#695: Building Team Culture: Jack Perry’s Blueprint for Real Estate Leadership

Episode Transcript
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(00:00):
Seven figure success starts whenyou start thinking like a CEO.
Welcome to the John KitchensCoach podcast experience.
This is your host John Kitchens.
Get ready to think bigger andtransform your business into
a path to lasting freedom.
So about to be, uh, about,to be a granddad, huh?

(00:22):
Yes.
That's exciting.
How cool.
How cool.
Uh, every mama baby, everybody's,everyone's doing good.
Just kind of waiting the next,you know, just a week away.
So everybody's excited.
Yeah.
Yeah.
That's awesome.
So, so cool.
So exciting.
So, how are things, man?

(00:42):
I know excite excitement on thepersonal side of things, but
how's, uh, how's real estate?
It's, it's going good.
Um, I think it's, you know, Ithink everything is kind of up in
the air with every, everywhere.
People are like, is it good, bad, what's,you know, interest rates, government.
I, I just think it's a veryinteresting time in real estate.

(01:03):
People are, I think people arewaiting for some good news to happen.
Yeah.
What, what do you, whatare the conversations that
agents are coming to you?
What, what questions do they have?
What are, what are theycurious about right now?
I think people are just kinda like, juston hold, just waiting to see what happens.
I, I think it's kind of, you know, people,but I mean, the market's going great.

(01:24):
It's great things are happening.
People are still buying and selling, butpeople were just, you know, year ago we
had the, you know, people were like, I'mgonna do something after an election.
Now it's like, Hey, what's going on with?
But I mean, you know, you knowyou've been there a long time.
It's, if it's not onething, it's another thing.
And I think I just, you, it's you justweather the storm and keep on going.

(01:49):
With you having, you know, such a, a,a younger team, you know, not only in
age, but also season in the business.
Right.
Not being able to ride through, youknow, the markets that you and I've seen.
Right.
How do you, you know, navigate them,keep them between the rails, you know,
to where, you know, they don't let theuncertainty or, or possible fear start

(02:10):
to creep in, you know, how are youstill driving that leadership and that
mantra with such a large organization?
I. You're right.
I think, I mean, that'sa good question, John.
I think that the thing thatI have learned, man, you
just gotta stay positive.
People still buy homes, you know,if you talk negative or you know,

(02:32):
doom and gloom, people catch, youknow, your agents start feeling that.
I think you just gotta be like, man, it's.
You know, if it's not onething, it's another thing.
And I just think that, you know,I, I think if you make a big deal
about it, I think it could, itis gonna affect your business.
But if you go, man, this is just a partof owning a business, doing a business,

(02:53):
it's, it's just, I mean, it's everywhere.
Like in sports, you know, youdo really well a couple years
and then have hard times.
I think in real estateyou gotta, you can't like.
You know, let it take you down.
I mean, like I got into real estatein 2009 when it was really bad, but.

(03:15):
Man, if you, if you just push on through.
And I think that's the thingthat we're constantly encouraging
our agents, Hey, it's up to you.
'cause some people are killing it, right?
So you just gotta keep on going.
How do you, you know, 'cause comingin, in oh nine, seeing that side of the
market and then you, you get agents.

(03:37):
They, they get into conversations aboutreal estate with, with buyers and sellers.
How do you, you know, help them navigatethat terrain to where they don't hang on
with somebody longer than they should,that's gonna stay on the sidelines.
Right?
That's what we were kind of talkingabout before we hit, we hit live, right?

(03:57):
You got people that are making an excuse,Hey, we'll wait till after the election.
Hey, we're gonna wait tosee what happens here.
Hey, we're gonna wait formore inventory to come on.
Hey, we're gonna wait for this.
And it's easy that, and we'veall been guilty of it, right?
We, we, we start to get a, a littlebit of a bond, a little bit of a
relationship and a bit of conversation.
And I feel, I mean, 'cause you're,you, you are exactly what you said,

(04:20):
driving, you know, the optimisticside, but with a, a mixture of reality.
And sometimes we, we have thatinternal optimist of us that
we're gonna find them a deal.
We need to hang onto it instead of.
You know, Hey, you'rejust not quite ready.
Let's sit on the shelf.
Let's revisit in, in 90 days andallow them to move on to navigate

(04:41):
and find the opportunity, find themoney in today's market, how do you,
how do you help them navigate that?
I, I, I'll be honest, I, I think we.
We almost buy for the wrong reason.
I mean, people buy now and they buy,you know, six months later, they
wanna know if they sold their homethat, you know, it's gone up 20%.
I, I really think that we havelost focus of why we buy a home.

(05:06):
I think you buy a home because.
You know, one, you need a place foryou or you and your family to live.
And I think that, I mean, Ibought my, you know, house in 88.
It was, I bought it because mywife and I needed a place to live.
It was either rent or buy.
And then we bought it in88 and here it is now 2025.

(05:27):
And we still live in the same house.
Yeah.
I, it's, to me, I think we've,we've, we lose focus of why we buy.
Why do you think that is?
I just think it's how societyis thinking, Hey, you know, we
look at it as an investment.
Yeah, you know, I boughtmy home for 70,000.

(05:48):
I would've never, you know,it's worth 900,000 or a million.
I would've never thought back,you know, 38, 37 years ago that
it would gone up that much.
But, you know, we needed a place to live.
We were renting and we had looked andwe said, Hey, it's, but when I bought
it, I didn't think I was gonna live.

(06:09):
That long in the same house.
And yeah, so that's the reason.
I think some ways I think wehave lost perspective or we lose
focus of why we truly buy a home.
Are you having a lot of the, do, Imean, do you, do you try to convey
that message to the agents and, andhelp them, you know, understand that
not only themselves, but you know,still to have the conversation with
buyers that they're working with?

(06:31):
Oh, definitely.
Because they have to understandthat, hey, it's a process.
I mean, this past weekend we had aparty at our house with all of our
agents and you know, there was about 175people that came through at the party.
It was a, you know, I. I mean, peoplewere standing in front of the house,

(06:51):
but it was just kind of a fun thing.
And then for them to see that, hey, Jack'slived at the same house 38 years, that
it's, it's a process in the whole thing.
And I think we have got to, you know,our agents, um, communicate that,
Hey, it's, you buy a home because youwanna live and it's a process and.

(07:12):
You know, some people get lucky andit goes up in value and some people
it, you know, it doesn't go up Yeah.
As much.
Yeah, yeah.
And, and being able to, to witnessthat and, and see that and, uh, no,
that's, that, that, that's cool.
And you know, I, I think, and Iwould love your take on this, and you
do such a wonderful job with this.

(07:34):
And part of one of the reasons youguys are like a magnet for, for
agents wanting to be a part of, ofsomething, man, I, I really feel
people are starving for community.
Right.
Part of being at something.
And how, how, how much are you guys seeingthat within your organization right now?

(07:56):
Yeah, I mean, we have, you know, we've,we started our thing some six years
ago, and now we have, you know, over200 agents and I, I, I think John, we
have really, that's what really we havedone a good job over the years saying,
Hey, we're in this thing together.
Um, one of the things that Ithink has helped us is we're on,

(08:16):
you know, the thing called Slack.
People are always saying,Hey, can someone show a home?
You know, from six to seven tonight?
I can't make it.
And our agents are always willingto help people, and I think
people are because of that.
We have, we've done very well.
Our, like, we, it's all about helpingeach other and that's the, we love,

(08:40):
you know, when people join ourteam, I say, Hey, this is, this is.
This is really a team where you,you really help each other and go
that extra mile for each other.
And I, because of that, peopledo that for other people on the
team and then it goes very well.
And you know, if you got, if yourbusiness model is, Hey, what can
you do for the people on your team?

(09:02):
You're gonna go, well, and thenour team, Hey, we're all, you know,
they're just between the, the rockstars and the brand new agents is.
You know, we, we treat 'em all the same.
Yeah.
Yeah.
And I think that's the thing,you know, we tell our rockstar
agents, Hey man, you were, once anew agent, help these people out.

(09:23):
You know, they're, they're on your team.
They're not against you,they're on your team.
Yeah.
It's one of my favorite concepts.
Um.
I think it was Frank Shamrock had inhis MMA studio, right when you came
in, it was the plus minus an equal.
And he said, you know, you can'tbe here unless you have a mentor.
Somebody that's, that's mentoringyou're looking up to, right?

(09:44):
You can't be here unless you arementoring somebody and you need to
find an accountability partner that'sthat you know is right there with you
that's pushing you each and every day.
And.
To me, that's the secret sauce.
And, and coming in with thatmentality that like, listen, like
I gotta find somebody to pourinto and really having that, that
givers and, and teaching mentality.

(10:06):
Right, right.
Yeah.
And, and I hate to say it, I think,you know, in real estate, you
know, we get in it because we wantfreedom, flexibility, and money.
And I think sometimes youcan lose focus of that.
But I think it starts, you know,to me it starts at the top.
I mean, yeah.
Like, I'm like if somebody needs openhouse signs and they're 20 minutes

(10:28):
away, like I'm gonna go outta myway to help them because if we help.
Other people, people do well.
People rise up and close more dealsand get more excited about real estate.
I mean, I was talking to one of ouragents this morning, they said, you
know, like, how was your weekend?
What?
Like I said, man, you like,I look forward to Mondays.

(10:51):
I, I look forward to going to work.
Like that's the, to me, theworst part about the weekends is.
Not getting to see everybody.
See everybody, and you go like, you'relike Jack, like that's just weird.
I, I love seeing the peopleon our team and I think that's
why people, it's contagious.

(11:12):
It is, it, it it really is.
And, you know, being, being out there,I mean, this is even before the, the new
office and just being able to see, youknow, that type of, you know, dynamic
that, you know, really trying to instillinto everybody that like nobody's
above, nobody's below, like right.
It's, it's, it's allof us in this together.

(11:33):
And, you know, you said somethingearlier and kind of made me think and.
Um, I think it was Layla, her, I thinkshe was asked the question of where
do you, um, you know, when things gooff the rails, what do you, you know,
how do you handle the highs and lows?
And she goes, I try to get backto baseline as fast as I can.

(11:54):
Right.
And, you know, if we get shot upin something, you know, we get
real high, get back to baseline.
If we're real low, justget back to baseline.
And that's where you can staythat, you know, consistent.
Kind of even kill stand grounded inwhat it is we're trying to do and
not let, you know things throw youtoo far off of, of that baseline.

(12:15):
Right.
Yeah.
And you know, I get to, you know,I work with both my kids, both of
my boys and I, you know, that's,that is a wonderful thing, but it's
also a very hard thing because.
You know, as family you can be alittle bit more honest with each other.
And I think some was liketoo honest sometimes.

(12:36):
But I think the be ability to worktogether and to know that, hey, we're
in this thing together and we're, andyou know, but man, you're, you're gonna
have those days that are really hardand things seem like what's going on,
but you just kind of, like you weresaying, you just get back on and just
like, man, you gotta make it happen.

(12:57):
Jack, what is the, the biggestthing, you know, six plus years
of, of the team working with,with Michael and, and, and Johnny?
How like.
What's been the biggest growth thing that,that you've learned within that dynamic?
Right.
Working with the boys, being ableto continue to grow and evolve.
I mean, just even, you know,seeing them in the beginning

(13:19):
to even where they're at now.
Right.
And, and just the, the growth and,you know, what's, what's been the big
biggest change, I think for you in that?
You know, dynamic with the kids.
I think the biggest thing forme, and I always knew it, but I
think it's more obvious the, theolder they get and the more that
they're, and more our team grows.

(13:40):
I've just learned the more I can moveout of the way I. The better it goes.
Yeah.
And some days that's hard to admitto thinking, man, we got great people
in leadership in exec positions.
And the more I get out ofthe way, it goes better.
And you know, sometimes it's hardbecause, you know, we started the thing

(14:01):
together and it was just three of us.
And now between agents and staff,it's, you know, well over 200 people.
So, you know, sometimes it's hard.
But I've just learned that,man, the more I can move out of
the way, that it goes better.
And our team does well, not becauseof me or because of one person
is built around a team of people.

(14:24):
And you know, I, I think, I think itis letting the ego get out of the way.
Yeah.
Is, you know, I think it's hard on a lotof leaders because they're, it's not.
You know, it's, you know, we callourselves the Perry Group and you
know, it's my last name, but it'skind of like, I'm just, I mean, I,
in, when I introduce myself, I neverintro, never put my last name in it.

(14:47):
I always say, I'm Jack andthere people have found out I.
Hey, that, you know, it wasone of the, the Perrys and
they're like, I had no idea.
I'm not, I don't tell people who I am.
I just say, Hey, it's, I'm Jack.
I've been on, you know, I've beenan agent on the team for six years.
And they're like, what part do you play?
And they're kinda like, they'redumbfounded when they find out that I.

(15:09):
Yeah.
Who I, you know, who they were talking to.
But, but I think it goes better that way.
And like I said, the, the more I moveout of the way, the better it goes.
And it's hard.
Yeah.
But just, it just goes better.
Yeah.
It, it, it does.
And it that, I, I lovewhat you said, right?
A lot of the agents, they strugglewith that ego and that they've

(15:32):
gotta be at the forefront.
They've got, they feel like they'vegotta be making the decisions and.
When you can empower, you know, the peoplearound you and kind of co-author into,
you know, what it is we're trying to do.
They take, they take that ownership,they take more pride in, in,
you know, what the brand is.
That was one of the biggest thingsthat I saw is just really a lot of
that co-authorship in, into whatwe're trying to, to accomplish.

(15:56):
And, you know, some days are, are, aretougher than others and some days the,
you know, we don't see eye to eye.
But at the end of the day that that'swhy, you know, the outcome over ego is.
One of my favorite concepts becauseit's just like, man, it's just,
we're just trying to get to the goal.
We're just trying to be right andnobody here is trying to be right.
When you can adopt that type of typeof, you know, buy-in, it really helps

(16:18):
things navigate a lot faster, eventhrough the bumpy, turbulent times.
Is it, is it grounded, Jack?
I mean, I think for you, isit, you know, obviously you
lead, you know, such a humble.
Leader, such a humble servant to,to the organization and to the team.
Is there, you know, core values?
Are there things, there's mantras there,things that we we're kind of grounded in

(16:40):
that everybody sees and knows, remindedof, to, to live by, to make better
decisions for, for you guys to be able to,to have the growth that you guys have had.
I mean, we don't have like words onthe wall that says, you know, be us.
You know, go the extra mile.
We don't have any of that.
People wouldn't.
If they just walked in off thestreet, they wouldn't realize.

(17:03):
But I, but I think the thing is,Johnny, is we, we, we live that type
of lifestyle and because of that, it's,it's, you know, it's like we don't
talk about it at team meeting at all.
We, it is just what we do.
Yeah.
And I think that's what, um.
What, what makes the difference?

(17:25):
'cause I think sometimes youhave it on walls and it's like
you have to remind yourself.
We're not reminding ourselves.
It is just, it's just how we are and howwe do do our real estate on our team.
I mean, we, I and I, and I, youknow, I was with different brokers
before and man, it's, it's lonely.

(17:48):
Yeah, as as a real estatemanager, a solo agent.
But I would say the agents onour team, they're loving it.
They're, I mean, we got some peoplethat have been here six, seven years.
There's no intention ofthem believing, right?
'cause they really love the teamconcept, and we've all heard it together.
Everyone accomplishes more.

(18:08):
Everyone accomplishes morethe more that we're together.
And I think that's, they, they see it.
It's not, we don't haveto say it, they see it.
Do you, do you expose them to that andkind of try to flush it out of them in
the beginning before you let 'em into.
You know, being a part of, officiallya part of the group is there, is there

(18:30):
a vetting process on, on the front end?
How do, how do you not let you know one ofthose bad apples into what you've built?
I, I think people, we've had peoplecome, bad apples be a part, but I
don't think they last because they see.
That, that's not the core of this group.
I mean, it's, um, and I, it's, it's,it's just different as you get in it

(18:53):
and then the people, and it's, I mean,I think to, to allow agents and team
members to rise up to their potential.
And I think it's like if youhave an ego on our team, um, it
would be my goal to end that ego.
Just like it's, we're about eachother, and I think people catch

(19:16):
it pretty quick just becauseof, you know, everything we do.
And it's not about, you know, one agent orone team leader or one good communicator.
It's about everyone.
I think that's, people see it.
It's like we, so, yeah.
Yeah, it is.
And I think, you know, you have such a,a, a nucleus and a core when we were half

(19:43):
the size right, even maybe even a littlebit smaller, that really jelled together.
And it is, like you said, likeit's, you feel uncomfortable if
you're not in alignment to, to theorganization, you feel it real quick
and those people will, will tendto select themselves out faster is.
For, for you guys, is it a lot of internalgrowth of like, hey, they have a friend

(20:07):
or somebody getting into the businessand they bring 'em into the organization.
Like, Hey, if you're getting yourlife, you have to work here with us.
Is it more of we've built somethingthat people are proud of, that they
go get other people to be a part of?
Definitely that's a, you know,that's, you know, is the main thing.
So people that, but we're starting to getpeople now just because, you know, the
name is out and we just keep on growing.

(20:30):
But no, it's definitely, I. You know,like this morning at team meeting,
I said, Hey, if you have friends orcoworkers or somebody you know who
wants to be a part of that team,please, please communicate to them.
'cause we would love to have them apart.
And I think because of that, theybuy into it more that, hey, it's,

(20:51):
um, you know, people defend, thepeople on our team defend our team.
Yeah.
They're like, they're like, Hey man,they're, they're the best defenders of it.
Yeah.
They do.
I mean, you, you've built such a, such ofa, a, a tribe that they won't allow, they
police themselves, they police each other.
So that's, it's remarkableto be able to be at that size

(21:14):
with that type of, of culture.
And it's, and it's taken time, right?
You just inconsistent andbeing able to, to build it.
What are you, you know, kind ofthe biggest challenge that you're
starting to see moving intothe second half of this year?
I, I think it's you.
Like, I think knowing that man the secondhalf of this year is, is not going to,

(21:39):
I think a year ago all of us thoughtthat it was gonna be easier by now.
Mm-hmm.
We thought interest rates weregonna come down, you know,
the stuff around the world.
Kind of like a lot more peaceful.
So I think I, I see theagents are, are tired and.
Weary and kind of like our,you know, been taking hits.
So my thing is, man, I gotta be more.

(22:03):
Like encouraging more positive morefor them now because they're, they're
facing those inner battles, which ayear ago we, no one, no one thought
that, I mean, maybe some people, butmost of us thought after the election
that 2025 was gonna be a great year.
Yeah.
So I'm thinking like it is.

(22:24):
My thing is, man Jack, they need youto encourage them to be behind them to.
To really say, Hey man, we can make this.
'cause if you don't, they get discouragedand they, they don't wanna last.
Yeah.
Are you, how, how are yougetting that message out?
I mean, it's hard.
I mean, obviously if you see 'em inpassing the one-on-one, but it's gotta

(22:47):
be a lot of one to many at your size.
Yeah, I think I just, youknow, call 'em on the phone.
I am big on texting.
Like if we have, like, if at teammeeting I will, you know, I mean
like this party that we had, ourhouse the other night, I text 210
agents and encourage them to come.

(23:08):
It wasn't like a, wasn't like a,like a spam, it wasn't like a robot.
It was Jack sending a personaltext out to over 200 people.
And I think people know that, Heyman, Jack believes in this thing.
Jack's gonna go way overboardto make you feel part.
And because of that, they'remore motivated 'cause it's.

(23:31):
You know, let's just be honest,John, I think it's, you know,
it's a hard time and mm-hmm.
So if we as leaders aren'tconstantly encouraging our people,
that, man, we got their back.
We're there to help them,they, they get tired.
I. They, and I love your, Ithink you're spot on, right?
You know, statistically allof the things coming out of
election year after election, youknow, home sales climb, right?

(23:56):
We're like, geez, you know, the lowestamount of home sales in the last 30 years.
Of course it has to be better.
Right?
And, you know, just reallyhasn't been the case.
And, and so it's the whole thing, right?
Like you can.
You can kinda red line it for 90 days.
Anybody can, anybody cando anything for 90 days.
Right?
You can push it for two quarters.

(24:17):
Right.
You can push it for six months.
Right.
But now you're gettinginto nine months of this.
Yeah.
12 months of this, right.
People just get tired.
Right.
And, and so I, I, I think you're spoton with the, you know, knowing that
you're here, you're supporting them.
Are you thinking about, you know,is there anything else that you guys

(24:39):
are, are looking to, to do, to create,to, to provide that support moving
into the second half of this year?
I mean, we really believe, you know,hands-on and really trying to help them.
I mean, we have a verygrowth-minded concept.
I mean, it's like, I mean, I,when we interview people or talk
to people about joining our team,I said, you know, if you're.

(25:00):
Comfortable doing 5, 7, 10 deals a year.
We might not be a good fit for you becauselike, you're gonna cause me great stress
if you only want to do seven deals a year.
Like, come on.
Like W why only seven?
I mean, it's like, like let'sget serious about this thing.
And so I think with that mentality.

(25:21):
It's contagious to everyone.
People are like, man, if I'm gonnabe on the Perry group, I, they
want me to do a bunch of deals.
Yeah.
And if I don't want to do 'em.
Then why?
Why go through it?
I mean, I tell people the biggeststr my, I lose most of my sleep on
the people that are comfortable.
Yeah.
The people that are just,oh, okay, this is great.

(25:42):
This is good.
You know, are more, more important about,you know, the golf game's more important
than the real, you know, than working.
Yeah.
Yeah.
Like those are the peoplethat cause me the stress.
I don't, our rock stars that are doing 25,30, 35 deals, it's like, man, I'm here to
cheer you on, but the stress in my life iscaused by the people that are comfortable.

(26:03):
I love that because you can'thelp 'em solve problems.
Yeah.
I mean, they're not, they're,they're complacent and.
And I, I'm with you.
I have a hard time being aroundthose type of people, right?
Yeah.
And, and so yeah, I thinkyou've created that culture.
You better get in here and get after it.
And I mean, like, I'll get on socialmedia and see that some, somebody's
playing golf, and I'll next tomy team or call 'em on the phone,

(26:26):
man, like, how's real estate going?
They'll go, oh, it's going so good.
I said.
It looks like your golfgame's really going good.
Like I, and I think that's, that's whatI like about the social media is people
expose themselves more than they realize.
I mean, I'll call our teamand say, man, how was.
We missed you at the office,but how was the golf course?
Yeah, I remember, Jack, I remembersitting at a traffic and conversion

(26:51):
conference in San Diego, and Ican't remember when this was.
It might have been 20 15, 20 16 timeframe.
And Daymond John was on stageUhhuh and they were having
a conversation with him and.
And, um, he goes, listen, I don'tlook at anything but your social media

(27:12):
profile, and if you tell me that youwork nine to five, and I see you're on
social media heavily from nine to five.
I'm not hiring you.
Right.
And it really, right at thatpoint I was like, holy smokes.
The new resume is your social mediaand your social media content.
Oh, yeah, yeah, yeah.

(27:33):
Oh, I think socialmedia, I mean, I love it.
I think it's a, it's, I communicatewith it to our agents on it and
I think, I mean, I'm, I'm reallythankful for social media 'cause
I'll send a, you know, something thatI see that somebody else did that.
And I'll send it.
I was like, man, you gotta watch this.
And yeah.
You know, I, I think socialmedia is the, is the thing.

(27:57):
Yeah.
And I mean, and you're crushing it always.
Uh, I just, I, I, I mean, you talkabout like, you know, put a smile
on people's face, get people likein a, just in an upbeat mood.
Like your, your social media.
Is that right?
Like every time I see, I just stopand I, it puts a smile on my face.
Right.
Right.
It's just really, I'm like, man,yeah, Jack's, but the interesting

(28:17):
part, John, is it's doesn't helpyou to send home sell homes.
It just makes it kind of, people lookat like, man, that's kind of like, you
know, this, this is kind of fun to watch.
Yeah.
Well, but, but for you, it isthat, it is that positive energy,
kind of the thing that you'retalking about with the team, right?
When they need, they need that lightin challenging, difficult times.
Especially for, for agents that haven't.

(28:39):
Had the opportunity to ridethrough a really tough and
challenging market, right?
They need, they need to be in thatenvironment, that tribe, that has
the positivity that's gonna pushthem, right, but in a positive
way, in, in that direction.
And it, it really is, um, super,super important to have that element.
Into, you know, whatever it isyou're trying to accomplish, right?

(29:01):
Like one of my social media posts inthe probably week or two weeks is about,
you know, social anxiety and like, areyou introvert and everything like that.
And like I. I am like with ouragents on our team, I'm an extrovert,
like I'm like talking to 'em all.
But when I go home, I'm a 100% introvert.

(29:25):
Or it's like, like you, but likewith our team, it's like I'm like.
Man, how let's, let's do this together.
And it, I think understanding ourdifferent roles and how we, our, you
know, our makeup and our, you know,personalities, I think is one thing.
'cause you know, my three, I meanmy two kids, it's like, we're like,

(29:49):
we're all different personalities.
Yeah.
Yeah.
I think that's, is learning to,to work together with people
and understand, man, that.
Man that hey, that Jack at the office,he will, I will talk to everyone.
I'll be like, Hey, how are you doing?
What's going on?
And everything.
But like I said, I go home.

(30:09):
It's like I like I'm a com.
Not a com.
I don't wanna say differentperson, but like I'm very like.
If I walk around the block, I'mhoping that I don't see anybody.
Same.
It's not that I don't like people,it's just Yeah, I'm, you know, I,
I heard years ago I heard that, youknow, men only have like 15,000 words.
Women have more, you know, I, I use'em all at the office and I'm like, I.

(30:33):
Ain't got no more to spare after that.
Yeah.
And I, but I think with social mediaand everything we can do is just,
man, we gotta, if you're running ateam, man, you get to me, I, I'm a
hundred percent behind our agents.
I will, I will bend overbackwards to make their, I.
Business success on our team.
Yeah.

(30:53):
Where, where are you havingagents pay attention to?
And this kinda goes back to thequestion, you know, who's a real buyer,
who's a real seller in today's market?
You know, when you got in, you know,timeframe, you know, it was a different
opportunity in the market at that time.
Where, where is the opportunity, you know,moving into the second half of this year.
Uh, with the buyers and sellers in, inthe marketplace that you're seeing, right?

(31:16):
I, I think the key thing thatI tell our agents is, man,
like ask the why questions.
Like, what, what, what's going on?
Why, you know, why do,why do you wanna move?
Like, or what's your hesitation?
I, I think we as agents do not ask thewhy questions, like, Hey, what's going on?
You know, we, we think, you know,uh, somebody says to us, Hey, I want

(31:40):
a three bedroom, three bedroom, twobath, and a, you know, two car garage.
And then we show 'em homesthat have three bedrooms.
Two bath and a two car garageand they don't make an offer.
And we go like, why aren'tyou making an offer?
You know, it's got a front door, it'sgot a windows and everything like that.
And I think that we as agents, whenpeople say they, they wanna go house

(32:02):
hunting, we just think they justwant to, you know, they're gonna
buy the very first home they see.
And I tell our agents, Hey, my wifeand I, the house that we bought,
that we bought in 88 and still livein, it took us two years to find.
So it is a process with it, andI think people need to understand
that, man, you just, it's, you justgot, some people go really quick.

(32:24):
Some people go really slow.
I've taken people out and you know,I remember a couple years ago, second
house we saw, they said, we're done.
We're looking at homes.
I said, what do you mean?
They said, we wanna make an offer.
And so I think people just, you gotta,some people go fast, some people go slow
and you gotta ask the why questions.
I think if you asked the why,like why do you wanna buy?

(32:45):
You're gonna get that answer.
But I think we as agents, when they makeit seem like, oh, you know, they think
they, they say they wanna buy a home, wethink they want to do it this weekend.
All they're saying, Hey, I wannado it sometime in the future.
Yeah.
And that, that's such a great point.
Getting down to what's the realobjective, what's the real goal?

(33:06):
Like what's really important to you?
Like and, and being able to, I think,I think the thing that I always found
with that Jack, is I. As they gothrough the process, because it can be
a little, little challenging, especiallyif they haven't done it enough.
Right.
And they just don't knowwhat, they don't know that.
I think our job too is also to remind themlike, now remember we talked about this.

(33:28):
You told me your goal was this, and thisis why and why this was important to you.
Has that changed?
Right.
It's changed.
That's great.
We just need to know that so wecan be on the same page so I can
help you and, and I, I'm with you.
I think a lot of agentsnever have been taught that.
Or if they did, they need to relearnit to get back into, to really dive
in deep into that question of, of,you know, what's the real motivation?

(33:52):
What's really the thingthat's most important?
What are the non-negotiables things thatare really, really important to them?
Right.
And I think, you know, Tom Ferry said,Hey, the average person, average a
hundred people, six of them are gonnamove within the, the coming year.
I think just to have, man,there's people all around you.
Um.
That are gonna be, youknow, buying and selling it.

(34:15):
And I just think, I, I just thinkyou just, you just gotta, but I think
that's the mistake that we make, John.
We think that you go into real estateand you're gonna sell tons of homes
and you know, you hear somebody say,Hey, I sold, you know, eight 80 homes
in my first year of real estate.

(34:35):
And it's like.
Did you really sell 80 homes or like,like, you know, we sold, we sold
a team last year, 1,133 homes, andthat's exactly how we didn't sell
any more, or we didn't sell any less.
I'm not a, like, don't, don'tinflate your numbers, because
I think it gets discouraging.

(34:56):
I, with people.
I mean, like when we interviewpeople to join our team, I was
like, I'll say, man, how, what's,what's been your last few years?
And they're kind of like.
I say, man, tell meexactly what you've done.
If you've done 10, say 10.
If you did two, tell me two.
I can help you.
But if you're not, if you, I, if you're,you know, not tell, not being honest

(35:20):
and just say, man, you're like, you'restruggling, or This isn't going well, I
think it's really hard to help each other.
And so I, I tell ouragents, man, it's, it's.
Real estate agent.
Being a real estate agentis a lot of hard work.
It's like a rollercoaster.
You will have your up, down, goodyears, bad years, and then, but the

(35:41):
key thing has, man, you got to stayin it and you gotta take it serious.
I mean, I got into realestate when I was 52.
Like I was a pastor for 28 yearsand then I got into real estate.
I didn't have any other options.
It was like thinking, Hey, Igotta make real estate work.
And because of that, Igave it everything I have.

(36:03):
I think sometimes when you have otheroptions, I don't know if it goes as good.
I think it's like, if you can go to planB, to me it's plan A, I got one plan,
I'm it's real estate the rest of my life.
Um, and that's what's gonna happen.
It's so, I, I always laugh when I,when I, when I tell your story to, to
people and I'm like, like, Jack's jack.

(36:25):
This is the easiestthing Jack's ever done.
And, and they, they laugh andI'm like, like, what do you mean?
I'm like.
He built multiple congregationsover 28 years in the church.
Are you kidding me?
Like, yeah.
This is the easiest thing he's ever done.
Yeah.
Yeah.
No, and that's, I mean, that's thething I've, I've always liked the
thought of, of helping people afterbeing a pastor for 28 years and given

(36:47):
everything I had and now real estate.
I, I, I think it's allabout people and I think.
I think we lose focus of that.
It's, we, we think about the commissionor man, is it worth it financially?
And I mean it was, yeah.
I mean, John, I'll be honest, therewas some Sundays at church, we took
an offering and it's like I wanted topass, we wanted to pastor the buckets

(37:10):
again because it, it wasn't going well.
But it is just you man.
You hang in there and I think as you know,real estate man, you're, you're gonna
have those rough times and you just gotta.
You just gotta endure to the end, and Ithink that's the thing that I've learned.
I'm glad that.
Being a pastor for 28 years, I loved it.
And now with, you know, with real estateand building our team and everything

(37:34):
we're doing, you gotta love what you do.
That's like, I, I like, I tell people,man, if you don't love real estate
and you want to go do somethingelse, man, please get out of it.
It's not worth it.
I'm like, you gotta love it.
Yeah.
Yeah.
Those 28 years sets you up for whatexactly what you're, what you're doing.
You're right where you're supposed to bedoing what you're supposed to be doing.

(37:55):
It is, uh, it, it, it's,it, it really is Awesome.
So, you know, Jack, looking in, lookinginto the future, I mean, you and
I've had this conversation and, andwe're starting to, I mean, obviously
you're, you're an example, right?
You know, and, and thereason I think it is.
One, one of one of the trends isobviously the bigger our getting bigger,
and I think because what it is, you're,you've created such a, such a community,

(38:19):
such a tribe, and people are starvingfor that connection and they're, they
really wanna be around those people.
For those agents that like.
Where, where are you kindof seeing the direction?
I mean, I, I think it's harderand harder for individual agents.
Yes.
Um, and, and so where are you kindof seeing the direction as, as we're

(38:43):
in this washout of agents that aren'tbuilt or don't wanna be built for this
market, market conditions moving forward?
Kind of where, where are youseeing the trends in the industry?
Kind of the direction.
I think the hard part is, you know, beinga solo agent is really extremely difficult
and there's a lot of talk about joining.
You know, hey, join ateam, it will be great.

(39:05):
And, but John, I have, I'll be honest withyou, I have probably my biggest, the hurt
that I feel is people would join teams.
And they just, it, they get, they, theyget out of the people that join teams
that aren't good end up getting outtareal estate completely because it's
not, it's maybe, maybe not a team or notrun well or so much drama on the team.

(39:32):
I mean, that's the thing that hurtsme more than anything now is people
would join teams and then they'llcontact us and go, man, I had no idea.
They thought all teamswere the same I had, right?
They had no idea that the Perrygroup was so much different.
And I think that's my biggest thing.
I think as team leads, man, we gotta liketreat the people that we work with, uh,

(39:56):
under with, with great respect and thatthey're committing to be on our teams.
And we, man, we gotta makeit fair all the way around.
And I think that's what our team.
Constantly tries to doin everything we do.
The decision, let's make it.
It's not, I mean, I, man, beinga team leader is great, and you,

(40:18):
you know, you, but man, it's, it'sabout the people on your team.
It's, I, I don't do it for the, the money.
I'm not in this thing.
I do it to help people changetheir lives and have a career
or have a business in it.
And that's my thing.
It's gotta be about.
Them not the team lead.

(40:40):
Yeah.
What have you seen kind of the evolutionfor you guys, especially, you know.
200 plus and continuing to grow.
Like where, where are you startingto see, you know, the complexity,
the levels of leadership?
Like how, how do we, youknow, still see that dynamic?
I mean, yeah, you can, you know, you cantext 200 people to come to, to an invite.

(41:02):
It's hard to do 200 texts.
You know, every day.
Right.
Keep an eye on everybody.
So it's that, it's that, you know,the levels of leadership and, and
you know, continuing to grow people.
And grow people and grow people.
Right.
What, what, what are you kind ofseeing kind of that evolution?
Um.
With the business moving forward.
Yeah, and maybe it's, I mean, that'sa, you know, it's a good question.
Well, we have our different offices,they'll have different, like we

(41:25):
have a team meeting on Monday thanhere in Salt Lake Tuesday, and
then our Utah County is on Friday.
And I go to all those meetings,I'll be like, Hey, I'm the first
one there in the morning and youknow, one of the last ones to leave.
Like I feel like that is myresponsibility and role is to.
Like talk to them all, um,like, man, how's it going?

(41:50):
You know, what's going on?
And I, I, as the leader, I,I was one of the leaders.
I feel like that is, I love that part.
And I feel like that's my, that's myrole because, you know, if I can, I
can tell if someone's not, kind of not,maybe I asked them how your day's going?
And they go, it's great.
And I was like.

(42:12):
Man, how is it really going?
Great.
I mean, I see, you know, I knowyou have nothing under contract.
How good is it really going?
And so I'll like, they'llsay, it's going great.
I'll say, man, that's exciting.
Tell me about it.
Yeah.
And then they start telling youabout it, and then you go, oh.
I don't know how great it is, and soI've just, you know, I don't know if

(42:34):
it's from experience or age in life.
It's like, man, you tellme you're doing good.
I want to hear why you're doing, I'mjust not gonna be like, oh, great.
Next question.
I'll be like, so John,tell me how you're doing.
Good.
Tell me all about it.
I got, and they'll be, like I said,I got all the time in the world, and
they'll start talking and then be like,oh yeah, you pick up on it, you hear it.
And I'm not, I mean, I can.

(42:56):
Like I said, I could, you know,ask those tough questions.
And that's probably the role that Iam in now that you know, most of the
people, very few people on our teamwould not be my kids or my grandkids.
Yes.
And so it's like they're alllike, and I love that part.
And I think they love it too,because like Jack could be like, man.

(43:18):
Tell me about your family.
Tell me about your kids.
How, how's your, you know, how's your,I mean, I have a woman on a team that's,
you know, her dad's has cancer, is dying.
I've been there.
I can, I can relate to that.
I can say, man, how's it, how's it going?
That, take as much timenow off as you want.
And there'd be like, gosh, Jack, thanks.
And I think that's the thing.

(43:39):
It's authentic.
It's just, it's, it'sauthentic empathy, right?
It's, it's, it's really being, you know.
Um, empathetic to the situation, beingable to put yourself in their, in
their shoes, and I think that carriesover as well as, as, as an agent.
And yes, you know, being able to putyourself in the buyers and sellers
shoes of, you know, it's stressful for,for, for them, especially if they've

(44:03):
never done it or they've only, youknow, transacted one or two times.
I mean, it's a big dealand it consumes them.
And I think a lot of agents.
Overlook that because they'rejuggling multiple, they're trying
to, they're trying to do so much.
That's why I believe, you know, you'vegotta be on a great team that has great
leadership and great support, right?
To be able to, to provide that for you.

(44:24):
Um.
As far as, you know, when the sizethat you guys are at and, and the
connectiveness that, that you're at,obviously head of company, how, how
involved are you in, you know, what,what decisions do you make or what
decisions kind of get, get carriedout throughout the organization?
They have their own kind of, um,you know, guidelines to, to operate

(44:47):
within making the right decisions.
I mean, but from a day to day,how, how involved are you in
the decision making process?
I, you know, I, I don't know, sometimesI think I'm a lot and sometimes I'm
thinking I'm not involved very much.
'cause I was like, when didthey make that decision?
And our thing is, you know, we haveour executive meetings every week and

(45:08):
it's kind of like, you know, if you're.
If you're not there, we're still gonnamake decisions and move on without you.
And you know, because of family andtravel and everything like that.
I have missed some of those andI think I've just learned that,
man, we got great people in place.
I would say probably veryexciting, very sad thing.

(45:31):
Like I can, like if I went away for threeor four months, it would be like this.
The ship would just keep on moving.
Yeah.
And I think that that is very excitingto know that it's going to, but
then man, sometimes it's like, man,it's kind of, you would miss it.
Miss it.
Yeah.
People, we got great leaders, greatagents, but I think that the key thing

(45:54):
is we're constantly trying to be better.
Yeah.
Like we're, we're not good at beingcomfortable and like I. Like, we have
five offices now and it's like, man,I'd love to have seven by the end of
the year and you go our leadership.
But like, Jack, whatare you talking about?
You're like, I'm just notgood at being comfortable.
It's like, let's rock.

(46:16):
You're that you're that you're, thatyou're that north star for them.
You keep them from beingcomplacent, but also I think it's
the competitiveness with Right.
With the boys as well.
Yeah.
They've attracted other competitivepeople, right, that are not complacent,
that are willing to put in the work.
Willing to push each other.
Yeah.
Yeah, yeah.
Yeah.
And I think that's the fun partabout it is that, but, but I've

(46:39):
seen it where people get complacentand they lose focus of it.
But I, I think the thing, like Isaid earlier, I think the thing
we've missed in real estate, it's,it's, we become about like, Hey.
The commission, what type of houses,cars we could buy and have as agents.
But I'm telling you, in the bottom line,when I go to bed at night man sake, I have

(47:03):
helped our agents to become better andthey have helped people become better.
And I think that's the thing that Ihope that our team never lose focus
of because it's, it's the, you know,we sold our 1100 homes last year.
It's, it's not the homes, it's the people.
Yeah.
We helped out 1100 people.

(47:25):
Yeah.
In some way or another.
And I think that's the thing thatwe're always trying to encourage.
It's about people.
It's, yeah, it's great to get that,that commission great to get that
paycheck, but man, when you go tobed to change the impact he had.
And it's also, you know, thinking aboutthe agents that you've helped and the

(47:49):
agents aren't even a part of the Perrygroup yet, and that you were able to
help them through the transaction and,and even the people that you had a
conversation with that I'm sure youimpacted them, you know, in a positive
way that maybe didn't transact withyou or haven't come on board yet.
Right.
So that number's way much biggerthan, you know, the 1100 closed.
Right, right.

(48:09):
You know, the impact that we were ableto have and, and, and also, you know.
The giving back and the thingsthat you're, you guys are able
to do within the community, it'spretty, pretty special, right?
What you guys are doing?
Yeah, and you know, John, we've had peopleleave our team and everything like that.
It hasn't all been glorious.
Sure.
Wonderful.
But I, even the people that haveleft our team, I will still text

(48:31):
them and man, ask them how thingsare going and everything like that.
And man, I always look at it,man, they would, they played
a part in who we are today.
Um.
For different reasons.
It, it didn't work out, but man, they're,they, they played a part in, you know,
they're, they had a, they had a place inhistory with the Perry group and Yeah.

(48:54):
You know, I think that's the,you know, key thing is man, even
the ones that have left our team,it's, you know, they played a part.
Yeah, so cool.
Jack, you're amazing.
Um, always loved being able to, tocatch up with you and, and connect
and, you know, you, you definitely, youknow, inspire me and you know, that,
that, that, you know, light that youbring to, to everything that you do.

(49:17):
And so I appreciate you and appreciatewhat you're doing and excited for
kind of this next chapter as, asgranddad moving into Yes, yes.
Moving into the future.
Yes.
So it's cool.
So no thanks John.
It's always great catchingup with you doing this.
Um, podcasts and everything.
I appreciate it.
Yeah, we'll do it.
We'll do it again.
Okay.
Awesome.
Thank you, Jack.
See you.
Thanks.

(49:37):
Thanks guys.
Bye.
See you.
Bye.
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.

All Episodes

Episode Overview

Key Topics Covered

Embracing the Storm

Refocusing the “Why” Behind Buying

Building Culture Over Commission

Leadership Through Service

Empowering High Performers

Keeping Your Eye on the Long Game

Qualifying and Coaching the Right Way

Scaling with Integrity

Resources & Strategies Mentioned

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.css-14f5ked{margin:0;word-break:break-word;display:-webkit-box;-webkit-box-orient:vertical;box-orient:vertical;-webkit-line-clamp:2;overflow:hidden;}#695: Building Team Culture: Jack Perry’s Blueprint for Real Estate Leadership