no systems there was no CRM. There was nothing. I was just like Alright guys here's leads at least I went from like a week to like a day.

But still there was no system or anything for these guys to follow. And then after throwing away who knows how many leads and how many probably hundreds of thousands of dollars worth of opportunity. I finally got to the point I was like Ah. This is just not working like I need to step this up. And so I was sitting around on a black Friday one day and computers were on sale at Dell for like 20 bucks and I was just like F it like it's time to go big like I'm sick of playing small I've got these leads like let's just dive in headfirst.

And so I bought 10 computers and I had one hundred square foot office. At this time it was just me and an assistant and these two guys you just kind of like randomly showed up. And so I bought all these computers and I was like All right cool. Now I've got 10 computers now in an office. So then I went I found like a 2000 square foot office and I was like All right I got 10 computers I got an office 90 people. And initially I just went out and I hired anybody and everybody.

Like if they could forgive me it is like getting a loan right. They fogged the mirror. They got hired.

I mean I had people from like 18 to 80 years old. And so I had all different walks of life all different strengths all different weaknesses. And that first year I lost well over one hundred thousand dollars and I quickly learned that I can't be the right fit for everybody. I started to understand what culture is and the fact that we had to hire to culture first. And so really started to understand who our culture was. We are very young we're very very tech savvy. We're very very aggressive with everything that we do.

And we really started to implement the systems and the support and the structure that was needed to take all those leads that I used to throw away and now had the systems of support in the structure to actually convert all of those and so not that an older agent can't be successful they just weren't successful within our culture. I mean my number two agent in the city where we are right now in San Diego is 70 years old he goes out and door knocks every day and he loves it and he kills it with that.

So it's not to say somebody older can't be successful it's just not the right fit for our culture. So once we really identified who we were young tech savvy and aggressive and we started hiring people around that we went from 80 studios to two hundred and forty two deals in a single year and it was just because of the people it wasn't because of like oh we just flipped some magic switch and all of a sudden these deals started happening we really learned what our culture was brought in the right people first and then second put the systems the support and the structure in place.

So now when a lead came in we knew what to do with it because we're putting the time in and we were roleplaying what to do when the lead came in. We were roleplaying what to do at the actual presentation which is an area I see most agents make a huge mistake is you know we're in an industry where we can make NFL money like we brought in five million dollars in GCI last year over 10 million in the last two years combined. That's literally NFL money. But it's because we put the NFL effort in and most people aren't doing that.

They're just showing up there spending all this money on leads but they don't know what to do with the leads when they come in. And everyone's some other some agents who role play and they actually know like what to say to the leads so they need to take a lead from a lead to an appointment. But the thing I've been in rooms of 500 people before and ask how many of you guys role player presentation at least once a week. And I've never seen more than 5 percent of the room raise their hand.

That's been the most that means ninety five out of 100 agents and these are rooms of of high producers. Ninety five out of hundred aren't role playing the presentation. So you're spending all this money on leads and then you're spending all this time converting those leads to appointments but then you show to the appointment and shit the bed because you don't know what to say. What's the point. And so we really started to make an effort to put in that role play put in that practice just like the guys in the NFL do I mean those guys are practicing 2000 hours a year for 16 games a year that they're only on the field half the game.

So two thousand hours of practice for eight hours of game time. We need to do that same thing in our business. So we obsess over role play we role play on the phone every single day and we role player presentations in the office every single week. And then we support our agents in everything that we do. And so we're really big and we've got a sales manager who helps them out with the negotiations and with our contracts and everything like that. And then what I look at my job as is in fishing there is this thing called Fish spotting.

So tradition and like when you go fishing you go out in a boat and you kind of just putt around all day looking like here in San Diego we go tuna fishing. And so you're looking for like kelp patties or you're looking for like birds diving or you're looking for like fish breaking the surface and you putt around all day looking for this stuff. You could do that or now there's companies go fish body and so they fly around in airplanes and they look for these things and you pay a subscription to these companies and they're like Hey there's a kelp Patty here.

Hey there's birds diving here hey there's fish breaking the water here. Now you just go straight to where that is and the fish are gonna be there. So instead of putting around all day wasting fuel and you know just being bored out of your mind and hoping you might catch fish now there's companies that do the fish spotting for you tell you where the fish are going to be and you can go straight to it. That's what I look at my job as I'm the fish spotter for my team. So I got to go out there I've got to find the fish.

I got to put my team on a fish and then we got to have the support and the structure for them to convert those leads.

So you're talking about a quite a few things there.

First somebody that's doesn't have the right culture because you said culture was super huge and you know that was something that when you initially jumped into it you didn't necessarily have a plan around that for somebody that does have a team currently that they have a few of those people that are just you know herding everything around the office. Nobody wants to come in. Nobody wants to talk to that person. This person talking drama on that person what are you what's your advice to that that team leader that's that has those people on their team fire them all.

I mean if you're if your shop is a hot mess and you just you know it just fire everybody and then open up an application process and see who wants to come back and be a part of it and I know that's scary as hell to think about like cutting everybody because you're so freaked out over how much money you're going to lose by firing everybody you were going to make yourself five times as much money probably ten times as much money by getting rid of those cultures sucking vampires that are on your team but don't deserve to be on your team don't fit within your team.

So just fire everybody.

Just clean house.

Sometimes you need to do that. It's okay to do that and just start from scratch. There is a point where you keep trying to fixing keep trying to fix it just start all over us like we're so big now. That's that's a whole nother animal. But I mean if you got a team of four or five people just cut them all and then can't take it time and understand what is your culture. Go back through all of your reviews online and see what people are writing about you ask other agents what do they think about when they think about your team.

Ask some of your clients hey when you think about was real tiger what do you think of what comes to mind. You'll actually learn what your culture is and you think Oh that is us all that is us. And then you know sit there and make like a word cloud and look at all these words that come up over and over again and then you know you still need to as a leader you got to be the one who comes up with what those core values are because it's got to be it's you right.

Like I've done an exercise before and this is another mistake I made is where I put my whole team in a room and let them come up with what our core values were. Well guess what 90 percent those people aren't with us anymore. Why should my core values have been defined by people that aren't with me anymore so can they have input for sure but should they be able to define the core values. No you're the leader you got to define the core values. What do you want to lead to don't lead to what other people want lead to what you want what you're passionate about.

So when having a team you definitely want to look at culture. But for somebody that doesn't have a team that are on there on their own they're thinking about starting a team who would their first hire be so if you don't have an assistant you are the assistant that's always the first hire.

That's the most logical one but a good admin is one of the most important parts of a team. They're literally the glue that holds the team together. You've got to have a really good solid admin. The exercise that we like to do we call it stoplight. And so when you're by yourself you're the only person. You don't have an assistant or anything. Just spend a week and outline every single thing that you do every 30 minutes. And this is what I do. OK I printed out my stuff for my showings I scheduled the showings I showed the property I came back I wrote the offer I did this I did it's like literally outline everything you do on a 30 minute basis so over the course of a week you should have about 80 different things that you did right.

For those 30 minutes times forty hours hopefully you're putting 40 plus hours and then go through that list and what you're supposed to work as a real estate agent a little bit.

That's. That is the secret to success right. Here's what the secret to success is in work. It's just work.

But take that right and everything that you love to do and you always want to do and never want to stop doing highlight that in green everything that you hate to do and never want to do again highlighted in red. And then everything else is yellow and that red. That's the initial job description for that first hire. And now you take away all the things that you don't like to do that are time sucking vampires like you get rid of that. But that's that initial job description for the assistant and then as the assistant gets more proficient you can start adding some of those yellow task on there until you get to the point where it's more than they can handle and you can bring on another ad and you just kind of go through that stop light exercise over and over again.

But I would never build a team until I have a solid admin in place.

You've got to have that admin. They're the glue that holds it together. Other mistakes I see people make is they see a team like ours. So my personal team is 12 people though the whole whistle Realty Group is like 30 people total but they'll see like oh Kyle's got 12 people on his team I'm going to go hire twelve people like no don't hire people you do not.

That's so damn hard to manage. At most I would bring in three to four people initially no more and start with that core group.

And if you hire for two of them aren't going to work it's just inevitable. And it might be that they're not the right fit for you you're not the right fit for them. It's just inevitable that that's going to happen. So we do like to bring people in in groups a minimum of two agents a maximum of four agents. I found it's good to bring people in together because they kind of sync up with each other. They always become good friends because they went through training together and they've kind of learned everything together and they tend to be really good accountability partners.

And their skill sets tend to be similar because they've had the same amount of time business so they tend to compete against each other a lot which is fun too. So bring in two to four people. But don't start to add more people until you need them. A lot of people are not making enough money in their business. So they're like Oh man I better go hire more agents and then they start losing more money. I got to hire more agents. I got hired. It's like racking up credit card debt.

Hey I like you you're just paying off your debt with credit cards that are at higher interest rates and you're actually compounding the problem. You shouldn't be hiring more people until you need more people. And I think that's a huge mistake that people make. So if you you know and we like to think about 30 leads per agent per month it's kind of an ideal number. If you start to give them more than that you either flood them with too many leads or they stop appreciating the leads you're giving them so you don't want to give agents too many leads.

OK. Well let's say I've got two agents and I've got 40 leads a month coming in I don't need to hire anybody else but if I've got 70 leads coming in 80 leads coming in a month now maybe I need to hire some more people so hire when you need to grow. Don't hire to try to to fill some void of financial income that you get because you're just going to make things worse.

And I think it's huge that even you talking about hey X amount of leads is you know 30 leads or 40 leads. Make sure that you're converting some of those first because I think that too many people are generating leads or they don't even realize that they have leads right in front of them that's because they're only focused on generating leads only focused on more more more. But then they don't reply to people they don't make phone calls they don't follow up they don't do anything because they're only focused on on generating leads.

Have you had that issue.

Yeah I mean that's that's why it goes back to that the structure. You know you've got an agents do this all the time they get mad at a buyer who calls ins like hey I want to go see one two three main street it's listed for a million bucks. Cool. Have you had an opportunity to connect with the lender. No. I want to go see a house first then we'll talk to a lender or as an agent you get pissed right. You like I want to show you a house.

If I don't know that you can actually afford the house. But then that same agent is generating a lead but doesn't have a plan of what to do with that lead like me. When I started out right I was just I had all these leads and was like all I guess sort of send them over here and see what happens. Like you better know what happens with those leads I mean we literally have a flowchart built out if you guys want it you can message me on Instagram at Kyle was I'll send it to you but it's literally our entire process.

So lead comes in and they get wore down which is three days in a row then they get a text then they get an email then we go and we qualify them if they're hot. This happens if they're nurture this happens if they're watched this happens and there's a whole chart of exactly what happens with the leads you've got to have a follow up plan and a structure in place of what to do before you go generate the lead and you've got to role play what you're gonna say to that lead before you generate the lead.

You've got to role play the actual presentation before you go and sit down and give a presentation to that lead. So if you don't have all that in place you're that buyer who wants to see the million dollar home without the preapproval letter and that's not that's not a that's not who you want to be especially when you're looking at them.

And again you definitely don't want to. You don't you don't want to show them that house. There's people that are listening right now that go you know that's great. You know 30 agents doing video it's super easy. He's the only one doing it. So they you know they give him all this business you know. Must must have been so easy building a team. You're talking about different mistakes that you've made you're talking that hey it's not easy. And no nobody is going to listen to this and if they're not selling any houses more than likely they're not going to sell 300 by tomorrow.

So what are what are some of the good things that you've done that you would recommend other people to do when building a team.

Yes. So this is. So now we get in what to do right. Yeah. Like how to how to screw it up. Now let's talk about like how to do it right. One of the things that we're really big on now is really having a solid recruiting plan in place.

And so for us it's all structured. We know exactly what's going to happen so when somebody comes in they're gonna watch multiple videos first and then after they watch those videos we'll have an opportunity to schedule a phone screen with my sales manager. It's all linked up in Kalgoorlie so they watch the two videos gives them kind of a little bit of an overview of how we roll. Then they'll schedule that phone screen so they'll hop on with my sales manager for 15 minutes and he's going to kind of make a judgment call based off that 15 minutes if he likes them.

He's going to invite them to come into an office meeting and when they come in the office meeting we want to see how do they interact with people like we know on a disc profile. The one thing that's a non-negotiable to be a good agent is a high. If you don't have a high you're probably I'm not gonna say never but probably not going to be a very good agent. You've got to be a high I've got to be able to talk to people. You've got to be able to be thrown into an environment with 30 people and actually have some conversations.

We had a guy recently show up at 1:00. He walked in the door to the office and just sat down at the chair at the front and started playing on his phone.

Didn't like come didn't talk to anybody. Hi I'm here for the meeting. I'm here to see Mike. Nothing. Just walked in and sat down. And I'm like watching him is this guy gonna come say anything. And then he doesn't I'm like All right I'll just go over there and then you know extend an olive branch I'm Mike. Come on man grab a seat. Comes in sits down head down on his phone doesn't talk to a single person like I want to see. How are you going to act in that environment.

I want somebody who comes in is like super excited hey I'm Jonathan I'm excited me like thanks so much for I'm at the meeting and walks in the meeting and starts introducing himself to everybody like I want to see if they're gonna be social in that environment that they don't realize it but they're they're being tested at that point I've got to see do you have a personality.

Can I throw you in a room and have you interact with people because that's what's gonna happen if I throw you in an open house. Well if that's what you do when you come to my office I mean that's what you're gonna do in an open house. That's not a fit. So we want them to come to the office meeting want to see how they do. I'm going to make them stand up and speak to you. I want to see if they you know how they carry themselves when they have to speak publicly in front of 30 people they don't know.

And so that's part two part three is then they'll sit down with my sales manager and my operations manager and they'll do an interview with them and then the next step is they'll do a role play with my sales manager as well over the phone. And so this is when we learn from Mark Rowe bears road sales acceleration formula and we'll give them a script. And my sales manager role play with them and we don't care how bad they do. On that first one it could be terrible that's fine. We're not expecting anything of you on that first one but what we're expecting is now my sales manager is gonna give you some feedback after that role plays done and you're gonna roll played a second time and now we're gonna see if you implemented that feedback because it's all a test in coach ability.

And so if we give you feedback and then we do the role play again and you completely ignore the feedback you just told that you just told us what your level of Coach ability is. So it's everything. There's very little tests that are happening throughout this process. And so all of that stuff has to happen first. Then I'll sit down with them and at that point we do what we call an expectations interview. And I think that this is really important and I'll give credit to Keller Williams because I learned this from you guys.

Never been with KW But they got great initials and so the expectations interview is let's put all the cards on the table up front. What's expected of each other so that there's no confusion once we get into business with each other. So we'll talk about if a sensitive issue should arise. How do you want me to approach you and how do I want you to approach me. How do I win with you. How do I lose with you. How do you win with me. How do you lose with me.

We put all that stuff out there up front. How do you like to be held accountable or are you motivated by the carrot or the stick right. Do I need to push you from behind or to dangle a carrot from the front. What's going to work for you. So we like to figure all that stuff out up front so we know how to work with people how do I want to set myself up to win without agent. I want to set myself up to motivate them the way that they're motivate like I'm a stick person.

I'd rather you pushed me from behind than pull me along from the front with a carrot. That's just how I am. So it's important to understand how people work. We'll also lay out the expectations. And this is really important is you've got to tell your team. This is what we're looking for from you. On a regular basis and it's very important column expectations especially in California we don't require anything. These are agents that are 10 ninety nine but we'll put out there we're looking for you to be on the role play calls four times a week.

We're looking for you to power our four times a week. We're looking for you to be on our huddle four times a week three open houses a month three office meetings a month three role plays in the office a month. And I think I said three open houses so we put all that stuff out there up front so they know what's expected of them. That's so damn important. Put that out there up front so now once you guys get into a relationship together you're working together. They can't come back and say well I didn't know I had to do this I wouldn't have joined the team if I knew how to do that.

Like put the cards on the table up front and both of you signed this agreement so that there is no confusion over what the expectation is and also outline make sure they understand how their split works show them a sample split. Sometimes it's like I didn't know I was only going to make that much money like do it up front just do a sample transaction for them make sure they understand exactly what the agreement is. Because you don't want to get into a business and then start fighting over commission what the cards on the table up front and it's going to save you so much time on the back end.

A buddy of mine at USC came up with a slogan a five minute offense will prevent a 30 minute defense so that expectations interview that's here and now it's not exactly five minutes but proportionally that little bit of time you spend up front doing that expectations interview will save you so much time on the back end.

So what you're saying is you don't have a plan for recruiting so somebody can just walk into the office and go hey we're thinking about hey this is real estate Alia you guys obviously are looking for realtors right. I'm a I just got my license and I think that it's key that anybody that's listening that wants to join the team. You should also be looking at it from your perspective too. When you walk into a brokerage and they just instantly sign you. Okay well what are they gonna be giving you. What are they going to be you know holding you accountable.

Are they really going to help you get more business and from the team leaders aspect. If you're just allowing anybody to walk through the front doors you know to use that metaphor then you know you really don't have an excuse and you really can't say anything when you when you run into confrontations when you have arguments when you do all these different things that you could have avoided upfront by just going through this process and sticking to the process and knowing that hey at the end of the day look at the people around here.

These are the people that I love working with. They love working with us and that's all you want to you know be on your team anyway so I think that that is huge. What would be another piece of advice that you would give to somebody because it's something that you've done well. You talked about the recruiting aspect as you know having done a streamline process what's another thing that you guys are doing.

So the next thing is it ties into those expectations that we just outlined right. You do this this many times this many times so you've got to have a system to track that we you see soon as I ask you. That's the system we're using to track our whole business. Now we love it. So now we try to figure out what's the best way to distribute leads. We've gone through all the different ways out there we've tried a round robin where all right Jonathan gets this lead Kyle gets the next lead and this person gets the next lead right.

There's a lot of flaws with that. We've tried the shark tank which is really popular right now. I think that's actually creates a ton of problems there's really three to four problems depending on how you look at it. Let's say literally right this second we're shooting this podcast a lead comes in I've got a few options right.

Option one I could be an asshole and be like hey I'm got to grab this lead bro.

Hold on. We'll be right back. And now I'm being an asshole to you right.

And now I want to take this lead and you know sometimes this happens at a restaurant you're out with your husband your wife whatever is lead comes in you see you get up from the table so you're being rude to whoever you're at the table with. That's problem one problem too. Now you're standing in the hallway and this person's asking about one two three main street. Well you need to understand they've researched the hell out of one two three main street. They didn't look at it for a second fill out the form and ask for somebody to call them.

They've researched everything they know they've looked at every photo probably 20 times. They know the schools they know the restaurants they know the crime ratings. They know if there's a sex offender in the neighborhood they know the price history. They probably know the owners they've they've literally researched everything so they've spent 20 30 minutes researching this property. And now here you are standing in the hallway of a restaurant trying to have a conversation with them. They're asking these questions about one two three main street. You don't know anything about your dumb ass is putting your phone on speaker phone while you're in the restaurant.

There's all kinds of noise around you. They're asking questions you can't answer them. You're gonna lose that opportunity. So there's technically two problems there. The next problem is that lead comes in and I'm like oh it's a million dollar one I'm gonna take it and I won't pretend to call it but I'm not really going to call I'll just call it like when this podcast is done then then I'll call that lead. Love it or not Team Leaders your agents are doing that right. They're going to do it. That's not OK.

Right. That creates problem because we all know speed to lead. We were saying earlier it's got to follow within seconds right now it's not even minutes anymore seconds that little LR ran that leaders Warne's management study that M.I.T. did look at the date on that people that thing is like over 10 years old now like that's worthless. The one that says you got to follow up in five minutes. This is 2019. I can have where in California I can have we delivered to me in like five minutes. I wanted it like that smaller it's ad or I can have a car pick me up I can have food broads and I can have whatever I want within a matter of minutes.

You've got to follow these leads within seconds and a lot of these Web sites are sending them out to multiple people so now the agent pretends to call it doesn't really call. They go to call it now or later they've already talked to two or three other agents that opportunity blown and then the third or fourth problem have you consider it that gets created as the lead comes in and I'm like Oh man that's a million dollar lead but hey I'm here in an appointment I can't grab it I'll just let that one go.

Well the problem is you're good agents are always in meetings. They never get the leads right. It's always the person who's sitting at the office playing around on Facebook all day who's quick to the trigger and grabs every lead that comes through and a good agent doesn't get any of those leads. So now you've got your shitty agents getting all the good leads and your conversion rate sucks. So will the system we've come up with is kind of taking the old school and bringing it new school. Well back in the day used to sign up for floor time and you would sign up to work the front desk of the office because people literally walk in the front door and say like hey I'm looking to buy a home here in San Diego.

Can you help me. And that was your lead. Well now the front door is your Web site. It's Zillow. It's paperclip right. It's Facebook. That's where the front door is now. So our leads are distributed via this agent on duty system and the agents get to pick shifts almost like a fantasy football draft. They get to pick shifts based on how many of those expectations they've completed. So the agents who are doing a better job with their role getting on role play and doing their power hours and showing up to the meetings and all that they're gonna get the better selections of shifts because there are better shifts than others.

And so now the agents are signing up for three or four hour shifts and we have an agent who's on duty all day long so from 8:00 a.m. to 8:00 p.m. There's an agent the office who's on duty. And now when that lead comes in they're sitting in front of a computer they've got two screens pulled up in front of them. So now in the leads asking about one two three main street they could pull that property up and they've got all the details right there in front of them they're not in the hallway of the restaurant on speakerphone.

When that lead comes in they're answering that call live. They're not persons not going to get stuck trying to leave a voicemail or if the lead comes online. They're calling it within seconds. So we solve the other problem. And then the last problem is now you're good agents. They know hey for these three hours I'm at the office. Every lead that comes in his mind. And so it really solves a lot of those problems when it comes to how leads are handled. And so again everything for us is system support and structure.

That's what we've built it on and that's the system that we have in place for when those leads come in.

I know your time is valuable. What is the last piece of advice that you would give to somebody that's looking to start a team fix a team whatever it may be in the team building realm What's that last piece of advice the best piece of advice teams aren't for everybody that's the best piece of advice.

Just because you look at you know my team and we do 300 plus deals a year that doesn't mean you need to go start a team. It's not right for everybody. Understand your strengths and your weaknesses. I like managing people. I get a big high of taking people from five transactions to 10 10 to 20 20 to 30 like I get a high off of that. If that doesn't give you a high then that might not be for you. There's some agents and running a big team like I do is not the most profitable model like my margin is very small.

There is a more profitable model which is for you to be the rainmaker and you go out there and you crush it and you just have a bunch of Adnan surrounding you and supporting you. Maybe that's a better fit for you. So you got to understand. What are your strengths and your weaknesses. If you suck at managing people you have no desire to manage people don't go build a team. Maybe you just need to have those three four support people surrounding you so that they can prop him up and you can just go out and do what you do and crush it and sell more houses.

So that's the best advice. Don't start a team because somebody else started a team and you want to be like them start a team because it's something that you're passion about There's that saying right. If you want to get what you want you've got to help others get what they want. So if you believe in that truly truly true then maybe a team is right for you but if you hear they like that some bullshit probably shouldn't be running a team.

Working people can connect with you on social if they have questions they want to reach out. They heard you say something talk about something where can they reach out to you. Yeah.

So Facebook don't add me on their account and everybody on there connected me on Instagram at Kyle whistle or if you do want to connect on Facebook we have a group it's called the whistle way whistle whistles w HIMSS Yeah. So you could also go to the whistle way dot com. It'll direct you straight in that group and we share a ton of good information in there. Little snippets from our office meetings we talk about some of the new tools and technology that we're implementing into our business. I mean it's a great way for people to ask questions if somebody literally deems me a question.

I got to say hey go ask it in the group because if you have the question there's a bunch of other agents that have that same question. Let's let everybody learn from the answer.

Sweet thank you so much. I'm glad that you allowed us in here and I think that it's super important for anybody listening to this to make sure that you re listen to the episode again. There's there's quite a few things that he talked about don't just assume that you're going to be able to start a team or do the things that he's doing in one day actually you know take one piece of advice implement that do the next but start from the very beginning and if your team is not in a good place right now maybe that's where you need to look first.

So thank you so much