#687: How Fast Decisions Beat Perfect Plans with Kenny Truong

Episode Transcript
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(00:00):
Seven figure success starts whenyou start thinking like a CEO.
Welcome to the JohnKitchens Coach Podcast.
Experience is your host, John Kitchens.
Get ready to think bigger andtransform your business into
a path to lasting freedom.
What is happening?
Everybody, man.
Thank you guys.
Tuning into another episode of ExpertMentors Live Expert Mentors 2 88.

(00:26):
Welcome back, man.
Good to, good to have you.
I was, I've really been looking forwardto this conversation and I. I was thinking
back the last time that we connected hereon X four mentors, and I was, I was like,
man, that was a damn good conversation.
We, and then I was like, it didn't seemthat long ago when we just looked it up.
You're like, yeah, twoand a half years ago.
I was like, what?
It's crazy, man.
How have you been?

(00:47):
How are things rocking?
Uh, we've been good.
We've been hanging onin this crazy market.
Yeah.
And uh, for folks listening in.
Out in, uh, east Bay area,out in, um, uh, California.
Really primarily, more,more of the Oakland area.
Yeah.
I, I'm personally in Oakland, butour, our sales team spans like an

(01:07):
hour and a half radius each way.
Gotcha.
How, you know, you, you were talkingabout some of the things that you were
really proud of last year and I think thatthat might be a, a really good way to,
to kind of kick things off, obviously.
We know the coasts usually, you know,set the trend for, for what comes into
the middle of, uh, the middle of theus And I think it'd be kind of, uh,

(01:29):
important for everybody to understand,you know, how you navigate it 2024
and really setting the way into 2025.
And definitely some of the things thatwe want to touch on as, as we're talking
about leading through change and.
Staying ahead of trends in, in kindof where we're seeing things going.
But man, I, I would love for you tojust kind of unpack and share the things

(01:50):
that you were really proud of last year.
Yeah.
We, I mean our, our sales team last year,I mean, our sales volume last year dropped
about 3% in volume from the prior year,which, uh, isn't too bad considering
what's happening in the market.
And prior to that, we dropped like 15%.
We took that big hit the first year, Ithink when the market was down like 30.
And then we also last year had 90%retention of our top 50 agents.

(02:12):
We started with around like205 team members and we
ended the year around one 90.
Wow.
So we were able to, um, do, I would saydo, because a lot of people left and came,
especially a lot of people are like, um,not reading their licenses, but we were
able to do same production with way lesspeople, especially coming off off a year.

(02:32):
So we were proud of, you know, havingour top agents do more business.
What did you focus on for?
For that to be, for that to be true.
We stopped trying to, I know we broughtin a hundred something agents, but
we, we, that was a slower year for us.
We didn't, we didn't do that many events.
We didn't do social eventsjust to bring in people.
We didn't do panels.

(02:53):
Uh, we didn't do mixers just torecruit for sake of recruiting.
And we kind of, we were able to, um,hammer down on just team exclusive
events, uh, more dinners and morelunches for our, our top agents.
Uh, putting together moreworkshops and training.
My sales director put together, likean intensity workshop was a hard,
pretty hardcore five, six week bootcampwhere it's just activity based.

(03:15):
Uh, we enrolled a lot of agents intolike a recommit lighter version of
bootcamp, so we kind of, we, we madea lot of efforts to have agents narrow
down, um, really fine tune theircalendar and making sure they're truly
productive and not just busy every day.
So.
Just less.
It seems like a lot still, but like we,we, we usually lay out a calendar for
the year, but we shrunk a lot of stuffwe did, so we did more, but a higher,

(03:39):
um, uh, just high quality work, I think.
Gotcha.
Really pouring into your current, yourcurrent team members and, and giving
them lots of attention to lots of love.
Yeah.
Yeah, I would say that that probablyreally significant in the retention side
of things with, with your agents andyou, you, you know, the ripple effect
of that is, is higher production, beingable to spend more time with them.

(04:02):
Yeah.
And then the only personalrelationships like I, I have, uh.
We have four people on a leadershipteam, and we're, I would say we all
have different closer friend circles.
Like I go, I, I play video games withone, one group of my, uh, agents.
I go biking with a different group.
I do dinners.
Another I hang out like, like justdifferent, uh, building different
relationships in different ways.

(04:23):
And they might like sales director, theyalso, uh, invite people over to his house.
They go out for lunches and stuff.
So just different kind of breakingdown our roster and forming
different relationships indifferent markets with our agents.
Uh, re we kind of got theturn, like re-recruiting.
You're constantly retaining andre-recruiting your agents to make sure
this is the place they want to be.
And, you know, they're happier.

(04:44):
They're, they like being heremore so then we shouldn't.
If they're comfortable being here,then their production goes higher.
They feel, they feel acknowledged.
How do you, so how do you, youknow, juggle so many people?
Is it more, you know, by committee,Hey, we're throwing this out
there, who wants to join us?
Is it more of you personally beingintentional and personally reaching

(05:07):
out to them and, and staying, you know,really trying to engage the conversation?
We, well, we have, um, group coachingcalls with my director of sales.
He does it three times a week, 830, 9 30, and they're pretty well
attended around like 40, 50 people.
People from our, mostly our team,probably 90% of our team come out.
They talk about their dates and 'emabout intentions for the week talk,

(05:28):
talk about the wins they get prettyvulnerable and in the personal lives
so that that connection builds.
We also have a couple different leadonline lead platform partners and many
of the agents, uh, partner up on deals.
Example, we're a Zillowseller connection partner.
And then if you wanna be on theprogram and you, you get a connection,
you ha you, you're required to workwith a junior agent on it, or, or

(05:49):
we're constantly helping agents formrelationships in the marketplace.
So I live in Oakland.
We have offices as far as Stockton,which is an hour and a half.
East of us and we had office,we recently, um, closed down our
Sacramento office after three years,but we had an office Sacramento
that's an hour and a half north of us.
So when agents, you know, are working withbuyers, they're migrating all over the Bay

(06:10):
area, uh, they're usually partnering up onthe deals instead of just referring out.
So that, that creates more strongerrelationships within our company.
Dude, I love that.
So shutting down an office threeyears in, I mean, it, was it just a,
a more of a, a logical math decision?
Yeah.
The office was too big.
We, we went gung-ho and recruited.

(06:31):
So last year we brought 110agents, uh, which again was one.
Those years we've had priorwas 104, a hundred and 160,
and the prior year was 240.
So a lot of these offices opened, openingduring the pandemic was a huge rush.
Bring, bring in hundreds agents, butthen the market count dual, no out,
uh, at least the velocity of it.
So certain markets we weren't ableto recruit as heavily as we, we did.

(06:54):
And a lot of times it didn't really makesense to keep them 'cause they were like.
Profitable but not worth the risk if Ilost a couple producers office and the,
the office could easily be non profitable.
So at two locations, we actually, weshut down a couple locations recently.
Uh, Sacramento being one of 'em.
We just had the agents nowjust use region spaces.
Uh, and then, um, if you guysare with e exp, you know that.

(07:15):
Uh, Regis is a freevalue add by the company.
Uh, but there's also, uh, Regis also hasa sister company called Spaces In, they're
more like urban major metro markets.
They're both owned by IIWG, uh, spaces.
Looks really cool.
It's like, uh, WeWork or in as it'skind of sexy, sleek, newer, modern.
Yeah.
Now our agents just go use the differentspaces, locations, and then our

(07:36):
daily city location, which is south,next to South San Francisco, they're
using the spaces South San Francisco.
So.
We track productivity on our team.
We look a lot of data before wemake big decisions, including
if we're like bringing on newprograms or cutting out programs.
We cut out a lot of stuff last year too.
We try, we add a lot of stuff.
We cut a lot of stuff.
Like literally this week I'mdemoing three new products.
We're always looking at, seeif we're missing out there.

(07:58):
Um, but office, like officespaces, we are looking.
At the Bluetooth key activity,40% of our agents don't even
use the office once a week.
So we do not need, we did not needlike nine offices for 200 agents.
My goal, like a couple yearsago, is to get the 600 agents.
We were, we're on the way therewith, we had a close of 400 team
members, um, two Januarys ago.
Right.

(08:18):
What are, what, what, Imean, has that goal changed?
Does it hold, hold steady,kind of where we're at?
Do we love the 200?
I mean, if we grow, we grow, I'mestimating that we're gonna get
down to one 50 Biden this year.
Okay.
Is that just through justnatural attrition or.
Yeah, just, just attri, justnormal attrition in the market.
Le way less new agents arecoming in the business.

(08:40):
A lot of agents are notrenewing their licenses.
It's kind of sad 'cause like, likejust in the last month, four agents,
we find out they'd leave the company'cause EP emails us, Hey, they're
not no longer licensed so, or.
Didn't pay their dues or something.
So then they got dropped.
So we, we, we work with a lotof new agents on our team, just
'cause we are a newer team.
Um, our average tenure might bearound like three years on our team.

(09:02):
Gotcha.
So we, I mean we saw that asan opportunity to, to focus on,
to see if we can increase that.
To increase the tenureor increase the discount.
Yeah, increase the, increase the tenure.
Increase the, yeah, like over time we,we, because we, uh, like we, I said we
had 90% retention at the top 50 agents,so the agents who, who start here
continue to develop their businesses.
It's really fun watching theevolution too, because that, this

(09:23):
is my sixth year on this team.
I've been, I've been doingreal estate for 17 years.
Bringing a lot of these like newer,younger, junior ages, but now they're
starting to like get their listingsand getting luxury listings and
we're like, we're, you know, our,our messaging and branding in the
market has changed quite a bit.
'cause again, we're pretty, myaverage age is probably 29, so
taking it back a couple years, we're.
A bunch of like 25 yearolds running around.

(09:45):
I'm, I'm 40, so I, I run theteam of younger, younger folks.
Um, but now you're seeing themevolve and get better listings.
It's, it is really cool to see nowwe're like competing against like a
lot of bigger agents in our market.
So I, I like, and the brands gettingbetter, which is, and when you
have more production and higherlistings prices and you're gonna
attract more people that wanna bea part of that, it's, it's gotcha.

(10:05):
You gotta keep elevating yourselfand your world and your brand.
So other agents wanna be a part of it.
Yeah, I I absolutely love that.
I, you know, you're,you're telling that story.
Um, I worked with, um, Jack and, uh,Michael Perry, they're, um, yeah.
In Utah.
And, uh, yeah, they do amazing work.
And, uh, they're young,just, just like you, right.

(10:25):
And, uh, you know, team, teamdynamic there, I, I, I think they're
the average agent of the agent is,is in their, uh, later twenties.
Um, you know, Jack's, you know,Jack's older and, uh, yeah.
So you know him going in and pouringinto the agents every day, but it's,
I've had lunch dinner with him.
Be a great guy too.
They really get a good shot going on.
Yeah, they do.
And, and, um, it's interesting becauseof what you're saying is they're,

(10:48):
they're seeing the same thing as welland, uh, pretty similar of how, you
know, how you've, you built Michael,you know, really, you know, a lot
of Instagram, everything, and justkind of how you built your business.
And so it's really interesting to seekind of the evolution as they, the, the
more they stay with you, the more theygrow and the more that they're able
to, to elevate their, their business.

(11:08):
Yeah.
The crazy thing is our number,um, our number two agent right
now is five years of experience.
He's been with me for, for this, oursix years experience has been with me
for five years, and our number one agentgot licensed two and a half years ago.
So for a company, for unit and volume,he just works hard open houses every
single weekend, hustles social media.
Like Riding Star Award, I think won likea real estate trend maker, uh, award.

(11:33):
So like on our team last year inCalifornia, riding Star is kind of the
rookie of the year award, Uhhuh right nextto the California Association of Realtors.
We had two to 10 spots of the 10,uh, in the U in California and in.
And three years ago, about two yearsago, we didn't have any one win, but
three years ago we had three outta10 spots there, there were 10 me team

(11:53):
members, and two of the three did like25 deals their first year in real estate.
So like we, we, instead of saying,oh, we're great, we, you know,
you'll sell more homes here.
Like here, here's examples of agentswho have started with us, brand new,
zero experience in business and able tobuild their businesses really quickly
in the first, second year of business.
So by using those avatars, we mayattract more, more people like them.

(12:16):
And is it the agents that just comein, follow the process, don't, you
know, like push too hard against it?
Just, just do what you say.
They, they, they come inand they just execute.
They, they show up, they show upto like the training and coaching.
They take, um, they take feedback andconstructing really well, and they work.
They, they ask a lot.
They ask questions.

(12:36):
I wouldn't say they ask a lotquestions because one thing.
When my pet peeve is running intoagents like, um, that ask way too many
questions, the things that doesn'thelp them do any more business today.
Uh, yeah.
Like why, why do you need to knoweverything about the CRM before you
just go pick it up and make your calls?
Or why do you need to know everypart of this contract, um, before

(12:57):
you're even gonna, I mean, there'sso many different contracts, so like
it's, there's like, there's, there'sa time and place for everything.
Everything.
And you should.
Too many agents are too stuck, likethinking, overthinking everything.
So the agents who just take actionand learn as they go very quickly and
ask the right questions at the righttime, I, I see you do really well, and
it's the ones that show up the most.
It's really hard to not be, be successful.

(13:18):
You just show up to every, every meeting,you should, every training, every
lead, pick up your phone, like just.
Just really basic work, but they,they do it very consistently.
Kenny, when you guys made the, theemphasis to go deeper with the team
last year, I'm, I'm, I'm reallycurious how you guys communicate.
What is, what is thecommunication structure?

(13:40):
You know, what's the, the, the averagetime, you know, where, where they
go to ask questions, resources, youknow, what's the, what's the response?
We, we have the coachingcalls three times a week.
We have open kind of brokerroom from 12 to one every day.
Uh, Karina Demeer is, is our executiveassistant, uh, director, uh, kind
play plays like a broker liaison.
She gets updates from the state,the contracts deal doctoring,

(14:01):
therapist, psychiatrist for agents.
She's a little bit all that.
Um, and then we use Slackat a pretty high level.
There's different, um, general, just likegeneral chat where you ask questions and
then a lot of people help answer that.
And then we have likechannels for open houses.
Showing requests, uh, buyer needs.
Does anyone have off market?
Here's my coming soon listing.

(14:22):
So we, we have like 30, 40 differentchannels, and then every office
location we have has their own channel.
Every lead pla online leadsdepartment has their own stuff.
Marketing departmenthas their own stuff, so.
Our, our, because our Slack probablyhas around 200 active users a month.
'cause Slack does auto, thebilling and auto stop billing you.
They, if someone's not in for two weeks,they're gracious enough to not bill us.

(14:45):
So my bill is, I could tell it isaround like 200 people active using it.
So they'll get their answer.
And tonight I learned this new trickfrom, um, Dylan at East being Hawaii,
at Dallas last week that we're,we're, we're trying to implement.
What we're working on implementingis like before you ask any
of any of us a question.
Leadership check with chat GPC first.
Yeah.

(15:05):
Some guy ask me, how do youconnect your zip forms to DocuSign?
Or, I was like, I Google it.
So I send the link, IGoogle, it's right there.
Like, and then I already some agents,like those are the things I'm asking.
I mentioned earlier like they're askingquestions that are not necessary.
Like you gotta to be a good re agent.
You gotta be, you're resourceful and beable to figure things out on your own.

(15:28):
But you're asking me how toconnect a zip form to the DocuSign.
Like I, you're gonna have a hardtime later with anything else.
Yeah, that's a, I I love that.
That is such a, that's such a great point.
Being able to, uh, teach them tobe resourceful and where to go.
Um, a training library withhundreds and hundreds of videos.
We personally use Mighty Network.

(15:50):
Okay.
We've been using it for year.
It looks really cool.
That's why we picked it over like Kajabiand tr Uh, but there's every training.
We had contracts and every sessionand every coaching call and every
team meeting is on that platform.
It's, it's kinda overwhelming.
Now, now I'm, we both a trainingmodule, but now it's more of a library
'cause there's so much stuff on it.
And we're, we're trying to buildout a new training program,

(16:10):
uh, like 10 video, 10 things.
In low courses, kinda like ECUniversity, but we're, we we're looking
at, uh, working on doing that throughagently right now, an app that we use.
Yeah, dude, that's so good, man.
I love that.
And so you built your business off ofInstagram and have really been a student

(16:32):
of, of social media at a high, highlevel, um, you know, early, early on
into the social media side of things.
Where do you.
See kind of the emphasis with socialmedia, with marketing, with, with
branding, everything in general movingforward, where, where is the main emphasis
that, that you're paying attention to,that you're executing on and having,

(16:54):
having the agents execute on as well?
So I follow a lot of accounts,a lot of people, I don't know
on Instagram, it, it, it's, it'sbecoming more challenging to, uh.
Have a voice.
So like the talking head stuff iskind of gone, like it's not really
the thing people watch anymore orthe high holly polished stuff I I
noticing on Instagram, like homeproperty walkthroughs or cool content.

(17:18):
Lot of really great videographers.
Like we, we get hit up all thetime with these young new, just
out college videographer that justwant, will do content for free
to build their book of business.
But anyone, almost, pretty muchanyone can get really good content
if you just hire right people.
So that's hard to compete now'cause you could be a new agent
with really great content.
And then on their side, likewhere we've seen work really well

(17:40):
is just raw, authentic content.
But that's un, that's notpolished, not highly produce.
This could be just be you.
Um, sitting in your car, sittingon, sitting wherever, like I
I, I, I've done over a thousandmiles on my bike this year, bikes.
So I'm always on, like, I'm on my bikerecording content with no shirt on home.
Then I, that's just my normal thing I do.
So people wanna see just raw, unedited.

(18:03):
And they wanna hear your opinion.
They, they don't, they don't need to.
I like, I don't think theywanna hear top five things to
do when you get in contract.
They wanna hear, you know, my client gotscrewed over on the steal because they,
they didn't watch out for these things.
It's also, I guess, the hope mattersa lot too, but telling stories and
telling your opinion, I think it's huge.
People wanna hear what you have to say andthey like the long form stuff, but at the

(18:26):
same time, not, like, not everyone's gonnapay attention to your, all your stuff.
But if they're interested in even developa relationship or working with you,
they're gonna pay more attention to it.
So go for it.
Like the likes are less important.
You see people collaborate more.
They're putting more raw,unique content out there.
And then if it's really good, Iwouldn't call it cookie cutter, but

(18:46):
it's like a property tour or somethingthat's more real estate standard,
then you gotta do it at pretty high.
You should be doing it at a prettyhigh level with professionals.
Gotcha.
So when you get into the, to theactual, that's mean, I guess that's
the point I'm trying to make.
Yeah.
Yeah.
So when you get into the actual productitself of, of the home or that needs to
be high quality, but as far as no tuckinghead, professional, qu, I mean, it just

(19:08):
needs to be you raw in the moment, yourauthentic self and, and tell a story.
And share your opinion.
Yeah.
We're seeing more, I got thatfrom Min Western Mortgage.
I think a lot of people follow him.
Like he came to speak at my officelike last year and year before he
said, no, consumer's looking forA, B, F, F. They're not looking for
a, uh, really high level educator.

(19:29):
'cause then they, they might getthe, they might hear something from
you but then end up working withsomeone locally that 'cause they're
just getting the information for you.
But they wanna work with someonethey could feel like they can't,
can develop a relationship with.
Hmm.
I love that.
And tell, just try.
You could be, but don't just onlytry to be the expert and the, like,

(19:50):
the local, the specialist, like theywanna know that you're a human being
and then you, you, maybe you need tocrack some jokes on it or be vulnerable
or just put a different spin on it.
Like for where it's not, itsounds less rehearsed or scripted.
Yeah, dude, I love that.
And I mean, it is, it'sgenuine, authentic, right?
They, they, they want to be able toconnect and I love how you put it.
They want A, B, F, F, and,and that's, that's so spot on.

(20:12):
They do, they, and, and, you know,they can have that connection with you.
It's, um, it does make things awhole, a whole lot easier for sure.
Yeah.
No, that's, uh, that's wild.
You know, another thing, man,that, uh, I, I really, um, I've
noticed and admire, um, about you.
You're in all the rooms.
And you execute fast, you get a good idea.

(20:35):
It is, it is on its way.
You, you are executing.
Would you mind kind of sharing kind ofyour whole mindset around that, your whole
kind of belief system and then kind ofyour process to execute at a high level?
Because I think, I think that's whereagents are struggling right now.
Yeah.
I just would take action the fastest.
Um, will do better.
I mean, Gary v say I haven'theard him a while, but like,

(20:57):
just imagine a single week.
Um, you and I both had a hundreddecisions to make and then you
take forever and you make, um.
Hundreds of stretch, but okay.
A hundred decisions to make in a week.
And then you make, you take, youtake your time, you make 30 good
decisions and 10 bad decisions.
So it took you forever.
And then if I go and make, um, 50 baddecisions and also 50 good decisions,

(21:22):
I've essentially, well, let's just say 60.
I made 60 good decisions.
I made 40 bad decisions.
Yeah, I've made more bad decisionsto you, but I've also doubled
the input of good decisions.
So like you're constantly driving.
Driving business, you're takingaction and learning along the way.
So that's one thing I feellike I do really well in
all, all aspects of my life.
I just go do it and figure,figure out the details later.

(21:43):
Do you have, can, do you have likea kind of a, a filtering system,
a process to make decisions?
Yeah.
For my company, uh, we, we do, ifwe're looking at new products, we
typically, I get all my leadership teamon the call before we do something.
Or if I'm just looking at somethingthat's really prelim very early.
I'll say, Hey, look at this.
We should take a look at it in like Q3.

(22:04):
And the example is like Mondaywe use monday.com to run their
entire back end of their company.
We, we looking at Monday for agood three, uh, like six months.
We say, Hey, this is the Q3 project.
So all throughout Q1, Q3, we didn'tlook at it until it was like there.
So we, when we look at stuff, we justlike set time how, the way I've learned,
'cause I, I used to stress people out allthe time when I had so many ideas grabbing

(22:25):
from these conferences and meetings.
Like everything was a priority.
But now it's like, okay.
Take a look at this, orthis is not in a rush.
Let's look at this, this so on and such.
And anytime I have a goodidea, a new idea, I put it on a
Slack channel, a private Slackchannel with my marketing team.
Hey, look at this template or this graphor this idea and can you implement it?
And then they'll come back to me like aweek or two later with, with the things
I say, yes, no, give some feedbackand they keep, keep moving along.

(22:48):
Uh, it's.
So that's the cadence.
Now.
Now before, like I just put everythingon a notepad and send to my team, and,
but now, like I don't, we don't even, weneed to, we don't even put every anything
on like a checklist with a time date.
Um, and, and who's responsible,which is getting kind of messy.
'cause we have, we have had alot of new ideas just this month.
So we're, we might go back to actuallygetting organized, but right now the

(23:12):
Slack channels and full conversationsabout each topic has in place.
Man, I tell you one of the best, um,processes, I got it from the, the, um,
digital marketer crew, um, Ryan Deis and,and, um, uh, specifically from Ryan Deis.
But it was his growth, his growth tool,and it was their spreadsheet to where
anybody can go in and add what it isand, and the why, why it's important.

(23:37):
And then what growth lever is it pulling?
Yeah.
So is it pulling, you know, traffic?
Is it, is it helping with conversion?
Is it helping with fulfillment?
Is it helping with retention?
And what, what idea is it?
But then what's really cool is, um,putting it on a grading scale, right,
to where you gotta grade it on a scaleof one to 10 for implementation, right?

(23:59):
Can we implement this fast?
Is this gonna take a year?
What is it gonna take?
Yeah.
What's the confidence thatwe can get this implemented?
Like we're world class at thisor like, dude, we have no clue.
And then the ease of it.
Like we can get it done in an hour,we can get it done in in a month, we
can get it done in, in six months.
And you just graded on that scaleand you let the numbers shift out.

(24:19):
And so like when you guys made, youknow, the decision like, hey, let's
tighten up and let's focus on retention.
Then you could look at that sheetand go, okay, well what are all
of our best ideas for retention?
What grades the highest out of retention?
Hey, do we want to do, wewant to focus on these?
So I thought that was a great wayto, to have a system to where you,

(24:40):
because I mean, I. You're in somany rooms, you're seeing so many
ideas, which is your job, right?
As CEO, head of the company to have all ofthese ideas, but creating a good process
to where you're not, like you said,overwhelming, you know the organization.
Yeah.
We found all the right leversand things we've done, like all
the stuff I mentioned earlier.
And then like now we're we, this yearwe are looking to grow a little more

(25:04):
'cause to compensate for the attrition.
Uh, some things we launched recently.
Now that we have okay.
A clear understanding of what,what has worked, but then we
know how much they'll work.
They're not gonna give us extra umphor, 'cause then we've been doing
for a while, like this week we,we, we had our team meeting come,
um, annual team meeting in person.
It's super fun.
Like a hundred, like ahundred people come out.

(25:26):
Uh, but we had theselike bingo card thing.
So the idea is not even fully implemented.
We have the bingo card, we got peoplein the columns and groups, teams of
seven, and then we're trying to getthem the blackout entire bingo card.
Zillow, you make sure you got all yourheadshot done, your update profile, a
pending escrow here, attend something.
I don't even know what's on there.
Like I don't, I don't know all thedetails of my company a lot of times,
but we know that, we don't even know, wedon't even know what the prize is yet.

(25:49):
I, I think they might be, uh,ticket to econ for all seven people
or a ticket to different event.
But we're trying to get them in becausewe've been asked a couple times like, Hey,
can we get, we wanna work in teams again.
I know we're one big team, but we'remore like one company, but they want
to kind of like have more bonding and.
Collaboration.
So now we're having thesegroups of seven do that.
Another thing we're, we're planningout right now, I don't have all the
details, is do a first Friday in Oakland.

(26:11):
First Friday it's people, when peoplecome out in the city of Oakland,
they, you know, the street, um,boots and drinks and stuff like that.
So we're trying to do first Fridayin office where we'll serve both
non-alcoholic and some alcoholic,whatever beverages and get vendors out
there and it's just like literally justa mixer, just for a sake of mixing.
Uh, and another thing.
We do when that opens up the spaceand gets people seeing it, um, like

(26:35):
twice this week, different companies,uh, one's a, uh, I, I don't even
know what, it's like a, like a a, alender is holding an event, a mixing
a mixture event for like 7,500 people.
I was like, yeah, like, and I'mactually volunteering my space.
We, I, I actually want to get more.
Um, future business partners inmy market to come use my office.
I have a really great eventspace in Oakland office, like

(26:57):
a nine square feet warehouse.
I want more vendors to come use myoffice space and I'll, I'll offer it
for free because it's gonna get peopleinto my door and they can see the space
and then inquire about like, our team.
So we're, we're trying different thingsout and even we, we cut down the panels
and the events that company held.
A couple years ago, ouragents ramped up their events.

(27:18):
There's tons of like buyer workshops.
Like there's a bare booze and home buyingno bare dogs and home buying workshop
this, this Saturday at my office.
So, and the door knock on theneighborhood and this cute flyer.
So agents are doing all kind ofthings to get a, um, no, they're,
they're creative self to useour spaces to bring in business.

(27:39):
And then I saw this post by.
Some, uh, my friends in Scottsdale,they did like a women's day thing.
I was like, oh, that's really cool.
So I sent it to the, uh, my partneralliance and then he sent it to
our Stockton office, which is like,there's a lot of grow power in the
office, and now they're organizingsome big event next week at that office
and bringing in like local agents.
I think we're, and then next month we'reflying the speaker, uh, to that office.

(28:00):
So all this is likewithin the last two weeks.
These are all completely new ideas.
So that's, I think having acompany, company at a size.
Scale.
We can play with some idea, a lotof ideas because every time we have
an idea, it's we, I'm just intendingevery event to be like 20 people.
So we have 200 agents.
Like I don't need to doan event and expect even.
Like a quarter to turn out so we cantry little things and it works well.

(28:24):
Then another, another agent inmy office might wanna do it.
That idea might lead toanother idea and so on.
Yeah.
You, you, you encourage that and it'sjust the, the culture that you guys
have created and, uh, no, I, I, I,I think it's, I think it's amazing
and I think it's the thing kindof, you know, we're kind of around
trends and, and heading into thefuture and, and what we're seeing.

(28:46):
I think it is, uh, more, morecollaboration, going deeper, deeper
on relationships is, is really, yeah.
We, uh, randomly that, that womenidea got sparked because I, like, I
didn't realize it one month I thoughtthe women stay, that's my fault.
And then it was like, okay.
Nor every year we, we've done it,or this year we almost forgot to,
like, why don't we, oh, we also hadlike three full-time video editors

(29:07):
on our team in the Philippines.
So we're asking the agents to,uh, go to, we have two studios go
to the studio or shoot from home.
To cut a video about, uh, whois, who was the mo who was a very
influential woman in your life.
And then so when they have that, theycan send their editors and spruce it up.
So that's, that's authentic Contentis on brand with our company being,

(29:28):
uh, being very vulnerable and open.
It's also a brand with a month andpeople wanna work with people who care.
So that's a new thing we're launching.
We launched this week too.
Yeah, I love that.
Where are you kind of.
Anticipating and seeing, I knowyou're, you're looking at a bunch
of different things and a bunchof different platforms and tools.

(29:48):
Where do, where do you see kindof the direction where, where
the consumer buyers and sellers,where, where are they gravitating
to and where, where are you kind ofputting an emphasis on AI platforms?
Like what, what, where are the toolsand, and kind of the focus that
you're looking at into the future?
Well, two things, like the, definitelymore tools, uh, like we, we, without
reference that we, we, we, um.

(30:11):
Picked up a demo.
We picked up a tool for ai, but we didn'tuse it to the level we were supposed
to, and that, that was our fault.
But after like six months,we decided to cancel it.
But there's another tool thisweek where we're actually demoing
tomorrow called House Whisperer.
But um, I know like, uh,follow Boss does it too.
So a lot of tools are kind of analyzingthe calls and giving you feedback on it.
So that's the whole, uh, platformthat's gonna continue to develop.

(30:35):
And then on the other side.
Unfortunately, and fortunately, dependingon which team you're at, online leads is
gonna become a bigger part of the market.
More companies are spending more money,uh, like example, like the big lenders,
whether it's like UWM or Rocket Mortgageor uh, I dunno, like was Zillow home light

(30:56):
volatile realtor, uh, CoStar homes.com,they're all spending more and more money
to attract that consumer and bypass.
The agents, 'cause agents don't do goodjob market themselves and then sell,
and then selling those leads back to us.
I can, I see that continue to grow.
So as a team leader, you know, you needto be constantly, they're not the enemy.
I mean, they might be taking someof your business, but you need to

(31:18):
figure out ways to partner with those.
Like this month, um, in the lastmonth, I've landed two big partnerships
with two big companies that spend.
Millions and millions of dollars on,on like TV and radio advertising.
So, lucky enough to getthose type of accounts.
And those type of accounts areusually are, are very hard to get.
And then you typically need apretty large sales team to support

(31:39):
the potential flow of business.
How do you, how do you position, youknow, when you go into negotiate on
those partnerships to make it a win-win?
How do, how do you look at, you know,that to where it's, it's, it's a win for
them and a win for you guys like that?
They typically want a, uh.
They're speaking a different language.
You, you need to ideally have experienceworking with a lot of leads where you're

(32:00):
buying the leads from these platforms,or you're like a flex partner that you,
they need to know that you're gonnaconvert and not just conversion rate.
You know what you're tracking,your team's pickup rate, answer.
Sorry.
Pickup rate, answer rate, theirscripting, their booking, their offer,
writing that you run it like a business,uh, and less kind of free flow.
So when they know that you can, so byhaving a lot of sales already and having

(32:24):
like an online lease department and team,more companies are willing to do that
because what the common, the common, um.
The common thing between a lotof these companies that do these
big online leads platform, theyactually wanna work with less people.
They wanna work with less people.
'cause then they have,well, it saves them time.
They have their reps that wannaha meet with the team leader.

(32:47):
They want the team leader to be ableto manage the people like the, whatever
number of people they have versusthe, the sales rep for these companies
trying to have connections with 10,15, 20 different people in the market.
So.
The bigger you are and more organizedyou are the higher chance you have
to win some of these bigger accounts.
Gotcha.
What would you say to, you know,agents right now, maybe smaller markets

(33:09):
or how do you have them, you know,focused on managing and developing
relationships with their databasepeople they know how, how are you like.
You know, coaching and leading themthrough to, to not let, because
I, I think you're spot on when itcomes to the online lead generation.
How.
Pick up.

(33:29):
You, you just call your clients.
I mean, you call them, have a cadence,whether you wanna do like a different
alphabet of the day, you want to like, puttasks or anniversary dates or birthdays,
like pick like, it's like a lot of thestuff we're doing is not that innovative.
It's just we do it at a high level.
It's just stuff that youdon't see on these TV shows.
You know, agents are, our agentsare literally just picking up calls.

(33:50):
Some, my, my top agents that I justmentioned are top two per the year.
And I see 'em, they're in theoffice, they're making calls, it's.
It's, that's, that's all that's mostof their day is they're making calls.
What are you seeing, you know, to,to help with that engagement, to, you
know, uh, I, I've seen a lot of agentshaving, you know, making a lot of dials,
having fewer and fewer conversations.

(34:12):
What, what are you doing to help it?
The engagement to where peoplewant to answer the phone.
Be a be a value add lot.
A lot of times it's pitching youroff, like informing them of off
market opportunities or checking,Hey, this is not, that might not
be ready for you, but I just wantlet you know, know about this one.
Or there's anything substantialin the market change.
Like, like rates that drop 6%that's, sorry, six weeks in a row.

(34:34):
That might be worth a chator just, um, just huge trends
happening in a certain area.
Every, every conversation is a littledifferent or, you know, if you're,
if you have a, if it's not a co codelead and you have some type of rapport
with them, you know, tracking notes.
And when I used to be, I, I still do likea dozen deals a year at, like four years
ago I did 60 deals before I did 88 deals.

(34:56):
Um, before I would just time blockto meet with different partners in
the office and call our clients.
But we also had notes like,Hey, last time they said they're
traveling to Greece for a week.
So next time a call reference.
Greece like they're kids in soccer.
Next time I call, I have the notes note,check in on like their kids in soccer.
So you gotta build some type ofconversations because you, if you call

(35:17):
consistently your database, whetherit is a existing PR past client
or someone you're trying to buildrapport with, could be a newer lead.
But you all, you always wanna, um,for me, I'll set up the next call.
Hey, you're, you said you signeda lease this march right now.
You wanna sign a lease for next year?
Uh, it's okay if I check back within with you prior then and next.
August, I mean March.

(35:37):
Maybe call 'em in December beforethey even get their feet wet.
Call 'em.
Hey, I know you said you're,you're looking in March.
I wanna check in.
Have plans change.
So like it's, a lot of timesconversations said, you said this.
That's why I'm callingabout that to continue.
And then that way whenyou're calling, it's never.
It's never, Hey, I'm just checkingin like, Hey, you said you're, you
have a cadence of following up.
You told 'em last time thatyou're gonna call them too.

(35:59):
And there anytime you set an appointmentor someone tells you when they wanna talk
to you, cut that time in half we found.
'cause you don't want someone else.
Meeting them in between becausethey're, you realize your, your
clients don't have a contract with you.
A lot of times in the, this buybroker thing is different, but
these potential clients you havedon't have a relationship with you.

(36:19):
They don't owe you anything.
You had a good call before months ago,like why you're not, they can go to
a house party, a networking event.
Meet someone new that theircousin introduced them and then
now you've had a conversation.
So it's your fault if you don't likeconstantly, you know, stay top of mind
'cause it's your job to follow up,not the client's job to remember you.

(36:40):
Yeah, Nick, I love that.
And you, you, you dropped a littlenugget in there, and I, I, I
wanna, I wanna emphasize it becauseI think this is so important.
Either it's recruiting agents,working with motivated sellers,
buyers, anybody Is that every call,you're, you're always thinking about
the next, the next move, right?
Every, every, always the next thing,every meeting, every appointment,

(37:01):
every, everything you do sh everyclient you have in your CRM should have.
Always have a next activity.
It doesn't have to be accurate.
It just, you just know like, Ineed to call this person in April,
and then you wanna call me Marchfine, you know, February or May.
But like, give, make sure that wayyou're building your business and you
have a list of things to, you constantlyhave a thing, list of things that you

(37:22):
gave yourself to do in the future.
Yeah, I, I mean that.
That right there.
Right.
If, if more people would do that,obviously getting the notes into, into
the system, into some type of system,doesn't matter what you have some type of
CRM, some type of Yeah, follow up process.
Get the dang note for the last thingthat they left you with that you know
is important to them at the moment.

(37:44):
And that just eases the, theconversation when you, when you
reach back out to 'em again.
I really, really, really love thatsomeone, like if you're recruiting
team, uh, recruiting agents oryour team, or like, events are big.
So every time there's a big likeevent you think could bring value
to someone, you invite them to it.
Don't, don't invitethem every single event.
'cause no, they're, they'regonna be burned out.
They don't have that much time.

(38:05):
So like the bigger events, like ourannual team meeting was super fun.
I think we had nine.
We invited, someone invited likenine different strangers or people,
I don't know there, and thenlike, I think three or four signed
on with us in the last month.
Yeah, no, it, it is, it's, it's so good.
Um, yeah, I think you, you,you know, you really nailed it.

(38:25):
What I, what I heard, you know.
You know, celebrating over the past year.
Just a, just a lot of back to thebasics and going deeper in, in on
relationships and, and the fundamentals.
And then really an emphasis on,you know, those that are, that
are committed into the future.
What's beyond?

(38:45):
This year?
What's what, I mean, what are, whatare you anticipating, you know, 3,
4, 5, you know, years down the road.
I mean, I think, you know, three yearsfrom now could look completely different
than it does today, but like, what, whatare you guys long-term vision that you're
excited about with, with the company?
Uh, I, I don't plan more than two yearsahead 'cause everything is always,

(39:08):
and I've been doing this a long time.
Everything is alwaysconstantly unpredictable.
Uh, but we're really trying tosupercharge our agents right now using ai.
Like we're, we're trying to get agentsto use more, uh, chat GBT by inputting
their client's objections into it andasking what, how should I write this?
Uh, we're taking their, like HOAdocs and disclosures into it, having

(39:32):
it auto generate, uh, templatedemails based on previous prompts.
So we're, we're trying to have the agentsdo extra work where, like most of us
do not wanna spend extra five hours onevery single potential buyer because we
just don't have that time to do stuff.
But how do you have a workflow whereyou're constantly using this, this, um,
chat GBT and stuff to, to make it work?

(39:53):
To make you work, look like you, youspent way more time than you did.
'cause previously five hoursof work and maybe can become
press into like 20 minutes.
Like a new tool that, uh, I reallylove that's been sending me a lot
of time is, uh, example is somethingthat Glen's pitching for HP is fixer
AI that I, this tool is like magic.
I, I just signed for Tuco and I'mreally, I, uh, really, really impressed.

(40:16):
Fixture will sit in your inbox andthey'll write pre-draft emails for you.
So anything that's worth respondingis smart enough to worth respond to.
Uh, it'll probably overwritelike it, it'll write some extra
emails that don't need it.
By the time it will constantly respondto emails, sit in your draft outbox,
give you two options, and usuallywhen the options is correct and
they just kind of delete some wordsand all that, so things for you.

(40:36):
And then now you don't get, I, like, I, Iget about 3000 emails a month on average.
I use this thing calledemail report I really like.
It's free.
I only respond six to seven emails a day.
So that's how I gauge how busy I am.
Like I, I prefer an MBB lower,so like, oh, like six emails out
a hundred and it's pretty good.
That means I'm not too bogged down.
And then now this fixer,uh, also like organizes your

(40:58):
emails labels automatically.
FYI market, uh, meetingupdates, marketing.
I didn't realize how many marketingmeans I was, I I get like a hundred.
Yeah.
Like get a hundred emails day.
Yes.
Marketing, but now organize this.
So now like I'm, I'm.
So like last weekend I went therewhole week, like way less stress.
And on Saturday I got a couplehours to read all marking emails.

(41:18):
I really enjoyed my marking emails, likefootprint, me too, the hospital, morning
brew stuff like just, I like tech news.
So now's all that.
So like most, most days, like right now,I probably have like five unread emails.
So Fixer will write the emailsfor you, smart enough, book
your calendar, all that.
So it, it's, it's, ideally itsaves you an hour of time and I

(41:38):
like I beta test for two weeks.
I'm gonna get my teams using it.
So you can use that.
You can use try gt.
Uh, we're trying to, I'm trying to figureout how to this week, figure out lists
of questions to ask the agents, um, andthen have 'em answer their questions
to JP and help them write a nice bio.
'cause right, like on Zillow,like four or five of my team
members this week all got leads.

(41:59):
I got two this week, so I'm two, I'm.
Three or four of my agentsthis week got leads from Zillow
without, without the flex feed.
They've got the profile,they like direct link.
So now I'm like, we need to amp the,we need to like get better bios.
And then we, last monthwe shot like 10 videos.
The, you, you could put a big videoon your Zillow page, like a, the.

(42:19):
Like a trailer kind of thing.
So we're trying to get all ouragents to have a trailer video.
Um, but that's a bigproject to film 200 videos.
So we, we have ideas what betatested a small group before we
rolled out, so that, that, thatproject could literal take me a year.
Complete.
Yeah.
200 videos.
Uh, and in the bios, I,I just saw it yesterday.
It was like, okay, that, that,that might not be done next month.

(42:40):
It's not a priority.
Project because one of myagents said, oh, I gotta lead.
I look at it, she had theimmediate typo in her first word.
She had three typos andgrammar in her first sentence.
Like, this is terrible.
I told her, Hey, you need to fix this.
I was, I was like, howdo I fix this at scale?
Sometimes I was running a smallproblem with agents, like, how
do we then roll it out there?
The scale?
Yeah.
Kenny, I would love your take on this.
So, you know, we're talking about ARMand agents being able to utilize with

(43:04):
the, you know, with AI and, and allthe tools and things that we have.
How are you.
Kind of starting to see as the consumerbuyers and sellers get a little bit
smarter utilizing or already theregetting smart using chat GPT in their
home buying and home selling search.
How are you, how areyou thinking about that?

(43:25):
Personally, I don't, I don't have alot of feedback on that because I don't
work with a lot of buyers, so I don'tknow what the um, experience is like.
But I would say if anyone's doinga high level, it's probably us
here in the Bay Area and we'rein the Bay Area, Silicon Valley.
It's an hour away in Francisco.
So I feel like the smarter,higher end shoppers are probably

(43:45):
looking at neighborhood trendsand stuff, uh, with that data.
Um.
This is related.
I, I was in Dallas last week atthe EP leader, the top E meeting,
uh, Tom Ferry spoke for 90minutes and he said, Gronk, Gronk.
Is the AI built into Twitter or X Yeah.
Uh, is the only, uh, AI botthat's tied in with today's

(44:08):
information because it's real time.
'cause gro Twitter is real time, right?
Like chat, GBT used to be, oh, youget old information, or you can only
find if, if nobody's writing it by.
Like no one wrote.
You know, what's Oakland'saverage price this week?
Uh, like, but, but maybe someonetweeted it randomly on, on whatever.
So Gronk is probably theleading edge on, on that.
Um, another way I've seen agentsuse it, like one of my agents,

(44:33):
um, I didn't know, like one of myagents had a 50 minute buyer call.
I'm actually on that deal too.
A 50 minute buyer call witha new buyer, and he used.
Um, Apple's voice memo, I never,the voice memo, I was like, oh, I
forgot you could do that voice memo.
He's gonna take that, uh, voice memo,whole recording, and then he's gonna put
into a chat BT and then have, it was toolong to to break it down, but he's gonna

(44:55):
do it half and half and then have to givethe summary and I asked him to send me it
so then I don't have to be in this callfor 15 minutes to get all the highlights.
And he also doesn't go back and send 50minutes and type all the notes and stuff.
So some, those are someof the ways to power.
Up the experience and then wesend to the client, this is what
you, this is what we talk about.
That's really impressive.
If the agents that organized thatchance of me wanting to work with

(45:16):
that person increases by a lot.
Yeah.
Yeah, I, I really love it.
I've, you know, utilized, just, you know,do a lot of, a lot of my calls on Zoom
and so just use the Zoom summary and whatI found is that it is, is just allows me
to be more present in the conversationbecause I know that it's gonna summarize

(45:36):
everything we're talking about.
So I'm not getting distracted,taking notes, doing things.
I'm able to really bepresent in the conversation.
And so I could see where,where that would be.
Really beneficial to theexperience you're given.
The um, yeah.
Mean thing about cool is likeyou're, you're the buyer.
Your agent send you a summary of your calland now you get to send that summary to
your mom in the different AR area 'causethey're homes have a down payment system.

(45:59):
This so recap.
So essentially now you're getting theconsumer, your client, to adopt ai.
Um.
Yeah, it's, and then they're, itis part of their life now and it's
like, oh, this is kind of cool.
Maybe they'll use in the future.
So like you're, yeah, you're just feel,you're creating a, you're using AI to
create a better experience for everyone.
So it's not replacing someonebecause I'm not reading.

(46:21):
Depends on, because if itis, if it is a new building,
maybe I have, I have to, but.
I'm not gonna read 300pages of HOA docs to Yeah.
For a couple things.
So, but now you kind of can even,so you're doing excessive stuff at a
higher level because it's done for you.
So now, like you can build up your,your, um, I know your playbook.
Okay.

(46:41):
Every time I get a new client, I'mgonna do five, six things and no one
else is gonna do, and we normally takethis many hours and then send it on.
So that just increases yourchance of code, like Yeah.
Of, of you being hired.
And then also.
Your, your, your client cantell you, tell their friends
how impressive you are, dude.
Have you, my agent uses chat teaand send me all this cool stuff.
Yeah, yeah.
No, I, it, it is, it's interesting.

(47:04):
And I, I I love how you said, yeah, it,it, if you think about it, to, to help you
do more excessive things and be able to,to summarize and, and go a lot faster, but
give even a leading edge to, because ifyou're adopting it, it's, uh, like back
to like replacing who doesn't use it.
Well, if you're.
If you're with a company, what a,I'll say a traditional company.

(47:26):
Just a traditional company, maybe yoursales manager is 30 years in game,
hasn't sold real estate for 20 years,is not on social media, is not using
ai, they're then, they're not gonna,um, suggest that the company use it.
So then team people, like on my teamwill constantly be ahead of most of the
other companies in the market 'cause.
They, the, what we found is likea lot of these sales, these sales

(47:48):
managers and broker owners, uh, theydon't wanna open up a can of worms.
Like, we'll tell you, I can'ttell you use, use social media.
I can't tell you use ai,but I don't know what it is.
But if I tell you, use it, and thenyou start asking me questions and I
don't know, then it seems like I'm notthat smart and then now I'm screwed.
'cause then now they're gonna tryto find someone smarter to work for.
So it's, it's, it's.
It definitely op, it'sopposite of abundance.

(48:09):
It's a sacred, uh, opposite ofabundance mindset because they
don't want people to be ahead.
Like, and then that's why luck.
I'm lucky to, you know, have thetime and the ability to go to these
new rooms and constantly learn.
I. And I'll learn something andnot even be sure what what it is.
And I'll just say, Hey, this issomething I looked at, like this
fixer app, I'm promoting it.
I think it's great.
I've only used it for two weeks.

(48:31):
I hadn't suggested to my team yet'cause I'm still beta testing it.
So like as a leader, if you want yourteam to do more and become better
agents, you also need to approve.
And that's a challengewhat a lot of teams could.
The we, most people don'thave the time to do it.
Yeah.
Yeah.
That, I mean, spot on.
And most of the time, becausethe team lead is buried deep in

(48:53):
production, 'cause they have to Yeah.
Be able to, to do that and their,their model's off and yeah.
They're just not able to, toexecute and, and dive deep and
learn and continue to, you know.
Yeah.
Like my role, I mean I all my.
Title is just as visionary.
My, like I, I, I love myjob, I love leading a team.
Not 'cause I love leading a team.
I like, I love like learningstuff and being, experiment with

(49:15):
different things and then apply itto my team and see what it works.
So we're like, it's, it's, Idunno, it's like my, my own,
uh, lab, like science Yeah.
Website.
Yeah.
You're definitely in the lab.
Yeah, for sure.
It's so good.
Kenny brother, I, I appreciateyou, um, jumping in here, really,
you know, embodying what the wholeexpert mentor series has been about

(49:36):
in, um, I think, uh, next month willbe seven years of, of six, well.
Six years of expert mentors live.
So I'm, uh, it's been nuts.
You're, uh, you're probably one of themost consistent people there in the game.
Yeah.
Well, I think that's howI got nominated for it.
When, uh, when, when Kyle and Dan, uh,went to, went to Jay about, Hey, we

(50:00):
need to do, do something like this.
Ken goes, oh, and only one person Iknow that will, that will run with it.
And so, no, I, I like hissweatshirt a lot in Miss.
I know that's Mark Warberg, right?
He's, he is also one ofthe most consistent people.
Yeah, like in the world.
I think he, I think he worksat like 4:00 AM every day.
Every like, literally every day he posts.

(50:20):
He is, it is, it is a greatreminder every time I put this on.
So, Kenny, I appreciate you, man, and,um, I know you're, you're definitely
always leading the way, like I said,you know, you're, you're in the rooms.
Um, it's something I admire about you and,and being able to have a process to, to
execute, execute in the right way and, um,you know, implementation and move fast.
And, um, you know, guys out thereif you haven't connected with Kenny,

(50:42):
um, get on, get on Instagram and, uh,Kenny Fast on, on Instagram and, uh.
You know, pay attention, man.
And I think there's, there's a lot thatyou, that, that you're teaching by,
leading by example that all of us herecan, uh, can continue to learn from.
Cool.
Well, thank, thank you having on.
Yeah, brother.
We'll see you again man.

(51:03):
Thank you.
That's a wrap for today.
I hope you got somethingvaluable from this episode.
If you did, hit follow andvisit John kitchens.coach for
more ways we can work together.
See you on the next episode.

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