POPULARITY
17 episodes with bdms
4 episodes with bdms
4 episodes with bdms
3 episodes with bdms
51 episodes with bdms
2 episodes with bdms
2 episodes with bdms
28 episodes with bdms
4 episodes with bdms
Send us a textJason from TAPI joins us to discuss how modern maintenance systems are transforming property management and helping property managers fall back in love with maintenance processes. We explore the inefficiencies of traditional maintenance workflows and how technology can eliminate the frustrating guesswork and communication breakdowns that plague property managers.• Traditional maintenance processes involve multiple communication points that waste valuable time• Documentation is critical – the number one reason insurance claims get rejected is lack of maintenance notes• Visibility of maintenance jobs helps both property managers and tenants track progress and resolution• System automation creates consistency regardless of property manager experience levels• Detailed maintenance records provide accountability for all parties when mistakes happen• The Property Maintenance Index provides quarterly data on common maintenance issues and costs by state• Offshore team members can effectively manage maintenance when given proper responsibility and tools• Implementing new technology requires full team commitment rather than partial adoption• The goal is to help property managers feel in control of maintenance rather than overwhelmed by itThink maintenance, think TAPI. Contact us for a demo to see how our system can transform your maintenance processes and give your property managers valuable time back in their day.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by PropertyMe.Australia's #1 Property Management Software. www.propertyme.com.au This podcast is kindly sponsored by The Associates Co. The Associates Co provides fully trained professionals to assist you with scaling your property management department. They are ready to hit the ground running! Once a luxury, VA's are now a staple in every business, whether you are managing 5 properties or 500+Head over to www.theassociatesco.comSupport the show
Send Rita a text with your thoughts!Get access to over 2000 cruise video clips: https://programs.steeryourmarketing.com/products/courses/view/1166776Save your spot for Prep for Wave Week! https://programs.steeryourmarketing.com/prep-for-wave-weekWelcome to the fourth and final episode of this year's Summer Selling Series!I'm sitting down with cruise expert Korrine Johnson of Travel Biz Boss to break down exactly how travel advisors can build a profitable cruise-focused business without burning out. We're talking real numbers - like how selling just one cruise per week can net you $30K+ annually, and why specializing in cruises is actually the secret to scaling faster than trying to be a generalist. Korrine shares her journey from fighting the "I don't just book cruises" mentality to embracing cruises as the easiest, most profitable segment of her business, plus her best sales tips for upselling clients from balconies to suites. You'll discover why that three-night Bahamas cruise booking could be the start of an 18-year client relationship, and get the inside scoop on automating onboard bookings for passive income. Plus, stick around for a major announcement at the end of the episode that you won't want to miss! Visit Korrine's Website: https://www.travelbizboss.com/Connect with Korrine on Social: https://www.instagram.com/travelbizboss/, https://www.facebook.com/travelbizboss/, https://www.linkedin.com/in/korrinejohnson/Questions this episode answers:What commission rates can travel advisors earn on cruise bookings?What's included in a custom cruise experience that clients pay fees for?Which cruise lines are best for families vs adults-only travelers?What's the difference between mass market, premium, and luxury cruise lines?How do you match clients to the right cruise line for their needs?How do you build authority as a cruise specialist travel advisor?What training should new cruise-focused travel advisors complete first?How do you sell cruises without having been on one yourself? What questions should you ask cruise line BDMs at trade shows?What's the best way to transition from selling everything to cruise specialization?Enjoy (and take action)!---------------------------------------------------------------Check out EVERYTHING I offer to support your travel business journey: https://strategictravelentrepreneurpodcast.com/everything/Say HI on Social:LinkedIn: https://www.linkedin.com/in/ritaperez19/Instagram: http://www.instagram.com/takethehelmvbsFB Group: https://www.facebook.com/groups/529490048073622 Direct EMAIL:rita@steeryourmarketing.com
ช่วงนี้คำว่า Wellness เต็มไปหมดในชีวิตเรา ทั้งคลินิก อาหารเสริม โปรแกรมดูแลตัวเองต่างๆ แต่ Wellness แท้จริงแล้วคืออะไรกันแน่? . ในตอนนี้ คุณรวิศ ชวนคุยกับ คุณหมอแอมป์ นพ. ตนุพล วิรุฬหการุญ ประธานคณะผู้บริหาร บีดีเอ็มเอส เวลเนส คลินิก และ บีดีเอ็มเอส เวลเนส รีสอร์ท บริษัท กรุงเทพดุสิตเวชการ จำกัด (มหาชน) . ใน Work Smart Heal Harder EP. นี้ เราจะมาคุยกันเรื่องความหมายที่แท้จริงของ Wellness สุขภาพของคนไทยวันนี้น่าเป็นห่วงแค่ไหน ถ้าคุณรู้สึกเหนื่อย ล้า หรือกำลังใช้ร่างกายแลกเป้าหมายอยู่ EP. นี้ ห้ามพลาด! . . #หมอแอมป์ #สุขภาพ #พัฒนาตัวเอง #ชีวิต #Wellness #พอดแคสต์ #podcast #missiontothemoon #missiontothemoonpodcast
In episode 60 of PodSpot, Jon Pittham and Maxime Lauricella explore the transformative potential of HubSpot in business development. They discuss how personalised outreach can replace generic messaging, enhancing engagement and conversion rates. Maxime explains how data and automation, particularly through HubSpot, streamline workflows and improve CRM effectiveness. The conversation highlights AI's role in identifying high-converting prospects and how tools like email open notifications can drive successful client engagements. The episode also explores the emerging field of Revenue Operations (RevOps) and its significance in aligning technology, data, and processes for business growth. Jon and Maxime discuss the benefits of using HubSpot as a unified platform, improving collaboration across marketing, sales, and service departments. Practical advice is offered for BDMs and BDRs in competitive markets, emphasising the importance of industry knowledge, leveraging AI for prospecting, and maintaining a client-focused approach. Tune in for valuable insights and strategies to enhance your business development efforts and turn every inbox into an opportunity for real conversation and growth. Key discussion points: 00:07 - Driving Stronger Conversations in Business Development 12:49 - Leveraging AI for Stronger Business Development 21:40 - AI Impact on Business Development 28:58 - HubSpot and AI for Business Growth 34:37 - Effective Sales Outreach Strategies With HubSpot Want to learn more about RevOps and HubSpot? Visit our website: https://www.karman.digital/services/revops-services Follow us on LinkedIn Listen on Spotify Listen on Apple Podcasts
Send us a textPaul from Plumbing Bros shares expert insights on managing rental property plumbing issues efficiently and proactively. We discuss the value of preventative maintenance through Home Safety Checks and how to build stronger relationships between property managers, tenants, and contractors.• Leaking taps, toilets, and seasonal hot water system failures are the most common plumbing issues in rentals• Property managers should consider scheduling a Home Safety Check ($99+GST) when plumbers visit a property more than twice in 12 months• High-quality work orders should include photos, specific location details, urgency level, access instructions, and budget caps• Knowing the location of isolation taps in properties (especially apartments) can prevent major damage during emergencies• Common tenant-related issues include items flushed down toilets, overtightened taps, and unreported maintenance problems• Having both corporate plumbing providers and smaller operators on your contractor list ensures coverage for all situations• Water filtration systems are becoming increasingly popular and may become an expected feature for future renters• Proactive educational sessions with plumbers can help property managers identify issues early and communicate more effectively with ownersContact Plumbing Bros for a copy of their Home Safety Check template and access to their quote bot for quick pricing estimates.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by West Oz Trades.West Oz Trades are the team to service and install your air conditioning systems in Perth Western Australia. WestOz Trades Air Conditioning Services | Perth, Western Australia This podcast is sponsored by MyConnect.Todays Sponsor is MyConnect: They reward you generously for every successful connection we receive from your office. We also regularly run campaigns and exclusive events to reward our partners for their ongoing support.Working seamlessly with popular trust softwares, the process is easy for property managers who can reap the benefit.www.myconnect.com.auSupport the show
Let's be honest — square footage and brochure stats won't sell your services. If you've ever left a supplier meeting with a bunch of generic info and zero clarity on how to use it in your marketing… this episode is for you.In episode 2 of the Don't Market Like a Supplier series, we're talking about the five questions to ask your BDM (or supplier contact) that actually matter — and how their answers can shape your content, boost your bottom line, and keep your brand message clear.You'll learn:✅ What booking window data can teach you about your funnel✅ How to identify hidden add-ons to increase commissions✅ How to use supplier trends and spotlight promos to ride the wave✅ Why general info ≠ strong strategy✅ The difference between selling a trip vs. selling your serviceWhether you're new to working with BDMs or ready to level up your conversations, this one will change the way you prep for every supplier interaction moving forward.
Send us a textLouis from West Oz Trades shares insider knowledge about air conditioning maintenance, helping property managers troubleshoot common issues and communicate more effectively with tenants and owners. The conversation explores practical strategies for reducing unnecessary callouts, preventing mold problems, and implementing proactive maintenance approaches that save everyone time and money.• 50% of summer air conditioning callouts are simply for cleaning blocked filters• Tenants should be educated on their specific system type and proper operation methods• Property managers should consider labeling properties by air con type in their software• Air con parts typically must be ordered specifically for each repair due to the variety of models• Pre-summer maintenance checks prevent system failures during high-demand periods• Winter shutdowns for evaporative systems reduce mold growth and system damage• Property managers can quickly check for mold in split systems using their phone torch• The Air Care Support Hub provides educational resources for troubleshooting common problems• Portable air conditioners are useful backup solutions for vulnerable tenants during repairs• Proper ventilation is crucial - evaporative systems need windows cracked open, reverse cycle systems need them closedCheck out the new Air Care Support Hub at West Oz Trades' website for educational videos and troubleshooting guidance that can help your tenants and reduce unnecessary callouts.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by West Oz Trades.West Oz Trades are the team to service and install your air conditioning systems in Perth Western Australia. WestOz Trades Air Conditioning Services | Perth, Western Australia This podcast is sponsored by MyConnect.Todays Sponsor is MyConnect: They reward you generously for every successful connection we receive from your office. We also regularly run campaigns and exclusive events to reward our partners for their ongoing support.Working seamlessly with popular trust softwares, the process is easy for property managers who can reap the benefit.www.myconnect.com.auSupport the show
Struggling to get leads or close deals over the phone? You're not alone — and you're not out of options.In this episode, James Vincent is joined by Anthony Stears, known globally as The Telephone Assassin. With 25+ years of front-line sales experience and millions of dials under his belt, Anthony shares proven, practical techniques to transform the way you sell — without sounding pushy or fake.You'll learn how to:- Overcome the fear of cold calling- Build instant rapport with prospects- Open more conversations (and keep them going)- Use permission-led language to lower resistance- Follow up with confidence and clarity- Turn every dial into a meaningful interactionWhether you're an SDR, sales leader, or business owner looking to generate more qualified leads and close more deals, this is your step-by-step guide to using your phone as your most powerful sales tool.
This week, I welcome three wonderful guests to the show: Krysti Konopacky and James Ayres of Two BDMs and Mic podcast, and Ryan Doncsecz of VIP Vacations. The four of us first talk about the trending news of the week, including TSA's big rule change, rules on cruise ships, and more. Later, we dive into the travel advisor-BDM relationship, discussing what makes a successful one, how do you handle it when things aren't going well, and more. Konopacky and Ayres share their perspectives as BDMs for Unique Vacations, and Doncsecz offers insights into how advisors feel. The discussion on the advisor-BDM relationship begins at the 17-minute mark. Today's episode sponsor: National Geographic-Lindblad Expeditions National Geographic-Lindblad Expeditions brings its signature style of expedition travel to the rivers of Europe in spring of 2026, with two new voyages aboard Connect—a brand-new ship that blends luxury with responsible exploration. Alongside National Geographic Experts, guests will sail the storybook landscapes of France, Germany, Belgium and beyond, enjoying all-suite accommodations and exclusive access to museums and historical sites. It’s time to see Europe differently with National Geographic-Lindblad Expeditions. Learn more at expeditions.com/europeanrivers. Have any feedback or questions? Want to sponsor the show? Contact us at Podcast@TravelPulse.com and follow us on social media @TravelPulse.See omnystudio.com/listener for privacy information.
Send us a textProperty managers can improve client service by identifying and labeling different investor communication preferences in their management systems. Understanding whether your clients are legacy, data-driven, DIY, or emerging investors helps deliver personalized communication even with a large portfolio.• Legacy investors (Silent Gen/Boomers) prefer phone calls, printed reports, and relationship-building• Data-driven investors (Gen X) focus on analytics, ROI, and performance metrics • DIY investors (Millennials) want real-time access, transparency, and digital communication• Emerging investors seek education and often want a blend of personal connection and business focus• Start by labeling just 10 investors at a time in your property management software• Use these labels to filter communications and send appropriate content to each investor type• For new clients, identify and label their investor type during the onboarding processShare your experiences with investor labeling systems by sending a message through the podcast, especially if you use different platforms - I'd love to hear how you've implemented this!PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Inspection Express. Inspection Express and Paperless Office is the leader in innovative, time saving property Inspection Software.Property Management Software | Inspection Express & Paperless Office (ipropertyexpress.com)Support the show
Send us a textGiselda Accinelli from M-Motion Prestige Properties in Queensland shares her property management journey, focusing on delivering exceptional service through personal connection and a quality-over-quantity approach to business growth.• Based in the Sorrento bundle area with a beautiful office that feels like home• Growing steadily with about 70 properties, prioritizing quality management over rapid expansion• Recruited a trainee property manager she met as an Uber driver who demonstrated exceptional work ethic• Passionate about providing personalized property management that justifies higher fees (7-8.5%) versus discount agencies (5%)• Shares story of a $1,800/week property severely damaged under a discount agency's management• Emphasizes the importance of regular property inspections and personal contact with tenants to identify issues early• Cautious about excessive automation and AI, preferring to maintain control over critical processes• Views property management as building long-term relationships with owners and tenants• Trains new team members thoroughly by focusing on fundamentals and gradually increasing responsibilities• Believes in the value of introducing team members to owners to build trust and transparencyPM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Efficiency Co.We are a dedicated consultancy, training, and support partner for innovative real estate organisations.Specialising in agency operations, team development and technology integration, we provide the insight, support, and training to maximise your performance.Our toolbox includes 1:1 Coaching for industry pros, 1:1 Personal Strategy Sessions, Team Engagement Workshops and Bespoke Agency Consultation This podcast is sponsored by PropertyMe.Australia's #1 Property Management Software. www.propertyme.com.auSupport the show
July 2, 2025 In this episode, Jake Brooks and host Pete Neubig dive into practical strategies for business development managers (BDMs) in property management. From designing effective incentive plans and maintaining accountability to nurturing client relationships and protecting portfolios, discover how to build lasting success in a competitive market. Whether you're ramping up or refining your approach, this conversation offers valuable insights to help you grow and retain your business.
Send us a textConcept of energy management and its effect on productivityImportance of aligning tasks with personal energy levelsRecognition of high, mid, and low energy zonesComparison of personal energy to a phone batteryStrategies for scheduling tasks based on energy levelsRecommendations for high-energy tasks versus low-energy tasksAcknowledgment of daily fluctuations in energy levelsImportance of taking breaks during low-energy periodsEncouragement for individuals and teams to reflect on energy patternsInvitation for listener feedback and topic suggestions for future discussionsPM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Grout Guy. The team at The Grout Guy are the leading experts in regrouting, waterproofing, and tiling services nationwide. Property managers find comfort in their 10-year waterproof warranty on all full shower regrouts.Visit thegroutguy.com.au to rejuvenate your properties tiles and grout now!Support the show
Send us a textWe explore the importance of wellness and self-care in the real estate industry with special guest Storm Dawson, former real estate professional turned wellness advocate and founder of Nova X Solutions. Our conversation reveals practical, micro-wellness habits that fit into busy schedules while combating burnout before it happens.• Storm's transition from a 13-year real estate career to creating a wellness-focused business after experiencing burnout• How multitasking creates impatience and diminishes our ability to reset between client interactions• Taking 10-15 minutes for mindful eating instead of working through lunch• Using drive time as a wellness opportunity by listening to calming music instead of making calls• The power of "packing your wellness" with healthy snacks, herbal teas, and essential oils• Creating team check-in systems using number scales to gauge stress levels without requiring personal disclosures• Establishing clear task boundaries and endpoints to your workday• Treating wellness appointments as non-negotiable commitments like court dates• Simple at-home practices like acupressure mats and intentional tea breaksBook a wellness session, join a group event, or learn more about creating sustainable self-care habits at Nova X Solutions.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Associates Co. The Associates Co provides fully trained professionals to assist you with scaling your property management department. They are ready to hit the ground running! Once a luxury, VA's are now a staple in every business, whether you are managing 5 properties or 500+Head over to www.theassociatesco.com This podcast is kindly sponsored by The Efficiency Co.We are a dedicated consultancy, training, and support partner for innovative real estate organisations.Specialising in agency operations, team development and technology integration, we provide the insight, support, and training to maximise your performance.Our toolbox includes 1:1 Coaching for industry pros, 1:1 Personal Strategy Sessions, Team Engagement Workshops and Bespoke Agency ConsultationSupport the show
Send us a textTomás Fonseca from Icons of Real Estate shares how podcasting can transform your property management business by creating valuable content and building strategic relationships. We explore the frameworks that have helped over 70 real estate podcasts convert conversations into business opportunities.• Building a podcast with two avenues of growth - content creation and relationship building• Why vision and commitment are essential for podcast success• The optimal podcasting frequency (weekly) and episode length (20-25 minutes)• Why Tuesday-Thursday are the best days to release podcast episodes• How to invite potential referral partners as guests to open business opportunities• Recording a "bank" of episodes (3 months worth) before launching for consistency• Repurposing podcast content for social media, blogs, newsletters and more• Technical considerations including recording platforms and social media integration• Using a podcast as a relationship funnel that converts to referrals and salesIf you're interested in learning more about podcast frameworks for your business, visit iconsofrealestate.com/podcast-framework or email Tomas at tomas@iconsofrealestate.com.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Associates Co. The Associates Co provides fully trained professionals to assist you with scaling your property management department. They are ready to hit the ground running! Once a luxury, VA's are now a staple in every business, whether you are managing 5 properties or 500+Head over to www.theassociatesco.com This podcast is kindly sponsored by The Efficiency Co.We are a dedicated consultancy, training, and support partner for innovative real estate organisations.Specialising in agency operations, team development and technology integration, we provide the insight, support, and training to maximise your performance.Our toolbox includes 1:1 Coaching for industry pros, 1:1 Personal Strategy Sessions, Team Engagement Workshops and Bespoke Agency ConsultationSupport the show
Recently, Sarah was working with a BDM (salesperson) who believed she was ready to hire a sales setter to help with some of the sales outreach and follow up. In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss how to know when you need to hire a sales setter and things you can do to increase your sales volume without one. You'll Learn [00:43] The Importance of Having Sales Metrics and Data [05:45] Setting Your Salesperson Up for Success [07:57] More Volume = More Results [09:47] The Two Main Components of Sales Quotables “There are certain things that we're gauging all the time in our business, but I think sales has to be probably number one.” “ You have a BDM and they're good at sales and you have them doing anything other than sales, you are making a very stupid mistake because that's the lifeblood of the business.” “Just do more of the things that you should be doing and you'll get more results.” “If something's not working, you just got to not tolerate it.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript [00:00:00] Sarah: I bet you, you can just get more results by doing more work, which means stop doing the other things that you're doing. [00:00:05] Sarah: Just do more of the things that you should be doing and you'll get more results. And then you can probably don't even need to pay a setter. [00:00:12] Jason: We are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. And we're going to keep this episode a little brief, so I'm going to skip some of our intro. At DoorGrow, we are on a mission to transform property management business owners and their businesses. [00:00:31] Jason: We want to transform the industry, eliminate the bs, build awareness, change the perception, expand the market, and help the best property management entrepreneurs win. Now let's get into the show. [00:00:41] Jason: Alright. What are we chatting about today? [00:00:43] Sarah: Alright. I wanted to talk about this just because I think it happens a lot in business and we have to just kind of gauge, right? So there are certain things that we're gauging all the time in our business, but I think sales has to be probably number one. So one of our clients had asked me last week on the scale call she's a BDM, so she does all the sales and she said, "Hey, we are actually thinking about hiring an appointment setter. And they will kind of help with a lot of the outbound calls and you know, the follow up and the scheduling and you know, rescheduling any appointments and just kind of like staying on top of things and making sure that everything is being tracked and, you know, moving forward and doing a whole bunch of outbound calls." [00:01:36] Sarah: That's really what setters do is they just sit and call all day long. Yeah. So she says, "yeah, we're thinking about hiring this sales setter, and I want to know what you think about it." So the first thing I did is I was like, okay, if you actually need a sales setter, then like, here's the Rdoc and that's great. [00:01:56] Sarah: Like, we would hire a sales setter... [00:01:58] Jason: which is a job description for those unfamiliar. [00:02:00] Sarah: Yes. So we would hire a sales setter the same way that we would hire A BDM. Mm-hmm. I always recommend going through the DoorGrow Hiring process, but before we really dig into the hiring piece is we should first figure out is this actually something that you need right now? [00:02:16] Sarah: So one of the tools that we have for our clients in our client workbook is a sales tracker, and I happened to pull up the sales tracker for them just out of curiosity. And lucky for me, she had actually filled it out. So my one recommendation is for whoever is doing sales, and if it's multiple people, then that's fine. Multiple people need to then fill out the sales tracker. So fill out the sales tracker at the end of every single day. This is like your end of day report. [00:02:42] Sarah: If you have two BDMs, then they both need to be doing it. If you have a, BDM and a setter, they both need to be doing it. It doesn't matter. [00:02:50] Sarah: Every single sales person needs to be filling out and submitting their own data and metrics. So I said, well, let me look through your sales tracker. Now, she did not have it filled out consistently every day. There were some days that she had it filled out. There were some days that were not filled out. [00:03:07] Sarah: And then there were some days that had pretty solid data, and there were some days that had like, you know, "I did three to four hours," or "I did, you know, six to eight appointments." Well, is it six, is it seven or is it eight? So don't give me like the range, give me the actual raw data. So I was looking through this, and even with the data that she had in there, I was able to kind of make an assessment. [00:03:31] Sarah: I said, "listen, if this was my business, I would not be, at this point in time, I would not be looking at hiring a sales setter. The reason being is that with the resources that we currently have, which is A BDM, what we need to do is just turn up the volume for the BDM. And once that BDM is totally maxed out, then we can look to see, hey, do we actually need some additional support? [00:03:59] Sarah: And that might be a sales setter. So what I was noticing, and now she's a newer hire. She's been there only a few months and she's doing a great job so far. So. The early on data, she was still in training and onboarding and learning and kind of testing and figuring things out. And you could see that as you go down the list, the later the date, the better results that she was getting. [00:04:24] Sarah: So in the very beginning, she was maybe doing like half an hour or 45 minutes a day, and later on in the list she was doing, you know, one to two hours and then she was doing three to four hours. And then she tends to do about four hours a day on average now. And then same thing with phone calls. [00:04:41] Sarah: You know, she would do, you know, a couple of phone calls in the beginning and then later on down in the data you would see, hey, she was doing more phone calls, she was getting, doing more time. She was doing more phone calls. She was setting more appointments, and therefore some things were starting to close. [00:04:58] Sarah: But what I could also see is that she is not fully maxed out. [00:05:01] Jason: Right. [00:05:01] Sarah: So if we have a BDM who is full-time, meaning at least 30, maybe even 40 hours a week, and they're doing four hours per day, that's like 20 hours a week. So that's like part-time BDM work. Yeah. So then what is happening with the rest of the time? [00:05:18] Sarah: So I said, "first of all, anything that you are doing at all that does not have to do with sales, cut it out immediately. Stop it. If you're on like client success meetings, because the property manager was also on that call." Yeah. So, and I know that they work in tandem. They work as a team, which is really great. [00:05:34] Sarah: Like the team culture there is fantastic. But when you're dragging the salespeople into the customer service side. [00:05:42] Jason: Big mistake. [00:05:43] Sarah: You're costing yourself so much money. [00:05:45] Jason: I want to comment on that just real quick. I mean, everybody listening, if you have anybody in your organization that's good at sales, whether it's you that should be doing the sales and you don't have anyone else to do it, and you're the business owner, or you have a BDM and they're good at sales and you have them doing anything other than sales, you are making a very stupid mistake because that's the lifeblood of the business. They feed the business, they pay everybody else's salary. They're the only people that bring money, fresh money into the business. And they should not be dabbling as a property manager. They should not be dabbling as a leasing agent. They should not be dabbling or picking up slack for anybody else. [00:06:27] Jason: No. Hire other people if you need to, but get your salesperson spending full time spending their time on sales if they're good and they will make you a lot of money. And having them do anything else is a massive waste of a resource. [00:06:40] Sarah: Absolutely. I've said it like this before, if you have a star quarterback on a football team, do you want that quarterback doing any other, like playing any other position? [00:06:50] Jason: I like that analogy. [00:06:51] Sarah: Do you want them kicking? Do you want them walking? Do you want them to be a tight end? [00:06:54] Jason: No, there'd be dumb. No. [00:06:56] Sarah: Why? Why on earth would you do that? No. If I've got somebody who can hurl that ball with pinpoint precision and accuracy to any spot on the field at will... [00:07:08] Jason: don't make them a kicker. [00:07:09] Sarah: I got to preserve that resource. And then I'm like, that's literally the only thing you're going to do. [00:07:14] Jason: The kickers, kick. That's all the kickers do. The kickers do one thing. They just kick the ball's. That's it, and they're not used very often. Like, it would be ridiculous to say, "you know what, kicker, why don't you also occasionally be our backup quarterback?" [00:07:26] Jason: Like, you're second string now. Like, it just, it doesn't make sense. If he could be a quarterback, he would not be a kicker. [00:07:32] Sarah: Right. [00:07:33] Jason: Yeah. [00:07:33] Sarah: Yeah. So I said, anything that you're doing that is not sales, stop it immediately. Like today. Don't stop it. Monday. Stop it today. Okay. That's it, period. That's number one. [00:07:43] Sarah: Then number two, we need to just get more time out of you. So if you're doing, you know, four hours a day, what's the rest of your time being spent doing? So we just needed, we need to spend more time and then we just need to increase the number of calls. So she actually happens to be in my accountability group. So that call was Friday. Every Monday, we have a telegram group that it's real quick, it's just an accountability group. We set a personal goal and a professional goal for the upcoming week, and then we give updates on the previous week. And her goal for monday, like this past Monday was to do a minimum of 100 calls per day after our call on Friday. [00:08:24] Sarah: Which is awesome because I said, "you have to increase the volume. Yeah. So that you can get more results. And then once we have the volume increased so much that you cannot add anymore. You are absolutely maxed out. You can't add more time without, you know, working like 80 hours a week. [00:08:40] Sarah: We can't add more time. We can't do more calls. We can't possibly like squeeze any more, you know, blood from the stone. Now I know you're maxed out. Now it might make sense to look at either hiring another BDM or hiring a setter. [00:08:55] Jason: Yeah. [00:08:55] Sarah: But right now, you are not maxed out. All you need to do is just increase your volume so that you can get more results, because I bet you, you can just get more results by doing more work, which means stop doing the other things that you're doing. [00:09:06] Sarah: Just do more of the things that you should be doing and you'll get more results. And then you can probably don't even need to pay a setter. [00:09:14] Jason: Yeah. So we have three setters. Yesterday they made 200 calls between the three of them. And they each booked... on a Monday.... they each... yeah, on a Monday, which is hard for property manager, for property managers. [00:09:24] Sarah: Come on. [00:09:24] Jason: And they each booked a one appointment, which is pretty good. But that's a lot of calls. And we have a lot of other growth engines installed at DoorGrow, but we're getting almost 300 calls a day. And we'll probably add some more setters, but like, we're doing outreach and so this is the game. [00:09:41] Jason: This is the game. And if you're not putting in the numbers, but you're like, "maybe it's not working," you don't get the game. Yeah. [00:09:47] Sarah: So my big thing is there's two things. There are two main components of sales, and almost every single, if not every single problem that you have in sales. It all boils down to one of these two things I can almost guarantee it. [00:10:02] Sarah: One is volume, and two is AB testing. That's all sales is, and if you fix your volume and you AB test everything to optimize for best results, you will never have a sales problem. [00:10:15] Jason: Yeah. [00:10:15] Sarah: So that's what we figure out here at DoorGrow, how to have people optimize, AB testing and volume. And that's why our clients can get the results that they're able to. [00:10:26] Sarah: That's why our clients can get results that other people aren't able to. They're like, oh, I'm doing like all these calls. I'm doing all this stuff. Yeah, but you're not doing it. Either you're not doing enough or you're not AB testing the right way. And you're not using the right strategies. [00:10:38] Sarah: Yeah. I mean everything. Like, listen, I can give you a list of, you know, a thousand people and you can call them your way and we can call them our way and we'll get better results. Why? Because we've AB tested everything. Yeah. So it's always, it's either volume or AB testing. Yeah. [00:10:51] Sarah: Those two things. And you will never have a sales problem again. [00:10:55] Jason: If something's not working, you just got to not tolerate it. That's the problem, is at each stage there's things that are not working if you're not getting deals, and if you don't change what's not working and you keep doing it the same way, you're going to keep getting the same result. And so this is what we coach on. We're like, cool. You need to fix that step now, this step in the pipeline, now this step. And until you get everything dialed in, it's not really working. But once you get the whole growth engine built out, it's all unclogged, the water's flowing, then you're making money. [00:11:25] Jason: And that's why I say it's the last 10% of getting things dialed in that gives you 90% of the results. All right. [00:11:31] Sarah: All right. [00:11:31] Jason: Okay, so if you felt stuck or stagnant and want to take your property management business to the next level, reach out to us at doorgrow.com. You can also join our free community at doorgrowclub.com, our Facebook group. [00:11:43] Jason: And if you found this even a little bit helpful, help us out. Don't forget to subscribe. Leave us a review. We'd really appreciate it. And until next time, remember, the slowest path to growth is to do it alone. So let's grow together. Bye everyone.
Behind every growth focused property management business is someone working tirelessly to build trust, generate leads, and convert prospects into long term clients.Growing your rent roll isn't about one secret trick. It's about showing up on the phones, in the follow ups, and with a message that speaks to the pain points property investors are feeling right now. Whether you're a property manager who's wearing all the hats or a full time BDM looking to sharpen your process this episode is packed with insights and practical tools that can help you grow your rent roll with confidence.I chat with Natasha Angelski who is the Team Leader of Business Development at Property Management Partners, supporting clients across Australia with expert guidance and service. With over 15 years in real estate, Natasha is known for growing rent rolls organically, building strong client relationships, and mentoring high-performing teams. Her experience spans residential, commercial, and rural property management, and she brings a practical, results driven approach to every aspect of her work.Natasha shares what it's like to go from managing properties to growing the business where success comes from good communication, regular follow up, and knowing the agency inside out.“ Every business has a different style, so it's very important to speak to the director, speak to the team, understand their style, and understand what they have to offer. You need to know their fees, what kind of promotions there are to offer - understanding the business is key.” -Natasha AngeleskiWe explore:The biggest challenges and wins Natasha faced moving from Property Manager to BDMHow Natasha builds trust with leads across different states and marketsWhy research and understanding your agency's value is key to conversionsThe truth about cold calling and how to make it work without sounding salesyTips for staying consistent with follow ups and building long term trustCreative ways to add value during the nurture phaseWhy offers and timing matter during conversionHow to use existing client data to find hidden leadsTools to help you write cold call scripts and value propositions in minutesKylie's Resources:Property Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchool Digital Marketing School: https://courses.thatpropertymum.com.au/digitalschool That Property Mum Courses: https://www.thatpropertymum.com.au/courses/ The PM Accelerate Membership: https://courses.thatpropertymum.com.au/accelerate Book a Strategy Call with Kylie: https://calendly.com/kylie-tpm/coaching-call Kolmeo: https://kolmeo.com/ Sensor Global: https://sensorinsure.com/ https://sensorglobal.com/ HD&U Sales Bundle:
Send us a textNadia Rawson shares her journey from Dubai to Australia and how she balances dual roles as both a property manager and BDM while maintaining family priorities and professional growth. Her experience highlights the importance of finding the right workplace culture that offers support, mentorship, and flexibility for property professionals.• Moved to Australia in 2016 from Dubai, noting significant differences in property management approaches between countries• Initially joined a family-focused boutique agency that allowed her to bring her baby to work from three months old• Left real estate temporarily but returned after experiencing poor property management as an owner herself• Currently balances property management with a newly added BDM role since January 2024• Values workplace relationships where colleagues support rather than compete with each other• Emphasizes the importance of dedicated time for proactive BDM work rather than just reacting to inquiries• Struggles with time management and learning to read potential clients' needs as primary challenges• Finds networking and putting herself "out there" the most difficult aspects of the BDM roleIf you're juggling property management and business development responsibilities, try dedicating the first hour of your day to proactive BDM work before property management tasks take over.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Assist.Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.auSupport the show
Send us a textAlicia McCulloch shares her experience transitioning from property manager to licensee and soon-to-be co-owner of Mandurah City Real Estate, offering insights on business partnerships, growth strategies, and balancing work with family commitments.• Finding the right business partner with similar life circumstances but complementary skills• Choosing partnership over solo ownership to share responsibilities and create work-life balance• Building and leveraging a personal brand when transitioning between roles• Evolving the property management role to focus on relationships rather than transactions• Setting aggressive growth goals while maintaining quality service• Using offshore assistance strategically to handle routine tasks• Balancing business ownership with family responsibilities• Considering how business branding impacts expansion potential• The value of continuous learning and professional development• Embracing opportunities with a "say yes and figure it out later" mindsetRemember to connect with us at Coffee and Conversations to build your professional network and potentially find your future business partners!PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Inspection Express. Inspection Express and Paperless Office is the leader in innovative, time saving property Inspection Software.Property Management Software | Inspection Express & Paperless Office (ipropertyexpress.com) This podcast is sponsored by Property Assist.Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.auSupport the show
Send us a textKPI and bonus structures in property management are highly dependent on team structure and should be implemented thoughtfully with focus on rewarding performance that exceeds standard expectations rather than basic job functions. • The "Keep It Budget" gives property managers their full bonus upfront which gets reduced for avoidable mistakes• "Profit Per Portfolio" rewards based on total revenue generation instead of property numbers• "KPI A La Carte" allows team members to choose focus metrics quarterly• Task-based micro bonuses incentivize specific tasks like routine inspections or 5-star reviews• Shared bonus pools create team accountability especially in task-based structures• Creative non-monetary incentives include Culture Coins and mini-CEO programs• Client experience metrics like NPS scores provide balance to prevent quantity over quality• Not all agencies need KPIs - many successful businesses simply pay market rates with great environmentsI'm always happy to share ideas and brainstorm together. If you have creative approaches to KPIs or questions you'd like addressed, please send them through to me.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Assist.Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.auSupport the show
Send us a textAsh and Nikki from Rezzi Strata challenge conventional real estate wisdom with over 45 years of combined industry experience, offering fresh perspectives on success, client relationships, and work-life integration.• Anti-advice on vacation disconnection: checking emails while away can actually reduce anxiety and prevent overwhelming return pileups• The myth of needing expensive cars: staying within your means and being authentic matters more than projecting an artificial image of success• Building genuine relationships with clients creates trust and understanding in both directions, contrary to advice about maintaining strict professional boundaries• Delegation is essential for growth - documenting processes and trusting your team allows you to focus on client relationships• "The customer is always right" isn't always true - tactful communication about legal or procedural matters preserves relationships while guiding clients toward better decisions• Self-care looks different for everyone - find what genuinely helps you relax rather than forcing yourself into prescribed methods• Values-based decision making helps explain priorities to both clients and family members, especially when explaining choices to childrenIf you have anti-advice you've been given that you want us to discuss in our next episode, please DM us - we'd love to continue this series!PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Grout Guy. The team at The Grout Guy are the leading experts in regrouting, waterproofing, and tiling services nationwide. Property managers find comfort in their 10-year waterproof warranty on all full shower regrouts.Visit thegroutguy.com.au to rejuvenate your properties tiles and grout now! This podcast is sponsored by Inspection Express. Inspection Express and Paperless Office is the leader in innovative, time saving property Inspection Software.Property Management Software | Inspection Express & Paperless Office (ipropertyexpress.com)Support the show
DoorGrow has been helping property management business owners transform and grow their businesses for over a decade… what's changed? In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull explore some of the things DoorGrow has been working on in the last 5 years to innovate the property management industry. You'll Learn [01:24] Why DoorGrow Continues to Innovate [06:94] Helping Property Managers Avoid Common Mistakes [13:23] Changes and Improvements to the DoorGrow Mastermind [21:52] Innovative New Sales Strategies Quotables “A lot of people think, ‘I just need more leads. I just need to turn that on.' And they ignore this hose that has six major leaks in it.” “If you ask them the right questions, people will basically sell themselves.” “It's like when you go to a buffet, you're not going to eat everything at the buffet… You only want to eat the things that you want right now.” “You are the sum of the five property management business owners that you're the most connected to.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript [00:00:00] Sarah: Do you have any idea how powerful it is to be connected to a coach? 24 hours a day? Like there is no time in the world that you cannot message us. [00:00:08] Jason: All right. We are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted and cleaned up hundreds of businesses, helping them add doors, improved pricing, increase profit, simplify operations, and build and replace teams. We are like Bar Rescue for property managers. In fact, we have cleaned up and rebranded over 300 businesses and we run the leading property management mastermind for the industry with more video testimonials and reviews than any other coach or consultant in the industry. [00:00:59] Jason: At DoorGrow, we believe that good property managers can change the world, and that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. [00:01:09] Jason: At DoorGrow, we are on a mission to transform property management, business owners and their businesses. [00:01:13] Jason: We want to transform the industry, eliminate the bs, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now let's get into the show. [00:01:24] Jason: Alright, so today, what are we talking about, Sarah? [00:01:28] Jason: We're talking about what's new. [00:01:30] Jason: So we've helped a lot of clients in the past, and if we've helped you three, five, maybe 10 years ago, there's been a lot that's changed at DoorGrow because we innovate and make changes pretty quickly, right? [00:01:44] Jason: And we've got systems for innovation in our business. And so, I think this is why we have the most comprehensive program in the industry and why nobody else can keep up with our pace and our level of creating and innovating and adding new stuff. And so a lot of you maybe have listened to this podcast a bit, maybe a while, maybe you're past clients. Maybe you've never worked with DoorGrow, but I'm going to talk about some of the stuff we've implemented since somebody was maybe a client in our older programs, like our seed program, or maybe did some initial marketing stuff with us back in the day. And so we're going to chat a little bit about what's new since then. [00:02:24] Jason: And so if you are a past client, this will be a great episode for you to catch up on what is new at DoorGrow. And if you'd like us to go deeper, I have a 37 minute video I recorded with slides on this subject going into a little bit more detail, but we're going to skim through some of this and help you understand there's a lot of innovation. [00:02:44] Jason: So if you had some connection with DoorGrow in the past, since then, we have become the world leaders at growing and scaling property management companies. And especially in the long term residential space. We've become the world leaders of property management branding. Like I said in the intro, we've rebranded over 300 companies. [00:03:04] Jason: We have launched hundreds of websites, more than we've done rebrands. And so hundreds and hundreds of websites. And we're still the leader in building responsive mobile friendly WordPress sites for property managers, which is the world's leading content management system. And if you're past client, you might be due for a website refresh. [00:03:24] Jason: We have over 70 different designs you can choose from, and they are clean designs, they're set up so that these sites, we call them seed sites, they're optimized for conversions, they're optimized to build trust. And so if it's, if you have an old website from us, you might be due for a refresh and we can certainly help you with that. [00:03:46] Jason: And past clients, we'll give you a discounted rate. So we're really great at doing websites for those that aren't a past client. And so, reach out, we can help you with that. And we include websites for free in some of our programs. You still have to pay like the support costs monthly, but the design piece, which normally is thousands of dollars to get a site built, we cover and take care of that. [00:04:09] Jason: That's included in our mastermind program. Related to that, we've also launched the world's leading mastermind for long-term residential property managers called The DoorGrow Mastermind. So, do you want to talk about this one? [00:04:22] Sarah: Sure. I guess. Okay. All right. So one of the things that we had launched, what, like two years ago now maybe? [00:04:29] Sarah: Yeah. Is what we call the DoorGrow code. So what we've done is we've just seen over the many years and over Jason talking with thousands of property managers. He's just amassed a whole bunch of data. And after that happens, then you start to kind of see some patterns. So. What we did is we created this whole map that lays out stage by stage and step by step. [00:04:56] Sarah: The various different ,I'm going to call them stages, of a property management business. So all the way from, "I'm brand new, I have no doors yet, not quite sure I really want to get started, but I, you know, I don't actually have any clients yet" to, "well, now I have my first client and then I'm growing up to, you know, 50, a hundred, 200, 300, 400 doors, all the way up to a thousand plus. So we've created this whole roadmap, and then if you're in the DoorGrow Mastermind, we also have created some corresponding belt levels. So we kind of like a martial arts system, we've created different color coded built levels that corresponds to both your door count and your income because both things are important. [00:05:43] Sarah: And what are the things that you need to do at each different stage in order to progress to the next level in your business? Meaning you are making more revenue, you're adding more doors, and hopefully you're stepping back a bit from the things that you're not loving in the business. [00:06:02] Jason: Yeah, and we call that the DoorGrow code, like we've cracked the code on growth and this is based on talking to thousands of property managers. [00:06:09] Jason: We started to notice a pattern. So if you'd like a copy of the DoorGrow code and see where you're at and stuck, reach out to us. We'd be happy to send you a copy. Just shoot us a DM on any social platform. Say, Hey. Just send us the word code and we'll, we can send you information about the DoorGrow code and that'll help you get some clarity on where you're at. [00:06:28] Jason: So that's been a game changer. We used to have this old program called the Seed Program, where we would kind of clean up their business and get it ready for growth. And it used to be a six month program. Some clients would take a year to do it. We've replaced that with a 90 day Rapid Revamp program, and so our Rapid Revamp program is even faster and this is where usually I use a diagram of a hose and there's like a faucet to turn on the hose. And that faucet Or spigot, it usually says lead generation. A lot of people think, "I just need more leads. I just need to turn that on." And they ignore this hose that has six major leaks in it, and so we've identified six major leaks, and so as part of this Rapid Revamp. [00:07:09] Jason: We spend like three months with clients, usually our newer clients that come on board, we do this first. This is like sharpening the ax before we go try to chop down trees, you know, try to do the work to grow the business, and we're optimizing it for growth and we're shoring up those six major leaks. [00:07:24] Jason: And the big leaks are branding, reviews, website, pricing, trust, and sales, your pitch. So we call it positioning, perception, presence, pricing, purpose, and pitch. And if we can get those things really well dialed in, we find that companies without even changing their lead gen sources, can double the amount of deals that they're getting on right now. [00:07:43] Jason: So if you feel like it's been hard and you can't see why, these are usually six major blind spots. And this is why it's been so hard. If we can get this stuff dialed in, even without changing any of the lead sources, however you're getting business right now, you could potentially double the amount of business you're getting on just by getting these leaks shored up. [00:08:02] Jason: And do you want to talk about pricing? [00:08:04] Sarah: Okay. Pricing is actually one of the things that we cover now in the Rapid Revamp. And what we've noticed is even companies that grow to a considerable door count, most of the times their pricing is still just not great. I think we have yet to see a business that their pricing is already optimized, so a lot of times, they're leaving money on the table, which is so awful. Because you're working so hard for your money. Yeah. And you're just not making enough of it. And there's some statistics and data from NARPM. If you ever look at the NARPM data and you look at what like the average property manager's profit margin is, it's pretty abysmal. Yeah. And this is one of the reasons why. [00:08:48] Sarah: It's not the like the only reason, but it's one of the big ones. It's one of the factors. Pricing. So what we've figured out is, hey, a lot of property managers, they just kind of go with the flow. They do what the competition in their market is doing. You know, they just kind of, sometimes they wing it and they go, I think this is good. [00:09:07] Sarah: And they put something together. And when we come in and take a look at it, we can find thousands of dollars more per year. So like Anthony O'Reilly Brookes just said a couple weeks ago on the pricing, he's like, oh, if I just do this one change, I don't even have to do all of these changes. He is like, if I just do this one change, then I can make myself an extra $26,000 a year. [00:09:28] Jason: Yeah. This is one of our clients. It was great. So yeah, so we had an old training. We were the first to roll out kind of the three tier sort of pricing model to bring this to the industry. The basic idea was based around the Goldilocks principle and how it's easier to sell if you have three different types of pricing based on three types of buyers. Pricing secrets, we've rolled out 2.0. [00:09:51] Jason: So some of our past clients, you've gone through our original pricing secrets. You've have maybe a three tier model or maybe at least three plans sort of. Some of you maybe have lease only as one of them, which we don't recommend anymore. But now we've got this three tier hybrid pricing model and I got some of the idea from Scott Brady, really brilliant property manager. [00:10:14] Jason: He was using a hybrid model for pricing out associations. I then put my own spin on it based on what I know about pricing psychology. And I believe this is the most ethical and easiest to sell model. And it allows you to be unique and sell against all your competitors and to kind of poison the well against flat fee companies or percentage based companies. [00:10:36] Jason: And so it gives you competitive advantage and it helps you close more deals more easily at higher price points. So we've got that. The next thing we've made some big advancements into sales. So some of you went through my old Sales secrets training and and this was old school sales, like it was based on NLP neurolinguistic programming. [00:10:57] Jason: It was based on different formulas of communication that some would maybe calm, manipulative, but the idea, and I would present at the beginning, like, don't be evil. You know, like, these are powerful techniques. Well, a lot of the old school sort of sales tactics of high pressure closing and a lot of training you get from most salespeople and people that are known for sales really isn't working in the last three to five years. [00:11:23] Jason: And so there's kind of this new model of selling that needs to be done. And because we're in this post trust era, like everybody's been kind of exposed and woken up a little bit that everything's kind of fake. The news is fake. The pandemic's fake. Voting's fake. Like, like nobody knows who to trust or what to trust because we realize we've just been gaslighted and lied to by everything. Especially the government and powers that are over us. And so nobody trusts anything anymore. And so there's a new model of selling that allows you to create trust that we've learned and rolled out, and we get into some cool tactics like the three dominoes to creating the ultimate pitch. [00:12:05] Jason: I have a model of four phase selling, which is a simple framework for understanding four simple phrases to take people through when having a conversation. And then our Golden Bridge formula, which is even if you learn nothing else, is the ultimate sales hack to just creating authentic trust and connection with somebody, which is the crux of sales. [00:12:25] Jason: You know? And so this is high trust selling, figuring out your personal golden bridge I've used for years in my own sales and in getting on clients, and it's why people trust me so much. And so we'll help you figure out your own. And then we get into this whole new model of selling, which has multiple phases that helps people get their own clarity. [00:12:44] Jason: And what I've realized is people don't understand their problems and what they need, and until you ask them the right questions, and so if you ask them the right questions, people will basically sell themselves. You don't have to push, be pushy In sales, this is more about being empathetic, curious, asking questions, and it feels very good to be sold to in this way, if you could even call it selling. It's really coaching. And so I'm teaching you how to do that as well in this training. And then we've also added recently offer documents, sales trackers, like some really cool stuff that we use at DoorGrow to close deals and that are helping our clients increase their close rates significantly. [00:13:23] Jason: So we made a lot of improvements to our coaching program. Maybe you could talk about some of those things. [00:13:30] Sarah: Yeah. So there... man, I feel like since I stepped into DoorGrow, we changed everything, so. [00:13:37] Jason: We did. [00:13:38] Sarah: Which is great because it's like there's a lot of things that we wanted to improve, and there were a lot of things that we wanted to add. So I think one of the best things for me anyway, is I really love the Jumpstart events. So if you join the DoorGrow Mastermind as a newer client, then part of your launch package is going to be an in-person deep dive into your business with Jason and myself, you spend the whole day together with a small group of property managers. [00:14:08] Sarah: We keep it small because I cannot do a deep dive with like 10 people or 20 people. So we do a very small group. Yeah, and we really get into the weeds. We get into the nitty gritty. You walk away with a very clear action plan. You know exactly what to be doing, and you just get so much clarity and connection with other property managers that are attending that event, which is really great because after the event, those people, they stick together for a while, you know? [00:14:36] Sarah: Yeah. [00:14:36] Jason: Create some nice connections. We rolled out the jumpstart sessions because we started to notice a pattern that when clients would meet us in person or come to DoorGrow Live or conference or anything in person, they would suddenly realize psychologically we were real people. There's just something psychologically about video Zoom calls video trainings in DoorGrow Academy. [00:15:00] Jason: That's not real to our brain. And so I call it the real bubble. And we've realized if we can pop that real bubble from the beginning, clients' perception of and recognizing that we're real people, then that translates into the things that we teach are real. And the things and the results clients are getting are real. [00:15:18] Jason: And so they start to get way better results. And so we want to give people that experience from the beginning, and we've got a much better outcome from all of our clients by getting them to do these in-person things towards the beginning of them joining DoorGrow's Mastermind and they're getting way better results. [00:15:36] Jason: They recognize that this is all real stuff and so they absorb the content in all the information in a completely different way, which is really powerful, so. [00:15:45] Sarah: And I would also say in addition to that too, though, if you had worked with us prior to what, four years ago? I would say probably four is the right answer. [00:15:56] Sarah: If you worked with us anytime before that, we recognized onboarding was very hectic and it was, oh man, it's really overwhelming. Everybody was like, "oh my God, there's so much information and I don't know what to do," and then they try to take it all in and they're overwhelmed and they're focusing on the wrong things. [00:16:13] Sarah: And then they have a bunch of questions and they're trying to like, jump on the calls to get their questions answered. So we did a few things. And the best thing that we have rolled out is. We have a really solid, streamlined onboarding process now. [00:16:29] Jason: Yeah. [00:16:29] Sarah: So we take you through a very proven like we have a whole course on DoorGrow Academy on onboarding to make sure that you get into all of the tools. You have access to everything. You know how to use it. Because just because you have it, doesn't mean you know how to use it. Yeah. And then that you're connected with our team. Because there are still some times that people are like, "oh, I didn't even know I could talk to Madi. Oh, I didn't know I could talk to Giselle." Or like, "oh, I didn't realize I could do that." Yeah, you absolutely can. We have a whole team to support you. So we make sure that you're connected with the right tools. We make sure you're connected with the team. You get on like a couple of 15 minute coaching calls with our like onboarding specialist right at the beginning just to make sure, like we're going to walk you through everything. We're going to check everything, we're going to explain everything to you, make sure you're on telegram, make sure you're connected to our entire team. And then they get a brand new thing that we had rolled out in addition that we added to onboarding is our client workbooks. [00:17:26] Sarah: So one of the things that everybody says is, "oh my God, it's like drinking out of a fire hose." I hear this almost from every client. [00:17:33] Jason: Yeah. That analogy comes up all the time. It's like drinking out of a fire hose. Like they say it all the time. Yeah. Yeah. They're like, oh my God, there's so much, there's so much available. [00:17:41] Jason: Yes, there is. So we help them get focused. [00:17:43] Sarah: And that's great. But it's like when you go to a buffet you're not going to eat everything at the buffet. [00:17:48] Jason: No. [00:17:49] Sarah: You only want to eat the things that you want right now. Yeah. And maybe you're like, oh, I'm saving room for dessert later. I know. Like, I'm going to pace myself because I want dessert later for sure. And that's great because you're not ready for dessert now. So it's not that you skip it, it's just that you don't need it right now. So we have a much better system of figuring out what do you need right now. So it's a lot more personalized, it's a lot more customized and then you're able to go through a proven roadmap that's for your business and for your stage. And a lot of that lives in our client workbooks. And that way there's like one place to refer to, you know your belt level requirements. You know your Rapid Revamp to do items. You know what the homework is that you're supposed to be doing. Your sales tracker lives in there and all of your action items and to do items, they're all in there, so you know exactly what to be doing and there's one document to refer to that makes it really easy. [00:18:45] Jason: And when you talk to a coach, we'll map out exactly what you know, we want to figure out your goals, and then we map out tactical items for you to check off and to work on specific to you. And so, even though we've got some different, you know, paths and formulas and classes, we always tailor this to our clients. [00:19:02] Jason: And the client workbook really helps that communication. It literally gets us on the same page, right? Yeah. Together. So, we've added client Success manager, my daughter Madi, who manages all her social media, does all our video editing. She is now also our client success manager, and she's amazing at that. [00:19:17] Jason: So we've had a couple different client success managers over the years and that's really helped improve the connection clients have, the clarity they have, and we also have giselle on our team who can find anything for clients and help them find things. [00:19:32] Sarah: Giselle is like ai, but she's not. [00:19:34] Jason: Right. Yeah. [00:19:36] Sarah: She's the best human AI I've ever seen. [00:19:40] Jason: Yeah. So, and so we've got really good support systems for our clients. We also now leverage Telegram Messenger. We used to use Voxer. Some of my clients in the past, maybe remember Voxer. So I think we've upgraded by using Telegram Messenger for sure. [00:19:54] Jason: And it's a lot more reliable. And so we coach clients directly through it. Walkie-talkie style. They can answer questions anytime. So that's been really effective. [00:20:01] Sarah: And I mean, that's super powerful too because, yeah, this is the one thing that I like, especially in the Rapid Revamp. I harp on this a lot. [00:20:08] Sarah: Do you have any idea how powerful it is to be connected to a coach? 24 hours a day? Like there is no time in the world that you cannot message us. Yeah. So you can message Jason, you can message me, you can message our whole client success team, including Madi. You can message us any time at all. [00:20:25] Sarah: It doesn't mean we're going to get back to you immediately. Sure. But we get back to you pretty darn quickly. Yeah. And out of all the communication channels, those are the ones that we check the most. So like Jason will never check his email. So if you ever email Jason, it's a black hole, don't do it. [00:20:41] Jason: Someone else will read it. Eventually [00:20:42] Sarah: But Telegram, he checks Telegram a lot. And I check Telegram. I mean, I message people sometimes back at midnight, like if they send me a message at 11 and I'm still awake at midnight, I'm like, okay. I'm like messaging you in bed. I have no problem doing that. [00:20:55] Sarah: But you're connected very easily and very quickly to a coach who can rapidly answer questions. And it's not, you know, it's not like this cumbersome thing where you're like, "oh, I have to get on a call and figure out a time that works for me." Right? Like it works for you all the time because you just send a message. [00:21:12] Jason: Yeah. So that's been real effective. We've got three different weekly group coaching calls. We've got a Rapid Revamp class where we're optimizing the product of the business. And getting the business dialed up and ready for growth. Then we've got our Growth Accelerator class that we do. So the Rapid Revamp's on Tuesdays. Growth Accelerator is on Wednesdays, and this is where we focus on just adding doors. [00:21:34] Jason: We work with BDMs, we work with salespeople, we work with business owners to figure out how to grow and working on different growth engines. And then we have our Friday class, which is our operations class where we get into creating scalable operations so that you can handle high paced growth without the business falling apart. [00:21:52] Jason: So, we've also added in our Growth Accelerator, we've added a bunch of different growth engines. These are different sort of vehicles or engines you can build in your business that feed you business organically without having to pay for marketing or advertising. And it's actually more effective than any cold lead advertising we've seen to date. [00:22:12] Jason: We just brought on a client with 6,000 doors that was spending 30 grand a month. Trying to do internet marketing and digital marketing to grow their business, and they reached out to us for help. And so we're giving them a better strategy of leveraging business development managers in each market doing organic outreach, and they're going to grow way faster. [00:22:29] Jason: And it's going to cost them way less money. Way less. Right. [00:22:32] Sarah: And for those of you that are doing paid marketing, do you think you can outspend someone who's spending $30,000 a month? [00:22:38] Jason: Right. And the reality is there's very little search volume of people looking for property management on the internet, and that's what all of the companies are competing in that red bloody water. And there's tons of blue ocean of people. 60% are self-managing. There's no scarcity. And so we help you get these different growth engines dialed in and we've got great tactics like you know, product research interviews, realtor intros, which is 10 times more effective than realtor referrals, which a lot of you try and it doesn't work super well. [00:23:05] Jason: We've got you know, some clever tactics of going direct to investors. We also launched this ROI calculator that's pretty brilliant. That goes along with our realtor intro strategy. We've got the neighbor strategy. Which helps you get business from neighboring property management companies, which is really brilliant. [00:23:23] Jason: We've got warm review outreach, which will help you get better reviews, help you increase the lifetime value of your tenants and owners, and help you get more referrals from your existing clients. And so that can be real effective. Any one of these has helped our clients at a hundred to 200 doors a year organically, and you can install as many of these as you want. [00:23:42] Jason: We've got outbound partner prospecting where you can go after lenders, insurance agents, attorneys, vendors, and another example is groups like one to many sales and how to, instead of walking away from a group interaction where you hope maybe you'll get a lead or a referral or something, you walk away with scheduled, booked calls and can make money. [00:24:04] Jason: So, cool. So those are some of our growth engines. Let's talk about, this is new. [00:24:09] Sarah: I love talking about DoorGrow Hiring. We could do a whole podcast episode on just that alone. Sure. And this is not specific just to property management businesses, this is businesses in general. Yeah. They. Really struggle with hiring. [00:24:22] Sarah: It's hard. It is so challenging and what usually happens is you wait until you're in pain and then you hurry up to hire and then your situation gets worse than it was before. And then, now you've got, you know, some scar tissue and now you're like, oh, I don't think I want to hire. Or like, ah, there's no good people out there. [00:24:44] Sarah: Like, I've been burned before. And it's because people approach everything pretty much the wrong way. Yeah. So we built this into entire system that's called DoorGrow Hiring. And we'll take people through it to make sure that you've got everything in line that you need ahead of time. So that you can actually be prepared to find the right person. We also give you proven processes to help you find the right people. Including things like your R Docs, which is just a fancy word for job description, your company culture. We build out your application, we put it on your website. We give you like the job postings. We give you an interview guide. [00:25:20] Sarah: I literally give you the words to use in an interview, these are the questions you're going to ask. This is the order you're going to ask them in, and these are the words you're going to say, and then that is it. We take you like step by step. So we created this whole system in order to help people find really great team members instead of playing Russian roulette with hiring, which is really dangerous. [00:25:45] Jason: Yeah. So, and the whole crux of it is focused on the three fits, which is finding the right culture fit, skill fit, and personality fit for the role. You cannot create those in people, you have to find them. And finding all three can be challenging and our whole hiring system's built around that. So, just three more things real quick. [00:26:03] Jason: One, we've focused on the five levels of exit. So a lot of property managers can't figure out how to exit the frontline work of the business, so they end up then selling the business because they're miserable in it. So we help you figure out how to get to there's five levels. We help you figure out how to get to somewhere in the middle where you're happiest and you're out of that frontline work without going all the way to exit five and selling the business and having a lack of purpose or you know, not having the business anymore and then trying to start something new and getting to the same level of problem in the video game and you keep losing against the same boss and whatever. So we help you figure out how to beat that boss in the video game. We also launched DoorGrow OS, which is a really robust planning system. [00:26:45] Jason: We have found some fundamental flaws in other planning systems, which are a step up. Just having one like EOS, Traction, Rocket Fuel, some of this kind of stuff. We've built something we believe is innovative and far better after working with some of the most brilliant operations people. And, probably in the world. [00:27:01] Jason: And so this is DoorGrow OS and this is our secret sauce at DoorGrow. And so we're helping people roll out and implement a planning cadence and system and get operators in place that can run this for you, the visionary entrepreneurs. So that your business runs smoothly and you can handle high-paced growth and have goals and get your team focused on the strategic side of the business rather than just being micromanaged through tactical work and task management. [00:27:29] Jason: And then this is the last item you want to talk about this one? [00:27:33] Sarah: Well, we've got our DoorGrow Live conference coming up, so I think you did the first one in like 2018. Then we took a break and then we brought them back. So yeah. We run our DoorGrow Live conference once a year, this is our big event, we open it up to clients, past clients, people who have never even worked with us. People who are in and around the property management industry, including real estate. Because if you're in real estate, you should seriously consider getting into property management, or at least knowing a property manager. And if you need to know a great property manager, there's going to be a lot of them in the room. [00:28:06] Sarah: So, the DoorGrow Live, it's a really powerful event. We bring in some fantastic speakers. It's always very motivational and very tactical, so no matter what it is that you're looking for from the event, you will find it there. And it's a great place to connect and meet people who are doing the same thing that you are doing. [00:28:28] Sarah: Because that is just such a powerful tool to be able to have a network of people that you can rely on and that understand you and understand what exactly you're trying to do and what you're going through. [00:28:40] Jason: Yeah, and we have some amazing vendors that sponsor the event. One of them told me this is the only event that they now do of all the property management events, because it's their favorite. It's the best one. Even though it's small compared to many. They love this one and they get so much value out of learning and being at it as an entrepreneur. And so that says a lot. And so, these are different property managers. [00:29:03] Jason: These are growth-minded people that invest in their businesses. These are not the people that are just trying to have a shitty vacation and escape and go to a bar. These are people that are focused on growth. And so if you want to be around the best in the industry DoorGrow Live is the place to be around the best, and you are the sum of the five property management business owners that you're the most connected to. [00:29:23] Jason: You know, birds of a feather flock together. So if you're growth minded, you want to be at this event. So, and by the time this airs, for a lot of you, if you're listening to this on Spotify or somewhere else. You may have already missed this year, so, but get your tickets and we've got some cool bonuses that we're giving to people if they attend. [00:29:40] Jason: So. Cool. That's it for today. If you have felt stuck or stagnant or want to take your property management business the next level, reach out to us at DoorGrow.com. Also join our free Facebook community just for property management business owners. We reject 70% of applicants doorgrowclub.com. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. [00:30:02] Jason: We'd really appreciate it. Until next time, remember, the slowest path to growth is to do it alone, so let's grow together. Bye everyone.
Send us a textCecille Weldon from WeldonCo shares her expertise on the hidden value drivers in property that are transforming the real estate industry, with a focus on energy efficiency features that benefit investors, property managers, and renters alike. • Better homes for Australians is Cecille's big "why" and driving passion• Property professionals are often missing opportunities to showcase valuable energy efficiency features• The language we use matters – focus on property features rather than ambiguous terms like "sustainability"• Cost of living concerns affect 100% of potential tenants and buyers, creating opportunity to highlight features that reduce ongoing costs• Energy efficiency features provide the lifestyle benefits of comfort and reduced running costs• Banking and financial sectors now offer targeted upgrade loans for energy efficiency features• Properties without these features are increasingly viewed as risks by lenders• Quality of the rent roll as a property asset is becoming more important than just cash flow• Property managers should pivot from "property maintenance" to "property upgrade" mindset• Replace like-with-like approach needs to be abandoned in favor of strategic upgrades• Hot water systems represent 26% of energy bills and are a key upgrade opportunity• New industry-led Prop Tech Energy Efficiency Features Standard bringing consistency to how these features are labeled and tracked• Competitive advantage comes from positioning as an expert in property quality and performance• Having the right conversation with investors by speaking to them as investors rather than landlordsPM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is kindly sponsored by The Efficiency Co.We are a dedicated consultancy, training, and support partner for innovative real estate organisations.Specialising in agency operations, team development and technology integration, we provide the insight, support, and training to maximise your performance.Our toolbox includes 1:1 Coaching for industry pros, 1:1 Personal Strategy Sessions, Team Engagement Workshops and Bespoke Agency ConsultationSupport the show
Send us a textShannon from Property Assist joins us to explore how controlling behaviors in property management businesses can limit growth and create unnecessary stress for both owners and teams.• Shannon's outsourcing business has expanded to Adelaide, Melbourne, Sydney, Brisbane, Gold Coast, Sunshine Coast, and Perth• Controlling behavior often stems from high standards and unwillingness to try different approaches• Team members with controlling tendencies typically feel stressed and overwhelmed• Self-reflection is key to identifying if you're exhibiting controlling behaviors• The difference between caring and controlling is important to understand in business relationships• Property managers who are controlling with office processes are likely being controlling with clients too• Different generations approach tasks differently but can still achieve the same results• Trusting team members to make decisions empowers them and enhances their perceived value to clients• Every business will have costs associated with mistakes - budget for these rather than creating a blame culture• Business owners should focus on outcomes rather than micromanaging the journey• Approach team support from underneath by asking "what do you need?" rather than demanding from aboveIf you need outsourcing solutions anywhere in Australia, reach out to Shannon and the Property Assist team, even if they're not yet operating in your specific area - they're always looking to expand.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Insurance Plus.The PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their
Socialite B.Janay returns to the unapollagetic studios in her unapologetic season 14 debut. The actual n factual delivers current events and the latest entertainment. We end dynamically with our relationship talk sparked by Tracee Ellis Ross comments about dating younger men (5100-end).Sinners movie 0200Are the ladies of x-scape ugly 2300Kevin Gates vs Savannah James 2600Shannon Sharp allegations 3700
Send us a textLouisianna Giumelli shares her journey of taking over Choice Property Group, a 32-year legacy real estate business, and how she's refreshing the brand while honoring its history.• Started in real estate 12 years ago working through leasing, property management, sales and corporate roles• Originally approached her former employer about buying just his portfolio, but was offered the entire business instead• Chose a strategic 50-50 partnership for transition before buying the business outright• Made conscious decision to refresh rather than completely rebrand to honor the legacy• Maintains the business's unique position as a full-service boutique agency offering residential, commercial, property management and sales• Describes leadership style as "servant leadership" – leading from underneath by asking "what do you need from me?"• Emphasizes the importance of being "in the trenches" with your team rather than managing from above• Structured one-on-ones focus on connection rather than performance tracking• Balances drive for continuous improvement with understanding when the team needs a break• Sources support from various people including family members, consultants, and the previous ownerPM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Assist.Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.au This podcast is sponsored by Property Insurance Plus.The PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their
Caution! You might be a Nussbaum customer by the end of this episode! (actually, that would be a great thing for your business. Go ahead and press play). What's it take to be successful in truckload sales? Wining and dining? The lowest rates? (hint: not that). In today's exchange, we explore five keys to success using the acronym S.A.L.E.S. • S – Strategic Outreach• A – Aligning Internally • L – Long-term Relationships• E – Excellence in Service • S – Sustainable Growth According to Joe, Brent, and Mark, our Business Development Managers, patience and thoroughness underpin everything. To be sure, sales can be fast-paced and exciting! But finding the best customers with the right freight at the right price takes persistence. In addition to prospecting and building customer relationships, our BDMs unpack the “three-legged stool”—the importance of aligning your sales, operations, and pricing teams to find the right business for your network strategy. Checks and balances are critical, as each part brings needed perspective—sales with possibility, pricing with profitability, and operations with feasibility. They also highlight Nussbaum's SalesScope software that enhances collaboration throughout the bidding process. Press play and enjoy! FROM TODAY'S PODCAST• Guests: Mark Stalter, Brent Wagenbach, and Joe LaTulip—Business Development Managers LET'S CONNECT• Visit us online at terminalexchange.org • Follow The Terminal Exchange on social media! o Facebooko Instagram o TwitterABOUT NUSSBAUM Employee-Owned, Purpose Driven | Nussbaum is an industry-leader in over-the-road freight transportation. For more information on our award-winning services and top-paying driver careers, visit nussbaum.com or nussbaumjobs.com.
The relationship you have with your business development manager can be the key to ensuring loans are processed quickly and efficiently. But how do you build a good relationship? In this episode of In Focus, sponsored by NAB, we find out. In this episode of In Focus, sponsored by NAB, we sit down with Adam Brown (NAB's executive, broker distribution) and NAB's award-winning BDM Kelly Beer (recently crowned the Best Lender BDM [Bank] South Australia/the Northern Territory) to find out how brokers can get the most from their BDMs. Tune in to find out: What you should expect from a good BDM. How NAB is supporting brokers and their clients. Top tips for brokers on getting the best out of their BDMs. And much more!
Send us a textMartina from Properteasy shares how visual compliance management systems transform property management from stressful to enjoyable, allowing property managers to provide better service and add value to their rent rolls.• Property compliance viewed as a "big beast" causing stress for many property managers• Properteasy was born from frustration with managing compliance documentation in traditional systems• Visual color-coding instantly shows property compliance status, eliminating time wasted searching for information• Proactive compliance management leads to better client relationships and fewer emergencies• Organized compliance documentation significantly increases rent roll value for business owners• Quality contractor relationships are crucial for smooth compliance processes• Identifying non-compliant properties helps optimize portfolios and improve business efficiency• At its core, compliance is simply another form of maintenance that property managers already handle expertlyBook a demo to discover how Properteasy can help you manage compliance more effectively and turn a source of stress into a strength.Property compliance management software | ProperteasyPM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Assist.Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.au This podcast is sponsored by Property Insurance Plus.The PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their
Send us a textEvery problem has two potential solutions - often polar opposites - but we typically fixate on just one comfortable option. Developing the ability to see and prepare for alternative solutions is critical for business resilience and long-term success.• Being overstaffed presents two options: aggressive growth or making someone redundant• When unable to find a property manager, consider process improvements and offshore solutions alongside continued recruiting• Don't just complain about problems - actively work on alternative solutions• Connect with other business owners who can help identify options you might not see• Anticipate future challenges like market shifts and begin preparation years in advance• Build business resilience through diversification and strategic planningReach out if you're struggling with a business challenge - I'm always happy to help confidentially through social media or direct messages.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. This podcast is sponsored by Property Insurance Plus.The PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their
Send us a textThe property investor landscape has dramatically transformed over the past two decades, requiring property managers to adapt their approaches and services to remain relevant. Understanding these changes is essential for developing effective strategies to better serve modern investors and build lasting client relationships.• Shift from accidental to intentional landlords with more business-minded approaches to property investment• Self-education playing a larger role as investors research more before engaging property managers• Need for property managers to provide quality education through videos, webinars and annual investor audits• Transition from transactional management to relationship-based service delivery• Building trust with clients leading to easier maintenance approvals and management decisions• Importance of being a holistic real estate resource for investors, not just a rent collector• Annual investor audits covering emotional check-ins, financial reviews, and property forecastingHead over to pmcollective.com.au to access our Annual Investor Audit course for $99 and implement these strategies in your business.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. Todays Sponsor is MyConnect: They reward you generously for every successful connection we receive from your office. We also regularly run campaigns and exclusive events to reward our partners for their ongoing support.Working seamlessly with popular trust softwares, the process is easy for property managers who can reap the benefit.www.myconnect.com.auSupport the show
Send us a textThree critical factors real estate professionals should consider before committing to their next conference: goal alignment, genuine value versus FOMO, and energy investment. Making strategic choices about professional development opportunities ensures you're growing your business rather than collecting unused notes or attending events that drain your resources without adequate return.• Assess whether conferences align with your current goals: seeking inspiration, accountability, connections, or specific content• Consider your implementation habits—do you actively use what you learn or file notes away never to be seen again?• Create an active implementation system like using your phone's reminders app to track and complete conference takeaways• Evaluate if you're attending for genuine value or just fear of missing out (FOMO)• Remember that even familiar content can provide new insights as you hear it in different stages of your business and life• Strategic rotation of conferences (attending major events every 2-3 years) can optimize your professional development• Your reception of content changes based on your current circumstances and mindset• Implementation is the true measure of a conference's value to your businessI'd love to hear your thoughts! Are you someone who loves events, hates events? Maybe you've got a favorite event that you'd like to share? Let me know your thoughts and patterns when it comes to your personal development.PM COLLECTIVE - GUIDE AND SHAPE AN ENJOYABLE FUTUREWe believe in making industry-leading education and support accessible to everyone. Our community is packed with free resources, expert insights, and innovative training designed to help business owners, property managers, and BDMs thrive. Inspection Express and Paperless Office is the leader in innovative, time saving property Inspection Software.Property Management Software | Inspection Express & Paperless Office (ipropertyexpress.com)Support the show
Send us a textProperty management business owners need to recognize the true value of people leaders and operations managers as vital revenue generators through client retention, not just as overhead costs. A thriving property management business needs leadership that supports the team, prevents client churn, and creates systems that allow the business to scale effectively.• Retention is revenue – keeping existing clients should be valued as much as acquiring new ones• When property managers feel supported, they stay longer and provide better service to clients• A good people leader prevents the constant churn of both clients and staff• Operations managers may be more valuable than BDMs in some business stages• People leaders handle process improvements, staff support, training, and client retention tasks• Annual investor audits are a crucial retention tool that operations managers can implement• Operations managers allow business owners to focus on growth or step back from day-to-day operationsIf you have comments or questions about the role of operations managers in property management, please send a message to be discussed in the next episode.Sensor Global saves lives with automatic compliance and manages Smoke Alarms, Gas and Water leak detection with 24/7 remote management.It provides complete control, reduced risk and improved compliance for property managers.To find out more speak to Anthony Booth or head over to www.sensorglobal.com Australia's #1 Property Management Software. www.propertyme.com.auSupport the show
เปิดพอดแคสต์เอพิโสดนี้ใน YouTube เพื่อประสบการณ์การรับชมที่ดีที่สุด “Wellness ไม่ใช่แค่กระแส แต่คือสิ่งจำเป็น” The Secret Sauce เอพิโสดนี้ เคน นครินทร์ คุยกับ หมอแอมป์-นายแพทย์ตนุพล วิรุฬหการุญ ประธานคณะผู้บริหาร บีดีเอ็มเอส เวลเนส คลินิก และ บีดีเอ็มเอส เวลเนส รีสอร์ท บริษัท กรุงเทพดุสิตเวชการ จำกัด (มหาชน) เจาะลึกนิยามรวมถึงแนวทางการแลสุขภาพแบบองค์รวม และความสำคัญของ ‘Health Span' พร้อมเจาะลึกอินไซต์ธุรกิจท่องเที่ยวเชิงสุขภาพที่กำลังเป็น ‘โอกาส' ใหญ่ของประเทศไทย โดย Global Wellness Institute ประเมินว่าตลาด Wellness โลกจะเติบโตปีละ 10% และการท่องเที่ยวเชิงสุขภาพเติบโตสูงสุดปีละกว่า 20% BDMS Wellness Clinic ในฐานะตัวจริงเรื่อง Wellness เผยแผนดันไทยสู่การเป็น Wellness Hub มาตรฐานระดับโลก ชวนผู้ประกอบการไทยจับมือกันเป็น #TeamThailand ยกระดับ อัปมูลค่าอุตสาหกรรมท่องเที่ยวไปด้วยกัน
“Wellness ไม่ใช่แค่กระแส แต่คือสิ่งจำเป็น” The Secret Sauce เอพิโสดนี้ เคน นครินทร์ คุยกับ หมอแอมป์-นายแพทย์ตนุพล วิรุฬหการุญ ประธานคณะผู้บริหาร บีดีเอ็มเอส เวลเนส คลินิก และ บีดีเอ็มเอส เวลเนส รีสอร์ท บริษัท กรุงเทพดุสิตเวชการ จำกัด (มหาชน) เจาะลึกนิยามรวมถึงแนวทางการแลสุขภาพแบบองค์รวม และความสำคัญของ ‘Health Span' พร้อมเจาะลึกอินไซต์ธุรกิจท่องเที่ยวเชิงสุขภาพที่กำลังเป็น ‘โอกาส' ใหญ่ของประเทศไทย โดย Global Wellness Institute ประเมินว่าตลาด Wellness โลกจะเติบโตปีละ 10% และการท่องเที่ยวเชิงสุขภาพเติบโตสูงสุดปีละกว่า 20% BDMS Wellness Clinic ในฐานะตัวจริงเรื่อง Wellness เผยแผนดันไทยสู่การเป็น Wellness Hub มาตรฐานระดับโลก ชวนผู้ประกอบการไทยจับมือกันเป็น #TeamThailand ยกระดับ อัปมูลค่าอุตสาหกรรมท่องเที่ยวไปด้วยกัน
Growth is the lifeblood of any property management business, yet many professionals struggle to find effective strategies to expand their rent roll and improve client relationships. In a competitive real estate market, staying ahead requires more than just hard work, it demands smart, data driven strategies. Whether you're a BDM, property manager, or real estate business owner, leveraging data can transform how you grow and manage your business. Understanding how to effectively use data can transform your approach, helping you stay relevant, grow your rent roll, and ultimately, achieve lasting success and in this episode we dive into exactly this!I chat with Kasey McDonald who is the Qld State Manager at Corelogic and we uncover how property managers and BDMs can leverage data to unlock new growth opportunities. With over 27 years of experience in the real estate industry, Kasey shares her journey, expertise in growth strategies, and practical ways to stand out in a competitive market ” I think the way that I've spoken to businesses about this report is to use it as an annual performance review or property review with your clients. Send them a meeting invite and say, I really would love to talk to you about how your property has performed. More importantly to gauge, and obtain your feedback on how you think we've done in managing your property for you in the last 12 months” . - Kasey McDonald We explore:Kasey's journey in the real estate industry and how she started on reception and worked her way up to becoming a leaderHow her passion for growth and implementing change has earned her respect in the industryHow RP data can drive growth from tenure reports, withdrawn and aged listings, and suburb insightsHow to collaborate with sales teams to utilise existing CRM data for prospectingHow to tailor communications to meet the specific needs of property owners and investorsHow to use investment property reports for annual property reviews, showcase equity opportunities, and build trust with landlordsHow to streamline operations by integrating RP Data with your CRM to ensure accurate, up to date information and actionable insightsHow to use heat mapping to identify what matters most to your prospects and tailor your approachConnect with Kasey McDonald https://www.linkedin.com/in/kasey-mcdonald-857a3337/?originalSubdomain=aukamcdonald-au@corelogic.comhttps://www.corelogic.com.au/https://www.facebook.com/corelogicaustralia/https://www.instagram.com/corelogicau/?hl=enKylie's ResourcesProperty Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchoolDigital Marketing School: https://courses.thatpropertymum.com.au/digitalschoolThat Property Mum Courses: https://www.thatpropertymum.com.au/courses/The PM...
Bart Merrick and Crystal Van's real estate services. Year-end best-of show for "A Mediocre Time with Tom and Dan." Melissa Robinson's social media contributions. Changes to the best-of show format. BDMs as the lifeblood of the business. Importance of sponsors and their support. Tracy's organizational efforts for T&D Media. Appreciation for Eric Merchman and his wife's help. Casey's editing and show management work. Tony Munget's photography and "Brown Trump" appearances. Tony Palmiati and Deb's contributions from Ahoy Cruises. Branding by Danger Brains. Support from Mark Villen and Villen Coffee stores. Collaboration with Enemy Inc. for event support. Partnerships with the Science Center, History Center, and Orange County Library System. Transition from Debra to Joe at Fairvilla. New sponsorship from Jeff's Bagel Run. Show guests' contributions and EJ's role as a good sport. Discussion of EJ's treatment by listeners and on the show. Kenny Samsell and Game Show Drew's contributions. Guests Vince Taylor and Tuttle's involvement. Sam's continued support despite moving on. Shoutout to Brendan O'Connor and Seth Petruzzelli. Highlighting Karate of Orlando as a legit dojo. Recognition of BDM Josh and Matthew Frederick. Mention of Cinema Crespo Diso, Chris Crespo, John Graham, and Joey Mazant. Volunteers and gift bag crew appreciation. Family involvement in the business, including Maisie's potential role. Gratitude for supportive wives and families. Challenges of running a small business independently. Reflection on audience importance and listener interaction. Listener encounter story at Kabuki sushi. Plan for old-school meetups to connect with listeners. Positive interactions on the BDM page during an election year. Goal of providing laughter and escapism. Business sustainability to support families and expand. Twitch and YouTube live warmups for engagement. Balancing business responsibilities with creativity. Sponsorship management and commercial scheduling. Benefits of warmups for better show flow. SJ's editing contributions for YouTube. Melissa's effort compiling warmup segments. Observations on public marijuana use and discreet methods to hide it. Challenges of attending children's outdoor activities in cold weather. Mixed feelings about canceled cross-country events. Humorous idea for tough-attitude clothing. Christmas traditions and Scotty's elf role. Stress of organizing a free beer festival. Challenges and adaptability in live event planning. Observations on Columbus Day's shift to Indigenous People's Day. Historical misconceptions about Christopher Columbus. Reward-based behavior for completing tasks. Streamline Mortgage Solutions' personalized approach. Past humorous episode titles from "A Corporate Time with Tom and Dan." Value of humor at one's own expense. Upcoming "best of" segments by Melissa. Memorable episode about Tom running mishap. Ross's new character segment. Reflections on past humorous show bits. Visit from Sabrina and personal humor. Spelling bee segment with Cadillac Pat and David Jolly. Praise for Trivia Drew's segments and flagged content. Tom's confidence boost from biking and Crystal's accident story. Emotional and physical aftermath of Crystal's biking incident. Financial and logistical challenges of medical treatment. Reflection on failed projects by Insane Clown Posse. Discussion of Florida's pill epidemic and societal impacts. Swinger culture dynamics and levels. Interview with Felipe Esparza about his Hard Rock Live show. Technical difficulties during remote interviews. Hula Bowl's community involvement and sponsorship programs. Promotional details for the Hula Bowl on January 11, 2025. Challenges of different interview formats. Memorable interviews with Daryl Hall, Ted Nugent's wife, and Yngwie Malmsteen. Lessons from Insane Clown Posse's independent spirit. Matt McCusker as the most downloaded comedian interview. Importance of air conditioning in Florida. Story of a running mishap and its aftermath. Personal grooming routines before exercise. Humorous incidents during nudist resort visits. Trivia night competitiveness and cheating challenges. Observations on societal laziness and reliance on AI. "Tom vs. Dan" game show trivia and prizes. New mini-game involving viral video creation. Recap of Cadillac Pat's cruise night and dating struggles. Political-themed couches for Sofas and Suds. Challenges and humor in radio game concepts. "Wiener Whack-Off" game humor and absurdity. ### **Social Media:** [Website](https://tomanddan.com/) | [Twitter](https://twitter.com/tomanddanlive) | [Facebook](https://facebook.com/amediocretime) | [Instagram](https://instagram.com/tomanddanlive) **Where to Find the Show:** [Apple Podcasts](https://podcasts.apple.com/us/podcast/a-mediocre-time/id334142682) | [Google Podcasts](https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL2FtZWRpb2NyZXRpbWUvcG9kY2FzdC54bWw) | [TuneIn](https://tunein.com/podcasts/Comedy/A-Mediocre-Time-p364156/) **The Tom & Dan Radio Show on Real Radio 104.1:** [Apple Podcasts](https://podcasts.apple.com/us/podcast/a-corporate-time/id975258990) | [Google Podcasts](https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL2Fjb3Jwb3JhdGV0aW1lL3BvZGNhc3QueG1s) | [TuneIn](https://tunein.com/podcasts/Comedy/A-Corporate-Time-p1038501/) **Exclusive Content:** [Join BDM](https://tomanddan.com/registration) **Merch:** [Shop Tom & Dan](https://tomanddan.myshopify.com/)
Are you a BDM or property manager looking to grow your rent roll, adapt to market changes, or perhaps add more value to your clients? In today's changing real estate market, BDMs and property managers need to be more proactive, innovative, and adaptable than ever before. With vacancy rates shifting and investor urgency slowing, it's critical to focus on building strong client relationships, finding new opportunities, and positioning yourself as a trusted expert in the industry In this episode we chat with Samantha Priddis who is committed to helping investors achieve their goals, no matter how diverse, while building strong, long-term relationships with landlords based on trust and transparency. Her approach to success in real estate is simple yet powerful, grounded in three core principles: actively listening to clients, maintaining open and honest communication, and staying exceptionally organised. ” My goal is to get the landlord as much income as possible and obviously grow the business at the same time, but when my clients are making really good money, they're happy and they're happy with me and that's the goal,.” - Samantha PriddisWe explore:Her personal journey and how her background in sales gave her the perfect foundation for her role as a Business Development ManagerWhy BDMs need to pivot their strategies and focus on sustainable, long-term growthHow to look at your existing database and conduct investor audits via Zoom or phone to check in with current landlordsHow to build trust by offering support like mortgage broker referrals or renovation adviceHow to focus on creating raw, authentic content that educates landlords on legislation, market trends, and investment tipsHow to use platforms like LinkedIn, YouTube, and Instagram to position yourself as the go-to industry expertHow to build your personal brand with a personal website to capture leads and complement your agency's brandHow to use automation tools like CRM systems to follow up and nurture leadsConnect with Samantha Priddishttps://samanthapriddis.com/https://www.instagram.com/samantha_priddis/https://www.linkedin.com/in/samantha-priddis-investor-consultant-property-manager-b24299234/Kylie's ResourcesProperty Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchoolDigital Marketing School: https://courses.thatpropertymum.com.au/digitalschoolThat Property Mum Courses: https://www.thatpropertymum.com.au/courses/The PM Accelerate Membership: https://courses.thatpropertymum.com.au/accelerateBook a Strategy Call with Kylie: https://calendly.com/kylie-tpm/coaching-callKolmeo: https://kolmeo.com/Book in your team insight bundle with HD&U here:https://www.hdandu.com.au/that-property-mum-team-insight-bundle
These days, you aren't limited to the area your business is located when looking for great team members. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Laith Masarweh from Assistantly to talk about how hiring VAs can help you scale your business. You'll Learn [01:34] Creating an Offshore Talent Acquisition Company [09:38] Importance of a People Process [16:11] Virtual Executive Assistants and Operators [24:57] Finding Your Unicorn Tweetables ” Having community and good compensation definitely is going to allow you to attract and have the best people.” “ If you are operating your business, you are not growing your business.” “ When you have good people, they help other good people grow.” “ The bottleneck is you.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Laith: When you have good people, they help other good people grow. [00:00:03] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:23] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management, growth expert, Jason Hull, the founder and CEO of DoorGrow. [00:01:04] Now let's get into the show. [00:01:07] All right. So my guest today is Laith. Laith, tell me how to say your last name. So I don't butcher it. [00:01:13] Laith: It's all good, man. It's Masarweh. [00:01:15] Jason: Masarweh. All right. Laith Masarweh. And awesome to have you here on the show. So in this episode, we're going to dive into the power of offshore talent, explore how businesses from startups to fortune 500s can unlock exponential growth. [00:01:31] And you run a company called Assistantly. Which I've heard great things about. You came highly recommended by one of my mentors, Sharran Srivatsa a, who runs a multi billion dollar real estate company called Real. And so tell me like a little bit about your background. [00:01:48] How'd you get into this? How did you get into entrepreneurism? [00:01:51] Yeah. [00:01:54] Laith: I mean, I think I always had the entrepreneur inspiration since I was a kid. My dad always had like a small business that he was running and, you know, it made me want to be an entrepreneur from a young age. [00:02:03] He used to have me working in the grocery store shop since I was eight years old and it was cool to kind of develop, I guess, my like interpersonal and just learning more about the business at a, you know, such a young age and, you know, I knew I wanted to start my own business. I didn't know what I wanted to start it in. [00:02:18] Of course, you know, I attended Chapman University. I went to the business school. I thought I was into like virtual reality and tech. Didn't really know what my fit was. Got into corporate after college. I knew that wasn't a fit, even though I tried it. Didn't really work very well and then I started a real estate marketing company here in Orange County, California where we help agents, brokers whether you're residential, commercial, property management you know, we just have done what's like real estate marketing needs and during the pandemic, we got extremely busy and You know, we couldn't, there's too much demand and our team was super small and somebody was like, Hey, you should hire a virtual assistant. [00:02:53] And I thought that was like an AI robot and I didn't understand what that was. And I never learned about offshoring in college or any of that kind of stuff. And I got introduced to somebody thought she was local. She ended up being in the Philippines. I was like blown out of my mind because I've actually been working with her for years thinking she was in Irvine, California, but she was actually in the Philippines the entire time. [00:03:12] Our time I had, you could not tell any difference. And then I kind of got the spark in my head and I go, man, I work with so many real estate professionals, you know, and they're always asking me for help, whether it's administrative or operations or marketing. And I, you know, when I asked this girl, Hey, how many people are highly skilled, great communication skills, you know, looking for employment, like you? And she goes, I don't know, maybe like hundreds of thousands. And I said, hundreds of thousands, there's hundreds of thousands of talented people like you? And she goes, Oh yeah. And it kind of just clicked in my head. I'm like, Oh, People need this and it can't just be me. [00:03:45] And I pretty much started Assistantly 45 minutes after learning what offshoring was didn't know anything about it. And I'm just like, let me go, you know, I'll send it and kind of see kind of test it out, pilot it with a couple of my, you know, people in my network. And four years later, here we are. [00:03:58] And we started this obviously real estate, property management, law, tech, healthcare, finance, a little bit of everything. [00:04:04] Jason: Yeah. All right. Awesome. So, so let's get into this. I mean, there's a lot of challenges that people have with this and everybody's had, I mean, a lot of property managers have tested the waters of working with, you know, VAs in the Philippines or maybe Mexico and there's kind of mixed feelings about how that's gone. If you've done this at all, you've had some bad experiences and maybe some good ones. And so it can be really difficult. And so you're kind of at the mercy, if you're using a company like yours or some third party company, you're kind of at the mercy of their hiring process to some degree. [00:04:43] And some of these vendors that provide VAs have better hiring processes than others. Some of them, you know, they all claim, Hey, we've got amazing talent or they all might sound American, you know, but then you end up kind of getting somebody that has a heavy accent. They aren't showing up, you know, on time or they just disappear and ghost you because they're non confrontational sometimes in the Philippines or some of these sort of issues, and I'm sure you see, you see some of this, right. [00:05:13] How do you kind of do things you think maybe differently at Assistantly versus some of these other players in the marketplace [00:05:22] Laith: Yes, it's a great question, you know, obviously I started off, you know, really when I got into the industry I started hiring these people on my own whether they're from like people going to the upworks or the fivers of the world or like job boards and to like Interview a whole bunch of candidates to understand where they're located in the Philippines. [00:05:38] Like what type of equipment do they have? You Internet connection speeds. Do they really have that much experience? You know, because people obviously, whether you're US, Philippines, anywhere, they will always oversell on an interview or a resume. There's a lot of things that we do on like on our end. [00:05:52] So like, number one you taught me this and I think we had a conversation when we were, when I met you in Franklin about like that job description is so important when sourcing somebody, right? You know, everybody obviously wants a job, but you want to essentially attract people that are like, you know, that's their zone of genius, and they're passionate about it. [00:06:10] That's why we actually follow the four R's that Jason taught us a long time ago. And it's something that we actually, it's really important. The first step is crafting the job description to compel to candidates. So they're actually passionate and interested about it. So that's number one, filling that top of the funnel. [00:06:25] Number two, there's, you know, there's obviously a series of interviews. You can't just have one interview. We did multiple interviews. But like, I think obviously experience matters, of course. Like I want people that are mid to senior level that know what they're doing. If they're in property management, you know, I want, you know, helping with like property admin stuff, tenant communication daily operations through Appfolio. [00:06:42] Like I look for those types of things, of course. But also like, what's really important to me is like, when working with the client, like, you know, your personality and your culture is very different than my other, you know, than client Jamie or client James. Right. And I think that's very important when finding the right match. [00:06:58] And we do like a personality culture assessment that we built ourself to essentially line them up with like whatever role, whether it's an admin operations or marketing role to really understand what type of person they are, but like beyond just their experience. We also verify references like, right. [00:07:12] You know, because again, people could say, Hey, I worked somewhere for seven years. How do you know that? Right. You know, I put, I see people put like they went to Harvard on there. I mean, how do I know they went to Harvard? And it's those things that you've got to cross check, call references. I think that's super important. [00:07:27] But then we also vet out like equipment. Do they have 2020 and newer equipment? Because that's a big slowdown in the Philippines and like Mexico and a lot of these countries. When people go, my team member is so slow. Well, their equipment is from 2002. Like, of course, it's very slow, you know, or their internet connection is very slow. [00:07:44] Like, we vet out those types of things, which I think are very important. You know, so between like the job description, the interviews, the proprietary personality assessment, the reference checks you know, we've obviously sourced for these positions thousands of times, so like, we really know what makes an A level player slash we call them unicorns here at Assistantly. Unicorn meaning they're rare, not meaning they can do everything, you know, in the kitchen sink. But like those are things that we go kind of, you know, beyond our measures. Plus, like also one really important thing, whether you hire from us or you hire offshore is it's not just compensation that matters. [00:08:14] Like we, we give the highest compensation in the industry. But people really want a sense of community. That's what we built out a system where they feel supported, they feel loved, they feel cared for, we give really good benefits. And that's why like our retention is like, I think I've maybe what in four years, there's been like two people who leave. [00:08:31] And you know, and that was just for family emergency, not because they didn't like their job. So, but a couple of things to know. [00:08:37] Jason: Yeah, I think that's really powerful. Having community and good compensation definitely is going to allow you to attract and have the best people. Yeah, and you mentioned like R docs like for us. Yeah. I got the four R's concept I got from one of my mentors Alex Charfen and then I started adding more R's to it because I was like this is I like And like, like the most significant, I've talked about this before on the show for those listening when hiring to attract the right personality type is this resonate section at the beginning where we describe the personality that would naturally love doing this. So that they can resonate with this, they read and go, Oh my gosh, that's me, which is way better than somebody going I would be willing to do this if you pay me enough, like, you know, that's a very different type of team member. And I think this goes back to regardless for those listening, I think anyone that is going to use any sort of company to collapse time on hiring, eventually every business needs their own hiring process internally. Even if I use Assistantly or other companies to get a team member, I'm still going to put them through my stuff, my process because I trust my process. And this is one of the things we do at DoorGrow is help our clients install a really good hiring mechanism. We just had a client come on board who was a past client. We'd helped clean up their branding, website, and now he's like at 200, 300 doors or something. And he just had total team turnover twice in the last six months. [00:10:06] He's on his third team in a six month period. And before that he said, life was amazing. He had this great virtual team. He had this person that was like trained or educated as a lawyer that was running everything. And then he lost that person. They went and found an actual law job. And then chaos started to ensue because he realized that person was so great. [00:10:25] They were carrying the entire team. And then he had no mechanism for knowing how to effectively hire or replace a team quickly. He had no real hiring machine. And what I've noticed, even in the largest companies, I've talked to people I talked to a guy the other day with 800 units, loves his business, doesn't want to change anything super comfortable. [00:10:45] And then I asked him questions about, you know, people, planning, and process, you know, what we call our super system. And he realized he didn't have a hiring mechanism and I could tell he got scared, like, and you know, people don't realize they're vulnerable when it comes to this, but they've built their team usually through a decade of Russian roulette. [00:11:04] And they finally have a great team, great culture. He's like, I've got great team. I trust them. Great culture. I'm like, cool. If you lost one of those key people, what would you do? You could see like panic sets in, right? He's like, well, yeah, I don't know, I guess. And so, I feel confident in my own business. [00:11:19] Even though everybody on my team, I feel like is like really great culture of it. I really care about them and they're really important. Some of them I've had a long time. If I lost any one of them because I have good process documentation, I know that I could get somebody else in to do that work pretty well pretty quickly to do the job. [00:11:40] But I know even more than that, I have way more safety and security and confidence as an entrepreneur. With the business because I know because of my hiring process I could get the right person relatively fast like within at least 30 days. I could have somebody else in play to be doing that may be as good at their role or better because usually if I lose a team member, it's because they kind of either the business outgrows them or they've outgrown the business, but there's like, they're no longer that culture fit maybe. [00:12:11] And then they leave, which is cool. Then I can go find somebody that's even better. And I, over time at DoorGrow, either my team members have leveled up, like I've had Adam for over a decade or I level up the team members like by getting new ones. Yeah. [00:12:27] Laith: Well, there's different people for different phases of growth, right? [00:12:30] You know, you get to the zero 1 to 5 million, you get to the 10 million, you know, we've changed our team and it's evolved. I mean, I've had people that have been with me since I started instantly, but then there have been people like client success I think we should upload this position maybe with somebody with an ops background because they understand the client a little bit more. [00:12:47] And I just did that recently and I'm like, Oh my God, game changer. Like, you know, client success, having an ops brain, they can go and help our clients and say, Hey, you should think of things very differently. I also think like a misconception, like talking about the your example, because like one. [00:13:00] You know, one person left the whole team crumbles. If that ever happens and you have the wrong team, right? Because people, you know, I have people that will say, you know, like 20 percent of your team members make 80 percent of the work. I go, maybe at your company, not mine. I go a hundred percent of my team members make a hundred percent of the work. [00:13:16] Why would I have 20? And you know, the magic, I tell my team, Hey, just 20 percent of you guys are making pretty much all the work very consistently. Everybody's like, what the F am I doing here? Then if those 20 percent are taking over the work, like that's not. That's a misconception. Of course you have A level players, but, you know, and I always talk to our internal team about it. [00:13:32] I'm like, Why do we have an A level department here, but a B level department here, but then a C level department here? Like, why can't we all be A level and working towards the same goals and help each other, you know, collaborate. And I think like finding A plus players, they're not easy to find. But like A level players can also help those, let's say B level players become A level players. [00:13:50] Like that's like, that's part of it. When you have good people, they help other good people grow. And I think that's like a huge misconception. It's like, I have this really good person, but then like, I was here, but like the rest of my team is like, okay. I'm like, then you got to switch out your team, you know, keep your A level player, but then you need other A level players. [00:14:05] Cause like, if you're at 3 million in revenue, like you should be at seven and a half million with the right team, you know, and I see that even with my own thing is like when I switch out somebody, whether it's ops or client success or recruitment, I do this all the time. And I up level, Oh dude, like, I'm like, man, this is what heaven and unicorns and rainbows look like. [00:14:23] You know, I don't even have to worry about any of this stuff. They're just taking care of it. They own it. And that's where like the zone of genius comes in. Yeah. Yeah, because you want with that resonate section, right? You want people to be like, that's me. I want to work there so bad. Like, that's exactly what I want to do all day. [00:14:39] And people are like, really, you want to go through Appfolio all day? Like, that's what you want to do? And people were like, yes, I love Appfolio. I want to go through leases. I want to go, you know, coordinate with maintenance requests. Like there are people like that, that just because you don't enjoy it, which I don't blame you, you're an entrepreneur, owner, founder, whatever you are. [00:14:56] There are people that are like, that's my bread and butter. I got it. It's easy for me and I like to do it. And like that zone of genius, like if you could find people that go, I'm passionate about it, it energizes me, it makes me feel good. That's how you get A level players. Not somebody that's like, I'm good at it, but it's like a vampire sucked in my tongue. [00:15:13] Jason: Yeah, I call that them being a personality fit. Like if they're the, they resonate, they're the right personality fit for it. If they're the right culture fit, they'll believe in you and be inspired and want to support you and work for you. And then there's the skill fit, which really is, do they have the intellectual capacity to develop the skill or do they already possess it? [00:15:31] Right. Not everybody can have all three, you know, and if they can't have all three, they're not really going to be a great executive level team member that you can trust to think or make decisions. So then they become, maybe they could be people as process. Like they're like a robot, just do what I tell you to do. [00:15:46] So, and this may be a perception. Is everybody is Assistantly, is it all Filipino hiring? Where is talent sourced from this? [00:15:54] I guess my question. [00:15:54] Laith: I got you. So externally, it's Philippines and Latin America, Argentina, Colombia, Mexico, and then the Philippines is our talent pool. I've also sourced from like Eastern Europe and different countries, but the Philippines and Latin America are typically the two talent pools in which we pick from. [00:16:11] Jason: So one of the things I've noticed that's a challenge in the property management space for those that are listening, I think there's one of the things I've noticed is that it's really common for entrepreneurs to be miserable in their own businesses, have an entire team, and not have an assistant for themselves. [00:16:28] And it's really mind boggling to me that they build an entire team around themselves and they don't support themselves and they don't have an assistant. So my usual recommendation is their first hire should probably be an assistant. It doubles their capacity immediately and allows them to be more effective at whatever they're doing. [00:16:47] And so that's kind of that first little bridge. I think a lot need to build in order to get to the next levels. They just need an assistant. Maybe around 50 units or something, they need an assistant and that allows them to get to another level. And then the next major, the most important hire that any of these property managers that are visionaries or entrepreneurs could bring into their business would be an operator because this is kind of an opposite personality type to the business owner. [00:17:13] Business owners like to create operational systems, but they don't like to run it. They don't like doing the details they don't like running the planning meetings or you know running the hiring system or building out process documentation. That's not usually the most fun For the entrepreneurs and it's usually that's all the stuff on their to do list that they've been avoiding for like months It's been on their to do list. [00:17:35] I got to do this. I need to do this And what they really need is an operator or an operational person now It can be challenging to find good operators, especially when you're trying to You offshore and stuff like this because you're needing somebody that's a high level of intelligence. They're not going to be this person is process that's just going to follow a to do item list. They need to think they need to make decisions. Is this something that is possible through Assistantly or through offshoring? Is this something you've been able to do even in your own business? [00:18:05] Laith: Yeah, I mean, I'd say our three highest requested positions are executive assistants, operators, and marketers, right? [00:18:11] And that's typically what I see. And I say, don't get an EA confused with an operator. And I think a lot of people try to, like, kind of intertwine those roles. They're completely different. You know, so when somebody goes, well, I want an EA that has ops background. I'm like, no, what you need is an operator, and then you need, you know, you need an EA. [00:18:25] So EA, then operator. That's how I recommend, very similar. Talking about the EA, and then I'll get into the operators. So. EA, by far, is the number one hire for you, because like you said, it opens up time capacity. It's funny, I've been pitching EAs for four years, it took me three years, I hired an EA not too long ago, even though that's like, you know, what I pitch. [00:18:44] And I'm like, holy shit, dude. I go, I've been pitching this. Why haven't I had an EA? Oh man. I mean, like I've added to her plate for the last, who knows how long, but I mean, from like, if my email inbox every day is at zero, my calendar is always organized, you know, I have research on all my prospects. [00:18:59] I have research on all my meetings before like all prepped ready to go before I get into for the day. All the follow ups for me when, you know, when I talk to a client and I'm trying to close a client on a strategy call, for example, they think it comes from me, it comes from Angie. I don't do any of that stuff. [00:19:14] She creates the portal, she follows up with the client, she nurtures 'em, they close. I don't do anything. She, you know, engages with my LinkedIn for a couple hours a day. She helps with my post writing. She helps with the blogs. She helps with the case studies. She helps with the reviews. She's unbelievable. [00:19:28] And these are all the things that I used to do on my plate, especially that like sales component of like client communication. Dude, that used to take me hours a day, like at least two to three hours a day. Like for me to free up two to three hours a day in my own capacity to go focus on strategy and vision, infinite ROI for me. [00:19:44] Right. So like EAs, like, you know, email calendar management, you know, client prospect communication, CRM management, you know, obviously some light marketing, like light marketing tasks. And then also helping with your personal stuff. Like I go to a lot of conferences, I'm sure you do too. Masterminds, all that kind of jazz, like booking flights, itineraries, hotels, like, All that stuff's taken care of for me. [00:20:05] I don't ever have to worry about it. I check in. I'm in like the first 10, like I check in right at the time. I'm like always in a good seat. I, you know, so that always works out super well. So like, those are just some things in EA can do. [00:20:16] Jason: Yeah. [00:20:17] Laith: That I think like number one hire for like both personal and business get like EA, it will change your life. [00:20:22] It's a highest requested position, probably like in the United States, Canada, New Zealand, Australia at the moment is an EA. Like if you don't have an EA, I don't know how, like you're just doing everything on your own and then you're just going to throw it out. [00:20:35] Jason: Yeah. I love not having to ever look at my email. [00:20:39] It's like my favorite. I like email is the email and having to like calendars and checklists and like these things are the bane of my existence. I love building things, creating things and being able to like coach and support people. And so for me to be able to stay in my area of genius and not have to do the stuff that I don't enjoy, I think it, I think as business owners, we often make the mistake early in the entrepreneur journey of believing that because we're the business owner, we have to be miserable or we have to do certain things like, Oh, well, I'm the business owner. [00:21:15] I have to do my own email or I have to do the accounting piece or I have to do sales or whatever it is you might not enjoy doing. And the reality is you don't have to do anything if you're king or queen of your business. You really don't have to do anything that you don't want to do If once you build the business up to a size where you can build an entire team around you But we usually build the wrong team because we're showing up consistently as the wrong person in the business [00:21:42] Laith: Well, I always say, the bottleneck is you. [00:21:44] If you really look at it you're the one, you know, you're the one controlling everything. I mean, like you're saying that I got to respond to emails. They don't have my tone of voice. You know how people are going to not think it's me. Really? What? Why is that? I mean, do you look a couple of responses? [00:21:56] I mean, I even had my EA use Claude AI, she mapped, she got my tone dialed in. So if it's emails or blogs, or any of the social media posts, even my LinkedIn and comments and engagement, like people think it's me, she matched it through ai, like she's AI enhanced, like, and I have all that training I give to people on for EAs. [00:22:15] Hey, you want your EA to sound like you? I have it like, here it is. Make it easy for you. Yeah. There's no there, there's no excuses there. Getting into operators, 'cause like that's like, well, okay, ea I get it, they're an assistant level, but like operators, that's a high level role. What does that look like in the Philippines or you know, Latin America? [00:22:32] You can find a good operators, right? But again, operators are different than EAs in the fact we're like, they think of things very macro. They look at the business as a whole and see like where they can streamline things, where they can fill in gaps, where they can like stop the leaking of the holes. They love implementation of systems, implementation of processes, like they like to tweak that kind of stuff and especially property management, you can find really good, you know, operators, like even, I know, again, I'm going to use Appfolio as an example, or whatever, you know, there's a ton of tools out there like you should never be in your tools and platforms. [00:23:04] You should have your operator managing the day to day tasks in your, you know, because that's the whole idea when you hire somebody in offices and manage those day to day things in your business so that you don't have to deal with it. If there's a fire should be your operator that, you know, it should be that type of person to like, Hey I'm taking care of this. [00:23:19] I'm working on the day-to-day type of things. This is kind of high priority. This is medium priority, this is low priority. You know, because when you're operating, if you are operating your business, you are not growing your business 'cause you're the one operating it, right? Like, there's no way you can grow from 50 doors to a hundred doors to 300 doors. [00:23:35] I talked to the guy in Baltimore who just, he's a property management client. But he just came on and he is like, dude, I'm at like 800, 900 doors. But I can't get past a thousand. And I'm like, why? And he goes, well, I'm like working like 18 hours a day. I'm like, why are you working 18 hours a day? [00:23:50] Right? Because he's like, yeah, he's like, well, I'm pretty much the property management of a lot of these things. Yeah. And I'm like why don't you just hire somebody ? He's like naming the tasks, right? Of like, I'm like looking at it like, you know, pre qualifying leads and day to day operations with, you know, interactions with tenants and helping with the maintenance and responding to those maintenance tickets and scheduling the payments and, you know, all that kind of stuff. And I'm like, you're doing those for your clients? Why are you doing those for your clients? [00:24:16] Jason: Yeah, that's like frontline level work. That's like the first exit to make in your business is to exit the frontline work. [00:24:22] Yeah. [00:24:22] Laith: 100 percent and I'm like, just have somebody like, and that's what I'm saying with the whole operator. Cause like an EA is for you, an operator for your business. That's the difference, right? Like that's, you know, EA for you, operator for your business. And if you have yourself taken care of and you have your business taken care of, are you telling me you don't have capacity to grow your doors and scale and, you know, get to the revenue targets? [00:24:42] Like that's obviously like, once you have those two dialed in, you got time back, you know, you're looking at things, just you know, plugging in where you, you know, you need to, but it's not so much the day to day anymore, which is that's where you feel actually a sense of freedom. [00:24:56] Jason: Yeah, no, I love it. I want all of my clients to get an EA. We surveyed them and we were really surprised how few of them have an assistant. I was like, this is what we teach, but it's hard for them to justify. And they also are their control freaks in the beginning. And it's difficult for them to trust. [00:25:13] But once you have somebody that is a good culture fit, a good personality fit, a good skill fit, it's easy to start to let go of things, it's easy to start to trust. But before that, you shouldn't trust and that's the mistake, they've probably been burned, they brought in the wrong person and they tried to maybe trust and you can't, like, you're not, that's stupid, you're not supposed to trust people that you shouldn't trust. [00:25:36] Laith: And it takes, I mean, look, like I'm a full, honest and transparent person. Like sometimes it takes a couple of people to find your unicorn, right? Like I always say, you go through a couple of donkeys and zebras to get to your unicorn, right? Like it happens like, you know, is your first hire, like when you, whether it's local or offshore going to be your ultimate 10 year hire? I don't know, maybe, you know, hopefully, but maybe not. [00:25:56] And then you hire somebody else. Like I've been burned. Of course. Like I've hired you a Filipino and you've been burnt, but then you find like an Adam, and you're like, dude, this guy is like Lord and Savior to me. I can't function without this guy. And you have to go through the process, you know, because like, again, you being the bottleneck, if you don't just, you got to, it's like rep, you got to keep doing it until you find the right person. [00:26:16] Then you, when you find the right person, you're like, this is it. We're going to grow. There's no way we don't. [00:26:21] Jason: Yeah, absolutely. So, what should people know about, well, what can they, what should they expect to spend to have a really good operator? I mean in the U. S. you're looking at like 60 to 80k minimum, right? [00:26:37] Minimum to have a decent operator by a year. What if they're using maybe Assistantly or going, you know, to these other countries, what? What's sort of the cost savings for those that are like, man, the operator sounds like a dream. How can I get one? [00:26:51] Laith: Yeah. And it operator obviously depends on where you're located. [00:26:53] Of course. Let's say like I even like you find an operator in California, you're spending like probably six figures you know, depending obviously where you're located, but like, you know, let's say the average is. Let's just give an example. 75 grand, right? You know, like with us, and it's that 75 grand, you got to take care of HR, payroll, taxes, benefits, typically. [00:27:12] With us, you're typically spending between 30 to 36, 000 for the year. So it's pretty much half. And then we take care of all the HR, payroll, benefits. You don't have to worry about any of that stuff. Taxes, compliance, all that jazz. And then it's a write off for your business. It's like a software write off, which makes it even super attractive. [00:27:28] So, the fact that we will source, really great candidates for you. We will help you obviously interview because I think that's super important. Like, again, like Jason mentioned, everybody has a different process. You want to ask them questions according to you and make sure it's the right fit. [00:27:41] Then we will onboard you, but then we also manage them on a day to day as well. You know, making sure the clock in it. highest level, keeping them accountable. And we keep track of all that stuff on the backend. So that performance success on the talent side and the client side is, you know, part of our managed solution. [00:27:55] You know, and if anything doesn't ever, you know, for example, you hire Kate, after eight months, you're like, Hey, you know, I want to try somebody else. It's we offer a free replacement guarantee. We can switch out people as easy in 48 hours as possible. So, The cost savings, it's half. That's why people do it. [00:28:09] So, you know, even the guy from Baltimore, he goes, so you're telling me I can hire two people for the price of one? [00:28:14] Jason: Yeah. [00:28:14] Laith: I'm like yeah. You can hire essentially two virtual property managers for the price of one. That's exactly what I'm saying. And then I, and then we take care of all this stuff on our backend. [00:28:22] And so now his team can double the way he wants to, and he still gets that stuff taken care of on his plate. [00:28:28] Jason: Yeah. Very cool. All right. Well, Laith, awesome having you here. I think everybody listening should reach out to Assistantly if they don't have an assistant yet, and get an assistant. I think we have a special DoorGrow code or something's set up with you guys I believe that they can use. Let me see if I can find it here in our vendor database. But yeah, I've heard great things about you guys from others. And I think it's, you guys would be a great company for people to go with. Yeah, so our clients get a 10 percent recurring discount on their subscription if they use our links. [00:29:03] So we'll make sure and throw that link out to the marketplace if people are looking for it. On our podcast episode, when we post this and yeah, and check out Assistantly. Well, what's the easiest way for people to get in touch with you besides that? [00:29:17] Laith: Yeah, I mean, I mean, my email is Laith@assistantly.Com if you want to reach out to me. It's LAITH@assistantly.Com if you want to reach out to me directly. Otherwise, our website assistantly. com you can book a call. It typically gets routed to me or my team members. It's a great way for us to kind of have a good 30 minute strategy session where we're going to outline the role, the responsibilities. [00:29:37] Take all your blame dump of like, this is making me frustrated. I don't want to do this. I need help with this. Like, we take all, like, just, you literally come. You don't got to come with anything. You come, you just vent, we take it, we organize it, and we say, hey, how does this look, you know, for the job description? [00:29:51] According to the RDoc, essentially, right, template, how does this look? They go, great. And then, We can go head on accordingly. So we make it super easy for you. I mean, from you just brain dumping to us putting the JD to getting candidates to onboarding, like you sit back, relax, you take care of all that stuff off your plate. [00:30:06] So, any way I can help, I'm just here to support. [00:30:09] Jason: Awesome. All right, Laith, appreciate you coming and hanging out with us here on the DoorGrow show and excited to do more stuff with you in the future. [00:30:17] Laith: Awesome, Jason. Appreciate you, my man. [00:30:20] Jason: All right. So, if you are a property management entrepreneur and you're wanting to grow your business ,add doors, you're struggling with operational stuff, you want some systems and some processes and mechanisms and an operating system, planning, people, process systems installed in your business.by an operator, you want some help getting these things in place, reach out to us at DoorGrow. We can help you with that and then you can leverage, you know Assistantly to get the bodies get the people that can really make the difference but you need to give good people good systems and good training and this is stuff that we can help you with here DoorGrow supporting your operators, we've got a call just for operators that we do every friday and we have a call every Wednesday for BDMs. [00:31:02] And this is how we're helping grow and scale companies rapidly. And if you want to be part of that rapid growth and be around other cool entrepreneurs talk to us about joining our mastermind and we'll see if you're the right fit for the group. So until next time, everybody to our mutual growth. Bye, everyone. [00:31:17] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:31:44] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.
Attending auctions can be a game-changer for property managers and BDMs looking for new rent roll leads.Deniz Yusuf, together with Darren Hunter, gives you this eight-step strategy that turns auction attendance into a goldmine of new rent roll lead opportunities.Auctions attract potential property investors who haven't secured a new property yet and will no doubt be looking for a new property manager, offering rent-roll lead opportunities to introduce your services.From connecting with auctioneers and the sales team to engaging with investor bidders and buyers, this eight-step guide shows you how to build lasting relationships and expand your rent roll.Ready to take your rent roll growth to the next level?Dive in and discover how attending auctions can grow your rent roll.
Attending ‘open homes' (sales ‘open for inspection') is a great opportunity for property managers and BDMs to generate quality rent roll leads.Deniz Yusuf and Darren Hunter share a five-step strategy that transforms these open-home events into a steady source of new business that will grow your rent roll.From building relationships with sales agents to identifying potential property investors and following up, this five-step guide walks you through every step to ensure you're the go-to property manager for property investors.Ready to turn open homes into a rent roll lead machine?Dive into this video and article and learn how to unlock new rent roll growth opportunities today!
Send Rita a text with your thoughts!Welcome to our first ever live podcast, where I recorded with a live studio audience! Haha not exactly, but I was joined by some pretty amazing travel pros who were able to ask questions live. Listen in on some of my ideas that you can use to really promote your travel business during Black Friday this year.In this episode, I share:· Black Friday offers from value adds to exclusive bonuses· Creating unique packages and using time to promote quick action· Partnering with your BDMs to get additional support· and so much more!Enjoy (and take action)!Register for Plan Your Year Workshop: https://prepforwaveweek.com/planyouryearGet the Wave Season Starter Kit: https://programs.steeryourmarketing.com/products/courses/view/1157765Register for the next Live Podcast!Next week - 12 Days of Xmas/Advent Calendar: https://calendly.com/ritaventures/step-live-xmas-advent?month=2024-11&date=2024-11-05Marketing with Masterclasses-Prep for Wave Week: https://youtu.be/yS-qxnSfWvs---------------------------------------------------------------JOIN the Cruise Content Library: https://programs.steeryourmarketing.com/products/courses/view/1166776JOIN Marketing Business School:https://programs.steeryourmarketing.com/products/courses/view/1117728Say HI on Social:LinkedIn: https://www.linkedin.com/in/ritaperez19/Instagram: http://www.instagram.com/takethehelmvbsFB Group: https://www.facebook.com/groups/529490048073622 Direct EMAIL:rita@steeryourmarketing.com
- Chat on digital badges on Twitch and Peloton - Andrea's involvement in Monopoly Go - Open-ended, never-ending games like Candy Crush - Tom discusses negative self-talk and inadequacy - Earning digital badges and their psychological impact - Reference to David Blaine and past experiences watching him - Mention of a *King of the Hill* episode about Hank Hill learning to have fun - Discussion on people unable to enjoy situations, even at concerts - Idea for a "daycare" area at concerts for disinterested attendees - Admission of having a "no fun gene" and trouble enjoying the moment - Self-diagnosis of thinking he knows everything - Talking in absolutes and lacking open-mindedness - Suggestion for a month-long, communication-free retreat for self-improvement - Brief debate on Adderall's influence on behavior - Story of a neighbor returning a lost boat key found under a truck - Humor about being caught shirtless at home by the neighbor - Speculation on surveillance and partner tracking - Incident of car rifling due to forgetting to lock it - Discussion on losing and finding the boat key - Realization someone likely discarded the boat key after deeming it worthless - Debate on car door locking and reasons for leaving them unlocked - Concerns about car break-ins for valuables like guns and pain pills - Living with behaviors due to laziness - Mention of identity theft worries - Debate on viewing door locking as a minor inconvenience - Acknowledging personal flaws and challenges in behavior change - Discussion on self-doubt and not knowing everything - Contrast between being overly confident and feeling doubtful - Reflection on how long-time radio work affects thinking and communication - Mention of radio experience leading to constant planning and thinking ahead - Discussion on male retreats, referencing Aaron Rodgers - Jealousy of Aaron Rodgers' confidence and know-it-all attitude - Challenges of being confident in disagreements - Suggestion to keep the boat key out of the truck to avoid theft - Conversation on door checkers looking for unlocked cars - Mention of cars with auto-lock features - Interest in talking to someone who checks car doors at night - Idea of using glitter bombs or dye packs to catch thieves - Discussion on airbag pranks and people getting hurt - Watching YouTube fail videos involving stunts and car accidents - Interest in tracking devices and their effectiveness - Discussion on outdated and current robbery prevention methods - Hypothetical bank robbery scenario and intimidation - Reference to the “wet bandits” from *Home Alone* as a Halloween costume idea - Plans to dress as "wet bandits" with a child as Kevin for a parade - Desire to attend a Casey Musgraves concert in a custom nudie suit - DIY nudie suit with airbrush and rhinestones - Complaints about broken air conditioning and studio heat - Concerns over rent increases and potential relocation - Joking about turning to crime if forced to move - Mention of eating Polish food at a local mom-and-pop restaurant - Nostalgia for the old-fashioned feel of the Polish restaurant - Sadness over the decline of mom-and-pop shops - Discussion on needing a strict business manager to keep places open - Mention of a super yacht flipping in Italy with billionaire fatalities - Yacht company's CEO blames crew for preventable sinking - Speculation on why the yacht flipped - Mention of an artist named Los Camparinos and the song "Holy Smoke" - A humorous knock-knock joke with the word "Squirt" - Introduction of show hosts and surprise reactions to Andrea and Maisie's behavior - Recent BDM post about old school shirts - Talking about old shirts like Alice in Chains and Marilyn Manson - Mention of offensive shirt content - Wearing band and novelty shirts in middle school - Debate on the meaning behind Deftones' "Around the Fur" shirt - Wearing Big Johnson shirts and the humor behind them - Malcolm X shirts being banned in schools - Teacher Mr. Blood enforcing the ban on Malcolm X shirts - Shirt with Gamecock reference from Dan's father - Parents not understanding innuendos on shirts - Lyndon B. Johnson's reputation and behavior - Kids' clothing preferences like plain shirts and athletic wear - Indifference to fashion, preferring comfort - Kids not wanting graphic tees or logos - Popular items like White Crocs, Uggs, Lululemon shorts - Girls wearing Nike Pro athletic wear - Frustration over unused clothes, especially dresses - Dress code limits for family events, avoiding crop tops - Wearing athletic wear and being judged for it - Reference to past incidents of overzealous intimacy - Glass bedroom door creating silhouettes - Sleeping with dogs and the challenges involved - Humor about dogs during intimate moments - Obsession with Dansby the dog and planning vacations around him - Considering luxurious dog boarding facilities - Business idea for a dog paradise boarding facility - Hulk Hogan's past behavior and jokes about voting for him - Misunderstanding Indian food as Native American food - Buying wine to pair with Indian cuisine for dinner - George Carlin's views on the term "Indian" - Repeated yacht incident reference, lacking detail discussion - Yacht CEO blaming crew for errors causing sinking - Yacht's unsinkable nature if protocols were followed - Debate on crew's legal consequences - Captain survived; cook was one of the first to die - Man surviving similar incident becoming a divemaster - Hypothetical choice between drowning or burning - Reflection on being cautious vs. taking risks - Mention of "precautiousness" being viewed negatively - Joking about conspiracy theories and survival scenarios - Introduction of Little Monarch's song "We Got That Feelin'" - Voicemail and email segment announcement - Songs abruptly ending without fade-outs - Music production accidents left in as treats for listeners - Common rap phrases like "turn me up in my headphones" becoming clichés - Tupac's personas and artistic background - Upcoming Incubus concert - Advice to find positives in events, even small ones - Debate on sincerity in finding positives if usually indifferent - Calling people liars and being overly skeptical - Voicemail on becoming more talkative with age - Naturally talkative vs. being reserved - Preferring minimal conversation with strangers - Social media interactions and curiosity about others' posts - Road trip while listening to older shows - Various cooking techniques like using hot sand or pebbles - Provocative videos of noodle carts in Thailand - Rumors about gender of vendors, but it's entertaining - Comparison to bikini hot dog carts in America - Internet outages causing anxiety - Reliance on internet for daily activities and navigation - Stereotypes about Thailand's noodle vendors - Swingers in The Villages leading to exaggerated stereotypes - Caller discussing subjectivity in judging Olympic sports - Debate on human judgment vs. technology in sports - Historical Olympic judging with multiple judges for photo finishes - Generational style changes and repeating fashion trends - Street vendors selling roses and skepticism about intentions - Pre-printed signs held by people asking for money - Interacting with street vendors, from ignoring to eye contact - Newspapers sold on streets in Tampa and Miami - Reluctance to buy from roadside vendors due to hygiene - Nostalgia for homemade food like boiled peanuts - Juice tent in vacant lot, skepticism about appeal - Roadside businesses and odd vendors - Complaints about funnel cake and juice truck in the neighborhood - Preferences for neighborhood businesses - Fair-style trucks bringing a “circus” vibe - Desire for permanent food options over food trucks - Nostalgia for carnival food like funnel cakes, elephant ears - Frustration with neighborhood parking, especially in cul-de-sac - Curiosity about local food truck regulations - Brief mention of Blake Lively and Ryan Reynolds, hinting at potential tension - Celebrities facing pressure and scrutiny - Speculation on Ben Affleck's happiness post-divorce from Jennifer Lopez - Ben Affleck's early role in “Voyage of the Mimi” - Skepticism about gifted programs in schools - Funnel cake and juice trucks at schools - Gifted teacher who was also a clown - Clown-related activities in early education - Grizz being in gifted program with a high IQ - Critique of focusing only on IQ in gifted programs - Gifted kids being smart or delinquents - Joke about Florida and geography uncertainty - Debate on geography knowledge due to smartphone reliance - Preparing for emergencies with a gun and bullet - Tampa doctor avoiding hearing aids during a colonoscopy - Cactus Steve's hard times and GoFundMe - Getting a vehicle for Cactus Steve, like a small car or bike - Plugging Bart Marek real estate team - Tracking sex with a logging ring - Upcoming cruise and activities like kid's camp, free food - Past experiences in Nassau and staying on the cruise ship - Nostalgia for buying medications in the Caribbean - Buying Xanax during a cruise to the Bahamas - Sharing secrets after the cruise - Potential fights on the cruise - Concern about cruise not having White Claw - Bringing weed pills for relaxation - Enjoying walking around the boat and playing bingo - Interacting with BDMs late at night - No interest in dressing up for cruise parties - Cruise itinerary with spelling errors - Themed cruise parties like a white party - Joke about avoiding funnel cakes on the cruise - Humorous farewell and end of conversation
While CMOs shape the marketing strategy and brand alignment for new programs, Business Development Managers (BDMs) have a unique insight into what will drive success when it comes to rolling them out. In this CMO Series episode, James Barclay invites Karen Wilcox, President of Marketing Speaks, to discuss the crucial role of BDMs in launching new programs and how CMOs can best support them. Karen and James Cover: The role of a BDM in the successful rollout of a new program The degree of involvement BDMs should have in the early stages of a program change or rollout of a new initiative How can BDMs effectively gauge initial attorney interest to a new program or technology rollout Examples of projects where BDMs played a key role in the success of the project Implementation hurdles BDMs might face and how can CMOs help manage them Key tactics or strategies that help BDMs contribute most effectively Advice for a CMO stepping into a change management role
Maintenance is often the most challenging area in a property management business. What if you could automate your maintenance workflow with an in-house, expert AI maintenance coordinator? In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with David from Vendoroo (formally Tulu) to talk about AI maintenance coordination and how it could revolutionize the property management industry. You'll Learn [05:25] The AI Revolution [10:51] What can AI Maintenance Coordination Do? [20:58] How Vendoroo Handles Work Orders [27:56] Why You Should Have in-House Maintenance [37:30] Where do Humans Step in? [41:37] Handling Worst-Case Scenarios Tweetables “Property management is a very human business. It's a very relationship-driven business.” “Is it scalable? Is it burning you out? Is it pulling you away from other duties that you need to be? Are you spreading yourself too thin? Great questions to ask if you have growth objectives.” “Residents don't want to talk to a computer. They want to feel that they have a connection to their property manager.” “The first offense creates a little crack between the relationship. The second one, you're losing trust with your owner.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] David: Even people who had in house maintenance coordinators or VAs, good ones, always still feel that they needed to second check all the work. And now when they're seeing the justification and they're seeing the education behind it, they get this sense of like, I can let go. You know why? Because this system is doing maintenance exactly the way that I'm asking it to do maintenance. And they feel that now they're actually back in control. [00:00:24] Jason: Welcome DoorGrow Property Managers to the DoorGrow Show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you are open to doing things a bit differently, then you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate high, trust gateway to real estate deals, relationships, and residual income. [00:01:05] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. [00:01:25] And now let's get into the show. All right. So today I'm hanging out with David Normand and Reza Keshavarzi. Did I say your last name right? [00:01:36] David: We always say it sounds like the great sauce that you would put on a steak. Keshavari. So delicious. [00:01:41] Jason: All right. [00:01:41] David: Yes. Cool. [00:01:43] Jason: So David and Reza are from a company called Tulu, which we'll be getting into, which I think are probably revolutionizing maintenance related to AI and our topic today, we're going to be talking about AI and maintenance coordination, maybe getting into some of the current maintenance challenges, what AI could help with, what should be automated, what shouldn't be automated because I think that's a very important thing to cover and how to turn maintenance into a profit center. Before we get into that, why don't we get into some background? So David, why don't you give us the journey? How did you two get into this? How did you event like, how did you start your journey in the property management space? [00:02:24] David: Yeah, great. It's crazy to think about it. It just all started probably about 15 years ago. Like many of you, started a property management company with a buddy of mine. I remember we started off with 80 doors. Got our 1st client, was excited. He left his job at Verizon. I was actually in the banking industry, bidding on subprime auto loans and the 2008 crash happened. And so we all knew what happened after that. And so anyway we actually had some tremendous success and in just over four years we added over 600 doors. Which was a phenomenal growth in our market. And we had a lot of people going, "Hey, what's your secret sauce? what are you guys doing?" Right. And the reality was, is that we just cared, right? We cared harder. We had fiduciary duty. And all of these owners were leaving their other property managers and saying, "Hey, Maybe these guys have it figured out," and we were getting conversions and our close rate was like 80%. [00:03:13] It was really crazy, but something happened and just like many of us, owners started getting frustrated feeling like, the magic was wearing off because at the end of the day, no matter how hard we worked. Those owner statements and those maintenance invoices at the end of the month, I realized were the main source of friction between those long lasting relationships and the same reason why somebody left that previous property manager to come over for the hope of more transparency and maintenance was the same issue that we ran into. [00:03:41] Right. So that led me on this journey of trying to figure out, how do we standardize our fiduciary duty to owners when it comes to maintenance and help them bring transparency and education and understanding to what I feel is really the cornerstone foundation of what a great relationship is? Because no, the building can be full, the mortgage can be paid, but those maintenance bills still come in and there's still the questions. [00:04:06] "Why does this cost this much? So I had some great opportunities to work went on with Fannie Mae helped them manage their rental portfolio, but still in the back of my head, wanted to try to solve this issue. And all these years later, I get a phone call from somebody that said, "Hey, you need to meet this guy, Reza. He's in the HOA industry. And he's seen a similar issue with lack of transparency. And I think that you guys are trying to solve the same issue. Hey, why don't you meet up?" And I'll, and I'll preface this. This was the fourth introduction to a guy in a fourth type of tech or a company that we try to part with. [00:04:40] And it just shows you the journey of an entrepreneur. Like you never know when that right connection that's going to align with your passions, resources, and understanding happens. And I actually had three other techs that didn't work out before. And I didn't want to bring them to market. [00:04:52] Right. So that's our story. We got introduced to each other and the synergies have been fantastic. And I'm really excited to talk about what we're doing here in the space. So it's been a crazy journey. It's been exciting. Maybe one day I'll write a book down the road about all the things not to do. [00:05:04] Jason: I think every entrepreneur that has a little bit of success could write that book. I'm sure. So cool. David, where do you think we should start? Like there's a revolution right now, this AI revolution, like it's AI everywhere. And and it's moving fast. [00:05:21] David: Yes. [00:05:21] Jason: Like really fast. [00:05:22] And it's a bit crazy. And. Everything's changing. There's a million software tools and companies coming out. Maybe AI is making all of them. I have no idea, but like... [00:05:31] David: 85 percent of all content written online is written by AI these days. So yeah, definitely. [00:05:35] Jason: Right. There's the fake internet theory that like the majority of the traffic and communication and comments on the internet isn't even real. So it's like we're walking around this fake ghost town online. And we're consuming content and we're like none the wiser in a lot of instances. So my quick take, for those listening, as we're going through this AI revolution, it's exciting. There's a lot of change happening. [00:05:57] We don't want to be left behind. We want to make sure we're paying attention to what's new, what we can use. Everybody's probably used chat GPT once or twice or keeps hearing about it from other people. "They've got a GPT, that thing that you use." Yeah. I used it this morning, right? Like I was trying to figure out something in my Chevy Tahoe. [00:06:15] And I was like, "how do I do this thing in my Tahoe? Like, can you just tell me?" And it can collapse time, but sometimes it's not useful. I think my take on this is that human interaction is going to be a premium. It's going to be at a premium. It's going to be something that really sets people apart because we're moving away from humanity to some degree by leveraging all this tech and AI and all these tools and property management is a very human business. [00:06:43] It's a very relationship driven business. And and I think we'll get into this today. We want to be careful of using technology where we shouldn't or trying to trick people. "Well, look, I'm pretending like it's me, but it's AI. Haha. I tricked you." And what's funny is there's little indicators, like, and we know that this stuff's being used in a lot of different ways, like governments are using this now, like, we don't even know what's real on the news or what's like deep fakes or AI, like they're showing people's like doing interviews and people are zooming in and noticing their rings are disappearing and like weird stuff, right? [00:07:20] David: Yeah. [00:07:20] Jason: And stuff's going viral on like the internet. And so we're living in this world where we're super skeptical and we wonder if anything's real. [00:07:28] David: Yeah. [00:07:29] Jason: Sometimes people are even asking, like, is this AI on a phone call? [00:07:33] David: Yeah, well, you can't tell the difference now. I'll tell you, our tech team and AI guys they actually played around with me a little bit and they actually use my voice and had me doing work orders and no one could tell it was them. [00:07:44] Not me speaking and giving triage and doing that type of stuff. And I actually I tested it with my wife and I sent her a message over it and she didn't even blink an eye. Didn't even blink an eye. It was crazy. It was that first like aha moment that really when we talk about our fiduciary duty to our clients and ourselves about the power of this and where it's going, right. [00:08:01] And to that point. So when it comes to AI, I think people need to understand that really, the way that we look at chat GBT to me is just the new Google, right? It's Google on steroids. Okay. And so, yeah, for sure. Do we use some chat GBT to understand like, how to write the perfect sentence structure? For sure. [00:08:18] But the cool part about this, Jason, is that what we're doing is: how do we use these models in this education that teach it about fiduciary duty to your owners? That's what gets me excited, right? That's what gets me excited to understand and to think intelligently and to think with thoughtfulness to the owner's pocketbooks when it's considering a decision of how to dispatch for maintenance, right? [00:08:42] Like, isn't that what we're all looking for? That we need a system that every work order that comes in that it goes to a expert maintenance coordinator that we know what that costs. I'm talking expert maintenance coordinator, a person's been in this job for 15 to 20 years that you can send a work order to and they don't make an error. [00:09:00] They're intelligent. They're able to educate, they're able to be client facing. Like there's a real skill set there if you put that on a CV for somebody, right? But that's not what this industry is filled with. Actually, this industry is filled with individuals who are under pressure to find the most affordable maintenance solutions and the most affordable ways to try to find people to run those maintenance solutions. We're allocating the least amount of resources to handle what I consider the highest probability of owner dissatisfaction in the property management relationship with the owner, right? So I have a VA who's 2000 miles away that's responsible for spending a thousand dollars in my owner's money. [00:09:38] And there's all types of potential errors and things that are happening as a result of that. So the way that we look at AI and actually in our business, we just use the word smart a lot. And we try to use that word, that intelligent instead of artificial. Because you know what? There is a lot of human input that has gone into this to teach it how to be smart and to teach it how to consider the fiduciary duty. [00:09:59] So at the end of the day, I would encourage all the listeners here that are going on this journey with us today to understand, not to be skeptical, how to maximize its value, right? And that's really what we're going to be focusing on today and to show you how we're maximizing its value to help us achieve what we call our dream outcome when handling maintenance. [00:10:18] Our dream outcome is as a property manager, I'm starting a company or I'm looking to grow, or I'm hitting those next growth objectives, or I'm looking for ways to be more profitable. What is my dream outcome? And that all circles around having an expert maintenance coordination in my office that is reducing trips costs and considering the fiduciary duty to my clients. [00:10:40] Right? So that's what we'll talk about here today and how we're using AI to achieve that. [00:10:43] Jason: Got it. Well, let's get into it. So what can AI do and what can't AI do? Like, well, specifically what can Tulu do and what can't Tulu do? [00:10:54] Where's the line drawn? [00:10:55] David: Yeah, that's a great question. [00:10:56] So first of all, I always tell everybody this out of the beginning: we are not an outsourced maintenance coordination solution. We're not an outsourced company. Yeah. We are not a vendor. Okay. We're not bringing vendors to your marketplace. Okay. Tulu is your expert in house maintenance coordinator. [00:11:13] So if you're thinking of "I'm hiring a maintenance coordinator" or "I'm building a property management and I need a maintenance coordinator," you now have that. That's that ability to add this onto your software, your system. It's a simple plug and play. You get to remain inside of your portal, you don't have to leave it. [00:11:30] There's not another new portal, all updates, all things are pushing to Buildium and we're pushing to Appfolio. That was a big part of it. There's no new app for the vendors. There's no new app for the clients because we know what's important for them to live inside of there. So what can it do? Well, first of all, it's a leader. [00:11:43] Okay. And being a leader means that it is going to use the information that we capture about your company to lead your VAs, to make expert triage decisions that always consider your fiduciary duty to the owner. So let's give an example right here to break that down. Right. Say a hot water tank comes in. [00:12:03] Okay. Hot water tank's leaking. Okay. First thing it's going to want to understand is what time of the day is it and where is the hot water tank leaking from? [00:12:09] Jason: Okay. [00:12:10] David: And then it's going to determine based upon the location of the hot water tank, the type of the hot water tank, which type of vendor at which time is the right one to send out. That is the most cost effective that has the greatest probability of resolving that issue for the best price and meets the satisfaction of the resident. Right. Now that was a mouthful right there. Okay. And if you think about all of the potential errors and data points and things that are involved, the smart maintenance coordinator considers all those and it brings out a triage and it tells the VA "here's the pieces that you're missing. Here's the information that I need. And here's what my suggestion is for you to move forward." So it's amazing at being a leader. And then it's amazing at being an expert about creating communications for the resident and to the vendor to direct them. And then it's also an educator and at the bottom of every work order. [00:12:58] And I hope to be able to show some people it's really cool. We don't believe in just telling people what to do. We should educate them and tell them why they're doing what they're doing. Right. So imagine if you had the best expert maintenance coordinator leaning over the shoulder of every VA that you have standing there and telling them every work order, every time, here's what to do, here's how to do it, and here's why you're doing it. Right. And as a result, we're finding that VAs that come over that are dedicated to the account in two weeks, they're educated. And in six weeks, the majority of them are executing as a high level maintenance expert within six weeks. Of after sitting down and learning the training system, because just as much as it's leading, it's also training and educating. [00:13:38] That is a wow moment for somebody who's been in the space, who's been here for 15 years, managing hundreds and hundreds of people for government entities and stuff and understanding the amount of time and effort and training that goes into somebody. And then all of a sudden they come and they tell you, "Hey, by the way, I got a new job. Thank you for all the training. I'm going to go make $30,000 somewhere else," right? How many times has this happened to me? Hundreds of times, right? And so that's a big part of what we're solving here. [00:14:02] Jason: So in order to be effective and operate as an expert maintenance coordinator so that your VAs that don't have this knowledge can function as if they have this knowledge, then this has to be programmed, right? Maybe it'd be helpful for, the viewers or listeners of this podcast to find out what are all the inputs that go into this? What did they have to provide and what do you guys provide, so this AI, they can trust it? [00:14:29] David: Yeah. Yeah. Great question, Jason. So first of all, I want to put it on point two to make an emphasis that in this journey that we're all learning about these smart technologies and AI, there's still a big part of human component, right? [00:14:38] And it's like when you chat, when you write something in chat GBT, like you just don't send it without looking at it. Right. You're reviewing it and making sure it's still saying that you want it to say. Right. So everybody rest assured this thing is not, living on its own and there's checks and balances. [00:14:51] But the onboarding on average takes 30 to 45 minutes. Okay. And one of the things that we did is number one is, when it comes to triaging and best practices, there's literally probably about 500,000 work orders of data points that it's considering. And it's an expert in that thing that's saying, "Hey, listen, this is how you should handle every work order that comes in because I've seen this, 20,000 times, and this is the best outcome." [00:15:18] Right. But then what it does is it allows the property manager to talk in natural language. Like you want to talk like a robot. We don't have to write weird code. Just say things. "Hey the owner of one, two, three main street really loves Tom." Tom works on his properties. Comes in 123 main street comes up. It understands what Tom's capabilities are. And it says, "please use Tom to use this." The owner prefers that Tom works on his properties. They have a great relationship. Cool. And so those little tidbits for example, if the heat goes out in unit number one, understand that access has to be in unit number two basement to the HVAC unit, right? [00:15:52] So that's good to know, but why is that important to know? Because most VAs would make a mistake. They say there's no heat. They don't check property notes. They send out the plumber. Plumber is knocking on the door at unit number one. Person says, I don't know where the HVAC unit is. Tenant next door is not home. [00:16:06] Now you just charge your owner for 250 emergency call to go out. The resident still doesn't have heat. They think that you're unorganized. It shows you're unorganized on your owner statement because there's two invoices. "Oh, no, wait, you want to cover that? You're unorganized." So you just ate 250 that you're already not marking up on maintenance and you do that 10 times a month. [00:16:25] Okay. And that's what's going on. [00:16:27] Jason: And this is where then the owner's like, "I might as well just do it myself because I know everything and it's in my head." So how did they get all of that out of their head? All the little things they know about each property, each multi unit property, what's in the basements, what's..? [00:16:40] David: We have a cool onboarding process. And again, most times about 30-45 minutes, they sit in, it's called building your AI co pilot. Actually, a lot of people dig it. It's cool. It's a cool process. And we will be first, we go into your system and we're able to pull out all your work order data and it organizes all your vendors, and we can tell who all your vendors are and what you're doing based upon the work order types. [00:16:59] We can tell if you're a preferred guy is here. Number one guy is, "Hey. This guy always seems to be working on these properties." So there's a lot of information that we gather. And then you just come in and you're like, "yeah, he's my primary. He's my secondary. Oh, here's this little information about this property." [00:17:13] So you really don't have to get like, like crazy. Like, like, the mailbox is located, like. You can add that stuff later, but in the beginning, it's just like, what are those important rules? I remember this one that really jumped out at me as impactful, a classic mistake, this owner had a lady living in the apartment for 35 years. [00:17:31] Okay, and she's getting old and one of the rules is that no matter what maintenance ticket comes in, "don't ask her to triage. Don't ask her. It's the tenant's responsibility. I love this person. Please send her out and just take care of her. Right?" What a great rule to put into your system that shows the owner that when that work order comes in, He's not getting a call from, and I forget what her name is. [00:17:51] And like, they're asking me to change my light bulbs again. And then he's like, I told you twice not to do this. And next thing he's looking for another property manager. And I always love that example of that rule. So that's what you're looking as far as the information you're giving us takes about 30 to 45 minutes. [00:18:03] For people who have anywhere between, 150 to 350 properties. If you start having, 500, 600, a thousand, I would definitely allocate up to two hours and onboarding for sure. [00:18:13] Jason: Okay. That's really fast when it comes to rolling out a new technology. Yeah. It's ridiculously fast. [00:18:19] David: Yeah. [00:18:19] Yeah. Yeah. Yeah. Extremely quick. So basically you have all this learning and understanding that's going into who your preferred vendors are. We know how to handle the maintenance work orders. There's no like integration that has to happen. And so as this triage is coming through, you're getting this expert level triage and you can add things down the road. [00:18:38] You can add it, but how to handle the work orders as we say, there's really nothing new in maintenance. What's new is: "what's the NT for the property? Are there any special conditions that we need to know? Right? What are your residents' responsibilities and what are you responsible for?" Once you have those four questions answered, how to handle the hot water tank, at what time to hit on the hot water tank, how to, how to repair this door, how to do that. [00:19:02] Those true principles of maintenance are true for everybody, if that makes sense, right? So, so that's a big part of the value that you get that You're hiring an expert maintenance coordinator. If you were to hire him, you wouldn't necessarily be telling him. "Hey, this is how you replace a doorknob." [00:19:18] He should already know that when you hired him. Right. So think of like it that way when you're considering us as a technology. [00:19:24] Jason: So, a human maintenance coordinator, the challenge would be, there's no way they can remember every detail about every property, right? [00:19:32] David: Yeah, [00:19:32] Jason: it's not. Which means they would have to keep notes. [00:19:35] Let's say they've already got a decent amount of notes somewhere. Might be in the property management software, maybe they've got their own, I don't know, database of something. Is there the ability to pull in all that information? [00:19:46] David: Yeah, a hundred percent. Yeah. To grab those notes out. A lot of people have the ability to export it. [00:19:51] They have a good note file or something like that. We get those, we take that information and it can just be pushed up into the system for sure. So yeah, the onboarding it, it can be, again, some people come in and say, "all I have is single family houses." Everything's pretty straightforward. [00:20:03] Other people send over an Excel list. "Here's my property notes at the property levels" and upload them. So that's the cool part where. You ingest into the system. There's not a lot of data, manual input. It's reading it and assigning it. And that's where we're using technology to help even improve the onboarding process that you talked about, right? [00:20:19] You think about people wear t shirts, like, I survived the Yardi onboarding process, right? Like, technology has come a long way to help improve that process, and that was a big part that we focused on. [00:20:28] Jason: Yeah, that's wild. So once you've got them onboarded and they're in your system, the AI knows pretty much everything about the property, but maybe it doesn't, maybe there's some things it doesn't know. [00:20:41] And so work order comes up. You're working on something and it's still just in the property manager's head or it's still in the business owner's head or maybe they don't even know yet, but it runs there. It runs into an issue. It's like it has a question maybe, or it doesn't. It needs to know some more stuff. [00:20:57] I don't know. What happens in those scenarios? [00:21:00] David: Yeah, this is a great one. So, all right, so let's talk about the life cycle of a work order. Right. And let's everybody just understand that there still is a human component involved in this, right? Every property manager has a dedicated, we call them a remote team member, who's now this expert maintenance coordinator at the cost of a remote team member. [00:21:16] Now they're able to execute at a very high level. But there are going to be things that they're faced that they don't understand. So they have the ability to communicate with you one on one, or we also have this process internally that they have this ability to go, "I need a request from the expert in the loop" and the expert in the loop is you know, invoice review, complication that they're saying that the AI is not clear on them and it's asking for additional support. And so they can bump that up to individuals, myself, and there's other members of the team members that are big part of this and they can get expert level triage inside of there, to say, "Hey, listen, I'm facing with this vendor issue. They need 25 percent upfront. The job is only 500. I'm not understanding what to do here. The building is located and they're saying access is weird. They need to bring something in." There are complications that still involve human understanding. And so that expert in the loop solves that piece in there. [00:22:07] And also speaking of humans, we believe that residents and vendors still need to speak to a human. Okay. Super important. Okay. So the value that we have is that we're able to create expert level triage, According to their specifications and the training model and all the great things and the automation and the text messages that are written for them and the codes that are written for them the emails, all those things. [00:22:31] So, if we can automate at a very high level and free up our people to be able to provide support on the phone to the vendor on the field, or to actually talk to a resident, everybody knows this and I talk to everybody, guys, residents don't want to talk to a computer. They want to feel that they have a connection to their property manager and that when they call in, a lot of people have not even adapted technology for anybody who has, residents have been with them with a while and they're used to talking to Janet, they're used to talking to tell him inside and next thing you can say to them, "Oh, we have a new maintenance system. And by the way, you have to talk to the system." They're like, "okay. This is lame," right? Like, so that personal connection and we have a saying inside of the office that we keep your residents and your vendors within arm's length of you, right? It's communicating. They're using your property management name. [00:23:20] They're speaking on your behalf. This is an extension of your office. This is your maintenance coordinator. Don't think of this as a vendor. Don't think this is an outsourced maintenance solution that you're setting all your maintenance to some company that's sourcing vendors or bringing them in and doing every, this is your in house maintenance team. [00:23:38] So always consider that when you're thinking about Tulu, real people. In house maintenance coordinator just powered by AI enabled execute at a crazy high level. [00:23:46] Jason: So, yeah. So how do tickets get into the maintenance system? Like how are they initiated? Do they still have to be answering their own phone calls? [00:23:56] Are they just putting it into their property manager software? And then Tulu is going to like start taking some action. What communication does Tulu facilitate or take over if we're going to be having still needing some humans to be in Tulu allows us to increase the amount of communication and care that we show. [00:24:13] Where do we draw the line? Like, where is Tulu stepping in and doing some communication and where do we need team members to be doing communication? [00:24:21] David: Yeah. Yeah. Great question. So let's just go through the life cycle of a work order for everybody. I think that's what everyone really understands when they're all thinking about this. [00:24:28] Okay, let's give me a work order from start to finish. Right? So no change to your residents. No change to anybody. They log into their portal, Buildium, Appfolio, RentVine, whatever they're using. They submit a maintenance work order, that maintenance work order through their system is dispatched to the Tulu maintenance coordinator, expert maintenance coordinator. [00:24:46] All the magic is happening, all the triage, everything is taking place, and inside of the property management software, they're going to see. Work order. [00:24:53] Jason: And is that dispatched through via email? API? Yep. [00:24:56] David: Oh, yeah. Yeah. Just through email? Yep. Set up as simple. You can set it up as a maintenance coordinator and as the maintenance coordinator is set up and the email comes in and it pings out and that creates the work order and starts to process through the, yeah. [00:25:08] Yep. Cool. And then the property manager will see that the work order has been it's in triage on the status of their system. Then it's assigned, then the vendor will be assigned there. And then from there, the updates, when it's scheduled that we call it the who, what, and the why, right? [00:25:25] What's going on, who's doing it and what's being done to progress this for. That's a note. You're constantly getting those notes. Now, the cool part about this, Jason. is behind the scenes. All of those text messages and phone calls and emails that we call the noise that are between the residents and the vendors and everybody are all being captured in a system behind the scenes. [00:25:45] Right. Super value there, right? If a resident is a little bit upset about something or you have some questions, "Hey guys, can you hand me the phone call this one to show me the text messages," right? Communications are big part. So we capture all those communications inside there at any time that the owner of the property manager wants to pull them. [00:26:00] That's great. Then the work order is completed. The completion, quick question. So [00:26:05] Jason: all this communication between tenants and vendors, unless they're using some sort of magical system That the vendors have to be in and that the tenants are logged into. And it's like seeing all this, how does Tulu capture that? [00:26:18] How does it know that the vendor is communicating with the tenant or the tenant? Okay. So it would be any point. [00:26:24] David: Yeah. Good point. Any point that the the tenant. Is communicating or the vendor or just communicate with two of those. So if the vendor happened to communicate directly with the tenant, it would not capture that part, right? [00:26:34] That's their phone to phone with that part, right? So it's when the resident or the tenant is communicating with the maintenance coordinator. And as we all know, tenants and vendors love to communicate by text message, right? That's their number one thing to do. So, it's really cool for vendors too, because as we know, a bunch of vendors, they hate. "I don't want to work in another app." Vendors can take pictures from their phone. They can upload estimates from their phone. The estimate comes in and it's actually turned into this really pretty estimate because we know vendors estimates are notorious for being on the back of a paper and hand scratched, right? [00:27:06] So it actually creates into a brand new Tulu estimate. And so your owners get transparency into pricing and labor. And it's standardized and everything looks clean. And so yeah, vendors love it because they're not lazy, but they're busy guys. And instead of going home and trying to do a whole bunch of paperwork, they can now just generate an estimate, take a picture and shoot it right through. [00:27:22] So, yeah. [00:27:23] Jason: Because the challenge that there's a lot of communication involved. And so usually to decrease the amount of communication, they're trying to figure out how do we get the vendors to just talk to the tenants directly to collapse time? But if you have AI, then my guess is that Tulu will still just act like that middle person because the vendor can communicate with them, they can immediately text you, then Tulu texts the tenant, then it's just doing it real time. [00:27:45] You don't have to wait on a human being in your office to like make this communication happen. So you're like, "well, we're so slow. Let's just get them to talk to each other." The AI is making this happen. Is that accurate? [00:27:56] David: Huge point right here is, and man you really hit off the nail on the head on this one point here. [00:28:01] The amount of people that we are seeing that they're using vendors to perform triage in this space is actually alarming. Okay. Alarming. All right. Vendors should not be performing our triage. They should not be the ones trying to figure out what is going on. They're not our client facing people. Maybe some guys are good. [00:28:20] your in-house guys, goods or whatever. The majority of people are using this, right? The beauty of the system is: Do we have enough information that is captured? From the resident, the property manager that considers the needs of the owner to formulate the correct direction to the vendor so that they can show up with the resources that they need to fix the job the right time or show up educated about what they're there to fix. [00:28:41] Jason: So let's talk about this real quick. Like vendors should not be doing triage and why not? Like, like what are the obvious ramifications here? Well, vendors, that's like asking a surgeon if you need surgery, right? That's how he makes his money. [00:28:55] "That's the solution is surgery. We should chop that out, like, let's cut that thing out and I get paid thousands and thousands of dollars." [00:29:02] David: Or how about this one, Jason, on an owner's report. I see a cost for so many times you see a cost for a maintenance guy, "unable to resolve expert needed." well, why? Because the maintenance vendor was sent out to do the triage. [00:29:15] That's not fiduciary duty to the owner. If we had the right information, we could have avoided that one trip. So we have some really cool case studies. I'd love to show people that out of like 260 work orders, we have one right here, a client that signed up with us. And so out of that thing here let's see. [00:29:31] They completed 194 work orders. 17 unnecessary trips were canceled. Wow. Okay. 17 unnecessary trips and 15 of those work orders had an immediate reduction in price because they said that the wrong resource was assigned to that. So think about that. 17 different numbers. [00:29:48] Jason: So if that, if they have an in-house maintenance team, you're decreasing your your cost deploying these texts, going out and doing stupid work, like significantly. If you are using third party vendors, then there's always an expense. If you're sending anybody out, unless you're like, go do a bid, or something like this, but that's costing the vendor, which they're going to be more frustrated with you. [00:30:09] So you're freeing that up or they're charging you for it. "Oh, well, if I go out, I charge, right?" Yeah. [00:30:15] David: I'll give you an example. We just saved owner of a pad split property who wanted to replace the refrigerator. The request came in and they asked for three estimates, okay, to replace the refrigerator. [00:30:28] Okay, the suggestion came back that basically said in a nutshell, summarize this, "why are you sending three different appliance vendors who are all going to charge a trip fee to go look at a refrigerator when a Home Depot program should be used and the cost of refrigerator should be 860? To factor all those costs in, it would have been about 1, 400. I don't understand why you're doing this. Please explain, right?" Talk about fiduciary duty to the owner. [00:30:51] Jason: This is why owners get frustrated and they're like, "I might as well just do it myself." [00:30:55] David: " Because I knew better. I would go to Home Depot. Everyone knows to order a refrigerator from Home Depot, right? Unless there's special circumstances." And now imagine this, and this is where we're going with this, Jason. At the end of each month, these owner reports go out to all these owners, and owners sit down and they call up the property manager, and we always hear people talking about this at every conference. [00:31:14] "Oh, I don't want to answer that phone call. I know what this is about, right?" And the property manager is scrambling at the end of the month to call the maintenance coordinator, dig into work order notes and justify why did this cost this much? "Explain this to me," right? So we have this really cool report that's coming out that basically, including in the property owner, It would let you know that, Hey, you had six jobs that were able to send a handyman this month. [00:31:38] Here's what's going on. You had two emergencies, two replacements, little asterisks that said, "Hey, this trip fee was 120. Why? Well, it required two people because there was a toilet that was being replaced on the third floor so they requested an extra hour of labor to be able to bring that toilet up because it was too like..." intimate details so that your owners are feeling like they're getting this like this whole transparency, unbelievable transparency, this report, the property manager doesn't have to waste at the end of the month, which I used to send away two to three days at the beginning of each month, just to answer phone calls and questions. [00:32:12] Jason: Right. Yeah. It's like "why did it cost us much? Why?" [00:32:14] Like they can just see it. [00:32:16] David: Yeah. "Why didn't you send Tom?" "Well, I did send Tom to snake the drain because it was clogged in the master bathroom. We set his limit at an hour. He used a 17, 25 foot power snake. And we said, if you can't get this done within an hour, then we need to send Roto Rooter." "Oh, I get that. You really did try to save me money in the beginning. Yeah. And Roto Rooter found that 35 feet down the thing was a clogged diaper or something like that." That's what owners need to understand. And to break that down in every work order is a tremendous strain on property managers and our system in V2 that's coming very quickly. [00:32:52] I was actually working on this morning. Those owner reports will be generated then if every month that explain intimate details about the thought process. and the costs and any decisions behind breaking it down into category for every maintenance work order type for their owners. Huge value. Imagine going to a client, a new client, and you're presenting against somebody else and they say, "Hey, how do you handle maintenance?" [00:33:14] And you pull that report out and you put it down on the table. [00:33:16] Jason: You're like, "like this is the level of detail. Nobody else is doing this." The maintenance coordinator get on the phone every time and saying, "let me walk you through all these charges and why they happened and what did." And like, how many people listen to this right now? [00:33:31] I'm like, I know you're listening to this going, "if I never had to do that again, that would be the best thing ever. Ever. Like I've never had to have that uncomfortable conversation with the owner." Like it's all in there. It's all there. Like it makes sense. [00:33:43] David: "Here's why we are your property manager. And here's the value that I'm giving to you in the transparency to maintenance." [00:33:50] That's a huge burden. It's a significant pain point. And we know this Jason, the first offense creates a little crack between the relationship. The second one, you're losing trust with your owner and they're beginning Googling "other property managers around me." The third one. You're just waiting for them to look and to go somewhere else. [00:34:07] So the relationship is falling apart. Right. And we are trying to know that [00:34:11] Jason: You got a 600 door business in four years. [00:34:14] David: Yes. [00:34:15] Jason: Like, and so, and you have probably heard countless stories of people if they're switching companies, it's really rare that people switch companies. Usually things have to be pretty bad and maintenance that's in communication. [00:34:27] Those that's number one factors, communication and why people leave. And so this allows you to free up a massive amount of time so you can actually be on the phone with the people when you need to be on the phone and stop wasting time with all of these repeat calls, repeat requests, what's going on with this, and yeah, this would just save so much time. [00:34:44] David: Well, think about growth, Jason, right? So the three things that we're solving for, number one is we're protecting fiduciary duty to the owners, justifying maintenance costs and reducing the cost of expert in house maintenance coordination and making it scalable. Yeah. Okay. [00:34:58] So now if I can have an expert maintenance coordinator that I add to my office, there's a fixed cost to it. I can scale infinity and not have to worry about hiring and training and staffing and issues and all these problems in global, right? My fiduciary duty to my owners, I got reporting and transparency. [00:35:17] Maybe my property manager now, instead of being able to manage 250 doors, maybe they can manage 350 doors. Isn't that cool? Like that's where we're going with this stuff for sure. [00:35:25] Jason: Yeah, it definitely would make a business as maintenance coordination, maybe infinitely scalable. So, okay. I know somebody that's listening, that's very detail oriented and their brain doesn't think like a spider web, like mine is going, "Hey, you guys never finished the example scenario because Jason derailed it." [00:35:43] And so we've got the maintenance request. It's come in. [00:35:46] David: Yeah. [00:35:47] Jason: So take, let's go back to that. [00:35:49] David: Okay. Yeah. Maintenance request comes in the triage takes place. The information is gathered once the information is gathered, and it fills the requirements of what they believe is the right decision. [00:36:00] At that point, the scheduling takes place. Okay. [00:36:03] Jason: Okay. So which pieces of Tulu doing? [00:36:05] David: All of this. [00:36:05] Jason: Okay. Okay. [00:36:07] David: Okay. Okay. So then we're scheduling and then the work is completed. Quality pictures are received. If the resident is satisfaction, you have happiness received, vendors invoices received, and that's all uploaded into the system. [00:36:20] And then at that point, the property manager can pay the vendor directly if they have a great relationship and maybe they want to pay them in whatever way they do. A lot of people like paying their vendors, that's fine. Or they can reimburse the Tulu system. If they just want to pay one vendor for the rest of their life, and then Tulu will pay the vendor for them directly. [00:36:38] So it is from intake to vendor payment, all updates, all communications, all triaging, everything. [00:36:46] Jason: Tulu does all of it. Does it all. [00:36:48] David: It is your perfect maintenance coordinator. What we call the dream scenario. It has the ability to triage, troubleshoot, knowledgeable about vendor pricing, it's client facing and experience and client facing means that you can even set the parameter that said, "Hey, if anything is over my NTE, I would actually like you to generate your justification as to why think about this and send it out to my owner." Now imagine your owner getting this super email that's like, "Hey, listen, we have this problem. So the five to fancy, here's the steps that it took place to do." [00:37:15] Jason: So like the amount that's in the agreement that says like anything under 500 in a single month, like we have a right to just take care of it. Right. Or something like this property managers having their agreements. Okay. So, so where do they need humans then? Where do humans come in all of this? [00:37:31] David: Humans need to be there to provide expert level, the same expert level triage that the system is providing, we need humans in there to make sure, first of all, it's accurate. There is a component of that, right? We're reviewing this and training it, learning it, but as we talked about before, humans need to be there. [00:37:47] We love that they have a great relationship because they're an extension of the office with their RTM, right? With their property manager and that RTM, they get to know each other. Humans are needed to talk to the residents and humans are needed for vendor support. Okay. Vendors don't want to call into a robot when their hand is in a sewer line from the field asking about, "Hey, I need help and direction. What's going on?" [00:38:07] They don't want to hear "press two if you're unhappy with this service," like they don't want to hear that. That's where humans come in. [00:38:13] Jason: Got it. Okay. So what are some of the results that you're seeing when you're installing in this into businesses? Like what's shifting? Because I'm hearing some things like it's going to decrease the time you're spending on the phone with your owner. [00:38:25] So it's going to decrease the amount of time doing communication. You won't have to spend time doing triages. It sounds like a large piece of maintenance coordination is going to be taken care of. It sounds like staffing costs can be reduced. You tell me what are clients noticing once they get this installed over their previous systems of using a stack of tech tools to try and get their team to be able to handle this stuff? [00:38:47] David: I think in the beginning and I think that it's cool in our relationship is just to hear people come back after the first month and go, "I can't believe it. Like I went an entire month and like, I was not involved in maintenance the way that I feel that I needed to be to make sure that all these things were taken care of. And I'm finding myself with like 20 hours extra a month." And we're like "yes, go grow. Go add more doors. Go show greater value to your clients. Maybe call your client that you haven't been calling in a month because you've been so busy." Right. So, so those are really cool. I think from a cost perspective, they are appreciating. [00:39:24] And I'm believing that. Even people who had in house maintenance coordinators or VAs, good ones, always still feel that they needed to second check all the work. So even though you're giving to somebody, they never were able to detach themselves from me. [00:39:37] And now when they're seeing the justification and they're seeing the education behind it, they get this sense of like, I can let go. You know why? Because this system is doing maintenance exactly the way that I'm asking it to do maintenance. And they feel that now they're actually back in control. If that makes sense. Or they're giving it away, but they're actually feeling they're in more control, if I'm making sense there. That's one of the coolest things is that they feel now they have their pulse on every work order where versus before they have to dive into search. Now they know that their requirements are just laid over every work order. So those are some big ones that I'm seeing, especially for those people who really show their value to their owners in the fact that they say, "I'm involved in every work order, every job." That's a great value prop. It really is. Is it scalable? Is it burning you out? Is it pulling you away from other duties that you need to be? Are you spreading yourself too thin? [00:40:29] Great questions to ask if you have growth objectives, right? Scalable solution. And basically what we're doing is we're allowing the best in the business who are property managers who have created great relationships to duplicate themselves. And that's exciting for them to see. I think that they're like, "wow it's thinking like me." [00:40:45] Jason: This really sounds like a serious competitive advantage for a property manager that adopts this over any other competitors that don't [00:40:54] David: Jason, I'm going to a new client pitch and now I'm knowing that the guy next to me is sitting down showing him, "this is how I handle maintenance. This is how I'm keeping your cost down. This is the process. And that new report's coming in our V2. I was actually working some funnels that this morning. And if you're laying that down and then you're walking in behind them and the person says, "well, how do you handle maintenance?" [00:41:15] "Well, I personally call you on every maintenance ticket." We're witnessing the greatest generational movement of wealth and real estate properties from retiring baby boomers to the next generation to their kids who are all grown up in a technology world that are demanding transparency and reporting and it's just going to be the new standard, Jason, a hundred percent. [00:41:34] It's going to be the new standard for sure. [00:41:36] Jason: Okay. We probably got somebody listening. They're super skeptical. They're like, there's no way. And they're going to throw us some crazy scenario that came up recently. And I'm sure you've heard some of these. So how would you address that? Like some sort of like, "well, what if it's like this and this," and it sounds like worst case scenario. [00:41:54] The AI just says, expert in the loop. Like it's, it raises his hand in some way and says, "Hey, I could use a human over here." [00:42:00] David: Here's one that actually, as a guy who in my history, we had portfolios, like 30,000 properties. [00:42:06] So I've done probably over 500,000 work orders. In my career. Okay? [00:42:10] Jason: More than most of the people that are probably listening to this. Yes. [00:42:13] David: Yes. And as a result, just because of the size of the inventories that we used to manage the other day, a resident submitted a maintenance work order in and said, "my microwave is not working. And I assume it's because my gas stove is not turned on. And does my gas stove need to be turned on in order for the gas to flow up to my microwave?" Okay. True. True. Okay. All right. True maintenance work order. The the smart system picked that up and now imagine a VA facing that without any knowledge or an experience that's going to be an email to the property manager, a phone call to somebody, or maybe they make a mistake because they're 2000 miles away and they don't have any contacts and they sent out a plumber to go investigate. And the owner says, "why are you sending out a plumber for this?" Right? Right. Okay. The system picked up and it literally educated and trained. And it said that gas has no relevance whatsoever to a microwave solution. This is an incorrect thing, right? And that, when I saw that one, it makes mistakes. [00:43:04] Don't get me wrong. It's not perfect, but when I saw it pick up on that one, I said, man, I said, this is getting exciting that it picked up on that. So I would ask that person to come and just experience it and look at a little bit and understand guys, right? This is exciting. This is new. It's learning. [00:43:19] We're developing and it's improving daily. There's still a lot of human oversight. There's still a VAs that involved. We're getting expert maintenance coordination down to a price point that is affordable for everybody, scalable for everybody. And the biggest point at the end of the day, your owners are going to feel that every maintenance work order comes in, it's being handled by the best maintenance process in the industry. [00:43:39] And that's what you're going to be able to offer them as a property manager to compete against other competition you have in your market. And I think that's a good value prop. So. [00:43:46] Jason: Yeah, definitely. So is there anything else related to turning maintenance into a profit center that we should cover? [00:43:52] David: Yeah the first step going into a profit center is realizing that the average person is paying between 16 to 28 dollars per door to manage their maintenance, right? If we get that down to the correct number, and I'd love to have anybody come through and we'll run the analytics for them and we'll give them a pricing model for that just off the bat, the first profit center that we're creating is what if I'm able to reduce that by 50 percent your cost, that's an immediate profit center, right? [00:44:16] That's profit center number one. And then we can look at profit centers number two, that like, all right, now I can add on if I want to add on to my markup or we have some other ways that we can show them how to. But the first profit center needs to be is what do you know how much you are paying per door to manage maintenance? [00:44:34] Take all of your staff, all of your VAs, all of your systems, all your after hour services, take all those pieces, add them all up and divide them by the number of doors that you have. So every door that you bring on, it's costing me $27 to handle maintenance emergency services. Okay. Know that number, and let's have a talk. [00:44:54] Jason: You got to build that calculator on your website. [00:44:56] David: It's coming. [00:44:57] Jason: A lot of calculators like that to help people calculate their cold lead marketing costs or whatever. And as soon as they fill that out, they're like, "okay, I'll sign up. Like this is ridiculous. What I've been doing?" [00:45:06] David: We have that in product right now. [00:45:07] We have a couple of pieces. We did the finish on it, but that's coming out where people can just understand what they're paying per door. But give us a call up. We'll walk you through the exercise. We'll show you what you're costing. Think about that as your first profit center, Jason. And then we can talk about other ones and we help give some people some advice still. [00:45:22] Jason: So David, you have a lot of knowledge and experience. How much of your knowledge and experience has gone into bringing this AI up to understanding what you know? [00:45:32] David: I've been working on this for 12 years. Of putting the data and the learnings. And again, I've been fortunate guys where it was just my path. [00:45:39] It was my journey through this, where I've got to work for some huge outfits. I had my own consulting company for seven years. I was working with some of the biggest SFR groups in the nation, guys with 10,000-20,000 doors. And I'm just fortunate to understand the amount of data. So, I've put my blood, sweat and tears into this, but at the core of that Jason, my blood, sweat, and tears. [00:46:00] Is that, 15 years ago when I was brand new in this property management space, I had a broker tell me one time that after the sale of the property is done, the success of the owner is no longer your business or mine. And it's up to them. The sale is done. And they told me that when they walked away and that bothered me to this day, it bothered me that the fiduciary duty that individuals are giving to us to manage in some cases, millions of dollars of their money and assets and portfolios, right? And what type of products or services are we demanding of this industry? That we would demand of, let's say if I gave 50,000 to my broker to invest in the stock market for me, what type of services and technology and platforms am I demanding of that person, education, schooling, name brands, right? [00:46:45] But yet, are we demanding that same of us in our fiduciary duty to somebody that's giving over maybe their retirement to us their kids', future, college... you hear all these people, "why'd you get into real estate?" "I want to create a college fund for my kids." And after two years, the guy's like, "this is not what I signed up for. This is the worst mistake I ever made. And I'm backing out of, buying more properties because of challenges," right? That's what I'm driven by. And I've always been driven by that. It's my curse. And so I'd have to say there's a hundred percent of me in this Jason, for sure. [00:47:13] Jason: Awesome. And it, this will outlive you like AI doesn't die. [00:47:17] And this is this not to be grim, but this is the concern. Like anybody has when they're signing up for a business, they're like, all right, "how much is reliant on just this one person? How much is reliant on that key person I'm interacting with?" Right. And the AI is not a person. Right? [00:47:34] And so, yeah, so that's really fascinating to think about. Like you've built all that into it and it has immediate, instant expertise. It's not like, "Hey, well, let me go call Tom and let me go check with Fred or let me..." like all the data it has, it's there and it's instant. [00:47:54] David: What's the difference between an emergency of a hot water tank that's leaking in a basement with a permeable stone floor versus emergency hot water tank that's located in the utility closet on the first floor? [00:48:04] One doesn't have to necessarily require a person to go out because there's no damage to prevent with water leaking down there. But the other one is leaking onto the floor and damaging your drywall. So these conditions have to be taking place. Locations of hot water tanks, like there's, I can nerd out in this and I'd love to sit down with anybody and drink beers and talk about all the millions of different maintenance things that I ran through. [00:48:24] But at the end of the day, when you're able to show your owner, "we acted as an expert." That's the guy that's going to say to his buddy when they're just having a drink, "call these guys up to manage your property because they're an expert in the thing." And that's what we're trying to bring to the industry for sure. [00:48:37] Jason: So this brings a level of expertise that the business owner, the property manager, the maintenance coordinator, and certainly the VA's just would not possess. [00:48:48] David: You're talking 15 years, over 500,000 work orders worth of data points, learning and understanding from commercial, multifamily, single family across the board, best practices. [00:49:01] And it's for somebody who wants to imagine now a person can start a property management company tomorrow onboard Tulu. And they're immediately a veteran in the maintenance industry. Immediately. [00:49:12] Yeah. No learning curve. You're operating and executing as the best maintenance coordinator in the industry starting tomorrow. [00:49:19] That's amazing. Yeah. Yeah. Yeah. It's really cool. Really cool. [00:49:22] Jason: This is really, it's really wild. So now my brain's like, how can I get experts, how can I clone Tulu, but make an operator version of Tulu for running a property managed business. Or I can make it. [00:49:32] David: Yeah there's, there, there are offshoots on this. [00:49:34] I would have to say, and I do want to tell anybody that in this space that we always say that property managers are safe because you know what the property managers do a great job of doing. You guys do a really good job at building relationships and creating value in your local markets. [00:49:46] Right. Focus on that. Don't get pulled into maintenance, right? Maintenance and that stuff can be automated. There are best practices. Don't struggle to have to be an expert there. Show your value and the resources and tools that you have. Lower your overhead. Produce better results. Be at networking events. [00:50:03] Shake more hands. Talk to more people. Sell more homes. Add more doors. Shine where you shine. Brokers shine when they're out in front of people shaking hands and having expensive salads over a nice glass of chardonnay and closing deals, right? Let us flip the toilets and do it well for you. [00:50:18] That's what I say. [00:50:19] Jason: Awesome. Okay, cool. David, if they're interested in Getting started. How do they find out about Tulu? You can go right to our website [00:50:26] David: at trytulu. com. And if anybody wants to email me personally, david.norman.trytulu.Com. I'll connect you with our sales team and set you up on a personal demo. I'll walk you through it. I promise I won't bring so much energy. I'm an energy guy. It's just my calling this space to be in the maintenance and I love to doing what we're doing and seeing owners go "yes!" Seeing property managers go "yes!" And we're not trying to replace anybody. We're just trying to help people honor their fiduciary duty to their owners. And that's my mission. That's what I'm driven by. [00:50:56] Jason: Yeah. Fantastic. So try Tulu, T U L U. Dot com. [00:51:02] David: Yeah. [00:51:02] Jason: All right. Try it out. [00:51:04] David: All right. [00:51:04] Jason: David, thanks for coming on the DoorGrowShow podcast. Appreciate you. [00:51:08] David: Yeah. Yeah. Thank you, Jason. Always great. Looking forward to the show. Until next time. [00:51:11] Jason: All right. So if you are a property management entrepreneur and you are wanting to add doors, you get maintenance off loaded, off your plate, and you want to focus on growth and figuring out how to get more doors, you want to join the DoorGrow mastermind, our growth accelerator is all about that. [00:51:29] We are really good at optimizing businesses for growth using our rapid revamp class, where we clean up quickly, all of the front end stuff that is causing you to like kill trust and leaking trust and preventing deals. And then we give you the right strategies. We've got at least seven different growth engines that we can help build into your business that you can stack that will feed you unlimited leads without having to spend any money on advertising or marketing expense. [00:51:55] You just need people and it actually decreases the amount of time those people will spend If they're following working on the warm leads and the stuff that we would get you to do instead of cold leads, which take a lot more time. So we also have our super system level of our mastermind. This is where we're focused on ops, operations, helping your operator. That key person that's going to run the entire business for you, Mr. or Mrs. Visionary Entrepreneur, and they will help take your business to the next level. We can coach and support your operators, your BDMs, your salespeople, or you, the business owner to make this business infinitely scalable so that you can go to the next level and add a lot of doors. So reach out to us, let us assess your situation and see if we can help. [00:52
Are you a property manager? Do you hire property managers? Can you answer the question: what is a property manager, and what do they do? In today's episode, property management growth experts Jason and Sarah Hull discuss what a property manager is and what they should be doing in a property management business. You'll Learn [01:14] Million-dollar question: What does a property manager do? [06:25] Siloing information to protect your business [10:26] Hiring specialists instead of people who can “do it all” [12:20] What should a property manager's role be? [16:31] Property managers as client success experts Tweetables “There's a lot of confusion as to the definition of a property manager in the property management industry.” “When your company grows, what we're going to hopefully have you do is shift into specialists, so that you won't have a property manager that just does everything.” “Effectively cloning yourself or duplicating yourself in the business usually means getting 10 people, not one.” “It's not hard to be exceptional in property management.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: Business owners, we need to stop trying to find people that can do everything. We need to find people that are really good specialists. [00:00:08] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives. And you are interested in growing in business and life. And you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:28] DoorGrow Property Managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. [00:00:56] We want to transform the industry, eliminate the B. S. build awareness, change perception, expand the market and help the best property management entrepreneurs win. We're your hosts, property management, growth experts, Jason and Sarah Hull, the owners of DoorGrow. Now let's get into the show. [00:01:13] All right. So one of the things that's come up, we just did a DoorGrow boardroom event. [00:01:18] And one of our clients that was there was like, "I need to hire a property manager." And we're like, "okay." And what we noticed in talking there and going deeper and digging in deeper is that there's a lot of confusion as to the definition of a property manager in the property management industry. [00:01:37] Sarah: Yeah, it's like a catch all. [00:01:39] Jason: So the challenge is it can mean just about anything. [00:01:42] Sarah: Yeah. The definition of property manager is: "do anything and everything that the company needs." [00:01:49] Jason: And so I've noticed this for a while. we've had a lot of clients and they'll say, "Oh, I need another property manager," or "I need to hire a property manager." [00:01:56] "I need to get a property manager." And it always means something different. So like some people think a property manager does everything, and this is the portfolio style property manager. They're like, "they need to go get business." And so they're a BDM, they need to handle and do some of the bookkeeping accounting stuff. [00:02:17] They need to do maintenance coordination. They need to do the leasing. So they're trying to find somebody that's basically an entrepreneur. They can do everything that's probably going to run away and steal half their business. Right. Which happens. It's happened quite a bit. I've seen it. And that's, I think the wrong way to build a property management business, it's the wrong way to hire and build your team. [00:02:36] So let's figure out. What is a property manager? What is it? [00:02:41] Sarah: Love it. [00:02:41] Jason: What are your thoughts? [00:02:42] Sarah: Well, so I think that there's an important distinction, especially when it comes to the size of your company. So in the beginning, When it's just you do everything. It's all you, you, and then you some more. [00:02:58] And I think this is why then when they go to hire a property manager, they're like, "Oh, well I did everything and I want to replace myself. So I need a property manager to replace myself and then they're going to do everything because I did everything." So in the beginning. When you are in the day to day and it's just you and you haven't built a team yet and you're functioning as the property manager because you're in the day to day and the tactical work, yes, you are technically a property manager. [00:03:26] And then when your company grows, what we're going to hopefully have you do is shift into specialists. so that you won't have a property manager that just does everything. You'll have people who are really good at the one thing that they do and will be able to then segment the business and split that out into multiple roles instead of just having a property manager that does everything. [00:03:56] Everything. Yeah. So I created a Facebook post, cause [00:04:00] There was some heat on that post. Well, I like this. I don't know if you read the comments. [00:04:03] Jason: I like to stir the pot a little bit. For those that are watching this on video, this is what it looks like, right? So join our Facebook group, go to doorgrowclub. com, get in there. So I said, if the property manager role on your team is not your maintenance coordinator, operator, bookkeeper, leasing agent, then what is their role? And so people are like "define operator, like what's an operator?" So then I was defining what an operator was, but Michelle Miller, shout out to Michelle, she commented. She said, "in other words, if they aren't doing everything, what are they doing?" Right. Brian Nelson said "delegator." And I like that. That's I think [00:04:39] Sarah: I don't like [00:04:40] Jason: that. [00:04:40] I like the idea that they are not the person that's doing all this stuff. Maybe they're orchestrating, maybe that's what they're doing. [00:04:47] They're maintaining the relationship with the owner. Sean Foster, he says "PM's number 1 job is to be the middleman between the owner and the tenant advising and the correct path of the most profitable investment." [00:04:56] And "but that one responsibility branches off into another 20, doesn't it?" [00:05:00] And then, "depends on the systems." There's a little dialogue going back and forth there. So if you do property management, you manage the property. And to manage the property, you're doing leasing, maintenance, inspections, all this stuff. But that doesn't mean that the property manager in your business is doing all this stuff or should be. [00:05:17] Usually you don't want somebody that's a jack of all trades and a master of none trying to do stuff. And if they're actually good at everything, they'll probably just go start their own business. And I think that's the other challenges that we often mistakenly fall into this clone myth. And this was what was going on with our client at the DoorGrow boardroom event. [00:05:35] He thought, he's like, well, "I was a property manager at another company for a while. Now, I have my own business and I'm doing all everything and I need to go hire a property manager and I was doing everything at that company. I'm doing everything in my own company. Now, I need to go find somebody else to do everything." [00:05:50] And when we finally identified this. I call it the clone myth. We think, "I just need to go find somebody just like me. I need to clone myself." Effectively cloning yourself or duplicating yourself in the business usually means getting 10 people, not one. Like 10 different hats, 10 different specialists in the business. [00:06:07] And so just want to address the clone myth real quick. So I think we want to find a way, I think in the industry, it might make sense to eliminate the term property manager. If they're not actually the one doing all of the little pieces, unless you're portfolio style. So what are your thoughts on that? [00:06:25] Sarah: Well, I think the other thing too, that I want to bring up about him at the boardroom event is he's like, "I need a property manager and they're going to do everything. And I do everything. And I also did everything at my other company when I worked for them as a property manager. So I need one. How do I make sure that they don't just steal my business and steal my clients and walk away though, because they're going to be doing everything? [00:06:48] Jason: Yeah. [00:06:48] Sarah: And that's a really good reason to not have them doing everything. [00:06:52] Jason: Most business owners eventually figure out you need to silo information. So for example, when I ran a web design agency, I had an intranet where all the information was stored and I had how I sold, how I found clients, like all this was built out in the intranet. [00:07:07] All the sales related stuff. And then I had all of how we build the websites, how we put them together, all this kind of stuff. And I would hire web designers to build the websites and to do work and they would get access to the intranet. They would read the sales stuff and then figure out how to get their own clients and then they would quit. [00:07:25] I kept having them leave and they're like, "Oh, well, I've got so much business. I don't have time to do your projects now." And I was like, "what?" it happened over and over again. So I was like, "okay, something's going on here." So then I realized I needed to segment the information because the stuff that I figured out was pretty effective and pretty valuable. [00:07:40] Sarah: And essentially you were paying them to train them to then run their own business and not work for you anymore. [00:07:47] Jason: What a deal. So, okay. Yeah. So then I started siloing that information. And so I think I think I shared a TikTok or a reel or something with you where a guy was talking about siloing the information and he was talking about sales and manufacturing and a product business. [00:08:02] And if they know where to source all the manufacturing stuff and they know how to acquire business, they don't need you anymore. So he had to segregate that information. I was like, that's the same thing. You need to segregate knowledge in your business. Your goal is to hire specialists on the team, not generalists that can wear multiple hats. [00:08:22] You're the business owner. You have to wear every hat in the business that is not currently worn by somebody or is not being done properly. You have to step in. It all falls on you. That's the job of the CEO, right? You have to do it. If you have a good operator, then they step in and some of that stuff, too. [00:08:40] You have to do stuff that's uncomfortable. [00:08:43] Sarah: Well, let's just pause for a moment. Your operator is not going to do your day to day stuff in property management. [00:08:47] Jason: They shouldn't do your day to day stuff. It sounded like. A lot of people get confused. [00:08:50] Sarah: I know what you were trying to say, but people are going to hear that and go, "Oh yeah. And then my operator is going to do everything." [00:08:55] Jason: I just wanted to include you. I didn't want to say you don't do the hard stuff too. [00:08:59] Sarah: I do the hard stuff when I have to. [00:09:01] Jason: Yeah. [00:09:01] Sarah: Until we can hire somebody else to do it. Because I hate doing it. I hate certain parts though, then we hire somebody and they do it much better. [00:09:11] Jason: Yeah. So I think it might make sense unless you're portfolio style, which I'm not a real big fan of. I think there's a lot of downsides to portfolio style management. I think it's really rare that people are good at everything. And so I think it's a lot more effective to get somebody that's a really great maintenance coordinator that can handle maintenance for probably thousands of units, right? [00:09:32] If they really know their stuff and have the right systems and tools and you can take that off of your property manager's plates. You need probably accounting or bookkeeping or a team that helps with that kind of stuff. There's vendors that can help with some of those pieces, especially if you don't enjoy, or aren't good at that piece, there's a lot of available resources, but if you get specialists that are really good, they will surpass your ability in that particular category. [00:10:00] Sarah is much better running the planning system that we have DoorGrow OS, running the operations of the business than me, I just like, when I was doing it between having operators I just stopped planning. I didn't want to do the meetings. It was, "anybody stuck? Let's move on. And now it's meticulous and it's detail and we're moving forward. [00:10:19] And everything's focused and we're hitting all our goals and we're making progress. Right? Because I have a good operator. So I think the business owners, we need to stop trying to find people that can do everything. We need to find people that are really good at specialists. So, I met with this entrepreneur a while back named Joe Abraham. [00:10:39] He gave this cool Ted talk that I liked and I checked out his book and I took his online quiz and he has a book called entrepreneurial DNA and he created this score similar to an assessment like this, but it's BOSI. B O S I. And it talks about the four different types of entrepreneurs, which are builders, opportunists, innovators, and specialists. [00:11:01] And you need to figure out what you are, the book talks about, and then build the right team around you. So, historically, I was more of a specialist, which means I'm dedicated my craft for over a decade to coaching and supporting property managers, right? And like figuring out how to grow businesses and then I'm an innovator. [00:11:17] I like to take in lots of ideas and formulate new ideas and create stuff and that sort of thing. So more of a specialist, innovator and specialist, and most of the coaches and mentors I've hired have been builders. Builder, innovators, stuff like that opportunists are always looking for the next way to make money or the next vehicle or this sort of thing. [00:11:38] Think like Ray Kroc, who took the McDonald's brothers', intellectual property, because they were innovators and specialist, and he blew it up and he was a builder and an opportunist so, opportunists make great salespeople. For example, builders make good CEOs. And so I wanted to be a better CEO. [00:11:56] And so I've worked with a lot of coaches to become more and more of a builder to develop that skill set. And I'm getting better. Better and better. So, so I think we need to as entrepreneurs figure out what are our strengths and then what are we lacking? If you need to get around maybe coaches that can help you with with some of the gaps that you have in your own personality or your own knowledge base, then that can help you get to the next level. [00:12:20] All right, so I think if we could eliminate the property manager term from those that are not portfolio style, then what would a property manager that people typically think is a property manager do if they're not the maintenance coordinator, they're not all these things What do you think? [00:12:34] Sarah: Yeah, I think you can still call them a property manager. [00:12:37] I'm not against the term like you're like, "eliminate! Anti property manager term and industry!" I just don't think that's going to happen Okay. I do think though once your business grows and gets large enough you can have one person or team to do the maintenance coordination, and then that piece is handled by the maintenance team. [00:12:58] Then you can offload the leasing part, right? They're going through, maybe doing showings if you still do those, or at least going through applications and moving people along doing the move ins. Dealing with move outs and starting that whole process, kicking that off. You might have a leasing person, or a leasing team, and then the accounting piece, like your property manager probably should not be doing accounting. [00:13:20] You should have somebody who is really good at accounting to do the accounting. And if that means you need to have a service, do it for you. That's fine. Just make sure that they're a really good reputable service. And there's someone that can hopefully like triple tie out your books and make sure everything is correct. [00:13:36] And then you, here's the big thing, you still have to monitor it. Don't just hand it off and say, here, please go do this thing. And then just sit back and never look at it and hope that it's right. Because I've seen that a lot where people go, Oh, like I haven't done the bookkeeping. I have somebody else do it. [00:13:52] And then they start investigating because there's a one little issue and they start to pull the thread. And it's like, when you pull the thread of the sweater and it just all unravels. Okay, so don't do that. Don't do that. But then your property manager can be more like the person that deals with the relationships of between like clients and tenants. [00:14:13] Right. So we're bridging a gap. [00:14:15] Jason: So then technically they're more of a relationship manager, right. They're managing relationships. I think a big gap that we don't see a lot of in the property management industry, that's super common in every other industry is the category of client success. And the category of client success, their whole goal is to retain customers to keep customers, make sure that they're happy. [00:14:38] And so I think that's the role that some people might say, "oh, that's the property manager" is they need somebody that's just focused on client success, loves on the clients, takes care of the clients, makes them feel valued. Maybe meets with them annually to make sure that everything's looking good financially. [00:14:53] Sarah: Portfolio review calls. [00:14:55] Jason: Portfolio reviews. [00:14:56] Sarah: I love those. I will harp about that all day long. If you're not doing them, do them. [00:15:00] Jason: Yeah. So, client success in a lot of industries. I've heard some of our coaches and mentors describe as your other sales team. Right. You've got those that sell people in, like your business development, your BDs, your business development managers, your BDMs that bring clients into the business, but then they are not responsible for retaining the clients. [00:15:22] And you think you retain clients just by doing maintenance coordination and just by doing leasing, but these things don't really develop or solidify or build the relationship. If you screw those things up, then you're bound to probably lose clients. And so that's the bare minimum. [00:15:36] Sarah: No one is going, "Oh my God. This leasing team is so amazing. I'm never going to leave." [00:15:41] Jason: Right. [00:15:41] Sarah: They just expect the leasing to be good because it's what they signed up for when they hired a property manager. Right? They're not going to go, "Oh my God, I can't believe they got this maintenance thing done so so fast. And it was done in two hours and it was amazing. I'm never going to leave." [00:15:57] Jason: So Gallup organization wrote this book called first break all the rules. And then it has this customer satisfaction pyramid. And at the lowest level, there's the lowest two levels are availability and accuracy. So these are the two things that if you're always available and you're always accurate in what you say you're going to do and you do it, people just don't even notice. And so it's not hard to be exceptional in property management. If you do that, it's expected and demanded. [00:16:24] Sarah: So this is like all the tactical stuff that we do. [00:16:27] Jason: Yeah. [00:16:27] Sarah: It falls into this. [00:16:29] Jason: Yeah. [00:16:29] Sarah: It's just expected. [00:16:31] Jason: So the next level, if you really want to have great client, customer service and great client interactions is partnership and then advice. [00:16:40] And this is where I think a property manager can really add value. This is where they are really a client success role where they're retaining clients. They're improving the relationship and the value that people see in the relationship and in the longevity of staying a client of your particular business, when there's plenty of others that could do it, they can manage their property. [00:17:00] You have team members that are managing the relationship and focusing on client success. So maybe there should be some client success managers in property management and less property managers. As far as terms go. [00:17:13] Sarah: He's really trying to get rid of that term. [00:17:15] Jason: I don't know. It's just, it's so ambiguous. [00:17:17] Sarah: That's why. So when we were creating R docs, like all of the job descriptions for different roles, he's like, "I want there to be an R doc for every role in property management business." And I said, "okay, I can create it." Here's the problem. The problem is that if I create one for an assistant, it's going to be different from company to company. If I create one for a property manager, there's going to be some similarities, but there's always going to be things that are different from company to company. So there are great templates, right? And it's they're, it's amazing. And then you just delete the things you don't need and add anything you do need from there. There's nothing that's uniform. There's so much that's different from business to business. We all do the same thing. We're all property management entrepreneurs, but the way the ins and outs, the inner workings of our business, there's a million different ways to do it. [00:18:10] Jason: We did define those Rdocs though. [00:18:12] We have Rdocs for each of the major roles. I think yeah, I think having recognizing that. You need a client success person to maintain the relationship. You need a maintenance coordinator. You need if all these things are segregated and you get really great specialists in each of these areas, then yeah, you're going to have a much stronger lifetime value of your client. [00:18:33] You're going to make a lot more money. So I think that's important. Anything else we should talk about related to property manager? [00:18:39] Sarah: I think that covers it. [00:18:40] Jason: All right. So figure out and I'm curious, go ahead and find my post in the DoorGrow club group, or go post or comment in the DoorGrow club community. [00:18:51] I'd be curious to hear your thoughts. What do you feel a property manager is if you don't do portfolio style? What are your property managers doing? How do you define that role? And are they really managing properties? Are they really managing people? Are they really customer success? Are they really supporting and taking care of owners? [00:19:08] Or do you think they're taking care of tenants and like maintaining a relationship there? So, all right, I think that's our interesting conversation for the day for the DoorGrow show and do you want to give them a call to action? That's a good call to action for the end of the show here? [00:19:23] Sarah: Oh, well, we have a few events coming up. So go and check out our events that we have coming up. Don't miss DoorGrow. It's going to be a big one. [00:19:31] This is like our big conference. We do it once a year. It's here in Round Rock, Texas on it's a Friday and Saturday, May 17th and 18th. And our theme this year is creating opportunity from uncertainty. So we have a lot of great topics, a lot of great speakers lined up for you guys. And I've got something special in the works that I haven't really released yet, but It's gonna be really cool because we've never done anything quite like that before [00:19:57] Jason: Yeah, all right. [00:19:59] Cool. All right. Well on that note Until next time to our mutual growth. Bye everyone. [00:20:03] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:20:30] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.
If you are a property management entrepreneur, you have likely been your own salesperson or BDM at some point. Eventually, every property management business owner will need to hire a salesperson and develop different growth engines. In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull talk about their BDM Bootcamp event You'll Learn [01:52] What is a BDM? [03:00] Get your BDM Ready for BDM Bootcamp [08:42] You Need a Sales Pipeline! [14:26] Benefits of In-Person Events Tweetables “It's not the growth strategy that's the problem. It's that there's multiple stages in a pipeline for each growth engine, and you are not identifying the leaks that exist in this pipeline.” “Your pipeline will literally never ever work if you don't even have one.” “If you're not working the pipeline and you don't know the different stages of a pipeline, you're just guessing, and you're just hoping.” “You need to get to the real pain and related that you need to get to the real pleasure, like what they really want. Nobody really wants property management” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: It's not the growth strategy that's the problem. It's that there's multiple stages in a pipeline for each growth engine and you are not identifying the leaks that exist in this pipeline or you're tolerating drop off at one of these stages. [00:00:17] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing a business and life. And you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:36] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We're your hosts, Jason and Sarah Hull. [00:01:15] Now let's get into the show. All right. So today we're going to be talking about BDMs. [00:01:24] Sarah: Yeah. [00:01:26] Jason: In honor of this event that we have coming up, which is. Going to be super cool. I don't know that there's been anything like this. That's been as cool as this that's existed in the property management space, maybe ever. [00:01:39] There's a lot of people that talk about BDMs, but there's very few that are actually getting BDMs to get great results. And we're going to be hosting a BDM bootcamp. And so Before we go any further, every time I start talking about BDMs, as if everybody knows what it is. I just talked to a guy with, I think, 800 doors the other day. [00:02:00] He's like, "what's a BDM?" I was like, man, okay, I need to make sure I explained this. BDMs are business development managers. Sometimes they're called BDs, business developers and they're salespeople for property management. That's what people will call them, right? Business development can happen in any industry. [00:02:18] But the reason we use the phrase BDM in property management is because property management is closely connected to real estate. And whenever you mentioned sales, people get it confused with real estate brokerage sales type of stuff. And that's why. Now everybody knows what a BDM is, and we're going to be talking a little bit about that today. [00:02:37] Sarah: Okay. [00:02:38] Jason: So anyone listening to the show, you better know what a BDM is from now on. That's it. [00:02:43] Sarah: There's a quiz at the end. [00:02:44] Jason: What is a BDM? Did you get it right? If not, go back and start this episode over. [00:02:49] Sarah: Try again. [00:02:51] Jason: Okay. All right. What do we talk...? Do you want to like tell them about the event? [00:02:56] What do we want to talk about? [00:02:58] Sarah: Yes. Tell them about the event. So we are launching a BDM bootcamp. So there's a lot of companies that promote getting BDMs. And there's a lot of companies that promote getting BDMs and then spending a bunch of money to run ads and get leads and pay for leads and then have the BDM work the leads. [00:03:21] And then if you just want the BDM to close more deals, it's simple. All you have to do is spend more money and buy more leads. Which is really expensive and wildly ineffective. So we have strategies that BDMs use... [00:03:35] Jason: that actually work [00:03:37] Sarah: ...that are free, or at least very inexpensive. [00:03:40] You might have to pay for lunch. That's okay. You get something out of it too. And we've decided that we're going to launch a BDM, aka salesperson, boot camp. It's going to be a one day training. And we've never done anything like this before. For those of you that are current clients, there's some trainings on DoorGrow Academy. [00:04:01] We run every wednesday, our growth accelerator calls, but it's hard to amass all of this information that Jason and I have learned about sales over the last, what, 20 something years and put it in a course. Or talk about it on a one hour call. It's darn near impossible, right? So what we wanted to do is we wanted to take some of this information and spend one day going over all of it. [00:04:31] Now, this is very likely going to end up being a series because we can probably talk about sales and strategies and tactics and how to improve your scripts and what to say and like NLP language and filler words and all this good stuff, we can go over this for probably days on end. So what we're doing is this is very likely going to end up being a series, but we're going to launch the first one in April, so for those of you that are watching live, you all have a chance to get in on that for those of you that are watching this recording is will probably be released after the event, but don't fret because [00:05:11] Jason: you may have missed it. [00:05:12] Sarah: You might have missed it. Oh, man. [00:05:15] Jason: Maybe you should get in our Facebook group and pay attention to the live streams. [00:05:19] So you don't miss stuff. [00:05:20] Sarah: Sometimes we do some cool things that you need to know about right now. [00:05:23] Jason: The Facebook group, go to doorgrowclub.Com apply. We reject 70 percent of the applicants, which is why the group is good. [00:05:31] Sarah: Okay. [00:05:32] Jason: Okay. [00:05:32] Sarah: Anyway. So that was our shameless plug. All right. No, right. Go ahead. [00:05:36] If you've missed it. Yeah, we don't have a word from ourselves yet. That's a great idea. Who wants to sponsor this podcast? We'll plug you on every episode. Talk to me, baby. So anyway, if you've missed it. Sad for you, but don't fret because there's going to be more of these. This won't be a once and done thing. [00:05:55] So for those of you that are listening now and or hear the information before the event, then this is going to be for you. So here's the information. It will be Thursday, April 11th. So this is also open to anyone on your team who handles sales, meaning it might be you, it might be somebody else. You may have multiple people on the team who handle sales. So if you would like Jason and myself to train your salespeople for a day. This is a really great opportunity for you because that's exactly what we're doing. [00:06:33] So do you want to tell them a little bit about what we're talking about? Or do you want me to do that? [00:06:38] Jason: I'll go ahead. So we've seen a lot of problems with businesses growing. And so if you, have a BDM or if you are the BDM, you're the business owner, you're the one that closes deals and you are not adding at least a hundred orders a year, hopefully through organic methods instead of wasting a bunch of money on advertising to get cold crappy leads, we're going to give you the strategies, we're going to focus on some different growth engines talking about those. We're going to get into specific pipeline stages because what I often identify is that it's not the growth strategy that's the problem. It's that there's multiple stages in a pipeline for each growth engine and you are not identifying the leaks that exist in this pipeline, or you're tolerating drop off at one of these stages. And not making progress and so we're going to help you identify where the leaks are if you've started building some of these growth engines, you may have started doing things like trying to do realtor referrals and it's not working very well. [00:07:39] You're not getting easily 10 doors a month from that. You might maybe you've heard of our neighbor strategy and you're not getting referrals from that. Maybe you've heard of some other of our strategies, it's not working. And if you haven't heard of these, then you might want to show up, but we're going to talk about the different stages. [00:07:55] We're going to talk about what maybe is affecting things at different stages. This will be very tailored to those that are in attendance. We want to help you move your business forward significantly. And sometimes there's very simple tweaks that could be done at each of these stages that opens the floodgates. [00:08:10] So you have a lot more flow through the pipeline, which means more deals and more money. [00:08:15] Sarah: Yeah. So back up because you skipped to topic number two, which is cool. We can do two and then one and then three and then four, but that's fine. [00:08:21] Jason: They're not numbered. [00:08:22] Sarah: They're not, but they are in order on the document. [00:08:24] Jason: Okay. [00:08:25] Sarah: Yeah. [00:08:25] Jason: So Sarah's an operator and everything has to be done a certain way. There is a right way for operators. [00:08:32] Sarah: There's a right way to do literally every task on the planet. [00:08:34] Jason: I'm talking to the business owners and they care most about what is interesting or different, but... [00:08:42] Sarah: yes, and I understand, but your pipeline will literally never ever work if you don't even have one. [00:08:50] Jason: That's true. [00:08:51] Sarah: Or you don't know the stages of a pipeline because a lot of times, and I bet this happens to you too, but it happens to me when I ask people, okay, "what does your sales process look like?" [00:09:00] " Oh, I talked to somebody." "Okay, great. And then what?" "Oh, and then I send them some information." "Great. And then what?" [00:09:05] Jason: "I wait." [00:09:06] Sarah: "Oh, then I wait." "Oh, okay. Like, do you call them again or do you check in or do you like set up another call?" [00:09:13] Jason: "Or I follow up in a way that I look needy and creepy?" [00:09:16] Sarah: Sometimes the answer is yes. And then sometimes the answer is no, but even if they do follow up or have another call or check in again, somehow, then my next question again is "okay, and then what?" And then they go, "oh, and then I just wait." So essentially what happens is you have no pipeline. Okay. And you don't know that you don't have a pipeline, but you don't have a pipeline. [00:09:35] And that means if you're not working the pipeline and you don't know the different stages of a pipeline, we're just guessing, and we're just hoping. We're going, "I don't know. I keep talking to all these people, but nothing seems to be closing. And I don't understand why," because you don't have pipeline stages. [00:09:49] Jason: Okay. [00:09:49] Sarah: So you got to need a pipeline. [00:09:51] Jason: So we'll teach you how to build out the pipeline. We'll talk about the different stages that need to exist. And then it'll be a lot more clear and we'll talk with you about how to build that out in your CRM of choice. So you'll understand the principles. [00:10:04] You can go apply this to whatever CRM you use, whether it's DoorGrow CRM or lead simple or whatever else is out there. Okay, I'll go to number three now that we're back in order. Okay. All right. Number three, [00:10:19] Uncovering your client's pain points. So superficially people think they know the pain of their target audience. So they want their property manager. They don't want to have to deal with managing the rental property. That is not the real pain that gets you to close deals that you have to go a lot deeper than that. [00:10:36] And so we're going to talk about how to disarm people, how to not come across as super salesy, how to create authentic communication and an authentic relationship where they believe that you can help them and how to get them to open up about what the real pain is, the real stress of the real emotion that might be motivating them to have a conversation with you. [00:11:00] And one of the biggest problems we see in sales is that a lot of people don't take time to identify what the real pain is. The pain often has not really anything to do with the rental property. It's something going on in their personal life. And so you need to figure out how to connect to that. [00:11:16] And for some that's like, "Whoa," that's like, "I don't know how to do that. That'd be weird or awkward," but you need to get to the real pain and related that you need to get to the real pleasure, like what they really want. Nobody really wants property management, right? Just like if you're booking a trip to Hawaii. [00:11:34] Property management is the flight to Hawaii. It's not the paradise. It's not the outcome that they're hoping for. It is property management. So we want to sell the trip. We want to sell Hawaii, not the flight there, right? Which is property management. So we'll talk about also getting towards the, not just the pain, but the pleasure. [00:11:54] Those are the 2 ingredients you really need to know and uncover in order to close the deal. And so if you're not closing deals, it's probably because somebody else is better at that than you. You're one of your competitors, or they're just going to go with the cheapest company because you haven't really created a connection. [00:12:11] And so they think you're a commodity. You do everything everyone else does. And so that we'll get into that. All right. So good? [00:12:18] Sarah: That was good. [00:12:19] Jason: Number four, reviewing and improving your call scripts to book more appointments and close more deals. So we want to like, take a look at what are you saying? And you may think, "I don't have scripts. [00:12:30] I'm just awesome. I just wing it every time." I guarantee 90 percent of the time, you're saying similar things, dealing with objections in similar ways. And so you have a script. It just probably isn't a very clearly defined one, which means it's probably not a very good one because you haven't taken an objective look at it to optimize or improve it. [00:12:50] And so we're going to take a look at some scripts that are effective and figure out ways to improve your scripts. And sometimes it's not even about what you're saying. It's about how you say it. And so we're going to focus on some of the magic that comes with how you communicate with people. I've got clients that are not salespeople, like no real training in sales, terrible at sales. And they're crushing it because they know how to be authentic. They are communicating in a way that's disarming and they're just being helpful. And so we're going to talk about some of that stuff. How to close more deals. Some of you that are so good at sales, you're super salesy, you like cut your teeth as a baby in real estate and like you're a shark, like we're going to help you figure out how to undo a lot of that mess so that you can create more trust and sales and deals happen at the speed of trust. [00:13:44] And so we're going to help you close more business, which will make things a lot better. Okay. [00:13:50] Sarah: That's what we've got. All right. That's our agenda. And if this sounds interesting to you, now, our hope is that once you come to this event, you'll obviously get a lot out of it and learn a lot about sales that we just typically can't cover on a one hour call. [00:14:07] It's just, it's too much. I can talk about 1 of those things for more than an hour. Right? Once you come to this event, you'll learn a lot and you'll be able to immediately implement these things so that very quickly, you will start seeing some changes and some positive results and momentum. [00:14:24] Jason: So why do this in person? [00:14:26] So let me talk about that. One of the things we've noticed in DoorGrow's, I'm starting to call it the real bubble. And so there's this mentality, I think, unconsciously in our brain. So when we're doing stuff on zoom calls and zoom meetings, which we do a lot of cool stuff that way DoorGrow, but we've noticed that when we get people in person for the first time they meet Sarah and I and realize we're real human beings. [00:14:48] We're not just something on video and that we're real and they can like hug us. And like we touch right? Like then something shifts in their brain that everything else they're saying is real. When they start to meet clients that they've seen on some of the Zoom calls, sharing their wins and talking about crushing it and adding doors. [00:15:07] They're like, "Oh, these are real people." And then the brain shifts and they start to connect that, "Hey, if they're real, and this is real and they're getting real results and they're like me, I'm a human, like I can do this too." And all of this stuff is actually true, impossible. And so we've noticed a shift in clients once they come to DoorGrow live, which is coming up in May, or they come to one of our in person events. [00:15:32] And so we want to do this in person because there's something magical about in person that content and information is absorbed. A lot more easily. There's also that sort of kinesthetic aspect that we're there physically but the learning is a bit more experiential. We'll be able to maybe even role play, go over some scripts, talk, like, say things. [00:15:52] It's just a bit more real than just seeing something on video or watching a video replay or something like that. And so come pierce the real veil with DoorGrow and realize the real magic that exists. [00:16:03] Sarah: All right. Yes. And at this point you guys might be wondering all right, so this sounds pretty good. [00:16:09] I think I might be interested. What do I do? Contact me. Don't contact anybody else on the team. They're not even going to know what you're talking about. Just contact me so you can get in touch with me. It's Sarah S-A-R-A-H. If you go to our website and you end up talking with somebody else on the team, they will point you in my direction and you can get registered that way. [00:16:29] Now, tickets for this will be 1k per person. You can have as many people on your team attend as you would like. So if you have 3 BDMs and you want to send all 3. If there's just one or two, maybe that you want to send or you want to come check it out yourself, go ahead. But you'll need to let me know now spots are going to be limited. I don't even have 20 spots. I actually need to go back and confirm how many I have left because I know we had some people interested. But the price for this will be 1k per person. And I know that the price will not stay. At that rate. [00:17:03] So we're launching it and we're doing something special with the price. So for now, take us our one case. So get in while the cost is low. [00:17:12] Jason: There you go. All right. You will easily offset the cost of doing this. For most of you, that's like getting one more deal, right? So lifetime value for most of your clients, probably a lot higher, like maybe 10 times. [00:17:27] Maybe 20 times higher if you can keep them a while, right? So this is a no brainer. This is very easy and we can get your BDM adding a lot more doors. So just like some client results, we've got clients that are easily some BDM are adding 200- 300 doors a year organically without paying for any SEO or pay per click or content marketing or social media marketing or pay per lead services like APM and they're able to grow and scale their business quickly through organic methods. [00:17:56] Sarah: And we have some clients that turn business away every single month because they just cannot. [00:18:02] Jason: Get pickier and pickier. [00:18:03] Sarah: Yeah, they're backlogged. And then they ask us on the calls what do I do? Like, "I don't want to say no, but then I can't take on this many." And we're like, "now you have a waiting list and you can take on X money per month." [00:18:14] And if they can't come on this month or they missed that deadline, then roll them over to the next month. If they qualify. [00:18:20] Jason: Okay. All right. So that is BDM bootcamp. So check out BDM bootcamp, reach out to sarah@doorgrow.Com. Sarah with an H. [00:18:28] Sarah: Yeah, if you spell my name wrong, I'm not talking to you cause I won't get it. [00:18:32] Jason: Okay. That's your punishment. [00:18:34] Wow. Okay. [00:18:35] Sarah: So don't forget my H because everyone does. [00:18:38] Jason: Just email me. I'm nicer. [00:18:40] Sarah: He never checks his email. Don't email him. That's true. [00:18:42] Jason: My assistant does. Don't do it. All right. [00:18:44] Sarah: You'll never hear back the black hole. [00:18:46] Jason: No, my assistant's good. She'll take care of it. I just won't see it. [00:18:51] She'll tell me about it if it's important. All right. For those of you that are wanting to join a community, be part of something awesome, reach out to us. And so you can learn more about DoorGrow Mastermind. You get access to some of the coolest stuff and to be part of the coolest community of the most growth minded property management business owners in the industry. [00:19:11] And we can help you get your business to the next level. So whether it's scaling operations, whether it's figuring out how to grow, whether it's cleaning up the front end of your business, getting your website and your pricing, right, all this kind of stuff. So we can help you. All right. Check us out at doorgrow. com until next time to our mutual growth, everybody. Bye for now. [00:19:33] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:19:59] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.
Thanks to all who might have caught the live stream, well, LIVE! lol it's insane to think that we've been doing "A Corporate Time with Tom & Dan" for over ten years! I still remember when even the idea of a podcast was a huge deal! Like, "You have a podcast?" Now, everyone has one, and I guess what sets this one apart is that it's on the radio! I would have never guessed THAT would be it's unique factor! Sh*t makes me laugh! Thanks for hanging out, and we hope you have a rad weekend! - d ### - Kicking off today's "A Mediocre Time with Tom and Dan." - Announcing BDM Appreciation Week with a special pool party luau for BDMs. - Tackling the confusion around ACT 10-year live event planning. - Calling for volunteers to help at Hourglass Brewing. - Seth stepping into fatherhood; discussing the boat tire incident. - Delving into Seth's boating mishaps, trailer issues, and humorous exchanges. - Seth's judgement under the influence during the boat incident. - Reflecting on how fatherhood has changed Seth. - Updates on BDM events, merchandise, and community engagements. - Tom shares his skiing adventures and recovery from drinking. - Exploring the competitive world of podcasting and "pod wars." - Discussing the highs and lows of parenting. - Preparing for Easter with family traditions and children's activities. - Imagining adventures with Harrington Junior Cars. - Speculating on Mike Tyson's potential fight and aging athletes. - Closing with updates on Seth's Dojo and the Tiny Tiger program. ### **Stay Connected:** - [Website](https://tomanddan.com/) - [Twitter](https://twitter.com/tomanddanlive) - [Facebook](https://www.facebook.com/AMediocreTime) - [Instagram](https://www.instagram.com/tomanddanlive/) **Tune In & Turn Up:** - [Apple Podcasts](https://podcasts.apple.com/us/podcast/a-mediocre-time-with-tom-and-dan/id308614478) - [Google Podcasts](https://podcasts.google.com/feed/aHR0cHM6Ly9hbWVkaW9jcmV0aW1lLmxpYnN5bi5jb20vcnNz?sa=X&ved=2ahUKEwj6x-_il7mBAxX2moQIHRosAQwQ9sEGegQIARAC) - [TuneIn](https://tunein.com/podcasts/Comedy/A-Mediocre-Time-with-Tom-and-Dan-p393884/) **A Corporate Time with Tom and Dan:** - [Apple Podcasts](https://podcasts.apple.com/us/podcast/a-corporate-time-with-tom-and-dan/id994667625) - [Google Podcasts](https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5saWJzeW4uY29tLzYxOTc2L3Jzcw?sa=X&ved=2ahUKEwj6x-_il7mBAxX2moQIHRosAQwQ9sEGegQIARAD) - [TuneIn](https://tunein.com/podcasts/Comedy/A-Corporate-Time-with-Tom-and-Dan-p1836090/) **Unlock the BDM Vault:** - [Join the BDM crew](https://tomanddan.com/registration) **Rock Our Swag:** - [Shop Tom & Dan merch](https://tomanddan.myshopify.com/) **Join the Live Stream Party:** - [Twitch](https://www.twitch.tv/tomanddanlive) or [YouTube](https://www.youtube.com/user/amediocretime) **Discover Tom & Dan Watering Holes:** - [Explore Tom & Dan Watering Holes](https://www.tomanddanwateringholes.com/)
One of the biggest questions we get from property management business owners once they start building out their team is “How do I compensate and recognize my team members?” In this episode, property management growth experts Jason and Sarah Hull discuss the different kinds of compensation structures for different personality types and roles on your team. You'll Learn [02:15] The difference between you and your team [07:56] The problem with giving out percentages [12:13] How to set up commission structures [21:23] Recognizing your team effectively [25:44] Giving out raises and job titles Tweetables “Business is a more effective vehicle than even a charity at creating lasting and impactful change.” “When you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it.” “Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it.” “Recognition costs nothing.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: They need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. [00:00:14] Welcome DoorGrowers to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrower. [00:00:31] DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners. And their businesses, we want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We are your hosts, property management, growth experts, Jason Hull and Sarah Hull, owners of DoorGrow. [00:01:11] That good? Now let's get into the show. All right. We were trying to change the intro right before we did it. And sometimes she's not on it. Sometimes she is. She's mostly on it now. So. Anyway, here we are. So our topic today, I'm getting a lot of questions, a lot of questions, and this has been going on for a long time, but we're getting a lot of questions about compensation. [00:01:37] This just keeps coming up and we see a lot of mistakes when it comes to compensation. So the challenge with compensation is that entrepreneurs think differently than most people that they are paying, and so they make mistakes in how they compensate people because they think it's going to help them get more of what they want and they actually create the opposite. [00:02:00] And so I want you to pay close attention to this today. If you watch this you should not ever ask if you should be giving out a commission or percent sign to somebody or whatever So let's talk about a couple of things here. So where should we start? [00:02:15] Sarah: Well, I think the best place to start is probably from just for background. [00:02:20] What is the difference between someone who has a sales mindset or entrepreneurial mindset versus someone that may not. [00:02:30] Jason: Cool. Let's talk about that. The two types of team members that you're going to have. There's two types of people on the planet, those that like money and those that don't. And I know you're thinking, "man, no, everybody likes money." [00:02:42] And you'd be surprised. And so if you had all of your team members take a DISC assessment, there's usually on a nice DISC assessment, a section called the values index. And one of those values is the economic or financial score. And so on the economic or financial score, what you will see is that the score is low, then they don't like money. [00:03:04] And I know that sounds weird. They're not focused on money. They're not trying to get money. Money is not a big part of their psyche. It's just not. And I know entrepreneurs, you don't get this because you like money. Sarah and I do not hate money. We don't hate money. Okay, [00:03:20] Sarah: I need that shirt. This is the one t shirt. [00:03:22] I'll wear the capitalistic pig shirt [00:03:24] Jason: Right and so we don't hate money. You probably don't hate money either. If you do hate money and you're an entrepreneur Then you are probably struggling to have money, right. Money is the ability to change lives, make a difference and have impact. This is why business is a more effective vehicle than even a charity at creating lasting and impactful change in my opinion. [00:03:47] Okay? Because it has healthy motivators connected to it. Right. And money is the energy and currency of what everything moves through to happen. Right. So let's talk about this. So if the economic score is low, what does that mean? I'll tell you whose economic score is high. If your economic score is high, you are probably an entrepreneur or a sales person, right? [00:04:11] Those are probably the only two personality types or people that you should be paying out more money or bonuses or commissions to incentivize better behavior. That means most people, you should not be paying bonuses, additional financial compensation to try and motivate or change behavior. Now, if you just want to be generous and it's Christmas, that's different. [00:04:36] But if you're trying to consistently compensate somebody and motivate them, the motivators need to be connected to what your outcomes are and most people are doing it incorrectly. Now, if the economic score is low, this is what this means, they would rather what they most value is recognition. They would rather be recognized. [00:04:55] And recognition costs nothing. It costs nothing. And if you don't give them recognition, but you give them bonuses, it's often the opposite, it has the opposite effect. There's another values index called the charitable score. If they have a high charitable score, which means they might want to volunteer to soup kitchen. [00:05:14] They want to like donate money. They want to give money away, not get money. They want to give money away. And then they have a low end economic score. That means if you pay them more money than what is comfortable for them. You pay them more than that. They will start to become a worse team member. They will start to self sabotage because they feel guilty. And then they're going to project that and externalize it because they have to justify it. They're taking more money. They don't want to give up the more money, but they feel guilty. If Sarah was my boss, it'd be like, "Oh, Sarah's giving me more money. Well, all right. I have to be worth this. So I'm worth this more money. And you know what? I'm entitled now. And maybe I deserve even more because I'm developing this kind of cancerous blind spot of I deserve this money because I feel guilty. So I externalize it. And I blame that uncomfortable feeling on my boss. Oh, well, my boss is like terrible and doesn't do this stuff. So I deserve that more money to compensate for it." And so they start to find fault with the boss and they start to justify them taking this more money cause they feel bad so that they can feel somewhat okay about it. And then their behavior starts to show that and they start to perform worse. [00:06:23] I know entrepreneurs, you're like, "that makes no sense." But that's how a lot of people think. Most people do not enjoy seeking money. This is not their goal. [00:06:33] Sarah: There is a caveat team members, they have to have enough to be comfortable, right? [00:06:38] Jason: If they're starving, broke or hurting, they're not comfortable. [00:06:42] Sarah: In pain or like worried, like, "Oh my God, I might lose my house or I can't feed my kids." [00:06:47] Like. Yeah. We're not saying, Hey, like give them no money, they'll work for free. That's not the case at all. Right. They have to have enough to feel comfortable to make sure that their needs are met and make sure that they're able to provide for themselves and anyone else or anything else that is important to them. [00:07:02] Once they reach that level though, and I think studies have been done on this, which is really interesting to me I don't know if they just surveyed Americans. Don't know, but I think $75k was like that magic number or $65k. It was something like that somewhere in that ballpark is that's like where people feel like they have most people feel like they have enough. [00:07:25] So once they feel like they have enough money to live and be okay and make sure their needs are met and bills are paid and things are taken care of and like Johnny can do soccer and whatever they, you know, they want to do, they don't then go, "well, now I want a hundred and now I want 200." They don't keep trying to climb that ladder. [00:07:46] Once they feel comfortable and they have to make sure that their needs are met, then they're not interested. So if you take it from 75 to a hundred, they're like, "it's okay." [00:07:55] Jason: Okay. So the other piece to this, another challenge that I see is that because business owners want people to have skin in the game and they want them to, they think everybody wants money, they hand out percent signs. [00:08:08] This is one of the most dangerous things to hand out. We even made a silly video called, what's it called? [00:08:13] Sarah: I think it's called Percentage Breaks the Property Manager for the Property Management Business. [00:08:19] Jason: Yeah. So you can check that out on YouTube. But the idea we're playing this, these roles and I'm a business owner and I don't have money in the beginning, so I'm going to pay her a percentage of all the doors that I get in. [00:08:29] We made it ridiculous, like 50%. Right? Which means if you're handing out a percent sign, and we see this all the time, say Sarah's my employee and I'm the boss, and I hand out 50% or whatever to a property manager. [00:08:42] Sarah: Or even if you're like, "okay, here have 30," because like even 10, 30, 40, I still, I see the that a lot. [00:08:48] Sometimes I see 20. [00:08:50] Jason: It doesn't matter what the percentage is, right? The challenge is in a business, some property management companies don't even make 10 percent profit margin. And so handing out percent signs is really dangerous for businesses. So what they'll do is hand out a percent sign. So let's say I give her 50%. [00:09:06] That means my 50%. My, the other half, all of the expenses have to come out of that. And usually if a business has 50 percent profit margin, that's pure expense. So then I'm broke. So what happens is she's making more and more money because she has all upside. It's pure profit. And I have all the expenses do not give a percentage to a broker. [00:09:28] Pay them a flat fee of like five, 600 bucks. Do not pay a percentage of broker. If you don't have your broker's license, don't create relationships or situations where you are giving up a percentage to a property manager. "Hey, you get like 50 percent of each door that you get on when you get a 30 percent of each door," whatever, right? [00:09:46] Because then what happens is these property managers, if they're the personality type of handling property management, instead of doing sales, they are not going to be focused on getting more business on. They're going to be focused on just helping run the business and you're giving them more and more money the more doors you get, which means you're making less and less money, right? They're making more and more money, the more doors that you get. And they will get more and more lazy and more and more comfortable because there's no incentive for them to go work harder or hunt or chase to get money. You need to make sure if you're handing out a percent sign in any capacity, that's like giving out ownership of the business and they need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. This is why a lot of people join a franchise and then regret it later on because they're paying out six to eight percent, which is a lot, of their gross revenue not of profit not of what's left over for you. And some business owners. [00:10:56] That's their whole owner payout. Yeah, that's like top one. Some business owners, that's what they take out like you're giving away that to basically to a team member that's not really adding value. I could go on and on about franchises. You can check out my YouTube video about franchises. [00:11:12] I'm obviously like not a fan of the franchise model because I believe it hurts the entire industry. There he said it. All right. So don't hand out percent signs. Do not get into a relationship with a business partner and give them a percent sign unless they are the type that wants to hustle and grow and make money. [00:11:33] The challenge is I see a lot of business partnerships are like, "here's a percent sign" when they should have just said, "here's your salary. You can be the operator." So operator personality types, for example, systems, process, whatever, they don't usually want ownership. They're not often that entrepreneurial type. [00:11:51] They just want to make sure they're getting paid enough and taking care of enough. Now there's exceptions to this, right? But you don't want to be handing out percent signs to somebody unless it's like super critical for growth. And I do not recommend. I recommend in any way possible, don't hand out any percent signs to anybody ever except to yourself and maybe a salesperson. [00:12:13] Now, let's talk about commissions, right? Let's say somebody is money motivated and they can help you make more money. So if they're money motivated, then you need to be using them to help you make more money. If you're going to pay them a percent sign, but you're not going to pay them a percent sign residually. [00:12:30] Because then you're motivating them to not do more work. What you want from a good salesperson or a BDM, a business development manager, or a BD business development person. What you want from them is what? You want results, which is more doors. You want them to add more money to the business. That's the result you want. [00:12:49] So you're going to pay for them to get more business, not keeping the business because keeping the business is the rest of the team. And that's fulfillment. So don't pay them a percentage residual. You pay them a percentage of maybe the first month or the, like some sort of commission upfront. [00:13:07] And it could be a percent, or it could just be a flat fee. Like, "Hey, we'll give you 200 bucks or 300 bucks or 500 bucks or per unit that you bring on." and give them an incentive. So that means they have an incentive every month. They stay to hunt and to chase. Now, another mistake people make with salespeople is like, "I want to get a salesperson, but I want to have zero downside and I want all the upsides. [00:13:33] So they create another unfair structure where they're like, I will pay you pure commission. And if you don't hunt and kill, you starve. And if you hunt and kill, I make money and we both make money." so I need to address this. That only makes sense if you are giving the salesperson, all of the leads, they have a great follow up and nurture system, and all they do is show up to calls and close. [00:13:56] Sarah: Now, can you clarify what giving them the leads means? Because you're like, "Oh here's the leads. Like, here's a list of 10, 000 people." [00:14:04] Jason: Okay. That's not what I mean. [00:14:05] Sarah: So yeah, exactly. So let's clarify that. [00:14:09] Jason: Okay. [00:14:09] Sarah: So 18, 000 people in my CRM. Here's your leads. [00:14:13] Jason: If somebody is going to be paid pure commission, which means they're just paid for basically closing deals, they should not have to go find potential clients. They should not have to be hunting for potential clients. They shouldn't be spending any time doing any of that stuff. They should just be taking appointments, somebody else scheduled for them and closing deals. [00:14:33] Then they're a closer. Everything that happens before that would be handled by a setter and the setter would be cold calling, following up, like all this stuff. Setting appointments. Setting appointments, rescheduling. [00:14:46] Sarah: Making sure people show up. They don't show up. Right. Calling them again. [00:14:49] Jason: Feeding the closer. [00:14:51] Feeding the closer. Then the closer can be peer commissioned and the setter would be paid a base, mostly a base, plus a small percentage for each like appointment they set or some sort of results. So they're motivated to get more results and they should be a little bit money motivated, right? Now, most people are going to hire a BDM and expect them to do both. [00:15:11] And if you're going to hire a BDM and expect them to do both, you need to pay them a base. I would recommend at least maybe 20 to 30 K, something like this of a base that covers their setting activities. And then they, the rest, they should be able to make somewhere annually about maybe six figures should be possible. [00:15:30] So work it backwards, but there should be a commission structure that if they're adding 10 to 20 doors a month, they should be able to make. Some sort of six figure sort of salary would be the goal. So figure out a commission on top of that base. Because what you're doing, if you say it's pure commission, you're expecting a closer who lives or dies by whether they hunt or kill and create some money, you're expecting them to starve for at least two months, usually. Because usually three. Because it takes about 90 days to build up a sales pipeline. So they're going to have to do networking and prospecting and outreach and they're working for free and. If they're starving for 90 days, they're just going to quit. [00:16:10] I've seen so many BDMs burn out and it sounds like this great model. "Well, I'll pay you basically nothing in the beginning." And you might get somebody to agree to do that, but they might be stupid if they're willing to do that. And then they're going to be like starving and not figuring it out. And then you don't give them a good system. [00:16:26] If you plug them in to DoorGrow, we can get them making a lot of money. We have an amazing system. Like we had a client in just 10 to 15 hours. We go from zero to a hundred doors in six months. And he didn't spend any money on ads and he was a solopreneur. He was all by himself. This is absolutely possible. [00:16:44] We can help BDMs crush it. We've helped some BDMs add two- three hundred dollars in a year. That's absolutely possible to do but they need to be able to dedicate their time to that and you are not going to get that kind of result if you just pay them a commission because they will only focus on the closing type of activities or the commission generating activities, and they won't do what the leading activities that actually generates the opportunities to close. [00:17:12] And so you're putting too much attention on the wrong thing. They need more attention. Most of the attention should be on the leading activities. Phone calls, outreach, networking that leads to this and then deals will happen. They don't even have to be super amazing at closing if they're doing enough leading activities And so we want to make sure we give them a base and then we give them an incentive to move those things forward. [00:17:35] Sarah: Okay. Now with the base, this is the big one. "Well, how much is the base supposed to be Jason? I don't know?" [00:17:41] Jason: 20 or 30 K. Maybe [00:17:42] Sarah: You need to find an amount that would be uncomfortable if that's all you made. It needs to be comfortable enough that if that's all they made, they're not going to be starving and eating out of a dumpster. [00:17:58] And it needs to be uncomfortable enough that if that's all they made, they wouldn't be happy and they would be hungry for more. [00:18:06] Jason: They need to be hungry. They got to be motivated. It's financial compensation is all about motivation, right? [00:18:13] Sarah: With a salesperson, when you lay out their commission structure and you let them know like, "Hey, this is your base and I'm giving you this base because of these reasons. I don't want you to be starving. I want you to be motivated. The real money, it's over here. This other piece, I'm going to give it to you because there's things like phone calls and settings and appointments and you know, all the stupid crap that you don't want to do, but that you will do because it leads to deals." [00:18:38] And they're like "yeah, I get that. But the real money is over here. So when you close deals, that's when you start to make money." And when you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it. The problem is if you just give them the carrot and you're like, here, have a 50, 000 base, have 100, 000 base, have a 200, 000 base. [00:19:03] They're like "Yeah. I don't need to work that hard. I mean, if I do nothing, I still make 50k." We just at the boardroom event, we had a client whose BDM has a 50, 000 base. [00:19:13] Jason: And then he was wondering why they weren't super motivated. [00:19:16] Sarah: She doesn't really, she closed like two doors a month. And I'm like, well, yeah, cause she's comfortable. [00:19:22] She's super comfortable there. So she's never going to be motivated to work harder and do more and stretch herself and go above and beyond. Because she doesn't have to, you gave it to her. I have to work for it. There's a difference. And the other thing is salespeople who they love the challenge. They don't want you to give it to them. [00:19:43] They don't want it. Like they'll tell you like, "Oh, I'll take 500, 000 a year for doing nothing." But they wouldn't really be fulfilled by that. They'll probably take it because they love money. I mean, who doesn't, but they wouldn't be fulfilled by it. Yeah. If you give them 500, 000 for doing nothing versus if they make 500, 000 because of the work that they did and because of their efforts, there's a big difference. [00:20:06] They're going to feel really proud of that and they're going to want that. So they're going to chase it. So you have to dangle the carrot and make it something that's interesting enough. You have to, you, and you have to set it up so that they have the ability to make at least six figures because that's what sales people want But don't just throw it to them. [00:20:24] Jason: And to be clear No, bdm should be making five hundred thousand dollars. [00:20:28] Sarah: That's not accurate at all. [00:20:30] Jason: There's really great bdm. Maybe if they're helping do some acquisition deals If they're adding 500 a year, maybe all right So but if your bdm can live comfortably without adding 10 doors a month, your commission structure is wrong. They should be minimum adding about 10 doors a month as a full time BDM minimum. [00:20:52] And they should need to do 10 doors a month in order to just reach comfort. And if they're really motivated, they'll do even more than that. They'll do even more than that because then it gets exciting, right? Then it's the game, right? It's the hunt. Okay. So we talked about compensation. [00:21:08] Is there any other challenges or mistakes we see people make compensation wise? [00:21:13] Sarah: I think those are the big ones. I think let's though, before we wrap up, let's talk a little bit more about the recognition piece and then we'll close it out. Okay. Because people are like what do you mean recognition? [00:21:25] Like, "Hey, I see you." [00:21:26] Jason: So recognition is a process of just helping the team members be seen, especially in front of other team members for doing good things or accomplishing things. So the way that we do that in DoorGrow and in our operating system, DoorGrow OS. Maybe you've heard of like EOS or traction or some of these things. [00:21:43] DoorGrow OS is better. And what we do in DoorGrow OS to increase the amount of recognition is in every meeting we share wins. So if it's our weekly commitments meeting, we're sharing what wins did we have last week and everybody adds to the list. What did we do in our monthly goal setting? [00:22:03] We share wins for everything we did the previous month. Same thing with the quarter and annually, and it's pretty awesome. Like, we're building these lists and everybody feels great. And then even in our daily huddle meeting, which is like a 15 minute, 20 minute meeting we do every morning, I guess we do ours in the afternoon, but we do with our team. [00:22:21] We do Caught Being Awesome and we allow team members to share their wins or to highlight somebody else. And so our team are highly motivated because most of them are recognition motivated. So we're recognizing them. If we do give a bonus, like say for the holidays or something like that, we do it in a way that the focus is we wanted to recognize you because of what you've done for us this last year. So it's still about recognition and appreciation. And so that will get you team members that are incredibly loyal to you, that love being part of the team, that feel a sense of belonging, and that means a lot more to most of your team members than getting more dollars. [00:23:04] Is that good? [00:23:04] Sarah: They want to feel important and they want to feel valued and they want to know that you care about what they're doing and especially in an industry like property management because it's tough. Yeah. Everybody has those like really awful days because let's be honest, sometimes owners or tenants or vendors and sometimes life just happens, right? [00:23:27] So it's tough and sometimes it's tough. All the time or it's tough for a while. This is not an easy industry. So when you've got this pressure all the time and this like annoyance, like, "Oh, that tenant's going to call me and yell at me again, or, Oh, like, Oh, I have to have this uncomfortable conversation and tell my client that we need a $15,000 sewer repair. [00:23:50] I don't want to do this." The it's the little things that will keep your team going and make sure that they understand like, "Hey. I know it's not the most glorious thing. I know it's always not super exciting, and it's not always super easy. However, what you're doing really makes a difference. It really is important and this is like the bigger mission and vision of the business and you contribute directly to that vision and what you're doing matters." [00:24:22] So that way it's like, Oh, you know, it's not this grind and this drain and we don't have a lot of churn on our own team and burnout and you know, bad team members that are like, "Oh, I hate my job." Right. Because that's super easy. It's easy and then you make it even harder. It's easy just by itself and then you make it harder because it's property management. [00:24:43] So it's super easy in property management to have that. So let's combat that. And just by recognizing them and saying like, "Hey, I saw you took care of that thing. Like, hey, oh my god, you got all the leases done. And hey," like, and it could be the littlest things. It's things that they do. Anyway, it doesn't matter. [00:25:00] They don't have to do anything that's like spectacular. "Oh my God. You like cleaned all the bathrooms today, Sally. Thank you. That was amazing. Like you didn't have to do that." It's little things and it's things that they're going to be doing anyway, but just let them know, "Hey, I see it. And I appreciate it." [00:25:16] Jason: All right. So the other thing I'll say about recognition is you might be thinking, well, salespeople and entrepreneurs, do they like recognition? The answer is yes. They like it too. We still like it. They like it too. So if you're giving them recognition that adds more fuel to the fire, right? And so you need a system like DoorGrow OS in which everybody gets recognized for their accomplishments and everyone will perform and behave better because they feel seen by everyone. [00:25:42] And that has value, right? Now one more point I want to make is you might get somebody, an assistant, you're like a VA, you're like they're amazing. I love them so much. They're so awesome. I don't want to lose them. And then you are like, because you're hardwired to be so money focused, you're like, I'm going to pay them a whole bunch more money. [00:26:02] I see this happen so often. Be very careful about just giving out raises prematurely. Be very careful about this because what I've seen over and over again, I've been in masterminds, multimillion dollar business owners, we're hanging out together and they're like, "Hey I just got this assistant. She was super amazing. So I gave her this big raise 'cause she's so awesome. And now she's showing up late. She's not like getting things done. She seems like entitled." This is what happens when you compensate people financially, instead of giving them recognition and doing it based on how you think instead of what they want, you then sabotage their efforts or they start to sabotage their efforts. [00:26:43] So don't start paying somebody more just because you like them, right? There needs to be a justifiable reason and they need to be able to justify that reason. And so they may need to come to you and be like, "Hey, here's why I deserve more compensation." And you're checking in with them regularly and saying, "Hey, how are things going?" [00:27:01] And if you have an open communication with your team members, they're going to tell you when they feel like it's time that they deserve some more money. And it's going to be really uncomfortable for them to do it if they don't like money, it's going to be so uncomfortable to have that conversation, but it's also uncomfortable for you to spend more money. [00:27:17] Team are the biggest expense. Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it. It's my thought. And so they need to be reaching out. To some degree, and you may recognize somebody deserves more pay, you know, deep down they're being paid too little. [00:27:36] So then you can give them a raise, but be careful about handing this out. [00:27:40] Sarah: My other little tip with raises is I worked in corporate for a bit and it was like every year, you know, you're going to get a raise and how much of a raise you get depend, depend on all your stupid numbers and metrics and all, you know, call time and all that stuff. [00:27:55] So you knew you were getting a raise though, like for sure, unless for some reason they're firing you, right? But other than that, you know, like, "Oh, my annual review is coming up. How much money am I going to make now?" And then they expect it. And then you don't really appreciate it because it's expected. And it's like normal now it's like, "Oh, well I'm getting a raise now. [00:28:13] Now I'm going to raise." And then. What also happens is, "well, I'm getting a raise," and sometimes people go, "Oh, well I deserve like this much." And then they don't get that. They get less. And then they're like mad about it. They're mad because they're making more money. It's not as much money as they wanted or as I expected. [00:28:30] So one of my big rules when it comes to raises is with raise comes responsibility. Don't just throw out more money. Like, "Hey, if you want to go from here to here, I'm happy to take you there. This is what that would look like. Are you in? [00:28:44] Jason: Okay. One last thing. Titles. Titles are heavily connected to compensation. [00:28:49] So I dealt with this week. I talked to a property manager. They had like 20 doors or something and they hired a director of operations. No. You can't afford a director of operations. So the thing is, yeah, I said, "tell them they are an operations assistant in ecrow." And said, I gave you this inflated title. [00:29:06] You're an operations assistant. Maybe then eventually they could graduate operations manager. Maybe then be the, you know, maybe eventually. The director of operations, VP of operations, COO, but titles matter. So be very careful about handing out titles. Start everybody out as a something assistant or junior [00:29:24] Sarah: property manager, junior assistant, property manager, or you can just have levels, property manager, one property manager, two property manager, three, like. [00:29:32] There's a lot of different ways you can do it. Be careful about titles. Yeah, be super careful about [00:29:36] Jason: titles. Because they'll go look it up on salary. com and they'll be like, "Oh I deserve this. I'm director of property management. I guess I should be getting 150k or whatever, right?" [00:29:46] Sarah: And also, 20 doors, fun little caveat. Be careful when you're reviewing resumes with titles for the same reason. Because titles they sound really impressive sometimes and they mean they could be made up They mean nothing when I got hired at an insurance job. They were like, oh we have to make your business card And I said, "okay," and they said "well, what do you want your title to be?" [00:30:05] And I said, "I pick my own title?" And they're like, "yeah, you can put whatever you want on there." And I said, "well, aren't I a sales rep?" And they're like, "yeah, but don't put sales rep." I'm like, "oh, okay. So what should I put?" They're like, "put like account manager or account executive or like something like that." [00:30:24] So I don't remember what we came up with, but. Came up with something that sounded like I was like, "Ooh, I'm a big deal." I was a sales rep. That's it. I sell things. That's it. But the title sounded a lot more impressive. And sometimes that can go to people's head just a bit. And keep in mind, money is connected to the title. [00:30:45] It always will be. So get on. And if you're like, "well, I don't know what to," Google will help you just get on. Well, I just had this conversation, I think two weeks ago with client. " Well, I don't want to hire like the COO of the company. I can't afford that." You're right. You can't. So. [00:31:00] What are they doing? Maybe they're the team leader. Maybe they're the office manager. Maybe they're an operations assistant. Like get on, find some kind of title, get on Google and say, what are other job titles for this thing? And it will tell you and pick one of those and avoid things like manager, juror, and like VP president or like, Senior account executive, things like that. [00:31:26] Because it. It will be startling if someone. Looks at their position and realizes. "Oh, I should be making 125 and I'm only paid 55. Huh? That's odd." [00:31:38] Jason: All right, so wrap us up. Give us a call to action. [00:31:41] Sarah: Just If you feel like you're struggling with any of this and I know there's so many of you that are like, "oh man. Yeah, that's me." [00:31:48] I might have made some of these mistakes and that's okay because we all have we've done it to Go on doorgrow. com Book a call with us. We can help you with this stuff. [00:31:56] Jason: This is what we do. Yeah, and if you made any of these mistakes, I guarantee there's a lot of others going on in the business you can't see right now. [00:32:03] We can help you get this cleaned up and help you make a lot more money, help you grow a lot faster. All right. All right until next time, to our mutual growth. Bye everyone. [00:32:11] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:32:37] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.
Last time we talked about the difference between cold and warm leads. So how do you take this information and use it to grow your property management business? Join property management growth experts Jason and Sarah Hull as they reveal the top strategies and DoorGrow secrets for growing a property management business. You'll Learn [01:09] Strategy 1: The Neighbor Strategy [07:33] The 3 kinds of neighbors to target [11:59] Strategy 2: The Review Strategy [16:26] Strategy 3: Real Estate Agent Referrals [20:26] Strategy 4: Presenting to Groups [25:32] Strategy 5: Product Research Interviews Tweetables “Not all leads are equal.” “There is just so much abundance, and if you put yourself in a scarcity mindset, you're going to experience that for sure.” “There is no shortage of business if you're a property manager.” “This like scarcity mindset, we have to kill it. We have to get out of it.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Sarah: Especially in the U S like there is no shortage of business if you're a property manager. [00:00:08] Jason: Welcome DoorGrow Hackers to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow Hacker. [00:00:23] DoorGrow Hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. [00:00:42] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert Jason Hull, the founder and CEO of DoorGrow along with Sarah Hull, co founder and COO of DoorGrow now let's get into the show. [00:01:09] All right. So the topic we decided to talk about today is how to get the best leads for property management. We talked about previously the difference between cold and warm leads, right? So not all leads are equal. And if you missed that episode, go check that out. I highly recommend it. It will save you a ton of money and time, wasting your energy, cash effort, et cetera. So today we're going to talk about some of the best strategies. We're not going to go into a lot of detail. If you want to go deeper with us, you can reach out and we can coach you through this stuff and help you grow your business without spending a bunch of money on marketing. [00:01:51] All right. So why don't we kick this off and we can tell them a little bit about the neighbor strategy, which we have a really cool training on that we will give to the audience for free. We'll tell you how you can get it. Let's do it. So, do you want to intro that one? [00:02:07] Sarah: No, you do it, because this is your whole thing. [00:02:10] You set up the whole page, so you do it. I don't want to miss anything. [00:02:14] Jason: So, the Neighbor Strategy is a really simple concept. And the concept is, you probably have gotten a phone call before, at your property management office, And somebody said, "Hey, do you manage in X area, in some sort of area?" [00:02:30] And the answer was no. And you just said "no." Or your team just said "no." And they hung up and said, "nope! We don't. Sorry!" And that is a perfectly good lead that somebody, one of your neighbors would love to have. And you just threw it in the garbage. So the analogy I use, if you go to neighborstrategy.Com and get this free training, you'll learn how to make this strategy work, but it's really simple. Our clients never get told no. They reach out to neighboring property management companies to just explain this. "Hey, sometimes I get calls for your area and I usually just throw that gold in the garbage. Would you like to have it?" And they always say yes. And in that I teach how to convert, even if that's a cold lead that came in for them, I teach you how to convert that or have your neighbors convert that. [00:03:23] If you share the neighborstrategy.Com landing page with them so they can learn the training how to convert that from a cold lead 10 percent close rate into a 90 percent close rate warm lead. So you're able to refine this gold for them, give it to them, and they can then get this gold and they're getting business. And so we've got clients that are doing that with each other that are in neighboring markets. You can even do this with property management companies that are in your market that focus on a different niche than you. [00:03:52] So if you do single family residential largely or small multi, there might be commercial companies and they get asked, "Hey, do you, can you also manage my rental home" and "no," and they throw it in the trash. You would probably like to have that, right? And so the neighbor strategy is a simple way and you can stack and add neighbors all around your market neighboring property management companies. [00:04:15] Capturing some of that rain that they can't capture that could go to you and companies that are in your market that are a different niche than you, and I give you scripts. I give you the language to use and I have drawings and I explain how this all works and how to convert these from a cold lead into a warm lead and how to get your neighboring partners to do this as well. It's really a simple strategy that is super effective. [00:04:39] So I highly recommend you check out neighborstrategy.Com. Go get this free training. We want to give this out because we know that if you have neighbors that are doing this strategy, then everybody wins. Everybody benefits. This benefits the entire industry, and it's really simple. Like leads should not be getting lost. And we don't want them just going and searching on Google, becoming cold, desensitized, looking at cheap pricing and becoming terrible potential clients. That hurts the entire industry. So this is a way to benefit the entire industry, which is part of our mission here at DoorGrow. [00:05:16] Sarah: I think with the neighbor strategy, let's just address the elephant in the room because everyone goes, "I don't want people to know what I know. Like I want to be different. And like, I want to keep my knowledge a secret, right?" that's why I hear this all the time where they're like, I don't want anybody else to know. And it's that kind of mindset that really holds us back because there is just so much abundance, and if you put yourself in a scarcity mindset, really, that's like, you're going to experience that for sure. [00:05:43] Like for sure. Especially in the U S like there is no shortage of business if you're a property manager. Most people do not know what property managers are. The ones that know what property managers are, they might not have a great perception of what property managers do why because they may have been burned in the past. They may have had like a really bad experience. [00:06:06] They may just go, "oh, well, yeah but you just do like rent collection like I could do that myself," and any of us property managers that have had a conversation like that, it's hard to not laugh when someone's like "I could do it myself." You're like, "okay, do it yourself. Call me when you're ready. Do it yourself, and if you blow it up so bad, I probably won't even want to help you at that point because it's just going to be a huge mess for me." But there's so much that goes into it, right? So we have to also kind of keep in mind that if we really think about it, like you can kind of break this down by almost any sector, right? [00:06:42] So if you see like a fast food chain, like Burger King, Wendy's, McDonald's, very, very rarely are they the only one in a huge area. They do better when there's more of them, like, packed closer. So, it's funny because you notice this when we drive around. Every time there's like a CVS, we'll see a CVS, and very close by, somewhere there's a Walgreens. Why would that be, right? So, why do these multi million dollar companies choose to put a CVS here and right across the street, a Walgreens? If they were worried about competition, do you think that they would do that? Hell no. They'd be like, "well, if CVS is there, I'm going way over here." But they know that by putting two similar options close together, it's actually going to draw in more business. [00:07:33] Property management works very similarly. And the other thing to kind of keep in mind with this is I think there are three like neighbors kind of to target. One is neighbors that are outside of your area. So if you cover. Like Austin, but I don't go to Round Rock. Well, then find somebody in Round Rock, right? Like find people who border the area that you cover. That's the first one. The second one is find people that cover the same area that you cover, but in a different sector, like Jason said. So maybe I only do residential. I might want to partner with somebody who does commercial. Because odds are, at one point in time, I'm going to find somebody who wants commercial, and I don't do it, and I'd love to have somebody to pass that on to, and vice versa. [00:08:20] And the third one, and this is the one where everybody goes, "I'm not doing that," just test it and try it. And I used to do this myself, so I'm not steering you in a direction that I would never have done. Find someone in your area does the same exact thing that you do now. Everybody here goes, "Whoa, now that's scary. I'm not giving business away to my competitors." Well, here's the thing is not all business is business that you want to take. And that's something that you really have to get solid in is what business, what properties, what clients, what tenants do I want to take? And what do I want to have in my portfolio? Because if you work with us at DoorGrow. We train everyone on the cycle of suck. And it's super easy to get like trapped in that. And it's because you just take on everything. You do not want to take on everything. And it doesn't mean that they're a bad client Maybe they're just not a fit for what you do. [00:09:16] Maybe you could tell like the relationship isn't probably going to be super great. So when I was running my business, I was happy to give those off to somebody else. Why? Because I would rather them work with another property manager, even if it is my competitor, I would rather give that to a property manager so that they at least have some kind of chance with their rental property versus, "well, I'm just going to do it myself." [00:09:39] And we all know, guys, we all know how that works. So those are the three that you would want to target with the neighbor strategy. [00:09:45] Jason: Yeah, didn't you get some leads coming from a neighbor? [00:09:49] Sarah: Yeah. Yeah. I got mostly from like neighbors that were outside of my area. My competitors were the type that would just take on anything. [00:10:00] And it was fun to me because I was like, "well, if they're not a fit for me..." because I was a lot more picky. So if they're not a fit for me, if then I'm not taking them anyway. It's not like, "Oh, well, I'm going to give Jason this lead that I want." No, you're not going to give away leads that you want, right? [00:10:17] You're just, if you don't want to take the business, if it's not a fit, if you like, it's just not going to work out, then does it hurt to give it away? No. They're going to have a better experience with some property manager than trying to do it on their own. And we want investors to have a good experience with their rental properties, even if it's not with you, because they're going to then buy more investment properties, right? [00:10:43] And this is going to like promote the industry. So this like scarcity mindset, we have to kill it. We have to get out of it. [00:10:51] Jason: Yeah, I think one month you have five doors from a neighboring property manager one month. [00:10:56] Sarah: I got like 17. [00:10:57] Jason: Yeah Okay. Yeah, so and that's from one right? And so If people are intentional, especially if you're in you know larger markets if you can hit all the people that are around your market or people that get sometimes get called or Asked about your market then you can get a bunch of business, right? [00:11:18] It can add up all right for sure. [00:11:20] Sarah: Like we even have clients. We have a bunch of clients like in the like la orange county area, but it's so crazy there with the traffic like, you know, like yeah on the map It says it could take you like 15 minutes but because of traffic it might take you an hour and a half or like two hours, right? So we even have like clients in our program that like refer business back and forth just because they know, because of the traffic, they're like, "well, if it's on the North point, I just don't want to take it." So that's another... and that's people in the same area that do the same thing that they do. And it makes your life easier because now your operational costs are going to be lower because you're not trying to drive like two hours to go do an inspection. [00:11:59] Jason: All right. Let's talk about reviews next. Cool. So one strategy that's helped some of my clients add easily 200 doors in a year, if they get this game dialed in is online reviews. Now, all of you know this game you think, and a lot of you try to play this game and you think you know how to get reviews, but what we focus on at DoorGrow is focusing on reviews as if it's a sales lead, like putting it into your pipeline, following up and getting the majority of every new tenant and every new owner to give you a review. [00:12:34] And there's a way of doing this so that it doesn't sound slimy. And it doesn't sound like a used car salesman in a way that they want to help you back and reciprocate. And we have scripts for this. We have ways that we help clients do this. And we have a tool to facilitate that and make the process even easier, which is GatherKudos, which any of you can sign up for GatherKudos at GatherKudos.com. It can integrate with things like Property Meld, and it just makes a review funnel that makes it easier for you to get valid feedback in your business, whether it's good or bad. And if it's good, it pushes them to choose a review site and gives them directions how to do it. So it just lubricates that process, makes it so much easier for your prospects to leave good reviews. [00:13:21] Because we know that the negative reviewers are highly motivated and the good reviewers need a little bit of motivation, and so we have a training called Reputation Secrets where we teach how this can work super effectively. We've got clients that are crushing their competition in getting more reviews because they're getting almost all of their tenants and owners to get reviews if they really build this growth engine out. They can at least get the majority of each new tenant and owner to give them reviews. [00:13:51] And if you're growing and adding doors, you're getting new tenants, you're getting new owners, and you can then be also getting new reviews. And if you're crushing it at the review game, that's better than having the top spot on Google because reviews function like warm leads. [00:14:06] Sarah: And then James and Brian, when they came into the program, like when Brian came on, I think he said they had some online reviews, but they were either like a two something or a three something online. So like not super great, right? Why? Because all the people who were angry were like, "I'm going to be a keyboard warrior." And then they focused on the strategy and they got up to over four stars. And I think that helped them break the thousand door barrier. Yeah. They had added like over 400 doors in one year. [00:14:35] And this was part of the strategy that helped them do that. [00:14:38] Jason: Yeah. And less than a year. So the cool thing about this strategy of building this particular growth engine is that this is one that is very easily done by your team. This doesn't have to be your BDM. It doesn't have to be a salesy person. It doesn't have to be the business owner. This one can easily be done by your team and it can be systematized. It can just be part of your tenant and owner onboarding process if you build this engine correctly. So, and I guess that's all we probably need to say about that one. Yeah, it's a really great strategy. Really simple great strategy [00:15:13] Sarah: It's free. It's a free strategy. This is not costing you any kind of money. You're not, you know spending money on marketing or advertising or ads or nothing like that. And it's really great I had so many clients contacting me or prospective clients contacting me because they're like, "oh I saw your review." [00:15:33] Jason: Yeah, this strategy also helps boost your local SEO. If you're familiar with local SEO or ranking, Google looks at review diversity. Which means getting reviews from lots of different channels. So GatherKudos, and our method helps with you getting more reviews, not just on Google, but also Yelp and maybe Angie's List, City Search, Thumbtack, whatever you have or using, right? [00:15:57] And so, review diversity. review quantities, so getting more reviews on each of those channels, and the review ratings, like getting good ratings. This helps filter out the bad ratings as well and helps you capture it locally so you can actually do something to mitigate that and help those people, which is what they usually really want. [00:16:16] And so it makes the whole process easier. So we highly recommend that strategy. Very easy growth engine to build out if you understand how and we train our clients on that. So let's talk about the one that probably is one of the fastest methods to grow a property management business. I mean, one of our clients that added over 400 doors at another client that I had 310 in doors in just a year. This strategy. If you have, especially if you have a full time BDM, and if you don't, we can help you with the hiring piece and training of a BDM so you don't make mistakes there because we get a lot of people coming from BDM coaching companies and BDM placement companies that do not have good experiences. [00:16:58] And then we help them clean that up. And people don't even know that we focus on that. So this would be referrals from real estate agents or from a variety of other sources that we talk about. But this can be very effective, but usually is very ineffective. Most property managers try to focus on this and get very few referrals on a monthly basis. [00:17:23] Sarah: Yeah. And I was lumped in that too. And then back in my insurance days, cause I was doing insurance and I was doing property management when I first started out. And I was like, "Ooh, I'll get referrals from everyone. And it'll be so great." Cause everybody would just send me business. And I was doing everything the wrong way. And I wasn't getting a lot of referrals. And then things started to shift when I realized, "Hey, this is not working the way that I wanted it to work." So I had to make some changes to make it work better. But everyone like, they just always go about it the wrong way because this is like, this is a really common thought is like, "Hey, I'll get referrals. Like this is how a lot of businesses work is on referrals. So I'll just do that." And then what happens is they start to focus on getting referrals. They Don't know exactly how to make it work, but they just think "hey, it's simple like you should just be able to send me business," and then they wait and usually nothing comes in or if something comes in it's like, "thanks, but that's not really what I wanted." [00:18:24] Jason: Yeah, the secret is you actually have to destroy the idea of getting referrals in the mind of the people you want referrals from and get something better. And so I touched on that on some previous episodes, if you dig around, but this is some of the really magical stuff that we share with clients, how they can get more real estate agents, connecting them to investors and close a lot more deals. And this creates warm leads. They're easy to close. They're early in the sales cycle. [00:18:54] You can charge more money than typical in these situations. And so it's a win, win for all three parties all the way around. This is a, this is the fastest way I know of to grow a property management business. It works really well, but there's a lot of pitfalls in this. There's a lot of mistakes. We've listened to phone calls of some of our, you know, clients, setters or BDMs trying to. [00:19:20] Like get relationships created with real estate agents and doing the outbound partner prospecting stuff that we talk about and there's a lot of failures and We have to coach them through this and it this is a and a growth engine that takes probably 90 days to build effectively to get to work effectively. The first 30 days you're going to build that engine from scratch and the second 30 days, we're going to make some major tweaks and changes. [00:19:48] And then the last 30 days is where you start to hit pay dirt, where we tweak things to get that last 10 percent of dialing things in. That gives you 90 percent of the results. And this is where the magic happens. And most people quit too early, don't do it enough. They just go present to a big real estate office meeting while people stare at their phones and wonder why nobody like gives them leads. And it doesn't work. And they're like, "I've tried referrals. I've tried that," you know, so we hear that all the time. You've not tried it the way that we do it cause it works. And if it's not working for you, you're doing it wrong. That's all I'll say. [00:20:23] All right. So, let's talk about groups. [00:20:26] Let's talk about groups. [00:20:28] Sarah: So can we talk about the big mistake of groups? Sure. . So everyone goes, oh, a group, I'll do a BNI. [00:20:35] Jason: Oh yeah. wah wah. or a Chamber of Commerce. So we hear this all the time, like, "oh, I go to the BNI or I go to Chamber of Commerce" and I mean, that one's really simple. And to throw people a bone, we get asked this all the time, "well, I'm thinking to join a BNI group." would that be effective? The answer is usually no, because the way BNI works is you're going to have one expert in each category, which means there might be one real estate agent there you might be able to get a referral from. You'll have one of, one property manager, which is kind of nice. You don't have competition, right? [00:21:09] But the challenge is most of the people there are not your target audience, and a lot of them are not able to connect you to your target audience, and there are better groups available in which you can either create the group and own it, or you can go find groups that exist and be part of it, in which you can have an entire group of potential referral partners, or an entire group of potential clients. And that's probably the first big step is just like, if you're going to go hunting, go where the game actually is. So, now groups, we recommend you do groups after you get good at one on one. And the challenge is most people go and try and present to a group and they think this is going to be so great, and they have no way of collecting people's information that are interested in the group. They don't know how to optimize that. They don't know the things to say. They don't understand concepts like trial closes and getting people to buy into things. They don't understand how to create leverage and how to get leads. [00:22:10] You should be able to walk away from any group situation with leads and appointments. Yes. With scheduled appointments. And we teach our clients how to do this, how to optimize this, and how to identify and capture the people that are quick, early adopters, the people that take a little bit more nurturing, and the people that are a bit more skeptical. And this is something that you do throughout your presentation if you're doing it effectively, but you really, it doesn't make sense to go do a group presentation if you're not good at selling yet, and you're not good at one on one interactions, and you haven't built up, you know, the ability to close deals one on one, because groups, you're not going to close people in a group situation. [00:22:56] You don't close them. In a group situation, at best, you can get a one on one interaction typically scheduled, and then you can close them. So we need to teach you how first to be really good at one on one. And then you can graduate to doing the group thing, but don't waste a good group opportunity. These are not super common. [00:23:16] If somebody is like, "Hey, I'll let you come present to my group," and you blow it. Yeah. Yeah. You wasted all, like you wasted probably hundreds of doors of business that you could have gotten if it's a decent sized group. One of our clients went to a group, used a presentation that we gave him and he was able to close in his first time. He went to this group, it was a realtor investors association, real estate investor association, a rea group, whatever. And he was able to present to like 200, 300 people, the group had like 500 and he walked away and he had been stuck at like 60 doors for the first three or so years of his business. He couldn't figure out how to get ahead. He got 20 doors that month from doing one presentation. He got four or five owners. They each give him like four or five units or something like that. And he was able to add about 20 doors a month from just hanging out at this group. And being part of this group, and it's, he spent maybe max about five hours a month investing time into this group. [00:24:20] That is an amazing return. Five hours a month to get 20 doors a month, right? He was at 300 doors in six months of using the strategy. And then his business started to fall apart a little bit because he was adding too many doors. And back then, way back then, we didn't have the systems that we have to help clients with that problem. [00:24:42] We're like, we need to help clients solve that problem. We're good at solving that problem now. Like how do I deal with all these doors that I'm getting on? Which is a problem we think is super easy to create for clients to start adding an up doors that it gets painful. So groups can be very effective. [00:24:56] But make sure you get good at one on one first. You don't waste those opportunities. I've heard so many stories of wasted opportunities presenting to a group of real estate agents And then afterwards they're like, "I don't know. How'd I do? I don't know. I think I did okay. Some couple people came up to me and said I did all right." [00:25:12] "Cool. Did you get any appointments or leads or anything scheduled?" [00:25:16] "Nothing," right? So and then maybe a lead here will trickle in like over time, but that's not effective. So a lot of these growth strategies they stack and they compound on each other. [00:25:28] Let's touch on one more to wrap this up. Last one. This is a strategy we love to use with startups because startups they don't have a lot of confidence. They don't have a lot of knowledge. They're lacking a lot of knowledge about property management, and one of the big gaps in knowledge that they don't have that a lot of you that have been doing this for a long time and you've talked to a lot of owners is they don't understand their prospects' pain. [00:25:55] They don't understand the prospects concerns. They don't understand the language that their potential clients use, and they don't understand the objections that are preventing them and knowing all that. Sometimes can take people a decade to really dial in. And so our way of collapsing time on this dramatically quickly, like really fast is a technique called or strategy called product research interviews. [00:26:18] And this is also a great way to get your initial pool of clients, even if you're starting from zero. And so this strategy can work very well. I call this the Trojan horse of selling, but you're going to interview and we have the script for the interview. We have the four phase process for doing this. If you do this correctly, if you interview people that have rental properties and you do this effectively, you will be getting clients because getting clients is about having conversations with your target audience. And this gives you an excuse and an in to be able to get to know your target audience, to ask them questions and allow them to help you and give you advice and to why they are not currently working with a property manager and then be able to deal with all these and learn how to deal with all these objections and then how to do the ultimate pitch and how to solicit them in a non salesy way to do and give you another opportunity to pitch. But you get to pitch during this interview, you get to pitch your services. [00:27:22] To people that may not have considered property management before. So this is an easy way to get your foot in the door and get some of your first initial clients and build a relationship of trust. And that can be very effective. Did you want to say anything about product research interviews? [00:27:35] Sarah: No. Michael used it. He was still over the 200 something door mark, and he used it, and I think he said he added like five or six doors in one week, and that was only after doing a few phone calls. [00:27:48] Jason: He said 10. He added 10. I don't remember. Something like 10. [00:27:51] Sarah: So, I don't remember exactly how many. I can go back and look at the stats. [00:27:54] Jason: Yeah, Michael Sullivan, he was on one of our podcast interviews we just did recently, a really great episode. Highly recommend you check it out. But he was like, "well, I'll try this and I'm an experienced property manager." He just came up with a different excuse to interview people instead of saying, "Hey, I'm starting a business and want to get some feedback." [00:28:10] He used a different strategy and use this strategy. And he was able to add doors from the first person that he interviewed. And we've had clients have that situation happen as well. So this can work. It's not just for starters, but it can work for anybody. In fact, this is the strategy I use when I first started our mastermind. [00:28:29] I did product research interviews to figure out what, how can I create the ultimate mastermind? Cool. I'll just interview people and ask them, what do you want? It was a little bit more complex than that, but that's kind of the idea. And that allowed me then to say, "Hey, would you be interested in this if I launched it and it had some of what you mentioned and the stuff that I'm pitching you on?" And everybody says, yes. And then I probably closed about half of them. And so that's how I started the mastermind so that I had a nice cohort and a pool of people to kick things off with. So, and this is one of the strategies I've used over and over again. [00:29:05] With new product launches or new offers to figure out how do I make this as good as possible? And this will help you make your product and your offer and your pitch as good as possible Really cool strategy and we've got the goods on how to do that as well And we've got other growth strategies, but these are some great ways to get leads that costs less money. [00:29:26] They take less time and they get you more warm leads and you'll close more deals more easily at a higher price point. And then if you do cold lead advertising, so there you go. And that's how to add lead, like get leads without doing SEO, without doing pay per click, without doing content marketing, without doing social media marketing, without doing pay per lead services, internet marketing. [00:29:50] You don't have to do internet marketing in order to grow your business and to grow faster than those that are. So, and that's it. Anything else? Nope. All right then until next time to our mutual growth, everybody make sure to join our free facebook group Doorgrowclub.Com. We put trainings in there. We give out information, and our goal in that group is to nurture you and warm you up so you can trust us and become one of our clients. We then can change your life and that's what we want to do is to transform this industry. Until next time to our mutual growth, bye everyone. [00:30:26] You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:30:53] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. 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