Podcast appearances and mentions of errol allen

If you're struggling with business operations that feel chaotic and inefficient, this episode is for you. We sit down with expert Errol Allen, a seasoned operations consultant, to explore how to bring clarity, structure, and efficiency to your day-to-day operations.Whether you're a startup founder, solopreneur, or a growing company battling internal friction, Errol offers proven strategies to help you create order. He walks you through how to implement standard operating procedures (SOPs), identify inefficiencies, and reduce miscommunication through strategic process documentation. If your current systems feel messy or outdated, this episode helps you discover where and how to start fixing them.Errol explains how poor team handoffs, a lack of training tools, and unclear roles contribute to operational bottlenecks. With insight from years of corporate experience at companies like Geico and Houston Post, he shares how to overcome employee resistance, improve workflow automation, and elevate your customer experience. His step-by-step framework will help you turn recurring problems into reliable systems that support your long-term business growth.✅ This episode answers common search questions like:How do I fix chaotic business operations?What's the first step to building SOPs?How can I automate tasks without breaking my processes?Why are my employees resistant to documentation?How do I improve cross-department communication?This is more than theory—it's a practical roadmap from someone who's helped businesses just like yours. If you've Googled any of the above questions, this podcast will give you clear answers and tactical steps to streamline your business.00:00 - Intro & Welcome Errol Allen 01:05 - What is an Operations Consultant? 02:10 - Common Problems in Business Operations 03:45 - What Causes Chaos in Growing Businesses 05:00 - How to Begin Process Documentation 06:30 - Importance of SOPs & Team Handoffs 08:00 - Leadership Commitment to Documentation 09:10 - When & What to Automate 10:35 - Employee Resistance to SOPs: Why & How to Overcome 12:00 - Benefits of Documentation: Training, Morale, CX 13:45 - Connect with Errol AllenTo check out the YouTube (video podcast), visit: https://www.youtube.com/@drchrisloomdphdDisclaimer: Not advice. Educational purposes only. Not an endorsement for or against. Results not vetted. Views of the guests do not represent those of the host or show.  Click here to join PodMatch (the "AirBNB" of Podcasting): https://www.joinpodmatch.com/drchrisloomdphdWe couldn't do it without the support of our listeners. To help support the show:CashApp- https://cash.app/$drchrisloomdphdVenmo- https://account.venmo.com/u/Chris-Loo-4Spotify- https://podcasters.spotify.com/pod/show/christopher-loo/supportBuy Me a Coffee- https://www.buymeacoffee.com/chrisJxClick here to check out our bookstore, e-courses, and workshops: https://www.drchrisloomdphd.com/shopClick here to purchase my books on Amazon: https://amzn.to/2PaQn4pFor audiobooks, visit: https://www.audible.com/author/Christopher-H-Loo-MD-PhD/B07WFKBG1FFollow our YouTube channel: https://www.youtube.com/chL1357Follow us on Twitter: https://www.twitter.com/drchrisloomdphdFollow us on Instagram: https://www.instagram.com/thereal_drchrislooFollow the podcast on Spotify: https://open.spotify.com/show/3NkM6US7cjsiAYTBjWGdx6?si=1da9d0a17be14d18Subscribe to our Substack newsletter: https://substack.com/@drchrisloomdphd1Subscribe to our Medium newsletter: https://medium.com/@drchrisloomdphdSubscribe to our LinkedIn newsletter: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6992935013231071233Subscribe to our email list: https://financial-freedom-podcast-with-dr-loo.kit.com/Thank you to all of our sponsors and advertisers that help support the show!Financial Freedom for Physicians, Copyright 2025

Simplify, Document, Scale: The 3-Step System for Process Excellence  EP302 Profit Withe a Plan Podcast Released May 13, 2025 Guest: Errol Allen, Process Expert, Founder of Errol Allen Consulting Host: Marcia Riner, Business Growth Strategist, CEO of Infinite Profit®

Errol Allen is a highly respected Business Operations Expert, seasoned Consultant, and sought-after Vistage Speaker, representing EA Consulting. With years of experience in helping organizations optimize their workflows, streamline operations, and foster sustainable growth, Errol combines strategic insight with practical solutions. His expertise spans designing efficient processes, implementing effective operational frameworks, and empowering businesses to achieve measurable results. As a trusted advisor and thought leader, he delivers actionable advice that drives performance, enhances employee engagement, and cultivates customer satisfaction.

In this episode of "Journey to Self-Love", we're honored to feature our esteemed special guest, Mr. Errol Allen, Founder/CEO of EA Consulting. Join us as we explore the magic that happens when you are willing to trust yourself and take a leap of faith. We'll explore how betting on your own potential can turn your wildest dreams into tangible achievements. Get ready for a mix of inspiring personal stories, expert advice, and transformative tips designed to help you conquer self-doubt and unleash your inner power. Whether you're launching a new project or simply looking to elevate your life, this episode is your ultimate guide to believing in yourself and making things happen. Let's turn those dreams into reality—together! --- Support this podcast: https://podcasters.spotify.com/pod/show/sharondmeadows/support

At DoorGrow, we love showing off the awesome entrepreneurial people we get to coach and work with every day. In today's episode, property management growth experts Jason and Sarah Hull sit down with DoorGrow clients Jill Lyons and Alex Platt to talk about their journey in property management and with DoorGrow. You'll Learn [03:00] Starting a journey with coaching [07:26] Finding support as an entrepreneur [12:18] The path to success is hard work [16:54] Getting out of the business [19:28] The importance of good company culture [21:20] The impact of coaching Tweetables “Done is better than perfect.” “The more valuable you are to your business, the less valuable your business is.” “If you don't mind working, you don't set up boundaries.” “Just being open to the thought and the idea is enough to make it work.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: The more valuable you are to your business, the less valuable your business is. Ooh, like that one.  [00:00:07] Welcome DoorGrow property managers 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're interested in growing in business and life, and you're 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. [00:00:47] 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 owner and COO of DoorGrow. Now let's get into the show. [00:01:13] Our guests today... we've got Jill and Alex. Jill Lyons. Alex, what's your last name? Platt. Okay. I just know he's always with Jill, Alex. So we're really glad to have you on the show. And the topic of today's episode is like, we want to talk about your journey with DoorGrow because you've been with us for a little bit. So, why don't you introduce yourself and explain like kind of how you got into property management.  [00:01:39] Jill: Well, I must've taken an insane pill along the way, but I like it. My name is Jill Lyons and I own and I'm broker of Relaxed Realty Group in Sarasota, Florida. Currently we manage about 500 homes. We have like maybe 520 now and our rent roll, we just surpassed 800,000 this month, so I'm stoked and happy and proud. And you know, I love the business. There's never a day that's not that I feel like, "Oh my gosh, it's, you know, Monday." I never feel like that. So it's every day is a joy. Not every instant is a joy, but every day is a joy.  [00:02:12] Jason: So let's Alex, why don't you introduce yourself and tell us what is your role?  [00:02:17] Alex: So, my name is Alex and I've worked with Jill here just over a year and a half, or going on almost two years when I got my real estate license. My wife started with Jill, Miranda, and she's been with Jill for what, 10 years now? Started with a business with her and I do the operations here. So operations and BDM.  [00:02:38] Jason: Awesome. Okay, cool.  [00:02:41] Jill: So he came from a customer service background with T Mobile for the last 10 years. It's great. Corporate's a great, but there's a lot more opportunity here and oh my God, he's great with people. Of course He's not " to brag about himself. So I'll brag about him. So he will put on multiple hats and do everything that whatever needs to be done.  [00:03:00] Jason: Cool. Yeah, you guys make a good team. We've enjoyed having you in the program. So why don't we start with what problem problems were you dealing with when you first came to DoorGrow? Like what challenges were going on?  [00:03:14] Jill: So I would say my strengths are that I love to sell and talk to people and help people. So, you know, that was naturally there and I grew the business with success with growing doors. And I was in a kind of a comfortable, I would say position as. Having a good amount of owners and properties, but I want to start exiting the business and it was just way too 'me centered,' you know, what do we do? What do we do with people coming to me? You know, I don't mind working. Like I say, so unfortunately, if you don't mind working, you don't set up boundaries, you don't set up corporate structures. My flow, there was nothing corporate about me. [00:03:49] If I wanted to step away, which I did this year, hired the operations manager, but I'm like, now what? And now what do you do? I'm an engineer by education. All I know how to do is build a spreadsheet and show people returns. So I was looking for ...I always believed in coaches. I've been coached since day one of my business. [00:04:07] So coaching is definitely something I believe in, but the coaching company I used was really just real estate working with buyers and sellers. So I hadn't ever got the property management business aspect of it and setting up the business and the structure. So when you watched one of your podcasts and listened to your podcast, and I liked what you had to say, so I-- "let's let them get us to that next level." [00:04:32] Jason: Watch the podcast, listen to the podcast, and now you're on the podcast.  [00:04:36] Jill: I know, I'm like, what do I have to offer? That's the first thing, I'm still listening and learning.  [00:04:42] Jason: You know, there's a lot of people listening out there that would dream of having 520 doors, having an amazing operator, having the operations running smoothly and being on your journey, stepping out of the business, like this, that's a dream for a lot of property managers. [00:04:58] They're still in the thick of the mud and wondering if there's a light at the end of the tunnel.  [00:05:03] Jill: So they don't believe that I'm going to step out.  [00:05:05] Alex: She's a workaholic. So, you know, it's a little bit of yin and yang.  [00:05:09] Jason: You know, entrepreneurs, it's a tough thing. I've known a few entrepreneurs that have like exited their business and then they were bored and they started another business. It happens. So entrepreneurs, we want to stay busy and we want to do the things we really enjoy doing. So you just have to find something you maybe enjoy doing more.  [00:05:29] Jill: I don't know. Yeah, no, I'm not closed to what's next, but I don't know. I'm still here.  [00:05:35] Jason: So let's chat about, and maybe this is a question for Alex. So Alex what did you see when you first came into the business? Some of the challenges in how to like support Jill and how to get her out of the operational stuff. And what challenges did you see that DoorGrow so far been able to help with?  [00:05:54] Alex: So luckily with your program we got to revamp everything. I mean, your Rapid Revamp was amazing. I mean, we got to go from rebuilding and rebranding our logo and everything. So I really enjoyed your class, especially with the whole cycle of suck, making sure that you're not holding onto those owners that are sucking up all your time and, you know, using. A lot of your resource when it comes down to it. I would say those were the biggest things and especially your systems that you have. I mean, I think the Flow is going to help a lot for us to map out each and every one of our procedures that we have on an operational standpoint.  [00:06:33] Jason: Okay. So for those listening, DoorGrow Flow, our process software, which is pretty cool. So the Rapid Revamp, I mean, and you guys made a lot of changes. Yes. Changed your pricing.  [00:06:43] Alex: We changed our name.  [00:06:44] Jill: You changed the name. I said I would never, ever do that!  [00:06:49] Sarah: She's like " I'm not rebranding." I'm like, "okay, we don't have to rebrand." And then she's like, "I think I'm going to rebrand." I was like, "wow! All right, let's do it."  [00:06:58] Jason: Everybody says they don't want to do it. But what I love about entrepreneurs is that if you show them how to make more money, they're pretty okay with it. They're pretty okay with making more money. So, and I think the training, we do a good job in converting people into wanting to make more money. "Here's how it'll make you more money if you do the right things with your branding." So website. Did we help with that?  [00:07:23] Alex: We're almost there. We're on the tail end of that portion of it.  [00:07:26] Jason: So for those that have not been exposed to DoorGrow. Maybe they're just listening to this podcast. They're like, "I don't know if these guys are legit. Kind of looks like some sort of one of these Influencer sort of guys," or I don't know what people think before they become a client but what would you say to those that are on the other side of the paywall and maybe struggling?  [00:07:51] Jill: For me, honestly, if I would have found this 10 years ago, it would have happened faster, my growth and where I am now would have happened faster and more organized. I kind of wing it and I'm the type that, you know, I don't want to spend any money unless a bunch of sitting in the bank. And I probably, if I would have opened up the bank and gotten the coaching and the programs from a property management company versus just from, you know, where I got my assistance from, which I had when I did buying and selling, which I hate it. So I kind of kept my things rather than going into property management coaching and training. It would have definitely made it faster and less painful, and I would say that's the biggest thing that I wish I would have found you sooner, but you know, you always find people when you're supposed to find them and entrepreneurs tend not to be, in my opinion, people that go to business school because they just want to do it. They jump in head first. There's no rhyme or reason to how we do it. So the organization is usually where we struggle the most. And just networking and having the beginning, I just went to Google and figured everything out on my own, rather than reaching out to an organization like yours, that's more specific for us and NARPM, which, you know connected me to other property managers and how are they doing it? And why did I have to create the wheel and do it all my way? I didn't even know that there was anything like this.  [00:09:16] Jason: Yeah. And you had been in NARPM for a while before joining DoorGrow.  [00:09:20] Jill: Yeah. I'm heavily involved in NARPM. I'm the president of our local chapter. So that definitely has made helped my business, and the connection and they have a lot of tools that have helped me significantly realize that it is a business and with systems. But but there isn't the sales support, you know, they don't have you, Jason. It's not energetic and make me go, "yes! I'm going to do it!" With you and with everybody around! You know, it's just like the connections.  [00:09:48] Jason: Yeah. I know you have both really enjoyed the operational pieces as well, and you've attended quite a few of our scale calls on Friday that Sarah runs. What what things have you taken away from on the operational side of things? [00:10:04] Jill: So what would you say, because you deal with that more? I kind of say, go do it.  [00:10:07] Alex: So, I take a lot of the way, honestly, you guys definitely on those calls go over a lot of different systems that are in other people's companies, to be honest. And we try to take piece by piece and just kind of make it our own when it comes to this. I think it's developing more of the systems that we have. As far as like a specific system, I think we talked about maintenance heavily. And the processes over how other companies do it and what we do with our maintenance. So it's kind of getting every pieces of everybody's input on that stuff to kind of lay out what maybe we should change, you know? [00:10:45] Jill: I will say that as far as operational, we were in pretty good shape with that. It's not technicalogical. So you have DoorGrow flow. I'm just talking with Errol tomorrow. So it's been on my list of things to do this whole year to set up flow and get that going so that it's more clear how we do things because when we have a new employee, I can't just hand them, "these are our thing," we have to manually tell them or give them a checklist, which doesn't really help. So, I have to hire Errol cause it stays on my list every single month and it hasn't been done. That's what I'm going to pass the buck on versus the website. I'd like to do the marketing. So we need to finish all of this by the end of the year. That's on our list. Does it check the list? We're at the last, getting to the last quarter. So you give us the tools. It's just setting it up. That takes a lot of time and concentration time. And Errol seemed to be I met him at DoorGrow live, you know, in Texas. And yeah, he was talking about processes and creating them. Like I talked about property management, so he's going to be our guy. I'll see how it goes.  [00:11:47] Alex: We have a lot in our heads, obviously. So, that's getting it all down to where if somebody needs to know something, it's much easier.  [00:11:56] Jason: Yeah we're planning on doing some more stuff with Errol Allen, who Jill's speaking with, and he's currently playing around with our DoorGrow flow software and testing it out as well. [00:12:05] So I think it's going to be a game changer for the market. So Sarah's had a lot of interaction, I think, with the two of you. What's been your perception of why they do so well as clients?  [00:12:18] Sarah: Oh, well, so there's a few things that I'd like to kind of. Point out and give you guys like major kudos on. First is, I think you're just open. Sometimes we have people who are very resistant. They're like, " that won't work," and "I'm not going to do it like this," and "I can't do this," and "that's not in my market," right? And I think the difference is just being open to the thought and the idea is enough to make it work because if you go into something and you think, "oh, this won't work," well, you're probably right. Then it's not going to work. But you guys are very open and you also, I love this about you guys, you take action. You just come in and you're like, "this is what we're going to do," and then you take action, you implement and you get it done. I think, to date, they are the fastest people who have completed everything in the Rapid Revamp. Like, they get a medal for that. Like, every time, they're like, "yep, we're done with this," I'm like, "oh, wow, okay!" They just get it done. It's like they just put their heads down. They know what they need to do. They put in the work and they get it done and then they go, "okay, great, we did that. What do we need now? Like what's the next thing that we can do to either like build on top of that or like take us to the next level? And I think you guys are really great at that. And I think you, you work very well together. You know, you balance each other out. You like ping well back and forth, back together, and I think that gives you the ability to move things along so quickly.  [00:13:44] Alex: It's great to have ideas that we can bounce off of each other and make it a solid process and get it out of the way and move on to the next one.  [00:13:52] Jill: Well, and I love a checklist. So you have a checklist. I want to see checks on there. I don't want to see them open. So I think that myself, I can be more reactionary property management. Our phone is always ringing. Things are always happening. You know, I can easily not get anything accomplished in a day and be busy the whole day. So with the Rapid Revamp it has me be on track along with handling the things that come on you know all day but I have to get my things done  [00:14:18] Alex: And the nice thing about your dashboard was the fact that you could assign things, we would take them and split them up and be like, "okay, you're going to do these and they're assigned to you" and then I could assign ones to me so we can you know, handle what we needed to.  [00:14:30] Jason: Cool. [00:14:31] Sarah: Yeah. Yeah. I think that was really awesome just to see you guys because every time I check in with you, you're like, "Oh, yeah, we're done with that already." Like, okay, let's see what's the next thing for you guys? And you already knew! You were never like, "Hey, I don't know what I'm supposed to be doing. Like, you just like stayed the course. And sometimes it's hard for entrepreneurs to do because there's so many shiny objects. There's so many of them, right? Like, "Hey, I'm coming in, I'm doing this one thing and that's it," and then along the way, there's like some other little thing that's like, "Hey, I need your attention." [00:15:04] And it's so tempting to go, "Ooh, but I could focus on that." Like, " let me just go over here for a second," and like, you guys just stayed the course. You like stay on point. And I think that's that's something I really have to give you guys like a huge compliment on because it's hard to do that. It's really difficult to do that. And you guys do it really well.  [00:15:25] Jill: Thank you.  [00:15:26] Jason: Yeah. And so you've interacted with several of our team members, right? It's not just the Jason show or the Jason and Sarah show. And I think that's what a lot of people think. Could you just comment a little bit on DoorGrow's team? You don't have to remember everybody's names, but yeah.  [00:15:43] Jill: Well the two that I've probably enjoyed the most is Clint. He's like the coolest surfer dude in the whole wide world, but he's sharp as a tack. You know, "we're just going to buy a $5 million company." He's the exact person to teach you how to be cool and do acquisitions and whatnot. [00:16:03] And that you can see why he's so successful because he's a joy to listen to.  [00:16:07] Jason: Yeah, he's fun.  [00:16:08] Jill: And ironically considering an acquisition in the middle of all listening to him and he took his time out, sent me a lot of information and questions I should ask and what due diligence I should do. So, I mean, his wealth of all the years that he's done that, enticed in a few documents was, I could have never created that. And then Roya, she's a ball of energy and I'm all into manifesting and all that. So, I mean, not many people you can feel through a computer screen with their energy, you know, that's heard of talent that she has.  [00:16:43] Jason: Yeah, she's our dangerously powerful mindset coach. And teaches the advanced sales stuff. [00:16:51] She's yeah she's had quite an impact. Yeah.  [00:16:54] Jill: Yeah. For sure.  [00:16:56] I went to DoorGrow live, which was fantastic to connect with everybody. But thanks to DoorGrow and Alex being also trained as a DoorGrow. I'm taking my first three week vacation in 10 years.  [00:17:08] Jason: That's amazing. That's awesome. Yeah. Yeah. That's awesome. Your business will be in good hands with Alex and and we've got his back. So. For sure. So awesome. Yep. Property managers, if you're listening to this and you have not taken a significant vacation in the last five years, when's your turn? Maybe it's time to reach out and let us help you take- this is one of the most common things that we hear, especially this summer. [00:17:36] Lots of our clients are taking vacations like for the first time ever, or in the first time in a long time, or it's a longer vacation than they've been able to take.  [00:17:45] Sarah: Brandon and Mark, they took off the majority of July, both of them, took off the majority of July, and they're like, "things were fine, like things were okay," I'm like, "that's great, that's how it should work," and if we set it up that way, then things can work that way.  [00:18:01] Jason: For sure. Yeah, one of our mentors had this quote, I don't know where it came from, but he said, the more valuable you are to your business, the less valuable your business is. Ooh, like that one. So Jill's working on making herself less valuable to the business. I've made DoorGrow less of the Jason show, and we've got all these amazing coaches and yeah, and that's the goal, right? We're able to provide more value and it allows us to be more free as entrepreneurs. To do the things that we really enjoy doing and eventually maybe to do nothing. If that's really the goal. I don't know. Jill, will have to find something to do. She's going to trap the world. She'll think we're not going to do nothing. Exactly. We're not going to do nothing. I don't think Jill knows what to do.  [00:18:43] Jill: We just want freedom to not always to be working.  [00:18:46] Jason: There you go. Yeah.  [00:18:48] Sarah: You can choose the things you do.  [00:18:50] Jill: Yeah.  [00:18:51] Jason: Well, we've really appreciated having you both in the program. You know, the, Sarah mentioned about you, but what I've noticed is Jill, you have this gift of positivity, it seems to rub off on everyone around you. We've really enjoyed having you in the program. Everyone's like, "Oh, we love Jill." All of our coaches and team members love Jill. And you can see Alex has like got a positive, you know, energy going on as well. And so you've created a really good culture on your team and in your business. And I don't know if it's always been that way, but I know that's something that's important to us at DoorGrow is making sure everybody has good culture with their business and with their team. So can you touch on culture just a little bit? [00:19:30] Jill: Well, I think connection and culture is the most important thing. If I don't have it here, how is a client going to want to be attracted to us? You know, how is that going to work? You know, if you don't have a positive look on the industry, the business... I mean, this is anybody that calls us is frustrated with property management and say, "here, we love to do property management." They're like, "I need you!" [00:19:51] you know, tenants and everybody gets to complain to us and we have to listen to them and, you know, do our job, but in these walls of this company, we don't have to do that. We can vent to each other. We can laugh. We don't complain. We more laugh about situations than we do complain. And I think I've been a good leader as far as that goes. But I think that also because I have that energy, I want to attract that energy. And so those people are, who are working here and stay.  [00:20:18] Jason: I love that. I mean, I think having a culture in which complaining is not the norm. I mean, it's easy to complain in property management. Right? And I'm sure there's a lot of you listening that are like, " I complain all the time. I complain every day," like reducing that complaining in the business and creating a culture where the team don't see that it's totally okay to just complain all the time. Because if you're complaining about your clients, they're going to feel that. They're not going to want to work with somebody that's, they know is just going to be complaining about them behind their back. [00:20:47] And so I think that's really powerful. And I think that there's a lot of joking in property management, and I think if you can't laugh about it, then you're just going to be hurt by it, and so...  [00:20:58] Jill: and the only way you make a lot of money is to do the things that nobody wants to do. [00:21:02] Jason: There you go. And they will pay you a pretty penny to do it. [00:21:05] Alex: Yeah, we don't have one person that dreads coming to work every day. That's for sure. Everybody's like, "oh shoot. It's monday. Let's go!"  [00:21:11] Jill: We're a little family.  [00:21:13] Jason: Awesome. Yeah, I love that. You have a good culture. So, cool well, anything else we should chat about? What are the biggest takeaways you feel like you've gotten from being part of working with DoorGrow for those listening? [00:21:28] Jill: I think first of all to make sure that I express my purpose to everybody, you know, start with the person.  [00:21:34] Jason: Has that changed your close rate? Has that changed how clients respond to you?  [00:21:39] Jill: Oh, just overall being brave enough to start with that, you know, I always assume they don't care, you know they're not calling for my me personally, but they are, you know, and some would get to know me on a personal level over time, but I never started the conversation with that. [00:21:54] I always started it with "I love property management" and I think they could feel our energy, but not deep down what my life purpose is. So, and how I could tie that back into having them become our client. But it gets a personal, it makes it a personal fit right away or not.  [00:22:11] Jason: Yeah. They either trust your motives and like them or they don't, but they, at least they know what your motives are. Otherwise they're just going to assume you just want their money.  [00:22:20] Jill: Yeah. The name change was a huge one. And then the third, I think final one for me is. When you did your stack deck and it wasn't like perfectly animated with all these designs and it looked great. And I'm fine with it. I stopped judging my marketing to have to be the caliber of Coca Cola. [00:22:40] I don't have designers out there. I don't want to spend design. So just produce it and get it out there and make it look kind of quirky and we're quirky anyway. So I don't know why I was thinking that we had to be this high level, corporate marketing program in order for it to work.  [00:22:54] Jason: I think done is better than perfect for sure. [00:22:57] That's one of my  [00:22:57] Alex: favorite things is like, no, just get it complete and then we'll move on and we'll get the next thing done.  [00:23:03] Jason: Yeah. Done makes money. And you've made a lot of changes. You've gotten a lot of things done that are going to help shore up leaks that make you a lot more money. And. Yeah. A lot of people get really caught up on things being so perfect. [00:23:14] They don't get as nearly as much done. So kudos to both of you for implementing and taking action. So, well, we appreciate you coming and hanging out with us here on the show. What do you feel like, what are some tangible results besides the brand? Revenue doors, any other shifts that you've seen in the business since joining? [00:23:33] Jill: Well, we've gotten rid of a lot of the properties. I had the guts to say to a couple owners, you know, "You have to either sell this property or find another manager because it's too much of a liability. And I'm scared to because X Y Z and so should you." And obviously it's a great time to sell last year. So this is the time get to get a better asset, 1031 exchange it, or let's you know, we need to drop it by the end of the year. I didn't, you know, say we're going to drop you on 30 days, but they, most of them, most of those as a consulting, they trust us and know us and they sold those properties. We have two that are closing this week, our last two that are closing and we had problems. Yeah, problems. So we've gotten rid of a lot of problems since the beginning and liability issues, you know, you know, liabilities. So that's that's, I think our biggest deal and it's allowed other doors to come in. [00:24:28] It's amazing what you let go just energetically things will fill its place. So door wise, I would say we're at about the same, but revenue has gone up 20%.  [00:24:38] Alex: We've been getting higher-end properties instead of, you know, things that were D class properties that we didn't want.  [00:24:44] Jason: Love it. 20 percent more revenue. Awesome, that does not suck.  [00:24:48] Sarah: And getting rid of the problem, right?  [00:24:55] Jason: Well, we appreciate you being clients and we're super excited to see your progression through the DoorGrow code, and this business I think that could easily be at a thousand doors in the next two to three years. It's totally doable, especially if you start doing some of the acquisition deals, like it's going to be really interesting once you get some of these systems in place, then you're ready to just scale like crazy. So excited to see what you do. All right. Well then we'll go ahead and wrap up. Appreciate you being on the show. [00:25:25] Thanks for hanging out with us, Alex and Jill. Thank you. Great.  [00:25:29] For those listening, if you want to be like Alex and Jill and make good decisions and grow your business in a healthy way, and maybe increase your revenue 20%. aNd clean up your portfolio and optimize your sales pipeline so you make more money, more easily reach out to DoorGrow. [00:25:45] We would love to take a look at your business and see if we can help you. The answer is: we can... most likely and see if you'd be a good fit for our program. You can check us out at doorgrow. com. There's a big pink button on the home page says "I want to grow." click that. Do the three steps there to see if you'd be a good candidate to work with us, and until next time to our mutual growth. Bye everyone  [00:26:08] 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!  [00:26:35] 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.

Too many property management entrepreneurs tolerate bad clients. They subject their team to crappy owners and are often miserable.  In this episode, property management growth expert Jason Hull explains how property management entrepreneurs can deal with bad owners and prevent bringing them on in the first place. You'll Learn... [04:03] What is a Bad Client? [09:50] Why Bad Clients Lead to Bad Team Members [10:43] You Need to Punch Your Clients! (Figuratively) [15:36] How to Prevent Bad Clients [24:57] Creating Processes to Get Better Clients Tweetables “If you cannot figure out how to make them into a good client, then you need to let them go.” “You get what you tolerate.” “If you just ate ramen, or you just tighten the belt a little bit, you might be able to let go of that bad client or those bad doors right now.” “If you are tolerating a bad client and you have team members, then you're not taking care of your team.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] If you are tolerating a bad client and you have team members, then you're not taking care of your team.  [00:00:06] all right. 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. 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. [00:00:47] 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. Now let's get into the show.  [00:01:12] All right, so we just had here at DoorGrow, right here at DoorGrow Headquarters in the Austin, Texas area at the Kalahari Resort in Round Rock, Texas, we had DoorGrow Live, our DoorGrow Live event. It was super awesome, super cool, amazing to see everybody in person. It was really awesome, great experience. I highly recommend that if you want to get in momentum in your property management business, you want to get inspired, you want to be around people that are at operating at a different level than at typical property management conferences. Our clients are special. Our clients are special because they have upleveled their mindset. Just being around them will shift you as well. So come hang out with us. That's one of the things we do is we install a different mindset into our clients. So they start functioning and thinking at different higher level than what's typical. And then we start to teach them really good strategies and ideas for growth. One of our clients man-- I'm so excited for some of these testimonial videos-- one of our clients I think went from like 120 doors to like 400 and something doors. And like, I don't know, he like doubled his doors in like four months and he was working with our acquisitions coach. Went and got like, went through a whole acquisition. Like he wouldn't even have known how to look for a deal, let alone have handled the whole thing. He literally just did whatever he was told by his coach. Like, "say this. Send this email. Don't do this." He just did it and now he's going to be adding a bunch of doors. Asked him if he thought he could get to a thousand doors and he said, "oh yeah I'll do that in like maybe two or three years, no sweat." we've laid out that roadmap, we have the DoorGrow code of what a company needs to do in order to get to a thousand doors. [00:03:01] And those of you listening that you're already a thousand doors, maybe your business could be optimized. Maybe it could be more fun for you. Maybe we can improve your team. Maybe you're losing more doors than you're getting on right now. Our clients are adding more doors than you're getting on, and you don't have to do it through acquisition necessarily. You can just add doors. And so if you're having any of these issues, reach out. Like we would love to help you.  [00:03:26] So my topic that I wanted to talk about today, we, Sarah, my wife and COO of DoorGrow brought two clients up on stage and said, " Jason doesn't really know exactly totally what we're going to be doing." [00:03:39] And I was like, "okay. I like a little chaos and a little risk," so she brings them up and was like, "Hey, basically we're going to coach them in front of everybody." I was like, "okay, this could go really horribly wrong or really awesome," but I didn't think it'd go wrong. And it was great. So one of our clients got up and he was just talking about the biggest challenge in his business right now is just a really bad owner. And so we had this great discussion and coaching and conversation with the entire room about bad clients. And so the topic for this episode is how to deal with bad clients or firing. How property managers can deal with bad clients or fire bad clients, right? How do we deal with them?  [00:04:25] One thing that's important is that you should fire some. If you cannot figure out how to make them into a good client, then you need to let them go. It's important to let bad clients go and I think that's the hallmark of a seasoned property manager is that you fired some shitty clients that you don't want to have. Let's chat a little bit about this. So bad clients, what they look like. They're clients that do not respect you. They're clients that do not value you. They're clients that treat you poorly. And one of the things I want you to realize is that you get what you tolerate. And so if you have tolerated this kind of behavior, you may have created clients that don't value you or trust you if you aren't as effective in your sales pitch in creating trust, which is really what true sales is, it's getting people to trust you. Not manipulating, not tricking them. You legitimately have a solution to a real problem that you can solve, and they want that, and you're able to charge a fee for that, right? That is a real business. The big challenge though, is this was like 10% of his portfolio. This one owner. This would be painful to let go.  [00:05:49] So the usual way that I coach clients, if they have a, like sometimes when clients first come to us, especially if they're in that first sand trap of maybe 50, 60 units or less than a hundred units, their whole portfolio might be bad. They might have a large percentage of accidental investors, people that waste their time, people that are pushing back that don't respect their boundaries. And so it's important to set a rule. So my usual recommendation is set some sort of rule. We want to get you growing and adding good doors to offset those and then set a rule like a three to one rule or a five to one rule that every time you get three bad doors or five, I mean, yeah, every time you get three new doors, three good ones, or five good doors, you and your team have permission to let go of a bad door. Or maybe you do it by owners. You just set a rule. Maybe you already know, like you knew the client he wanted to get rid of. You just need to figure out how do we let go of that person. Now, that's one idea. That's if you want to replace that income. But if you're dealing with a shitty owner and the difficult situation, I want you to take a step behind that question because this is the question that a lot of people think superficially. They need answers. How do I replace this income? What I think is a better question is to take a look at, instead of trying to replace all that income before you let them go, is to figure out what amount of additional revenue would I have to be generating or additional clients or business would I have to be generating in order to be able to tolerate letting them go, which is different. [00:07:29] So figure out what's the minimum amount that I could scrape by with and survive with to get rid of them as soon as possible. Because as soon as you get rid of them, it's going to free up a lot of attention, a lot of bandwidth. Your revenue will dip, but you just need to offset it. You might find that you could survive. [00:07:49] If you just ate ramen, or you just tighten the belt a little bit, you might be able to let go of that bad client or those bad doors right now. And what that does is it frees up a lot of head space. It frees up a lot of time. It frees up bandwidth so that you can go replace those doors faster. This is similar to the advice that I gave to my clients that were there that now are full-time, like owning and running their business together. These business partners, when they first came to me though, they were starting a property management business and they wanted to quit their day job. They both had jobs and their dream was to start this business together and offset all their income. And I said, don't try to offset all your income. Figure out what's the bare minimum that you can each pay yourselves and survive on. Like tighten the belt, figure out what that is because if you can just get to that level and then quit your jobs and then go all in on this business, and we teach you all the growth strategies and you start to grow rapidly, this is exactly what they did, they then could grow a lot faster. So they let go of their jobs and they started growing a lot faster and they had to get some doors before they could do this, but once they hit that lower level that they decided they could survive on, then they were able to invest, go all into the business and grow a lot faster. [00:09:11] Same thing with firing clients. Like don't wait until you offset all of the income. I once had a client come to once and he wanted to offset all of his income and he was a pharmaceutical rep making like six figures and he was like, "well, I'm going to start adding some doors and build up this new business, but I'm going to do it kind of part-time and I'll wait until I offset all my income." and I was like, that's not going to happen very easily, if at all. And I think he underestimated the amount of work it would take to start a business. He didn't really want to spend time to do it. It was kind of a dream, and he was pretty comfortable in that job, right? Had a lot of freedom and was pretty comfortable and they paid him really well, so it was hard to give it up. So, let's just keep that in mind.  [00:09:59] All right, so the other thing about firing, I think that's really firing clients that I think is important to recognize is you need to protect your team. If you are tolerating a bad client and you have team members, then you're not taking care of your team. You're going to lose A players. B players will tolerate shitty behavior and they will tolerate shitty bosses and they will tolerate a bad environment. A players won't. By keeping on bad clients, you are losing your best people. If you wonder why you have a lot of turnover, it might be because you're not protecting and insulating your team from people mistreating them or treating them poorly. You haven't set healthy boundaries with your clients and started to protect your team, so make sure you're protecting your team. So fire, protect your team.  [00:10:51] Next item, punch them in the face. Okay, this is metaphorically, I am not recommending violence in this situation. What I am saying is that metaphorically or figuratively, you need to punch them in the face, sometimes these bad owners. Sometimes bad owners are high D personality types on the disc profile, which means they are drivers. They're short, maybe quick. They want results. They want like information quickly. They want to see things moved fast. They do not care about stories or excuses. Let's go! And in order for them to respect you, and a lot of investors or wealthy people might be high D. They're driven. Just like a lot of entrepreneurs, and so if that is the case, you may need to punch them in the face. Like sometimes you'll see two guys and they're like, they have a beef with each other and they like, they're arguing or whatever, and they get into a fight and then they're best friends for forever, right? They respect each other after that. Sometimes you need to punch these crappy owners in the face in order for them to respect you. You need to set boundaries right at the beginning. Boom! And say, no, I'm not going to do that, Mr. Owner, and here's why. They're just waiting. A lot of these owners are just waiting for someone to set boundaries with them to show that they know what they're doing. They cannot, high D cannot respect you if you give in to their demands. They cannot respect you if you cave to their bad behavior. Like they will test you.  [00:12:27] A lot of guys that have dated women or been in the dating scene know, have heard about shit tests, right? Like maybe your spouse does this to you, like they will test you to see if you really are who you say you are, or try to showcase that you are on the tint. They will challenge you. Your clients are going to challenge you. They're going to test you to see if you really are going to stick to those fees. If you really are confident in your business, if you really are going to stick to your contractor agreements, right? They want to see if you have integrity. Integrity in a building is strength. How much integrity does the steel have? Do you have the integrity of steel? Are you strong? Can you maintain your boundaries? Do you know your limits? Can you punch them in the face? If you can punch them in the face in the beginning, a lot of times owners will say "finally, I've found a property manager that I can respect that I don't have to tell what to do, that I don't have to micromanage that owns their stuff." they're looking for that extreme ownership, which is a great book by the way. I love listening to the audiobook because these guys sounded like they gargled sand, like in the deserts of Ramadi, right? So they're like, Jocko Willick and Leaf. They're like, "you need to have extreme ownership. This is what we did in Ramadi, right?" [00:13:53] I don't know if that's a pretty good impersonation, but I love listening to the audiobook. So I recommend the audiobook, but these guys know they take extreme ownership. They're accountable for things, but they also probably are willing to punch somebody in the face. It's like being shitty or mistreating or whatever, right? So make sure you punch them in the face and you do that early during the sales process, and you will be probably the most likely to get them as a client because they go to everybody else, they're not going to find what they're looking for, which what they want is peace of mind. They want safety and certainty, and you cannot feel safe with somebody that caves to the whims of everybody. That's not a safe person. You're not a safe property manager to manage their property. If they think you're going to fold on every vendor saying, " I'm going to charge way too much," or you're going to cave on every tenant that's going to say, "well I want to paint the house purple," or whatever they want to do. You're like, "well, okay." They're not going to trust you. They need to know that you have what it takes. You need to show them that. And then they're going to be like, oh my gosh. You're the property manager for me. You just need to say, "no, Mr. Owner, we're not going to do that. And here's why. We know this. We know what to do. This is how we do it. Our way works better than yours. By your own admission, you're coming to us for help because things aren't going well as you have told me, and we don't have that problem. Our clients don't have that problem. We are better at this than you. So either you trust us and respect us to do our job, and we will not be perfect, but we'll get it. We'll fix it, we'll make sure we get it right eventually, but we're going to do this better than you. We're good at this and you can trust us to take care of stuff." And they'll go, "that's all I wanted. That's all I needed. I just wanted that safety and certainty. Just wanted to know you had the strength to do what I would want to be done." [00:15:44] Okay, the next step is you need to figure out after you've dealt with a bad client, maybe you forgot to punch somebody in the face. Maybe you forgot to protect your team. Maybe you didn't fire them soon enough. Now you need to make sure you learn and prevent this situation in the future. So how do we learn? And how do we prevent? Well, when you need to take inventory, what did we do to create this situation? What did we do to allow a client like this into our portfolio? Why did we allow this? What happened? Where was the breakdown? Do we need to or can we improve our agreements? Do we need to improve the conversation or during the sales process when we review the agreement and tell them so they can hear and see what it is we're going to do, so, Instead of just sending the agreement, can we go through the agreement with them to align them towards our way and make them a better client? Can we filter better? Can we qualify during the sales process and prevent bad clients from coming in or set better expectations during the sales process? All of these things, Allow you to qualify and get your clients potential clients to level up. You can turn them into better clients during the sales process. So learn and prevent. Can we create new processes and procedures that insulate and protect us from owner situations like this, right? You need to learn. So we want to make sure that our clients feel safe and they might need to be punched in the face, and they might need better boundaries, and they might need better guidelines, and they might need better training or education during the sales process on how to be a good client. [00:17:30] We have this in our agreement with our clients, how to be a good client. And there's a list, right? And during our sales pitch, one of our slides in our pitch deck is the three commitments we require of people that come into our program of what's required. Like do you measure up? Do you qualify to be with us, right? You need to set boundaries and you need to use that, that sales tactic of qualifying and of prising yourself. You're the prize. You solve their problem, they have problems. They're paying you to solve those problems, which means you're the prize, not them. Mindset. That's a mindset shift.  [00:18:12] Okay, so the next thing, get clear on your boundaries, right? So after you learn and prevent, get clear what are our boundaries? And recognize people will test these boundaries. So how do you pass the test instead of fail the test? So if somebody's setting boundaries, you will either pass or you will fail a test. If somebody's trying to test your boundaries you'll either pass or fail. So make sure you set your boundaries. What are their boundaries, right? So make sure you're passing the tests. It is it's so helpful to recognize that everybody that matters, or your spouse, your kids, your clients, tenants, they're all going to test your boundaries, so you need to get clear on what those boundaries are, and when a boundary is crossed, you'll know it because your nervous system will not be happy. You will not feel good in your body. You'll feel guilt or shame or embarrassment, humiliation, lack of power. Whatever, gross, icky, right? These are when people order situations overstep or go over your boundaries, or you aren't respecting or take taking care of yourself. You need to take care of that little you on the inside. It needs your protection. You need to take care of you. You need to know that you will protect you no matter what. Just like your team needs to feel safe. Your heart needs to feel safe. Your mind needs to feel safe. Your body needs to feel safe. These are like three children that you control. You are not your mind. You are the person that thinks the thoughts. You are not the thoughts. You are not your mind. You are also not your emotions. You are the person that feels the feelings. This is another vehicle. Your mind is a vehicle. Your heart is a vehicle, and you are also not your body. You are the person that moves the body and uses the body and experiences the body. These are like three unruly children on the bus, and you should be driving the bus, and if you let any of these drive the bus, it can be a bit chaotic, right?  [00:20:21] If your brain's driving the bus, everything's scary because the brain's job it's to avoid pain and scare the shit out of you and protect you. So it's going to like look at every logical angle. How can I avoid feeling these uncomfortable feelings? And the heart and the emotions needs to feel everything. It's the only thing you can do with the feeling. You need to feel the uncomfortable feelings. You need to feel the sorrow of the sadness, the crap, the happiness, the joy. You need to feel it all. That's part of being human, that's life, that's feeling alive. The full breadth of human experience. We need to feel it all, but the brain doesn't want us to fill it all because the brain's like, well that didn't, I don't know if I liked that last time. That was uncomfortable. And it judges everything. And then we have our body, and our body wants like sex and it wants to taste stuff and it wants to get rest. And like our body has these needs. So we can't let our body be in control, right? Like our life can be really strong chaos. We're just letting our tongue and our genitals and our physical needs like take complete control of the bus, that would be a really bad life, bad situation, right? If our heart and emotions were in control of everything, we'd be kicking holes in the wall. Like we would just be emotional about things. We would be up and down, right? We would get way too excited about some stuff, right? And logic then steps in and like controls a little bit of that, right? And we have some reason, and some logic we're like, how much would it cost to kick a hole in the wall? How much would it cost to repair that? So we start to make logical choices. What would be the ramifications of this relationship or doing this thing or taking this risk, right? So, Then we have our intuition, right? [00:22:00] Another vehicle that I didn't mention, but we have another vehicle, our intuition, some might call it gut, some might call it God, source, whatever. Our spiritual side that we need to tap into that is a higher faculty than our logical mind that gives us clues and lets us know things that need to be done that sometimes don't make logical sense, but they end up being right and deep down they're right. A lot of really logical people cannot listen to intuition, which is a higher faculty. That's why the intuitive people have a one up on some of the most logical people. They're too logical, they're too logical, and a lot of times they're too logical because they're really just trying to avoid feelings and it cuts off their intuition. [00:22:41] So going back what I was why I'm going over this is we need to set really good boundaries and we need to take care of these four vehicles, our intuition, our mental, our emotional, our physical. We need to take care of these vehicles, these little children that we kind of manage. We need to be listening to all of them, and we need to figure out what our boundaries are. What are we willing to do? What are we not willing to do? And then we need to figure out how to avoid the temptations that cause us to fail at that. And sometimes one of the things that came up is one of our clients was very transparent during one of our awesome speakers and said that sometimes when there's conflict with vendors and some of the vendors are his friends, like doing stuff, he's kind of a pleaser and it's hard to set boundaries with them or to let them know, have uncomfortable conversations that they're not doing things right or something needs to be done faster or stuff like this. And so what within ourselves, the kind of question that she asked was like, what within ourselves thinks that we. Deserve to have those things happen to us, or why within ourselves are we so concerned with being liked, and a lot of times it's from when we were young. People overstepped our boundaries. People treat us poorly and we had to like fawn or please to get people to like us in order to feel safe. And so, there's a great book I read recently I really enjoyed, called The Courage to Be Disliked. All about Adler, Adlerian psychology and which is different than Freud and young. Really interesting. I think he was way ahead of his time. The world wasn't ready for him back then. He was a contemporary of both of those young and Freud. But Adlerian psychology has become very popular in Japan, and I believe the authors of the book are both from Japan, and it was translated to English, I think. [00:24:41] So really awesome book. The Courage to Be Disliked. And the sequel is the Courage to Be Happy or something like that. Great books. We need to have courage, the courage, the willingness to feel those uncomfortable feelings and be disliked in order to respect our boundaries. And so that's something else that we could do a whole episode on this, right?  [00:25:05] So the next piece is to build process, right? So take a look at your process. This might be connected to learning and preventing. This might be connected to getting clear on boundaries and what you want, protecting the team, but coming together as a team. We had Errol Allen at this event. He's a process expert and he talks about getting the entire team together to work on a process. Like who feeds the process, who works on the process, and who is affected later, or what, the output affects of the process affects them, right? So we want to make sure that we get all the stakeholders involved and we develop a really good process. So that we can, as part of that learning and preventing and avoiding the temptation and passing the tests is creating a really good process. And so these are the main things that we discussed in relation to dealing with this challenge of letting go of clients that are not treating you well and setting really good boundaries. Now, If you don't, then you will get caught in the cycle of suck. Everybody's heard me talk about this before, which means you take on crappy owners, you then have crappy properties, you then have crappy residents because they're frustrated about the crappy property and the crappy owner, and then you're going to have crappy reviews. Then you're going to attract more crappy clients, right? And this sums up the property management industry in aggregate. This is the challenge in why most property managers suck. Most of your competitors you probably believe suck. It's because they're taking on any client. You need to set some rules, set some boundaries, and let go of some bad clients and that will get you out of the cycle of suck. Why do you want to be out of that? Some of you think, well, that's just property management. That is not very profitable property management. This is why the average property management business has like 4% or 6% profit margin and makes very little money. [00:27:00] Our clients sometimes have 10 times those amounts, a profit margin. We've got clients doing 20, 30, 40, sometimes 50 or 60% profit margin, right? And so to have really good profit margin, you cannot have really bad owners and really bad systems and you can't be caught in the cycle of suck. You've got to let go and clean your portfolio up and you'll be a lot more profitable. because one bad property can take easily 10 times, just maybe even a hundred times the amount of work as a good door, as a good property. Okay. All right, so hopefully this gave you some ideas. You're probably thinking right now about a client. I know you. You're thinking about a client right now. You're like, I'd be so happy if I could just get rid of that. My team would love if we could just get rid of that person, if we could just get rid of that one property, that would be great. This is your business. It can be the business of your dreams, or it could be like your master and you could be a slave to it. Which one do you want? Any business at? Any size could be either one. You get to decide this is your business, so be the entrepreneur, not the property manager. Protect yourself and let go of some of those bad clients. And that's it for today.  [00:28:17] So, if you are a property management entrepreneur and you want to get your either add doors or you want to finally dial in the operational side, you're curious maybe about how does DoorGrow help with process and their, what's their DoorGrow flow software and how do they help with sales and what's their CRM software, DoorGrow CRM, and how do they help with operations and what is this DoorGrow os and why is it so much better than eos? And how are they helping property managers get their teams in a alignment so that they can go from pretty good growth to having like 300% growth in a year, like some rapid growth where the team are all moving the business forward, like and thinking like an entrepreneur. How do we finally get great team members? Our client that just doubled his doors I was telling you about, since joining DoorGrow, he fired most of his team and replaced most of his team because he realized by getting clarity in working with us and getting the hiring stuff going and vetting his team, he realized he did not have the right team. He didnt have the A players, he didn't have believers. So we need to help you get a really great team and then install DoorGrow os and then make sure you have processes and if you have those three system people, system, process, system. And planning system, you then have a scalable business. So now this client he has a business that can scale, right? We want you to have a scalable business, a business that if you lost team members, you could get back up to speed very quickly, right? Whereas most of you probably just did Russian roulette hiring until you eventually got enough team members and fired enough team members that you had a good team and you finally installed decent culture and then you were finally able to break 600 doors. You can't break 600 doors with a crappy team.  [00:30:04] You'll last see so many people in that two to 400 door range struggling. You get to 500 and it's painful. If you feel like right now, if you're honest with yourself, deep down that if you added more doors right now, if you added another a hundred doors this month, your life would get shittier and worse then your business is not set up to be scalable. The business owner's life should get better the bigger the business gets and the more money you have. And that means your business is not set up to be scalable. Let's get your business to be scalable. Reach out to DoorGrow. You can check us out at doorgrow.com. Go to our homepage, the big pink button. "I want to grow." click that and there's a free training. You can book a call with our team and you can watch our testimonials and case studies and we're going to blow your mind. And we're going to help you realize why marketing doesn't work very well generally, advertising generally doesn't work very well for growth, and why you've been struggling to get your team and business in alignment so that you enjoy your day to day. Let's get you there.  [00:31:02] Until next time, to our mutual growth, I'm Jason Hull. Bye everyone.  [00:31:06] Jason Hull: 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!  [00:31:33] 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.

At DoorGrow, we have made some MASSIVE changes to our coaches and programs with even more to come! In this episode, Property Management Growth Expert Jason Hull shares some recent additions and big changes in his life as well as in the business. You'll Learn… [01:22] Personal updates from the host [06:54] Meet the DoorGrow team and what they do [15:36] The NEW coaches we're bringing on [18:07] We cracked the code: the DoorGrow Code [23:36] PR: the new property management growth hack [27:26] The DoorGrow SUPER SYSTEM! (5+ systems in one) Tweetables “We are definitely not immune to the struggles that entrepreneurs go through.” “Sometimes there's just some stuff holding people back, and I find mindset is the best thing that I can help clients within the program.” “I want to create this community. I want to impact the industry positively.” “The property management industry has a couple of major challenges at the present. The biggest challenge is the awareness challenge.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Nobody else is doing the stuff at the level that we're doing. Nobody else has the Avengers team of coaches that we are building. We're building the best. And then we have our new DoorGrow Super System, which is all these software and coaches and all these different major systems you need to build in your business like the hiring system, the planning system, the process system, your sales system, all these systems we call Super System. [00:00:25] Jason Hull: 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're interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow Hacker. 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. 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. Now let's get into the show.  [00:01:22] So before I go too far, let me just say, I'm going to share some news. So we've done some really cool things lately at DoorGrow, and I've had some personal changes in my life that I think are really awesome too. So I just got back from Mexico, and I got married while I was there. So Sarah and I-- Sarah is the COO and operator of DoorGrow. She was my fiance and now she is my wife. Right? So we got married while we were in Mexico. This was planned, by the way. This was a destination wedding in Cabo San Lucas at a resort, and it was very beautiful, but it was like stressful for us. Really stressful. Like getting married legally in Mexico is a challenge. A lot of people probably don't do that. They probably just do it in the U.S. Sarah wanted to get married legally in Mexico. And I was on board, but our wedding planner was not equipped to handle that. She normally just does the pretty stuff, ceremonially at the hotel and made the mistake of saying that they could do this and put things off and didn't listen to us, and the customer service level's really, really not there. Like poor communication, always putting us off. " I'm dealing with a bunch of events right now. I'll help you later. We have it handled. It'll be great. It was not handled, so we ended up getting the ceremony done, but legally, the whole week after that was supposed to be like honeymoon time was us dealing with the legalities and back and forth between a lawyer, a new wedding coordinator, marriage coordinator-- because the first one we basically fired-- and like a judge and all this communication, getting everything handled. You have to get a blood test to get married to Mexico, and you have to get your birth certificates translated and apostilled. I didn't even know what that meant. [00:03:19] So it was a bit dramatic and a bit stressful and we eventually got it all handled, and there was a lot of stress for Sarah and I leading up to that because we're doing cool new programs and launching new stuff at DoorGrow, and then we had some like issues with our sales team and like sales not happening because we had a problem with lead generation and stuff like this, and it was just, you know, that's business. That's part of business. We are definitely not immune to the struggles that entrepreneurs go through. [00:03:50] So, and we've been making rapid changes in the business. Lots of changes. So I recently launched the DoorGrow Code. Nobody's done this before. I highly recommend you reach out to my team and get access to one of our recordings of the DoorGrow Code webinar that we just did. It's really cool. So the DoorGrow code is basically this journey and life cycle of the property management entrepreneur, and it's how you can collapse time. We cracked the code. This is the code, and how to go from zero to a thousand dollars, if you want to, in three to five years and in as quick of time as possible, and all the different systems and things that you need to get dialed in. And so we've built our programs around this so that you can grow your business rapidly. And so our new mastermind is even better than before. It's not a fit for everybody, but our new mastermind is really awesome, so I highly recommend that you check it out. So now also it is the day before Thanksgiving as we're doing this recording right now live and, you know, I just, I'm also super grateful. So Sarah and I recently purchased a home, it's like a million dollar home in Round Rock, Texas, and so it's on a golf course. It's beautiful, really nice area. I really like this area. We're just north of Austin. The downtown area is a little bit too crazy for my taste, but this is more residential and it's a nice area. We love downtown. We like to go downtown for fun, but we're like 30 minutes away and we're out of the crazy. So, and I really like this area, so. Lots of good things. Married, new home, and we're now fostering a pit bull like a new dog. So, and Sarah's already got Parker, who's a pit bull mix. I believe pit bull with a Great Dane is what we're guessing. It's a little bit taller than a pit bull, a little bit narrower head, a little bit... beautiful dog. And now we're fostering this like maybe one, two year old. Dog that is a-- we just looked it up-- a blue nose brindle pitbull, beautiful dog named Chance. So we're going to see how that goes. Right now we can't really get them near each other. They're both kind of A type personalities and so we're trying to like, give them treats and get them near each other a little by little and get them used to each other. And so far, it's going pretty well. It's going pretty well. [00:06:15] There hasn't been any major (growling noises), you know, fights or bites or anything like that, so there hasn't been any of that yet. So that's good. But they're a little bit nervous around each other, and they're both like kind of high energy dogs. So, so that's, that's kind of the stuff that's going on. So, Thanksgiving tomorrow, I don't have my kids this Thanksgiving, so it's a little weird having holidays without the kids. [00:06:38] I feel like that's just strange. But I wanted like to talk about just a little bit on this call, just kind of let you know like, what's going on in my world and let you know that I'm grateful. So I'm really grateful. Life's good. I've got a lot of really awesome blessings. I've got an amazing team in the business. [00:06:57] We've got, you know, Ashlee and Giselle over client success. They're really taking care of our clients, holding their hands, getting them access to all of our different resources and materials. That's a huge load off my plate. We've really put a lot of time and attention into client success. Those that aren't familiar with client success, it's not the same as customer support or customer service, which we have a team doing that. Client success is basically in coaching programs, this is the team that keeps track of which clients are doing really well, which ones aren't showing up to calls, which ones aren't doing as well, you know, and how can we facilitate things and help them, you know, do well, is the idea. So we've also put a lot of attention into optimizing and improving the fulfillment side. For my fulfillment team, which is run by Adam, he's been with me for... I mean, it's got to be coming close to a decade now. I don't know. But Adam's an amazing team member. He knows how to do just about everything in the business I do to some degree on the technical side and in our billing software and stuff like that. And Adam's been-- he's phenomenal. And he's always traveling somewhere else in the world. Super grateful for Ashlee and our new team member, Giselle in client success. Also super grateful for Adam and the entire fulfillment team that he oversees. We've got two logo designers. Grateful for you two. They're a husband and wife team actually. So we ended up bringing one on, and then we brought in the other's partner, and we're the world's leading property management branding and design agency. And it's because we have really great people that handle that. And so, amazing logos. We've done so many rebrands and so many logos. Nobody else has done anything like this in the industry. It's just nobody else has done this. And so, we've rebranded hundreds of companies. We are the world's leading property management branding agency without question. And we do a great job.  [00:08:52] And related to that, we also do their websites. We do their print collateral, like the business card designs and yard signs and mailer postcards for direct mail and like all this kind of stuff. And so, really appreciate our design team. We also have web designers. Mike's been with us for a while. He's our head developer, coder guy and helps with support and we've got Morgan, who's-- two different Morgans on my team: sales Morgan and support Morgan. Support Morgan is male and Canadian, and our sales Morgan is female and here in the US right? Canadian Morgan's been with me for a long time. Really appreciate him and the support that he is able to provide our clients and he helps with getting, gather, kudos, stuff set up. He helps with support tickets and website changes and things like that. Gosh, and I know I'll probably leave somebody out, but I'm just really grateful for everybody on my team. We have an amazing team. [00:09:52] Super grateful for Sarah. Of course. She's really shifted things throughout the whole business. Operationally, she can see things that I can't see. She is intuitive. Super intuitive. She just knows things are off either in an area financially and I'm able to bounce all my ideas off of her. She's really sharp. She's an INTJ for those that are into Myers Briggs. So she's a brilliant strategist. And so I really a appreciate having her, of course, in the business as well as romantically and personally, right. So gosh who... I'm going to pull up my team so I just don't forget anybody that I want to point out here. We've got an amazing team at DoorGrow and we are expanding beyond our core team. We're also bringing in coaches, so I'll tell you a little bit about that. So it's no longer just the Jason and Sarah show, where Sarah's kind of coaching more on the operational side. So that took a big load off my plate with helping property managers implement DoorGrow OS, which is better than EOS and better than Traction and better than all that kind of stuff that's floating around out there. So she's really taken ownership of that and helping that. Also, our hiring system is amazing. So we've got DoorGrow ATS and DoorGrow Hiring. ATS stands for Applicant Tracking System, which is a system that I built out for getting really good team members. So that you don't waste time on people that are not a skill fit, culture fit and personality fit, you need all three fits. So we've really made a lot of improvements in our systems and in our program and in how we keep track of clients and where they're at in the process and making sure they're clear on where they're at in the process. [00:11:32] And we've got roadmaps and we've got checklists and like it's-- we've just made so many improvements this year, so I'm just super grateful for the team that supports me and all the stuff that we have going on. I want to point out, you know, my gratitude today. [00:11:47] Oh man, I'm also really grateful for Madilyn. She goes by Madi now, but Madi's my daughter and she creates most of the stuff that you see on my social media personally and at DoorGrow on any of our social channels. She creates the video, she edits all our case studies and testimonials. She makes most of the videos that you see on our YouTube channel... reels all this stuff that's Madi, and she does a great job. We really appreciate her and she just keeps increasing her skillset and it's really funny, like she's able to speak in a voice-- I did a podcast episode with Madi previously, which some of you all might enjoy. If you're curious, what's it like working with dad? You know, she shares her perspective about me on that podcast episode. That was fun. And, who have I not mentioned? Brittany. Brittany was originally my assistant. Now she just helps with like podcast setups and like some billing stuff and things like this because she wanted to focus on being more of a mom and adopting kids. Still appreciate Britney, she operates, you know, kind of quietly in the background, just consistently getting stuff done. [00:12:50] We've also got Kyle. I'm grateful for the marketing ideas and lead generation ideas that he's brought to the table that's really helped move us to the level that we're at now. And we are also bringing on a new kind of fractional director over marketing that's really sharp named Amara. So Amara, you know, shout out to you. We appreciate you as well. We're really excited to see the new stuff that you're helping us implement and getting us shifted into. And we're getting set up on HubSpot, y'all. So we're getting that set up and so we have better tracking internally, but I don't recommend that for property managers. There's better like CRMs I think for property managers, one of which we're developing, which is coming, which is DoorGrow CRM. Pretty awesome. Really excited about that. Has like landing pages and text message automation and like voicemail drops and all sorts of cool stuff that you're just not experiencing with any other CRM in the property management space right now. And we will be building out and optimizing stuff so that we have some preset stuff that's really going to help you grow your business. So we brought in a coach that's helping us with that, John Chin, who's one of our clients, but he actually took some of the stuff that we're doing that we teach related to getting partners that refer and introduce you to investors. He's put that on steroids with leveraging these systems, and so we're really excited to have him help out with coaching clients now as well. So anyway, I get excited about our offer and our product but.  [00:14:25] Grateful for Vin. He's our web designer. He does great work creating our SeedSites. We still call them SeedSites, our designs. And I mentioned our logo designers, that's Grace and Raymond. So really appreciate them. Raymond does amazing work and we're really excited that we now have brought Grace on board. And then, who else have I not mentioned by name? I mentioned Giselle. She's brand new, really helping out Ashlee and client success, and Ashlee's having a baby. So congrats to Ashlee on the team. So really appreciate Ashlee. Brought her home for client success. She used to work in like a convalescent hospital, I think, or nursing home-- nursing homes or whatever. And she'd set up programs and create community and connection. We're like, you'd be perfect for this. And she really was. She's been a great fit. So we've just got such an awesome team. Really appreciate everybody on the team. We've also got Jane and Justin. They're our setters. So they do a lot of the follow up and outreach and nurture and stuff like that.  [00:15:25] Key point or like what I'm trying to share, I guess, is that I'm really grateful, super grateful for our team. I'm also really excited and grateful for the extension to our team. Now we're bringing in experts, people that have been really seasoned experts in the industry. We've got experts that have come from channels like Home River Group, and they're really amazing at acquisitions. We've got experts coming in that, like Errol Allen, who is going to be working with our clients on process documentation. He's kind of the expert at this. We've got Jo Olivery, who's in Australia, expert at systems and is Disney certified, which I guess is a big deal in operations. So we've got her coming on board as a coach and we've got Roya Mattis. She's a really brilliant, amazing, intuitive mindset coach. Really helping people deal with issues that are holding them back. Sometimes there's just some stuff holding people back, and I find mindset is the best thing that I can help clients with in the program. And usually all the coaching and stuff that we do, whether it comes to operations or sales or whatever-- When I ask clients, "what's the best thing you've gotten out of the program?" a lot of times I would hear "mindset." And I always thought that was so weird. It's the mindset. Really mindset-- it's throughout everything that we do, and we brought in a mindset coach who's really like helped us identify some cool things. She works with me personally, works with Sarah personally. [00:16:51] She just did an amazing training on the basic needs, and I realized my basic need is like, love and belonging. That's why I do what I do. I want to like benefit people. I want to create this community. I want to impact the industry positively. Sarah's basic need is power and achievement. She wants to accomplish stuff and get stuff done, and that works really great having an operator that helps facilitate that stuff in the business. She's always looking for how can we like level up clients and level up things. And so we both have this drive and motivation to benefit our clients from different perspectives. Right. Which is really helpful. Anyway, and I know there's, there's probably some, there's other coaches that we're bringing on that I'm probably missing, but yeah, we're always adding more coaches. And if you're listening, if you feel like you're like one of the best in the industry, we want the best. If you feel like you're one of the best, you want to be part of this mastermind and, you know, get paid well to invest some of your time towards DoorGrow and work with some of the best clients, really the best people in the industry. Our clients are so growth-minded, like positive mindset, like they're high functioning, like we have some amazing clients ranging through our DoorGrow code from white belts up to black belts. We've got these different belts and black belts are like a thousand door plus. And then white belts are they've got their first door, right? So. We also launched the DoorGrow Code, which I mentioned. The DoorGrow Code shows these different stages. It helps you know exactly like what's that secret question that you have in the back of your head that's holding you back and like, what are the problems you're dealing with right now? [00:18:20] What do you need to stop doing in order to get to that next belt level or that next level of growth? This really is a mindset shift for people when they just see this. You can identify quickly where you're at, how many doors you're at, what your revenue is, and very clearly see what you need to do, and you can even look at previous stages and go, "oh, I didn't do those things. That's why I can't move forward. I'm kind of tethered to this belt level way back here that I didn't solve that problem. That's why I'm so frustrated with my team or why I'm so frustrated and I can't get to that next level. That's why I'm stuck at 50 or 60 doors and can't break that a hundred door barrier. That's why I'm stuck in the 200 to 400 door range, and I'll never be able to break that 600 door barrier and get to being that red belt." Right? So I recommend: reach out to our team and check out our new programs. I think it's really awesome.  [00:19:11] This is a lot more of an informal episode, if you can't tell. I just wanted to share gratitude, tell you kind of what we're up to at DoorGrow. We're going to be launching a DoorGrow process software. It's very different than what else is in the industry, so it's going to be very visual, like Vizio or like a flow chart. And Errol Allen's going to be helping me, you know, build out some of these processes, but I said, "how do you usually build out processes?" "Like I build it out in this sort of Vizio like software. It's very visual, and then I have to translate it or help clients translate this into something like Process Street where it's linear," which is what our team's been using. Or "then I have to translate it into like Lead Simple or some sort of process system. But the challenge with those systems is that you can create maybe context sensitive stuff, but in a linear to-do sort of list, you don't have branches very easily. It becomes difficult, but on a visual flow chart, that's very easy to do. You can say: "ask a question, do they have pets?" Cool. If they have pets, we need to do all of this stuff and go down this route, and do they not have pets or are they service animals? So maybe there's like three options and you have different criteria and different things to do, but some of these might converge, right? Service animals and pets, there might be some similar things you need to do in this flow chart. So this is where processes can be really complicated and you want to map it out visually, but then you have to like take this visual map. Wouldn't it be great if you just had a visual map and that was the actual process? So that's something that we're working on as well. And I mentioned DoorGrow Flow, which is that software. I mentioned, DoorGrow CRM, and we've already got DoorGrow OS, the best operating system, strategic planning software in the industry. And we already have DoorGrow ATS best hiring process and system in the industry, completely customizable and tailorable to your business. We also have partnered with an ai assessments company. And so these AI assessments are really good at helping to identify those three fits. I mean, we used to use like disk assessments, and we used to use, Myers Briggs and like Wonder Lick and all, like some of you use predictive index and so some of these tests are cognitive, some of them are conative. All these different tests to try and figure out: are they going to be a good personality fit. Are they a skill fit? Do they have the intelligence level to be great? Are they going to be a culture fit, like with our values? And so this AI assessment tool helped us to eliminate that for all those different assessments and it's proven to be accurate. That's how we got my-- oh my gosh. I didn't mention Mar or Maricella. Mar is my assistant. Mar, I love you so much. She has taken over our event planning. Grateful for Mar, she's amazing. She like, has done our last two DoorGrow Lives and made them work and they worked really well. Clients had an amazing experience. We did one in Austin and then we did one in Vegas. We're going to continue to do them in the Austin area. But we're really excited. She's already been working on the one that we're doing in May. Y'all should be at this event. It is going to be awesome. And we've got all these new programs. Gosh, there's just so much. But anyway, we've got news, so thank you, Mar. I'm really grateful for you. She's actually the one that makes me a lot less crazy, a lot less all over the place and meets with me on a daily basis to make sure I'm being taken care of. Gets my, you know, haircut appointments scheduled, gets my float sessions booked, makes sure I'm like getting my Krav Maga like things set, you know, for martial arts. And she helps with travel and she's also our event planner for our events and she's doing a phenomenal job at all this stuff. And so we just keep adding more to her plate because she's just so good at everything.   [00:23:08] I mentioned our DoorGrow hiring system. Super cool. That's how we got Mar. We used that on our entire team. We vetted our entire team and it proved that all of them are highly intelligent. Also proves that all of them are really good for their role. And our really good culture and skill fits, and it's been proven to be very effective with some of our clients that were our initial Guinea pigs going through this. So we've coupled that with DoorGrow ATS and that's DoorGrow hiring. Really awesome system. We are also going to be bringing on a PR coach. I'm kind of cat out of the bag, but we've got three candidates that we're working on right now and they all have over a decade of experience helping local, small businesses grow and scale their businesses through public relations, which I think is going to be the next level thing for this industry. It's the new opportunity for growth. The property management industry has a couple major challenges at the present. The biggest challenge is the awareness challenge. Most people that could be working with property managers are not because they're not really aware of property management. After the awareness challenge, the next big hurdle is the perception challenge. That's what steals most of the rest of the market share away. Out of those that are aware, a lot of them believe property management and property managers are bad or not good or are shitty and it's a well deserved perception. Most property managers suck. Though there's a lot of bad property managers out there or management companies. And I don't believe they intend to be bad. I believe that's what happens when they price themselves like everybody else at 10% or less, or they do flat fees like everybody else that's not doing a percentage. [00:24:51] They have bad pricing. They're not getting paid well enough. They don't have the right culture in their business, so they don't have good team members. They are micromanaging their staff, trying to micromanage them through tasks based systems like Asana and Monday and Process Street and Lead Simple. And so they don't have amazing team members that they can trust to think and make decisions and their team members-- is in the DoorGrow code, by the way-- they're frustrated, like, "why can't my team members just do what I ask them to do? That's one of the big questions that you have in that usually around the 300 door stage. But these are the things that we help solve at DoorGrow. So PR is a new opportunity because what it does, public relations or pr-- Well, let me start with this. So just so you understand this, there are two main channels when it comes to creating awareness and we call this main awareness channel marketing. And there's two pieces to marketing. There's two pieces to marketing. You learn this in marketing 101. There's advertising and there is PR. Advertising mistakenly is used to try and grow businesses a lot of times. But really what actually has had the most success in growing companies historically is not advertising, it's PR. PR is what builds awareness and creates brands and helps them get market share while advertising historically and typically only helps them retain the market, share that PR created. Coca-Cola, for example, was built originally through pr, and PR is a lot less expensive than advertising. The first iPhone and Apple's rise to fame was all basically PR. People were talking about it. Lots of buzz. Not very expensive when it comes to advertising, but advertising is used by Coca-Cola to keep their market share aggressively in the cola industry, for example. And so most people though, in the property management space are trying to use advertising mistakenly, which allows you to target the people that are looking for property management. But the search volume is really low, and there's very few people that are actually looking for it. And so our growth strategies for clients are in the blue Ocean. We're really great at helping clients create new market share and expand the industry and build that awareness. PR is kind of that next level, so we're bringing in a PR expert, doing some cool things in the PR side of things also with DoorGrow to promote the industry and benefit the property management industry.  [00:27:21] So that's something that's coming down as well. You heard it here first, right? So these are some of the cool things that we're innovating and doing at DoorGrow. Nobody else is doing the stuff at the level that we're doing. Nobody else has the Avengers team of coaches that we are building. We're building the best. And then we have our new DoorGrow Super System, which is all these software and coaches and all these different major systems you need to build in your business like the hiring system, the planning system, the process system, your sales system, all these systems we call Super System, the DoorGrow Super System. It's the system of systems. So we're helping to build that out with clients as well. And also a growth acquisition engine for acquiring other companies. We're building the ultimate system of systems for property managers, so our clients are going to be the fastest growing in the industry, and we're taking people from small businesses to helping them grow as large as they want. And we're doing this based on my foundational principle-- you've heard me talk about this on many calls before of the Four Reasons. So we're not just growing for growth's sake, we're growing so that as you grow and scale, you do this in a way that you get more fulfillment out of your day-to-day, you feel more freedom, and you get more of a sense of contribution that you're making a difference in the world, living your best life, contributing in your best way that you were designed to do, and you're getting more support from your team. This is the four reasons for starting a business. Most people think they just want to make more money. However, what you really want are those four reasons, because that's really what you're hoping money will give you. You can make more money and not get those four things. So we are doing all of this stuff to help our entrepreneur clients not be property managers, and instead be entrepreneurs that maybe hire property managers and do property management, but getting you out of the stuff that doesn't give you freedom or fulfillment or sense of contribution and making sure that you have a business and a team that really makes you feel supported. And we are building the team and the systems that really will make you feel supported in our program. [00:29:28] And our program is less than it cost even a single team member. And you're getting access to all of this stuff. All the software included, the website, hostings included, GatherKudos, our reputation software included, all the different software tools that we are launching or that we have currently are all included as part of our mastermind. And then we also have been stacking bonuses. So I'm sure my competitors are like, listening to this, and they're like, "I got to start doing all this stuff." But one of the things that we've been doing is we've negotiated with some of the top vendors. My goal is to reach out to all the top vendors in the industry and get a best-in-class discount. I've negotiated this because our clients are high growth and they're adding doors quickly. Vendors love our clients. We've negotiated with some of the coolest tools and systems in the industry, best in class discounts. Discounts that they agreed would be better than anything else they offer to NARPM or anyone else. And some of these are stackable discounts. For example, like Tenant Turner and Easy Repair Hotline. And ourpetpolicy.com and Levo Secure, really cool software. We've got a list and I'm constantly stacking more. If you feel like you're one of the best vendors and you want access to our clients and you want a stamp of approval from DoorGrow. We want the best-in-class discount, and it's just as long as they're members of our mastermind, they leave the mastermind, they lose all these bonuses and discounts. But reach out to me if you feel like you're the best in the category. We've got Z inspector. Sorry if I'm missing you, if you're a vendor. We've got Virtually Incredible. We're getting the best of the best and stacking these bonuses and discounts for our clients. So it just makes the program a no-brainer to like be in because you're saving more money, making more money, and it's less than like a part-time team member to be part of our program on a monthly basis.  [00:31:25] So anyway I think that's about all I'm going to talk about today. So I appreciate you hanging out with me. I know this is a bit informal. You got a little bit of a picture of like what's going on at DoorGrow some of the new innovations. You've heard a little bit about my team that I'm super grateful for. I think a lot of people mistakenly think it's the Jason Show. It's definitely not the Jason show, and as soon as I can, like my goal is to exit as many pieces of the business as possible so I can really just focus on the stuff that I really, really enjoy more and more fulfillment and freedom for myself as well. And I really love getting to do what I get to do. I like innovating. I like coming up with ideas. We're in some of the best-- my team and myself are in some of the best coaching and mentoring programs that exist out there. We are in Masterminds as well, and Sarah and I are constantly taking trips to these different events, masterminds. We're in usually at least three major ones at a time. We spend at DoorGrow over six figures annually just on coaches, mentors, and programs. You get access to this knowledge that we are constantly curating and improving upon and bringing in. And that's one of my skills and genius I feel, is I'm able to take ideas from other coaches, other things, programs, I'm able to improve upon them, package them together in a better way, and then we're able to benefit our clients and so you get access to some really good stuff as part of our program.  [00:32:51] So anyway, with that, I'm going to go ahead and end today's podcast episode. Until next time to our mutual growth, everybody. Check us out at doorgrow.com. If you're new to us or not yet working with us, and you've been sitting on the fence, now's the time. And also, if anything I ever say on this podcast is helpful, please leave us a positive review or feedback or something somewhere online. It really means a lot to us. And until next time, to our mutual growth. Bye, everyone.  [00:33:20] Jason Hull: 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!  [00:33:47] Jason Hull: 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.

Do you have the passion, integrity, and drive to level up your real estate game? If that's the case, you've found the perfect podcast.   Today, we have a treat exclusively for you. Joined with us is one of Atlanta's sharpest and youngest business moguls, Errol Allen. Catch him spilling the beans on how he stays hyper-focused while leveraging his real estate experience. He also talked about his first deals, tracking KPIs, learning curves, successes, and more. Hold your horses, because we're up for a Key Takeaways Don't let that age gap stop you from building wealth. How is he determining which lever to pull on which type of project? The strategies that he implemented to keep his team sharp and consistent? Have a strong follow-up and great rapport-building. Errol talks about the value of creative finance   RESOURCES: Young Bucks Nation The Richest Man in Babylon Send More Offers Program

Property management is one of the most intensive process driven industries. Listen to Pete Neubig, MPM® RMP®, interview the Process King himself as they discuss the best practices into tackling reviewing your process. Errol Allen with EA Consulting has worked with numerous property management companies reviewing and revamping their processes. Find out what the biggest challenges are, how quickly it can be done, and what are the benefits of reviewing your processes.

Errol Allen is a investor, social media marketer, public speaker, founder of the networking group ‘Young Bucks Nation & the clothing brand ‘Legacy Over Currency'. A recognized authority in the Atlanta real estate market & beyond, he has carved a path for himself few can imitate. He has been on this entrepreneurial journey ever since he was 14 years old and has no plans of slowing down. He now shares his lessons and techniques so others can find success as well. Check Out His IG Here: https://www.instagram.com/erroljallen/Check Out His Links Here: https://linktr.ee/erroljallenMy IG: https://www.instagram.com/tolu.owoyemi/

Internationally known operations consultant, speaker, author and customer service expert Errol Allen provides practical advice and solutions garnered from over 25 years of hands – on experience. He possesses a multi-faceted perspective of organizations through the various positions held during his corporate tenure with companies such as ADT Security Systems, TCI Cablevision, The Houston Post, Excel Communications, e-talk and GEICO Insurance. From the phone to the field, Errol has serviced customers himself and understands that a “systems” orientation is crucial to providing excellent customer service. He assists his clients by facilitating interdepartmental process improvement projects to insure efficient service delivery to both internal and external customers.  As a “hands-on” consultant, Errol takes an active role with clients, from riding along with field personnel to spending time with customer service personnel as they take customer calls. He maps out his clients' work processes and creates procedures manuals. He also helps with identifying customer centered key performance indicators and the internal processes that impact indicator results. Errol also develops and implements simple solution tools that clients utilize to improve the level of service provided inside and outside of the company. Errol shares his operations and customer service expertise as a contributing writer for The Houston Business Journal and Small Business Today Magazine.  In his quest to acknowledge the receipt of great customer service, Errol personally awards his “Now That's Customer Service! Award to deserving employees or companies. An avid blogger, his articles have been published in several online publications including Yahoo Small Business Advisor, Customer Service Manager, Customer Experience Magazine of the UK and Young Fabulous and Self Employed.  He has also participated as a workshop leader at the University of Houston's Small Business Development Center, the Houston Community College Goldman Sachs 10,000 Small Businesses Alumni Program, the Houston Association of Realtors and with the Service Corporation of Retired Executives (SCORE). Get your copy of Errol's book – “Keys to Delivering Amazing Customer Service!” For more information about Errol go to https://errolallenconsulting.com/errol-allen/

Errol Allen shares with the #RealLegalCash podcast his experiences building an Airbnb empire and Real Estate career.

This AirBnB arbitrage strategy allows our special guest on this podcast episode to create passive income in his real estate investing business. If you want to know how you can wholesale cashflow by tapping into Airbnb properties, then check out this episode now.

This AirBnB arbitrage strategy allows our special guest on this podcast episode to create passive income in his real estate investing business. If you want to know how you can wholesale cashflow by tapping into Airbnb properties, then check out this episode now.

015: In this conversation, 26 year-old AirBnB Superhost and real estate investor Errol Allen joins the show. He shares how to earn income through subleasing. We cover a step-by-step system for finding a subleasing property and getting it rented on AirBnB. He also shares how to work with the landlord, the value of solving problems in real estate, the day in the life of an AirBnB Superhost, and more. Transcripts can be found here: www.LightingUpRealEstate.com

DJ LostNFound is in the mix with songs from 2nd Samuel 151, Ada Betsabe, Adrian Prince, Big Yae, Bridgewater, Chris Aye, Chris Soul, Cru Alxndr, Cutright , D. R33D , D.King, DYP , Errol Allen, Gio Da Gift, GodFrame, Hector Dominguez, Ian Kenville, J. Malinich, Jekasole, Jodie Jermaine, Jonathan Baker , Justcallmedt, King David , L-D.U.B.S., Leeland Philpot, Mike Teezy, N!x, Nigil, Lee, Rhomar Jessy, Stixx, Theo Blue, Tre Lee, Trutha, Vic Sage & Eric Heron, Young C and Yung Titan.

The Tony C. Davis show is an Amazing Women and Men Of Power show production powered by Raven International. This show is targeted to Christian Entrepreneurs who will share biblical success principles for today's marketplace

Steve and Alex talk with Errol Allen about the importance of having systems and procedures in place in order to maximize the efficiency of how your business runs. When you flow chart how you step through specific tasks in the office, inefficiencies can be pinpointed and fixed. Training your employees properly allows you to hold them accountable for their performance. This also reduces turnover because employees have a clear understanding of what is expected. Documenting procedures is the key to properly train staff so they perform their tasks correctly every time. Task manuals show them exactly how to do their job. This also ensures that all clients receive the same experience and level of service regardless of which employee they are working with. Guest: Errol Allen of EA ConsultingInternationally known operations consultant, speaker, author and customer service expert Errol Allen provides practical advice and solutions garnered from over 25 years of hands – on experience. He possesses a multi-faceted perspective of organizations through the various positions held during his corporate tenure with companies such as ADT Security Systems, TCI Cablevision, The Houston Post, Excel Communications, e-talk and GEICO Insurance. From the phone to the field, Errol has serviced customers himself and understands that a “systems” orientation is crucial to providing excellent customer service. Hosts: Steve Rozenberg – Co Founder of Empire Industries LLC, investor, speaker.Alex Osenenko – President and CEO of FourandHalf

Steve and Alex talk with Paul about his goals for growing his company in 2019, the importance of systems, and adding employees. Paul talks about an upcoming event he has in January PM Systems Conference featuring Errol Allen of EA Consulting. This will be a very small, intimate conference with only 20 slots available. Guest: Paul Kankowski, Owner of House Match Property Management Hosts:Steve Rozenberg – Co Founder of Empire Industries LLC, investor, speaker.Alex Osenenko – President and CEO of FourandHalf   Podcast website https://steverozenberg.com/podcasts/lions-den-of-leadership/

Networking on MainStreet with Dirk Cummins Errol Allen has over 25 years of hands – on experience in the customer service industry including 13 years in a management role. Errol has worked in several industries within the service sector including security systems, newspaper, software, cable television and insurance. Having held positions as an Internal Customer Service Consultant, Call Center Quality Manager and Operations Analyst, Errol understands that a ”systems” orientation is crucial to providing excellent customer service. He is experienced in facilitating interdepartmental process improvement projects to insure efficient service delivery to both internal and external customers Steve Levine, Executive Publisher of Small Business Today Magazine.Steve Levine has more than 30 years experience in publishing, advertising and advertising sales. He founded the Metro Houston Apartment Guide, The Jacksonville Communities Guide and Perfect Wedding Guides. Steve was also directly responsible for the meteoric growth of publications such as Real Estate Executive and Homes & Land Magazine  

Errol Allen has over 25 years of experience in the customer service industry including 13 years in a management role. Errol has worked in several industries within the service sector. He has hands on knowledge of interacting with customers whether in person or over the phone. Having held positions as an Internal Customer Service Consultant, Call Center Quality Manager and Operations Analyst, Errol understands the need for a "systems" orientation to providing excellent customer service. Robert Cossick serves as a deacon, teaches a Bible study for married adults, and is a coach to husbands in troubled marriages. His passion for saving marriages comes from years of seeing the emotional destruction that is left behind when a husband decides to walk away from his responsibilities and commitments. Robert is committed to helping husbands build or re-build a thriving and passionate marriage. Robert and his wife, Kathy, and their three children live in Houston

  Kristina Wehlau saysCandle Roses™ was created with you in mind, impressing women with 2 things they enjoy - flowers and scented candles. Our bouquets are made for any occasion - special or just because!   What inspired you to start the business?  The need for flowers that didn't die maintained a fragrance and can be used. What is a good referral for you?  Companies who send Thank You and Holiday gifts, anyone with allergies! Why should someone do business with you?  Provide a unique gift product that leaves a lasting impression. Errol Allen Consulting provides customer service training and process analysis/improvement to create a balanced work environment. What inspired you to start the business?  I was inspired by my belief that it's important to create a balanced work environment in order for your employees to provide great customer service. What is a good referral for you?  A good referral for me is a service industry related company that is interested in improving both employee morale and customer satisfaction. Why should someone do business with you?  You should do business with me because I possess 25 years of hands-on customer service experience including 13 years in a management role. I understand the importance of creating a positive work environment by analyzing/improving your work processes with the assistance of your employees as this will lead to greater profitability, improved employee morale, efficient operations, increased customer satisfaction.