Podcasts about property management business

The most effective way to move your property management business forward is to practice periodic strategic thinking. Marc shares how his company practices strategic thinking and the specific tactics to achieve long-term success. Marc Cunningham guides you through the key business areas of growth, pricing, owner communication, and marketing.    Learn how to develop a proactive approach instead of constantly reacting to emergencies. Discover actionable strategies to define your growth goals, optimize your pricing structure, enhance communication with owners, and create a powerful marketing strategy.    This episode provides property managers with the tools and insights to elevate their business and work smarter, not harder.    Also, learn about Marc's new Strategy and Action Groups. This new program is designed as a way for property management company leaders to pull out of the weeds and make strategic decision for future business success.    This episode offers a roadmap for strategic transformation.   To learn about Marc's PM Strategy & Action group click here:https://www.pmbuild.com/action   Manage more doors with less stress with LeadSimple!   Grow your property management business with PMW.   Rentvine - the property management software you can trust   To find out more about Marc's coaching services click here.   Join Marc's new property management Facebook group This podcast is produced by Two Brothers Creative.

Do you ever dream of selling your property management business one day? Or just curious about its current value? In this insightful episode, Marc chats with property management consultant Deb Newell about the ins and outs of selling a property management business. This conversation dives deep into key factors that influence a company's valuation, including EBITDA multiples and contract terms.    Deb shares her expertise on determining the right time to sell, identifying potential buyers, and what steps owners should take now to maximize their company's appeal in the future. This episode is packed with valuable advice on preparing your business for sale and understanding the current market dynamics.   Whether you're considering selling soon or just want to increase your company's value, this episode offers essential guidance from industry experts.   To connect with Deb check out https://www.propertymanagementconsulting.com.   Manage more doors with less stress with LeadSimple!   Grow your property management business with PMW.   Rentvine - the property management software you can trust   To find out more about Marc's coaching services click here.   Join Marc's new property management Facebook group This podcast is produced by Two Brothers Creative.

Send us a textProperty management business owners need to recognize the true value of people leaders and operations managers as vital revenue generators through client retention, not just as overhead costs. A thriving property management business needs leadership that supports the team, prevents client churn, and creates systems that allow the business to scale effectively.• Retention is revenue – keeping existing clients should be valued as much as acquiring new ones• When property managers feel supported, they stay longer and provide better service to clients• A good people leader prevents the constant churn of both clients and staff• Operations managers may be more valuable than BDMs in some business stages• People leaders handle process improvements, staff support, training, and client retention tasks• Annual investor audits are a crucial retention tool that operations managers can implement• Operations managers allow business owners to focus on growth or step back from day-to-day operationsIf you have comments or questions about the role of operations managers in property management, please send a message to be discussed in the next episode.Sensor Global saves lives with automatic compliance and manages Smoke Alarms, Gas and Water leak detection with 24/7 remote management.It provides complete control, reduced risk and improved compliance for property managers.To find out more speak to Anthony Booth or head over to www.sensorglobal.com Australia's #1 Property Management Software. www.propertyme.com.auSupport the show

Lauren Robinson built a high-performing property management business at 29, and now she's sharing why she wishes she had done it even sooner.

February 5 Discover the keys to success in property management with host Pete Neubig and 2018 NARPM Past President Brian Birdy, MPM RMP, as they explore effective leadership strategies, the power of ownership in teams and actionable approaches to overcoming industry challenges like rising vacancy rates. Learn how to empower your team, set bold goals, and build a resilient business. Brian is the CEO of PMI Birdy Properties, CRMC.

Want to grow your property management business by 100+ doors per year without a dedicated BDM? In this crossover episode with Stephen Fox from Upkeep Media, Marc Cunningham shares Grace Property Management's unique approach to growth.    Learn how Grace Property Management leverages executive property managers as independent contractors, focusing on relationships and education rather than traditional sales tactics. Discover the benefits and challenges of this model, including commission structures, closing rates, and managing larger portfolios.    Don't miss this opportunity to explore innovative growth strategies and discover how to scale your property management business effectively without the need for a dedicated sales team. Click to view the Property Management Growth Blueprint Course: https://propertymanagementblueprint.co/    Follow this link for a free property management lead generation analysis from Upkeep Media.   Manage more doors with less stress with LeadSimple!   Rentvine - the property management software you can trust   To find out more about Marc's coaching services click here.   Follow this link to spend 2 days with Marc and learn how to run a property management business   Join Marc's new property management Facebook group This podcast is produced by Two Brothers Creative.

Many property management business owners out there struggle with having a bad brand, bad pricing, cheapo clients, a lack of confidence, and more. In today's episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull sit down in-person with property manager and DoorGrow client, Kelly Rafuse, to talk about her journey with property management. You'll Learn [04:53] How to Be Picky with the Clients You Bring on [10:59] Overcoming the “Hustler” Mindset [15:04] Choosing an Effective Brand [21:07] Cheapos, Normals, and Premium Buyers Tweetables  ”As you live and you grow in this business, you learn what makes money and what doesn't.” “ The more confident you are, the more some of these… difficult personality types will kind of abdicate and allow you to lead them.” “ It's better to be at the top than to be competing with the garbage at the bottom.” “ Need is scarcity, need is starving, and need is survival.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Kelly: You know, as you live and you grow in this business, you learn what makes money and what doesn't. And I learned how to manage property the hard way.  [00:00:07] Jason: But you learned it.  [00:00:08] Kelly: Yes.  [00:00:10] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives. And you'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. [00:00:37] You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason Hull, founder and CEO of DoorGrow, and Sarah Hull, the co owner and COO of DoorGrow. And now let's get into the show.  [00:01:13] So our guest today, we're hanging out with Kelly. Kelly, introduce yourself.  [00:01:17] Kelly: Hi there, my name is Kelly Rafuse with Crimson Cape Property Management in Wilkes Barre, Pennsylvania.  [00:01:22] Jason: And you have a really nice logo. Where'd you get that really nice logo?  [00:01:25] Kelly: It's this little mastermind I joined called DoorGrow helped me with that.  [00:01:29] Jason: And it's, I was saying, I think it's cool because it's like you are flying right there. [00:01:33] It's like, it like reminds me of you.  [00:01:37] Kelly: Well, yeah. I had this Marvel Comics stud fetish, so.  [00:01:41] Jason: Yes. Okay. You're the Marvel comic gal. All right. So really excited to be hanging out. We're actually in Pennsylvania because this is kind of the neck of the woods Sarah grew up in and managed properties nearby and you manage properties in a neighboring market and so. [00:01:59] The same market. The same market. She, yeah. Exact same market.  [00:02:02] Sarah: I left and she has the market.  [00:02:05] Kelly: While you were here, I was just managing my own portfolio.  [00:02:08] Jason: Oh, okay.  [00:02:09] Kelly: And people were coming to me to manage theirs, and that's how I got into this mess.  [00:02:15] Jason: Yeah. Well, give us a little more background on you, Kelly. [00:02:18] How'd you get into property management?  [00:02:20] Kelly: Oh, well, I started off as a real estate investor. You know, buying homes out here in Northeast PA. It's a very good place to invest in property. Cash flow is, I mean, I think cap rates were like 12 percent when I got in. So, I mean, it was huge, and honestly, I was trying to replace my income because I'd gotten as far as I could go in my former career, you know, hit a huge glass ceiling, and realized that, you know, real estate was probably my ticket to freedom. [00:02:45] Jason: What was your former career?  [00:02:47] Kelly: I was on the radio.  [00:02:48] Jason: Yeah, okay, you've got a great voice for it, so.  [00:02:51] Thank you very much.  [00:02:53] Yeah, so you were doing the radio.  [00:02:54] Kelly: Yeah, so I actually got into this market, and I liked it here. I actually, I did my two years and then moved to a bigger market. I was in Hartford, Connecticut for a while. [00:03:03] And then an opportunity to come back presented itself. And I came back because I genuinely like the area. And you know, the inexpensive real estate was an attraction. And then My husband and I got into investing in properties. We built up quite a portfolio. We had 25 units of our own at one point. [00:03:20] We're down to 14 now. We sold a few off that, you know, really weren't moneymakers for us. But, you know, as you live and you grow in this business, you learn what makes money and what doesn't. And I learned how to manage property the hard way.  [00:03:33] Jason: But you learned it.  [00:03:34] Kelly: Yes. I made all the mistakes.  [00:03:37] Jason: Yeah. And that's sometimes learning through mistakes and pain. [00:03:41] I sometimes joke that DoorGrow was built on thousands of mistakes.  [00:03:45] Kelly: You're telling me. And I will introduce My biggest pain point in just a second here. So what caused me to join DoorGrow is my husband's a real estate broker. And so people were banging on his door. "Can you manage my property? Can you manage my property?" It's like, "well, I don't do that, but my wife does."  [00:04:03] Jason: Yeah.  [00:04:04] Kelly: And I'm like, well, I can't manage their property. I don't have a real estate license. And so it was a whole year of, "come on! Just get the license. Just do it! Just do it. Come on!" So I got the license. And I took on one of his investor clients, and I joined DoorGrow, like all in the same day. [00:04:23] And what I found out when I joined DoorGrow was I never should have taken on that client.  [00:04:27] Jason: That was the price of tuition. It's one of the key lessons that defines you in business, which is you learn those lessons and not take on bad clients. Well, I mean, for us, it's been really inspiring and exciting to see your journey as an entrepreneur and see you kind of get all this ready and get things developed and start to grow. [00:04:46] And so, we were talking about it, like, what should we talk about on the podcast today with Kelly? And you had mentioned.  [00:04:53] Sarah: Yeah, I had said, I think for me, one of the biggest shifts that I've seen in Kelly again and again and again is shifts in mindset because it was just even a few weeks ago where maybe a month ago or something, was relatively recent, where you were saying like, "oh, I read this book and it changed my life I'm waking up at like 4:30 in the morning and structuring my day different" and it was just again and again. But you've had these little shifts that end up leading to these huge changes for you and how you run things and how you structure your day and like just even your, your energy levels seem to be more protected now. [00:05:32] Kelly: Yeah, I'm not getting up at 4:30 in the morning anymore. Although I just learned yesterday I might have to start again because my daughter wants to join the swim team. Oh. And they practice it. 5 a. m. sometimes, but yeah, I mean, it's, it's been a struggle because I'm not only a real estate entrepreneur. [00:05:48] I am also, you know, a wife of a whirlwind. I mean, my husband is a broker. He's into wholesaling. He's into flipping. And I go to manage him.  [00:05:58] Jason: The whirlwind broker.  [00:06:00] Kelly: Yeah, and,  [00:06:02] Jason: yeah.  [00:06:02] Kelly: No, we'll say no more about that.  [00:06:04] Sarah: There's a lot going on. [00:06:05] Lots of moving pieces.  [00:06:06] Kelly: He's a genius. He's like a Bill Gates level genius. [00:06:09] I'm just waiting for the ship to come in. Yeah, nice. It's been 30 years, but it's coming.  [00:06:13] Jason: So what do you feel like maybe was the first mindset thing that you noticed in Kelly, kind of overcoming? Or what do you feel like was your first?  [00:06:22] Sarah: I don't know if I can think of a first, but I know that there's been several that I'd like to highlight. [00:06:27] Jason: Okay.  [00:06:27] Sarah: So I think one of the things is being much more picky with what clients you take on and what properties you take on and how you kind of screen and vet people.  [00:06:41] Jason: Maybe that first client helped you learn that lesson.  [00:06:44] Sarah: Yes.  [00:06:45] Jason: Yeah. So what, what was the lesson there? Like, what did you figure out?  [00:06:48] Kelly: Oh, wow. You know, the, the first thing is I have to see if our philosophies match. [00:06:53] Jason: You and the client.  [00:06:54] Kelly: Yes. And when I got into real estate investing, I admit I'm a bit of an idealist. I know you're into personality types.  [00:07:01] Jason: Yeah.  [00:07:01] Kelly: And I test as an INFP.  [00:07:03] Jason: Okay.  [00:07:03] Kelly: So I probably have no business being in any business at all, but yet here I am. But I'm a dreamer. I'm a visionary. And so my first company was, and still is called Good People, Good Homes, LLC. [00:07:15] And I own property in that LLC. I'm not really doing business in it. It just holds property for me. But when I started it, it was supposed to be the company and it was: you buy these distressed properties in these neighborhoods and you fix them up and you put great people in them and it brings up the whole neighborhood and then everybody loves you and we hold hands and sing Kumbaya and that didn't really happen. [00:07:36] Jason: Yeah.  [00:07:36] Kelly: But I did improve a lot of properties.  [00:07:39] Jason: Okay.  [00:07:39] Kelly: Right. Yeah.  [00:07:41] Sarah: I think arguably in this market, you are outdoing anything that I've ever seen because the befores and afters are just wild. And the rent rates before and after are wild. And this area, yes, you can absolutely get a great deal, a great bargain on real estate, and that doesn't come without its challenges and its problems. [00:08:06] But one of the things that I think is just so great in this area that you do is you take these distressed properties and you make them beautiful and livable and safe. And you provide a wonderful home now on something before that was dilapidated.  [00:08:25] Kelly: And the market's full of C class properties. You know, I hear a lot of property managers say, "Why are you even bothering with those?" [00:08:31] Well, honestly, there isn't anything else. Yeah, that's what we hear. You work with what you got. And I probably wouldn't be a real estate investor if the market wasn't like this. Because that's how I got in. I didn't make a ton of money in radio. I didn't. But I made enough to get in, you know, with a C class property. [00:08:48] And now those C class properties are paying for my life, and my daughter's life, and it's beautiful. The property management company? That's just icing on the cake, but I think it might even eclipse what I've been able to do with my rentals.  [00:09:00] Jason: Oh, I'm sure.  [00:09:01] Kelly: And there's a need for it.  [00:09:02] Jason: Yeah. Big need.  [00:09:04] Kelly: Yeah. So the biggest thing I learned, back to your question about how to vet clients, does their philosophy match mine? Do they believe their C class property could be turned into a desirable place to live? And yes, you will be charging market rent for that, which is a lot more than maybe you thought you could charge. And you'll get a better class tenant that way. Or are they just happy not doing anything to the property, just letting it be what it is and getting whoever they can get into it and, you know, getting whatever money they can for it. I don't really want to work with those people.  [00:09:38] Jason: Do you find part of this though is just selling? [00:09:41] It's like convincing them to align with your vision? Because it sounds like you have a better vision than a lot of the people that might come to you.  [00:09:48] Kelly: Sometimes when I show them the spreadsheet, of, you know, what I've done for some of my other clients, including the first one that I told you about. I mean, I really turned some of his properties around. [00:09:59] And I've tried to fire him twice. Yeah.  [00:10:01] He won't go and, you know, he's also a third of my income, so I'm going to keep him on. And, but the thing is, he's kind of listening to me now. Kind of.  [00:10:11] Sarah: He's open. Well, I think. It's like a walnut shell. We've just cracked it open. Maybe some of the good ideas are seeping through. [00:10:18] Jason: I've talked about this before, but I think also part of it is, as we've seen, you come into your own in more confidence in what you're doing and the more confident you are, the more some of these A personality types or these difficult personality types will kind of abdicate and allow you to lead them. [00:10:36] And I talk about metaphorically punching people in the face sometimes. So you probably maybe punched them in the face metaphorically a couple of times since then. And so setting those healthier boundaries. Is something we naturally do when we start to believe in ourselves more. And so what other shifts do you feel like you've noticed in Kelly? [00:10:55] Or what are some of the things that DoorGrow's helped you with? Are you making changes too?  [00:10:59] Kelly: Well, like Sarah said, a lot of the mindset stuff, I mean, a big revelation came to me when I was at DoorGrow live.  [00:11:05] Jason: Yeah, what was that?  [00:11:07] Kelly: Well, first of all, getting to DoorGrow Live was a challenge because I was in the midst of my survival mode. [00:11:13] I'm a solopreneur still. I do everything myself. My husband's my broker of record, but, like, he's off doing his thing. Sure. So.  [00:11:21] Jason: You were doing everything, you're really busy, and you're like, how do I take a break to even just go to DoorGrow Live?  [00:11:26] Kelly: Yeah, and, you know, then I've got this mindset that, you know, how can I afford it? [00:11:30] But the thing is, I did have the money to go. That's another thing. I've got a poverty mindset I need to get past. And when I went to DoorGrow Live, that was really thrown in my face. Because I was talking about the challenges of being a solopreneur. And one of the pieces of advice that I was given by one of the speakers is, "What's your time worth?" [00:11:49] You know, you can't be doing all of these things when you pay somebody. Yeah, and I thought, well, what's my time worth? And then this little voice in the back of my head said, well, not a whole heck of a lot.  [00:12:00] Jason: You told everybody that. You said, "not a whole heck of a lot."  [00:12:04] Kelly: Yeah.  [00:12:04] Jason: And we're like, "oh, okay."  [00:12:06] Kelly: Yeah.  [00:12:07] Jason: Yeah. [00:12:07] Kelly: Well, I mean, that comes from, you know, my background. I grew up without a lot.  [00:12:11] Jason: Yeah. You know,  [00:12:12] Kelly: I saw my parents struggle. They're working class people. You know, I got into an industry that was on its, you know, downslide when I, I started on the radio in you know, the early nineties, you know, probably right after it started to slide down and, you know, there've been multiple layoffs and, you know, voice tracking and automation and, you know, I survived, but I think one of the reasons I survived was I was willing to work really hard for not a whole lot of compensation. [00:12:40] Jason: Sure.  [00:12:40] Kelly: You know, as people were let go and reductions in force, I was given more duties, but not more money.  [00:12:47] Jason: Sure.  [00:12:48] Kelly: And, you know, you do that long enough, you start getting the message that, oh, well, your time really isn't worth a whole heck of a lot.  [00:12:54] Jason: Yeah.  [00:12:55] Kelly: Yeah.  [00:12:56] Jason: Who decides what your time's worth?  [00:12:57] Kelly: I do.  [00:12:58] Jason: Yeah. I do. [00:12:59] Yes.  [00:12:59] Kelly: I do.  [00:13:00] Yeah!  [00:13:01] And, you know, that's... [00:13:02] you do now. Yes.  [00:13:03] Jason: How has that shifted for you then? What's your perception of your time and the value of it? of your time now?  [00:13:09] Kelly: My perception of my time is, you know, first of all, I don't need to be tied to the Henry Ford 40 hour work week or even the 50-60-70-80 hour work week that I hear people say you "should" do when you're running a business because, you know, it's impractical. [00:13:24] I have a daughter. She's a teenager. She's just started high school this year. She's a field hockey athlete and now she wants to be on the swim team and she's got needs. Mhm. Right? I've got a husband who does not have a cushy job I can fall back on while I do my entrepreneurial thing.  [00:13:40] Jason: Right. Right. [00:13:41] Kelly: He's also an entrepreneur. [00:13:43] We are living off self employment income. So it is a constant, you know, point of stress. So, you know, I need to find out my key productivity time, and that's when I work. And sometimes I get four or five hours a day, and that's it, of key productivity time. But then I find myself, you know, when I'm walking the dog, having all these great ideas. [00:14:06] You know, I do things like I listen to your podcast you know, some great audio books that have been recommended to me. I devoured The One Thing by Gary Keller, the Profit First book. And I'm starting to implement these ideas. And it's just sort of like they're ladder steps.  [00:14:23] Jason: So basically, little by little, you've been investing in yourself by leveraging reading, getting coaching, doing this stuff. [00:14:31] And that's translated into you valuing yourself a little bit more.  [00:14:35] Yeah.  [00:14:35] Awesome.  [00:14:36] Kelly: Absolutely. And I've learned to turn things over, like maintenance, you know, I hired one of the vendors that you recommended, Vendoroo and they're, you know, the tenants still text me with maintenance issues. [00:14:47] Sure. And I text back, "put it in the portal." Right. "If you can't put it in the portal, call this number and they'll teach you how to put it in the portal."  [00:14:55] Jason: But yeah, probably less willing to take phone calls than you were before.  [00:14:58] Kelly: Yeah, I've never really taken phone calls.  [00:15:00] Jason: That's good, that's good. [00:15:02] Kelly: Thanks me. Get it all in writing.  [00:15:04] Jason: So you went through our whole rapid revamp process as well, like with the branding and like getting everything kind of dialed in, pricing. You've implemented a lot of things. And so, has that impacted your confidence level as well?  [00:15:20] Kelly: Oh, absolutely. I really feel like, you know, I'm marketing a real brand now with Crimson Cape. [00:15:25] Jason: Yeah. What, what was it before that?  [00:15:26] Kelly: GPGH Management Company.  [00:15:29] Jason: Oh, the acronym.  [00:15:30] Kelly: Yep. Good People, Good Homes.  [00:15:32] Jason: Yeah.  [00:15:32] Kelly: You know, just to take off of that and, you know, everything was GPGH. My husband was GPGH Realty.  [00:15:38] Jason: It sounds like some sort of drug or something. What do you take in GPGH? [00:15:42] Kelly: Well, it's the right market. [00:15:44] Jason: Okay. Well, then there's that GLP 1 joke too that you could put in there. GLP 1. Yeah. But my husband actually reprinted his real estate company because of, you know, he was inspired by what I did.  [00:15:54] Yeah. Yeah. Okay. What's his brand?  [00:15:56] Kelly: He's Gorilla Real Estate. That's the little stuffed gorilla you saw on the way in. [00:16:00] Jason: Okay, yeah. Yeah, and they're different, which is nice. They're not like, you know, kind of mixed together.  [00:16:06] Kelly: Right, right. And I don't want, you know, people to really associate us together, even though we do share an office.  [00:16:11] Jason: Yeah.  [00:16:12] For now.  [00:16:13] So you've gone through the branding, your pricing is different than anyone else in the market. [00:16:19] Kelly: Yeah. It's higher than anyone else in the market too. And that keeps a lot of the riffraff away.  [00:16:24] Jason: Yeah. It's better to be at the top than to be competing with the garbage at the bottom. For sure. Yeah. Especially in a difficult or lower end market. Yeah. Yeah. So awesome. What other changes?  [00:16:36] Sarah: I think, well, how many, we've gone through the rapid revamp a couple of times, so she's done the mindset piece a few times, and I think every time you go through it, you kind of get, like, an extra layer out of it, like almost like the next, like we're stacking like, levels and levels and levels of different like mindset tips and tricks, and then the perception piece, which once we're done with the little pieces on the website, we can get that launched for you. [00:17:04] I think that will make a huge difference. And recently. I mean, for the whole entirety of the time that you were in our program, you had always said "there is no way I can add more units. There is no way I can do more work. There is no way I can even focus on growth." And you are now adding new doors. [00:17:24] Kelly: Yep, I added three last week. I added another two Sunday night from a current client. I didn't know she had another double block. You know how I got those doors? She called me from you know, her poor husband is at the Cleveland Clinic. So she called me from Cleveland and she's like "I got a no heat call from this one building that you're not managing And I can't deal with it. Can you please take these units?"  [00:17:47] Jason: Nice.  [00:17:48] Kelly: So I just got two more doors.  [00:17:49] Jason: Okay.  [00:17:50] Kelly: And I'm hopefully closing on another five by the end of the week.  [00:17:53] Yes! [00:17:55] Jason: So doors are just starting to flow and you're able to dedicate time now towards growth which before you're kind of  [00:18:01] Kelly: yeah  [00:18:01] Jason: Chicken with head cut off running around and dealing with stuff. [00:18:04] Kelly: It's going to get a little iffy again now that I've added these doors, you know, okay. Now I have to onboard all these tenants. And there's a couple that come with the vacant units that they want me to rent in January?  [00:18:16] Jason: Yeah.  [00:18:17] Sarah: The best time of year here.  [00:18:21] Jason: Right. Lots of activity.  [00:18:23] Sarah: Speaking of vacant units, You have none now in the portfolio that you're Managing? [00:18:28] My current portfolio, I filled them all.  [00:18:31] Yeah, and how many did you have? Because I feel like all throughout the year I was getting updates and it was like 20 something and down a little bit, down a little bit, and now you're at zero.  [00:18:41] Kelly: Yeah, I filled I think 17 units over the course of the last year. [00:18:45] Amazing.  [00:18:46] 10 of them were filled between September and now.  [00:18:50] Jason: Nice. Wow.  [00:18:50] Kelly: And I've got a few that are coming up. I've got, you know, two of my tenants are moving into senior housing. So, you know, that means I'm probably going to have to redo their apartments because they've been living there since like 1965 or whatever. [00:19:04] I'm sure they're going to need to be some updates.  [00:19:07] Jason: So in getting this business started, if you hadn't heard about DoorGrow, or say, DoorGrow didn't exist. Where would you be you think right now?  [00:19:15] Kelly: Oh my gosh.  [00:19:16] Jason: What'd be going on?  [00:19:17] Kelly: I'm not sure I'd still be doing it.  [00:19:19] Jason: You think you would have quit?  [00:19:20] Kelly: With this client that I took on from the beginning, if I didn't know any better, I would think this is what property management is. [00:19:27] Jason: And you'd be like, yeah, right, so talking with us saying you should probably fire this client was probably enough to go, "okay, this may not be everybody."  [00:19:35] Kelly: Right. [00:19:36] Jason: Okay. [00:19:36] Kelly: Right, right. And you know, and you also helped me work with this client. So he's still my client, and he could be a very good client now that his buildings are cash flowing. But that remains to be seen because I got a little pushback on a repair last night that I wasn't real happy with, but we'll see. [00:19:53] Jason: You're going to set some strong boundaries with this guy.  [00:19:56] Kelly: I might have to punch him in the face a third time.  [00:19:58] Jason: Metaphorically. Right, right. Metaphorically, we're not advocating violence. Yeah. Yeah. Okay. Okay. All right. Well anything else that we should chat about or cover? I mean, it's really been, like I said at the beginning, it's been inspiring and exciting to see you grow. [00:20:13] We're really excited to see where you take this and we've seen just it and that's why we do what we do. It's great to see clients just grow like you've come so far. Your whole energy is just different. Just how you are from when we saw you at DoorGrow live and you're like, well, what's your time worth? [00:20:29] And you're, you've spouted off, "well, not very much," you know, or whatever you've come a long way. And I'm really excited to see where you go with this because this could be a really great residual income business. I think absolutely it will overshadow what you're making off your rental properties, but then it also feed you some more real estate deals in the future. [00:20:47] For sure as you, as you work this. And so, yeah, I think it'll be interesting. And how does the, the king of Gorilla Real Estate feel about everything that you're doing?  [00:20:56] Kelly: Oh, he's incredibly supportive. Yeah. I think he misses when I used to just, you know, clean up his bookkeeping for him. We now have to hire someone to do that. [00:21:05] Jason: Mm-hmm. Yes. Those wealthy problems. Yeah.  [00:21:07] Kelly: And yeah, and that's another mindset thing I need to get over. And you cover this in the rapid revamp when you're talking about, you know, the three types of clients you got, your, your normals, which you're, you're aiming for.  [00:21:18] Jason: Yeah.  [00:21:18] Kelly: But then you've got, you know, your cheapos and your premiums. [00:21:21] Sure.  [00:21:21] Jason: Yeah.  [00:21:21] Kelly: And and, and one of the things you talked about, the cheapos is. Are you a cheapo?  [00:21:27] Jason: Oh. Yeah.  [00:21:27] Kelly: And I realize that, yeah, I kind of am a cheapo.  [00:21:30] Jason: You get what you attract. Huh. And so, yeah, we're blind, we have a blind spot towards which category we are showing up as, and so stretching yourself to not be a cheapo. [00:21:41] Kelly: I grew up with nothing. You know, I grew up with nothing, so, yeah, that's why I'm a cheapo.  [00:21:47] Sarah: Yeah. And I get it, because I too was in that mindset, especially when I lived here.  [00:21:52] This area is in that mindset. [00:21:54] Yes, the whole area is very, and when you find someone who kind of breaks through that bubble, It's odd here, right? [00:22:03] And it's different. And it's weird. And it's like, what are they doing? What is this all about? This is just weird. Like, why are you not, you know, normal like us? And when that was something that I had struggled with for a very, very long time, too, because back when I had lived here, I thought, "okay, well, I want to make more money. And like, I need to make more money. And the only way I can do that is I can either work more hours and maybe get some overtime or maybe I can find a job that's going to pay me more and or ask for a raise, or and this is my go to strategy, was let's just work two jobs, three jobs, four jobs." I was working four jobs at a time. [00:22:44] I was working seven days a week and I did that for years and years and years just because, well, this job I maxed out on and I can't get any more money out of here, but I need more money, so, oh, let me just add on another job. Yeah, so I understand that completely and it was just, it was with time that that started to just crack and shift a little bit. [00:23:02] Jason: Kind of the trap of time for dollars. As if that's the only way.  [00:23:07] Sarah: Absolutely. Absolutely.  [00:23:09] Jason: So yeah, so being exposed just to other people that are not of that mindset probably is cracks that glass ceiling you spoke of a little bit before maybe.  [00:23:19] Kelly: Right. Yeah. And what I'm noticing is that I'm attracting people, local people, that have a similar mindset and they exist. [00:23:28] You know, there's a lot of entrepreneurs in this area. Chris Jones started Pepper Jam, and he decided to keep his company here.  [00:23:34] Sarah: Oh, wow.  [00:23:34] Kelly: Yeah, I mean, there's, there's a few. Tech company, you might have heard of them. But yeah, there's, there's a few.  [00:23:39] Jason: So, you are no longer a cheapo.  [00:23:42] Kelly: No. I, well, I'm working on it. [00:23:45] I'm working on it. I catch myself.  [00:23:46] Jason: You say... [00:23:47] Kelly: I am no longer a cheapo.  [00:23:49] Jason: I am more normal.  [00:23:51] Kelly: I am more normal.  [00:23:52] Jason: Graduating towards premium.  [00:23:53] Kelly: And I'm graduating towards premium.  [00:23:55] Jason: It's good to be premium. We get to decide this, right? We get to decide this. [00:24:00] And so as you stretch yourself into more premium experience and recognizing, like, money is not the painful thing to be focused on, there's, and there's better things to be focused on that are more valuable and more important, like your time. And as you put a greater and greater premium on your time, you shift out of that currency of cash being the, you know, the God of your life controlling you and then you can start to be grateful. [00:24:26] And I think one of the key things for everybody listening is when we start to celebrate all of the things that we used to complain about related to money, I think this is how we shift out of that poverty mindset is, oh, we got to pay this bill. Thank you God that I have lights and power that I'm able to afford to do this. [00:24:44] Or thank you that I'm able to do this. And when we start to be grateful instead of projecting pain every time we see or hear money, And we start to project gratitude, then we start to attract more money. Like we start to be open to that. And as we shift into normal, yeah, we attract more normals. As we shift into premium, we attract more premium clients. [00:25:05] And they recognize you. It's like, there's a knowing between you and them, like, yeah, this is how it works. You come to us and we take care of everything and we take care of you and you get a premium service and product and they're like, "yeah, that's what I want." because premium buyers, when they see people that are cheapos. [00:25:20] They can like kind of smell it on you, right? So then they're like, "I don't want to work with this person. They're not going to take care of my property the way that I would want or do things or take care of me the way that I want." And so investing in ourselves. Sometimes for me, one of my coaches said, "go get a massage, you know, go do things to invest or take care of yourself to where you feel like..." you know, anything where we say, I think the poverty mindset is we hear this voice that says, " I don't need that nicer car. You don't need to go get a massage. Why do you need that?" Normal and premium is about shifting beyond need, right? Need is scarcity, need is starving, and need is survival, and so, and then what happens is we have to create drama or problems in our life in order to justify taking time off, so we have to get sick, or we have to justify it. [00:26:09] Doing something and so when we shift out of that then we shift into a healthier state where we can decide I am going to take a vacation or I am going to take time off. I'm going to go to DoorGrow live. You should all go to DoorGrow live, so.  [00:26:20] Sarah: I highly recommend coming up in May!  [00:26:23] Jason: It's coming up in May. Go to doorgrowlive.Com. So, all right anything else we should touch on?  [00:26:28] Sarah: One thing and I don't know if I've ever said this on the coach a call where you've been on but for me, it was actually Roya Mattis. She, at the time, was in Mary Kay like, and I was in cosmetic sales for Mary Kay, and It was very early in my Mary Kay career and I was kind of learning how to be entrepreneur ish, right? [00:26:53] Like, "Oh, I can write these things off and I can do things differently" and, "Oh, this is an expense, but it's a good expense." And it was a lot of new things for me. And one of the things that she had said is and I'll never forget because it just stuck with me and I went, "Oh, okay." Yeah, I need to stop thinking like that right now. [00:27:11] Is " come tax time, there are people who can't wait for tax time because they're waiting. They're depending on that refund and they're like, 'Oh, thank God I get this refund.' Right?" [00:27:21] A lot of rent gets caught up in it. [00:27:23] It sure does. Yeah. Funny. All of a sudden they have money. So. Once you start really making money, though, you don't get refunds anymore. [00:27:33] What ends up happening is you pay money. And not only do you pay money into it, but you now are, like, quarterly paying money. But you don't have to do that if you're, like, barely scraping by, if you're not making money. So, what she said to me is, " when you're, like, rich and you're making money You're excited to pay this money because you're making so much money that now, not only are not going to get a refund, but you don't, you don't worry about the refund, you're making money and now you're paying the taxes and you are going to hit a point where you want to be paying taxes more often than just once a year because that means you've reached a certain level and now you're making a certain amount of money and your goal at that point is then going to be, 'well, how can I increase this?'" [00:28:24] And that for me, it just stuck in my head forever. And I went, "Oh. Oh, geez. I didn't even realize that." And at that time I was, I was. Like, "well, I'm going to get a couple thousand dollars back, like on my tax refund." I haven't gotten a refund in years. And it's true though. It's just a different way of thinking about things. [00:28:40] It's like, well, you know, if you make this tiny little bit of money and then I can get, you know, a couple thousand dollars back at the end of the year, or I can make a whole lot more money. And then, yes, I have to make some quarterly tax payments. Man, I'd rather make a lot more money and I'll just give the government some of it. [00:28:54] And then what you have to do is just figure out how can we reduce that as much as possible.  [00:28:59] Jason: I would love to see taxes just be reduced dramatically. So, we'll see.  [00:29:04] Kelly: But, who knows what they're going to do.  [00:29:05] Jason: I don't get super excited about paying taxes, but I do get excited. I would rather, like, see more income on my tax return. [00:29:13] You know taxes every time so.  [00:29:14] Sarah: Would you rather make the big amount of money so that you have to pay the taxes in or would you make a really small amount of money so that you get a refund?  [00:29:22] Kelly: Yeah, just a really good accountant that can help you zig when the government zags  [00:29:26] Sarah: So that that was something that she said to me and I went oh, okay, that is a very different way of thinking about it. [00:29:33] And it just, just stuck with me.  [00:29:35] Jason: Yeah. Always looking through the lens of 'why is this positive?' it's a healthy mindset for sure. Yeah. Why are taxes positive? All right. Everybody listening is like, "they're not."  [00:29:45] Sarah: I know. Right. Cool. My brother wants a shout out. So shout out to Jason.  [00:29:50] Jason: What's up, Jason? [00:29:51] Sarah: He's like, "you never shout me out!" Here, here you are. The three of us are waving to you now. So, what's up, Jason?  [00:29:58] Jason: No, he's got the same name as me. Everybody's like, what's that all about?  [00:30:01] He's dating a Sarah.  [00:30:03] Kelly: Oh!  [00:30:04] Jason: Which is funny. And you have a stepsister, that's Sarah, so he's got two, three Sarahs in his life right now. [00:30:13] Three Sarahs, two Jasons, and a partridge in a pear tree. All right. Cool. Well, Kelly, it's been great coming to hang out in your office and to meet you in person like here in Pennsylvania. Thanks for hosting the DoorGrow show and having us hang out with you and we're excited to see where you go and how you progress in the program and all the things you're going to do as you add doors. [00:30:36] And I think the future is really bright for Crimson Property Management, Crimson Cape. Hey, I missed the Cape. It's like superhero stuff here. Yes. I am. I love it. All right. And that's it. So if you are tuning in, make sure to check us out at DoorGrow. com. And if you are wanting to grow your property management business, or you are getting burnt out on it, or you are one of the many sucky property management companies that exist, you don't have to be. [00:31:04] It could be good. It could be better. Then reach out to us. We would love to help you scale and grow your business. We help people from startup all the way to breaking the thousand door barrier. Whatever your goal is reach out to us. Check us out at DoorGrow. com. Bye everyone.  [00:31:18] 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!  [00:31:45] 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.

Welcome back, WIIRE listeners! We are so amped to have you join us because today, we are joined by another incredible female investing powerhouse, Victoria Chavez. Victoria is another one of our cohort leaders in the WIIRE Community, and this episode is packed with amazing nuggets and takeaways. In this interview, Victoria shares her best tips for buying or starting a property management company, how to onboard better tenants, and answers so many questions we showered her with, so graciously!Victoria began investing in 2022 and owns 3 LTRs (long-term rentals) and 1 storage unit, plus she owns a property management company! Victoria holds a bachelor's degree in chemical engineering and a master's in winemaking. She also owns Spearhunter Wines, which gives her a unique perspective that she shares openly.See what Victoria is up to next over on Instagram, we hope you loved this episode as much as we did!Thanks for tuning in; we'll catch you next time.  Resources:Connect with Victoria on InstagramLearn about Victoria's Property Management servicesCheck out Victoria's wine collection, Spearhunter WinesBe the first to know when doors open again to The WIIRE CommunityLeave us a review on Apple PodcastsLeave us a review on SpotifyJoin our private Facebook CommunityConnect with us on Instagram

Many of our property management business owner clients are focused on hiring or restructuring their teams right now. In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss the most important parts of the hiring process and offer a little bit of “tough love.” You'll Learn [04:39] 1. Finding the right person for the role [11:04] 2. The importance of training your new hire [24:41] 3. Implementing accountability for your team [30:20] Review: what does the initial training period look like? Tweetables “We need to be clear on what results we're expecting.” “Any ambiguity or fuzziness, then you're going to get fuzzy outcomes.” “You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.” “If you skip onboarding or if you don't have a very solid onboarding and training process, it's going to cause just so much friction.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Sarah: You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.  [00:00:09] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently than 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. At DoorGrow, we are on a mission to transform property management business owners, and their businesses. [00:00:53] We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hull, the owners of DoorGrow. Now let's get into the show.  [00:01:11] Sarah: All right. [00:01:11] Let's do it. Before we do anything, we have an announcement for those of you that have not yet heard. Our foster dog Hans has been officially adopted. So we didn't do a podcast since he was adopted. So this is our first podcast that we don't have Hans kind of hanging out in the background. And I miss his little face, but he has an amazing family. [00:01:32] Jason: I miss Hans. I don't- [00:01:35] Sarah: love him so much.  [00:01:37] Jason: I don't miss him chewing my stuff in my office, but I do miss his little face as well. All right. Yes. Yeah, so he's adopted All right So the topic today and if you want to check that out, you can go to doorgrow.Com right at the top. There's dogs click on that see all our stories. Maynard got adopted. [00:01:55] Sarah: Maynard is adopted. Yeah, he now lives in California.  [00:01:59] Jason: This dog was like on death's door multiple times. Well, many times. Now he's living it up with a wealthy dude.  [00:02:06] Sarah: Who just fell in love with him.  [00:02:07] Jason: Guy in California.  [00:02:08] Sarah: Maynard just captured his heart, loved him so much and wanted to provide him an amazing life, so. [00:02:15] Jason: He's got a new name.  [00:02:16] Sarah: He's Bodhi.  [00:02:17] Jason: Bodhi.  [00:02:18] Sarah: Bodhi. So he's now driving around in a convertible in California. That's one of the pictures they put on there. Oh!  [00:02:25] Jason: All right. So  [00:02:25] Sarah: Maynard has a great life now, too.  [00:02:27] Jason: So you can check that out at doorgrow.com/dogs. All right. So our topic today that we're going to be chatting about you said that it came up a few times in You know this week with some of our clients dealing with some new team members We've got we're doing helping a lot of people with hiring right now. [00:02:45] Sarah: Oh my goodness so many. I built so many DoorGrow Hiring accounts in the last week.  [00:02:49] Jason: Yeah, so we're setting up this hiring mechanism and machine and system so that people can have some consistently good hires. But that brings us to kind of the next challenge. So what have you been hearing?  [00:03:00] Sarah: Okay, so one client asked me, he's about to hire. [00:03:05] He's going through the hiring process. So he doesn't have anybody lined up yet, but he's It's about to start this whole process. And he had asked me, "Hey, what about expectations for when they start when they come on?" And specifically this is a BDM. The second instance of this happening this week is a client who has already hired and his BDM is now about 60 days in. [00:03:31] And he sent me a message yesterday and he said, "Hey, listen, I really need to talk with you before the end of the month. I need to make a decision on my team." So I said, okay, let's. Let's figure out what's going on? And he said "yeah, I'm kind of pissed because my BDM is like 60 days in, and last month he didn't do anything at all. And then this month he started like he hasn't closed anything yet," and by he didn't do anything at all, what he means is he didn't close anything.  [00:04:00] Jason: Okay. Not that he wasn't working. No deals yet.  [00:04:01] Sarah: Yeah. Okay. Not that he wasn't working. He was working. And this month now is his 60 day mark and he hasn't closed anything, but he's, you know, making calls and he's starting to, you know, get some things kind of ready and warmed up in the pipeline. [00:04:16] He, he said, "man, should I just let him go? Like, is he just not the right person? I feel like it's 60 days, like, I should see some results at this point."  [00:04:26] Jason: Okay.  [00:04:26] Sarah: So I'd like to, I'd really like to talk about that. And this is going to be, whatever episode this is "Sarah's Tough Love episode." So here it is. [00:04:35] Jason: Got it. Okay, I mean, let's get the basic stuff out of the way, right? First, we need to know that we have the right person. So, we need to know what those expectations are. So, that's where we define that. Usually, we call them R docs, but in this ultimate job description. So, we need to be clear on what we're looking for. [00:04:51] We need to be clear on what results we're expecting. We need to be clear on, you know, what outcomes we're hoping for and they need to be clear on this, right? Like if we're bringing somebody in, they need that clarity. So if there's anyone listening and there's any ambiguity or fuzziness, then you're going to get fuzzy outcomes. [00:05:09] And those aren't good, right? And so there needs to be at least, and you need to be on the same page. Literally, the way we do that is with a page called an RDoc. And so you make sure you're on the same page. And all those young Gen Z people, notice how I used the word literally, correctly like it's an actual page. [00:05:28] Sarah: I was just thinking that.  [00:05:29] Jason: Stop saying the word literally. It drives me fucking nuts. So, all right.  [00:05:33] Sarah: Literally.  [00:05:34] Jason: I literally, like if, yeah, nobody's confused about it being figurative, then don't, you don't need to say the word.  [00:05:41] Sarah: I literally died yesterday when I read that text.  [00:05:43] Jason: No, you would be dead. [00:05:45] You would actually be dead. All right. So, Now the next piece is we need to make sure we've got a person that fits that job description, right? They actually are the right personality. Well, let's talk about the three fits real quick. They have to match all three or they're not going to be a good BDM. [00:06:01] Sarah: Or it's never going to work out. And it doesn't matter if it's a BDM, an operator, a property manager, an assistant, a maintenance coordinator. It doesn't, name the role, doesn't matter.  [00:06:10] Jason: So, first, they have to be the right personality for the job or they'll never be great at it. They'll never be motivated to do it. [00:06:18] You bring in somebody to be a BDM, for example, and they're not the right personality to go out and want to talk to people and connect with people and network and that's not fun for them, they're always going to resist it. They're going to avoid it. They're going to do a bunch of time wasting stupid activities They're going to train everything else other than what really should be done, which is to go connect with people and have conversations. So they're going to be like "well I'm trying some marketing thing and i'm trying this thing and like and-"  [00:06:47] Sarah: "I sent 5,000 emails I don't know why none of them came back." [00:06:51] Jason: "We did direct mail to, like, 7,000 owners." [00:06:56] Sarah: I've heard that and it's because this is a true example. "I sent 5,000 emails." [00:07:00] Jason: Yeah.  [00:07:01] Sarah: So essentially you did nothing. That's great. Right. Good to know.  [00:07:05] Jason: Yeah.  [00:07:05] Sarah: Thank you.  [00:07:06] Jason: Lots of emails, right? So. So,  [00:07:09] Sarah: you know how many junk emails we get in a day? What happens when you get junk email? [00:07:13] Do you open it? Do you read it? Do you respond to it? No. That's what you just did to somebody else.  [00:07:19] Jason: Yeah. It lacks depth. All right. So we can get into tactics later, but they need to match the personality for the role. Which means they would love succeeding at this. They would love doing it. They would enjoy it. [00:07:32] They get some fulfillment out of it. And so that's personality fit. They need to be the right the right culture fit, which means they need to actually believe in your business and in you and in the product. They have to believe in this. You cannot sell effectively if you lack belief. And that goes for everybody on the team. [00:07:53] Like, if your operator isn't a believer in you or the business, they're not going to want or care to make sure that it runs well for you. If your executive assistant isn't, you know, a believer in you or shares your values, they're never going to do things in a way that makes you feel safe or that you trust them. [00:08:09] Cultural fit means they do it the way that you would want it done, that they share your values. The big clue we talked about this at our last jumpstart event where we had clients and somebody had a team member. And I just asked, I said, well, do you feel better when they're around? [00:08:25] Do you feel calmer when they're around? And they were like, no, I'm like, yeah, then they got to go.  [00:08:30] Sarah: He said, oh, well, a lot of our communication we do over the phone because that's better.  [00:08:36] Jason: Because there's such a high degree of conflict.  [00:08:37] Sarah: Jason says, better than what? Awful?  [00:08:40] Jason: Yeah, and then he laughed. [00:08:41] Everybody laughed in the group and he was like, well, yeah.  [00:08:44] Sarah: Well, I can't talk to this person in person. I can't be around them. Because when we're around each other, there's too much conflict. It's just too, it gets, yeah, it gets too feisty. Well, that's not good.  [00:08:55] Jason: Yeah, that means that person's not a good fit for that person for that particular client. [00:09:00] Sarah: And let's be clear. It doesn't mean that there's anything wrong with this particular person. No, it doesn't make them a bad person It doesn't mean, you know, all the they'll never succeed No, it just means that they are better suited in a different environment That's all. It means not everybody like when you're dating, you don't want to date everybody. You want to date people that you like generally and there are certain people that you like and there are certain people that you just don't mesh well. The businesses work the same way.  [00:09:31] Jason: Yeah. They've got to match your values. Because regardless you get somebody that's amazing BDM, for example, or an amazing operator for your business, they don't share your values, you'll never trust them. Like you just can't. And then the third fit is skill fit. So they have to have the skill or the ability or the intellectual capacity to learn and develop this skill quickly. And so if they don't, then you'll invest a bunch of energy into trying to train them and they're just too stupid to get it. [00:10:01] Or they just can't figure it out or maybe you hire somebody and they've got bad habits or they can't adapt. So they need to have that skill fit. They got to be all three or they're not going to be a good fit. So let's assume if we've helped them with DoorGrow Hiring, we focus on these three fits. [00:10:18] We have a whole hiring mechanism. Make sure these generally go well.  [00:10:22] Sarah: Yeah. So I can tell you, I don't think that's any of those are the problem.  [00:10:26] Jason: This person. Yeah. So in these situations, the person is the right fit. Yeah, usually that's the problem is they're not even getting the right person. [00:10:33] Most of y'all doing hiring, you're playing Russian roulette hiring and you don't have good fits.  [00:10:38] Sarah: Or it's, oh, this person had the experience and they came from such and such a Yeah, we hear that all the time.  [00:10:43] Jason: Yeah. Well, they're so experienced, and you feel uncomfortable around them and you don't trust them. [00:10:50] Yeah. So let's assume that, you know, with our clients, we've helped them find people that match the three fits. So now we're past that hurdle, that's very typical for most people, well, now, if it's not them, then who is it?  [00:11:04] Sarah: Okay. So here's where the tough love comes is. This is always my question. [00:11:08] And I'm very, very particular about what happens when you hire someone. You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet. I know it feels like you've gotten through it and now things are better and you should just be able to rely on that person. You're not there yet. [00:11:33] You will be. But you're just not, you're getting closer. You're just not fully there yet. And this is what happens a lot of times and they go, "Oh, okay, so I know I need to train this person and then I'll probably train them for like a week or two and then they'll just be good." [00:11:48] Absolutely not. So especially with a new person and it doesn't matter. Here's the other thing that I hear all the time, especially when somebody has the experience. Oh, well, you know, they have a sales background. They know how to sell. Great. They don't know how to sell for you. They don't know how to sell what you've got. [00:12:05] They don't know how to sell your values and your mission. They don't know how to sell that yet. They don't quite know. So you can take any salesperson in the universe and plug them into your business. Do they have the skill? Yes. Do they have the experience? Of course, but they still have to be trained. So having the experience does not mean "Oh, I don't have to train them," or, "oh, I don't have to train them as much." [00:12:32] You still have to train them a lot. There is a lot of training. And I hate to break it to you, but your life when you hire gets worse. So your life is bad, you know you need to hire, then you hire somebody, your life is now worse for a short period of time. The reason being is everything that you were doing, you still have to do it, and in addition, you now have to train somebody. So nothing has changed except that you just added another responsibility for yourself for the next 30 to 90 days. And there is no way around that with hiring. So if you hire and you fail the train, it is probably not going to work out. They will not get the results. [00:13:16] They will be frustrated. You will be frustrated. And at some point, you will get back into the cycle of, "Oh, well, now I guess I have to hire again." And then you live in hell forever. And it's not a good place to be.  [00:13:31] Jason: Yeah, so unless you hire somebody that is an amazing 'who,' right? There's a book called Who Not How it's a great book. [00:13:40] Unless you hire an amazing 'who,' like you bring in somebody, they're a sales trainer and an expert closer, and they've had tons of success and they can teach other people's sales, then I think, in any role, you have to assume you need an assumption that they're going to do it wrong. You have to start with that foundational assumption that they're going to do everything wrong. [00:14:01] If I hired an operator cold, they're doing it wrong, that I need them to install my operational system. If they are coming in as a salesperson in the business, I know they've been trained poorly because most sales training out there doesn't work anymore. There's a new model and a new way of selling and all the old stuff. [00:14:20] All the salesy guys that are sales trainers and sales coaches largely out there that push. Doesn't work anymore. It's outdated. And we don't push that stuff at DoorGrow. We've had to shift how we sell and we teach clients differently, even in the last year. And so my assumption is that they're going to do it wrong, but. [00:14:40] What I do assume is if they've done it well before, they have the ability to learn it. They have the ability to be a good operator. They have the ability to be a good BDM. But there needs to, you can't assume because they have done it before, that you're just going to rely on them to do it.  [00:14:56] Sarah: It's not plug and play. [00:14:58] "I hired them now they're just going to go do it and they're going to sell a bunch of stuff for me." No.  [00:15:02] Jason: Right. You're always going to be disappointed with most everybody if you come in with this assumption and they're going to feel unsupported and untrained and frustrated.  [00:15:13] Sarah: And they will inevitably either quit or get fired.  [00:15:16] Jason: Yeah, they'll go find a better situation.  [00:15:18] Sarah: No matter what, it will not work out. So here's a good moment to talk about Vendoroo.  [00:15:25] Jason: We'll talk in just a minute. We're going to talk about the onboarding and then some of the next steps that are really important. But quick word from our sponsor. If you're tired of the constant stress and hassle of maintenance coordination, meet Vendoroo, your AI driven in house maintenance expert that handles work orders from start to finish. Triaging, troubleshooting, vendor selection, and coordination built by property managers for property managers to provide cost effective and accountable maintenance operations, where every dollar is accounted for, and every task is handled with unmatched reliability Vendoroo takes care of the details so you can focus on growth. Schedule a demo today at vendoroo.ai/doorgrow and experience maintenance done right. Okay. So check them out.  [00:16:10] Sarah: Speaking of doing things right, let's talk about what happens after you hire somebody.  [00:16:15] Jason: So the next step after you hire it, it has to be onboarding. There needs to be a good transition of bringing somebody out from the wild, this untrained wild creature, getting them to be something that is going to work inside of your business and fit you and fit what you want. [00:16:33] It's onboarding.  [00:16:34] Sarah: And if you skip onboarding or if you don't have a very solid onboarding and training process, it's going to cause just so much friction because I'm sure that you can think back to a previous job that you've had back when we all had job jobs, right? Have you ever just been hired and then kind of just, it's almost like train yourself or figure it out or, well, "I'm going to train you a little bit and then the rest is up to you. Well, what do you mean? I trained you for a whole day. Now I'm done." [00:17:06] "Oh, okay. So that's it. That's all the support I'm going to get. All right."  [00:17:10] have you ever been hired and then you don't even truly know what you're supposed to do? I don't know. I'm supposed to sell stuff.  [00:17:16] Jason: So here's the challenge. Here's the challenge with this with entrepreneurs, I've been thrown into job situations where there was terrible onboarding, terrible training, but I'm an entrepreneur personality type. [00:17:27] I then innovated, figured it out. And in some situations where at a job I then quickly was put into leadership and sort of managing others. But I had initiative. I had drive, like I had adaptability and I find entrepreneurs are incredibly adaptable and they make the mistake of assuming that everybody else is like them and they're not, they're like, "well, I would just figure it out and I would just ask enough questions. And if I didn't know something, I would just like, and so you can't assume that everybody is like you, if they were like you, they wouldn't work for you. How many of you would go work for somebody now? Like, you're unemployable. Like, let's be real. You would suck as an employee, probably, right? I'm unemployable at this point. [00:18:10] I'm not going to like sit around and let somebody just tell me what to do all the time and whatever. Right. But they're not the same as you. And if they were, then they might just, you know, start a business and leave your business. Right. So they're willing, if they're willing to work for you, you need to assume that they are not the same as you and that they need to be guided. They need support. Now that doesn't mean they can't learn or they're not adaptable. That's the skill fit Don't make the assumption that they'll just wing it and figure it all out unless they're just incredibly driven and incredibly patient And they're really a strong believer in you. [00:18:45] Some of them may do that, but you don't want to lose a good person simply because they feel like you don't care or you're not invested.  [00:18:52] Sarah: So this is There's so much time that goes into hiring and this is why I say don't waste the time that you've spent trying to find the right person and screening applications and interviewing and you put a whole bunch of time and probably effort into this and now you found the person, don't waste that opportunity. [00:19:18] So you need to onboard them properly. And what does that mean? We need to make sure that they have access to all of the systems that they're going to need. And that they know all of the systems that they're going to need. So, oh, what are the tools that I use? And then, do I know how to access it? And, do I know how to use it? [00:19:36] Right? Don't just assume that they'll figure out, Oh, well, this is how I use this phone system. Train them on it. Just show them that. So, there's got to be training for those sorts of things. If they're in sales, then, well, How do I sell? How do I reach people? What am I doing? Am I just doing the fit call, figuring that out? [00:20:00] Am I doing the full pitch? Am I closing? Am I setting them up for you and then you're going to close? What exactly am I doing? So train them on every single thing that they need to know. And I know this sounds so silly, but most people do not do this. So, what do I say? What do I do? Do I have a script? Do I just make it up? [00:20:22] Where do I find people? Am I in the office? Am I driving around? Am I, like, meeting people at events? What am I supposed to be doing all day? Because I'm brand new and I know nothing. So I'm completely reliant upon you to tell me what to do. So if they don't know, don't assume that they're just going to go and figure it out for you. [00:20:44] You have to show them and they have to shadow you. So for the first 90 days, this is all training. So when you hire any person, now some of them will pick it up a little bit quicker and some of them will take the full 90 days and either way it's all right. But just in your head, tell yourself it's going to take the full 90 days, right? [00:21:07] So in that 90 days. With any position, but especially in sales, don't expect them to come in and then just start selling. Oh, wow, they closed a bunch of deals. That was awesome. That's so cool. So there's kind of a ramp up period in every position, but certainly in sales. So shadowing is very important here. [00:21:31] They need to be all over you. All the time. So you need to meet with them every day.  [00:21:40] Jason: Or whoever is the person they're learning from. Sometimes it's not going to be you, eventually. In the beginning, it's always you, right? Which leads us to, like, availability and access is huge in the beginning. Like, if a team member doesn't have access to you, or you are unavailable because you're so busy. [00:21:58] They're going to feel stuck. They're going to feel unsupported. They're going to feel fearful in what they're doing. And so they need to have availability. This morning, I got a phone call. Like a call came in through Telegram. She called me and she's like, "Hey, I'm supposed to do a triage call right now? I have a scheduled appointment, and I'm trying to load Zoom and it's saying, it's waiting for the host. And I'm supposed to be the host." And I said, Then just call them, like pick up the phone, just call them. It's a quick call anyway, but it probably has to do with maybe you're not logged in or you click the link somewhere else and it doesn't realize you're logged in. [00:22:31] It happens to me sometimes. And she said, okay, yeah, I'll just call them. You know, if she were in that situation, this is her first triage call and she's like totally stuck and I'm like unavailable and she's freaking out, then she's going to feel, you know, people go through all sorts of emotions like anger, shame, guilt, fear, like, you know, stuff like this. And so we don't want to put our team members on this emotional rollercoaster of discomfort when everything's uncertain in the beginning. So that's important. Once we get through and the onboarding period, my general rule for onboarding is 90 days, like you said, then the first the first 30, I'm usually meeting with them maybe for an hour a day and I'm highly available.  [00:23:12] Sarah: Every day. [00:23:13] Jason: Yeah. [00:23:14] Sarah: Every day.  [00:23:15] Jason: That's usually the goal. And then after that, I might the next month, maybe it's a shorter time period every day if I'm over like consistently training them like a BDM especially. But otherwise, it might be that we start backing it off to maybe meeting weekly. And then depending on the role of whether or not I'm their supervisor directly, or if they're kind of owning a piece of the business, I then might back it off in the last month or eventually for the future to meet with them monthly to support them or whatnot. Like you kind of gradually step it down and it'll be obvious because you'll be getting on calls with them and like, Hey, what else should we talk about? What else do you need to know? What other questions you have or hey, I want to make sure you know this and you're going to start to run out of ideas. And they're going to start to not need you as much. And so then it's pretty obvious. Well, okay, then I guess we'll end this early. And that's a clue. Well, maybe we don't need to meet as often now. And they'll let you know. You know, do you think we need to keep meeting all the time like this? Like, well, it is helpful, but I don't know that we need an hour, maybe 30 minutes. Okay, cool. If we could just meet 15 minutes each day so I can get unstuck on a few things. Awesome. Right. So I meet with my assistant every day for a short amount of time. [00:24:26] But they're directly responsible to help and support me on things as an operator, like you run our weekly meeting and our daily huddles. Right? And so there's different things like there's sort of a cadence of structure, even regardless. So. I think after we get through onboarding and you've got good access, good availability, they feel supported and they're succeeding, they need to be getting results. [00:24:50] So I think the next step in my mind is there needs to be accountability. So if you're letting somebody just run and it's 60 days in and they are not succeeding or getting results, like cool, how many calls has the BDM made? "I don't know." Okay. How, like, how often have you met with them? "Well, you know, not often." If there's no part of meeting with them is to create accountability. [00:25:13] Like, Hey, what are you working on today? What do you feel like is next? What are you going to be doing? And to make sure that you're guiding them towards what they should be working on. So accountability means, you know, metrics if they're a bDM.  [00:25:26] Sarah: You need to know the metrics.  [00:25:28] Jason: How many networking events have they gone to in the last week? [00:25:31] How many phone calls and outreach have they made to potential referral partners or real estate agents? How many investors have they reached out or called? Are they on top of all of the follow up tasks and deals that are in the CRM? Do you have a CRM, right? Like there needs to be accountability. So there's a record. [00:25:50] Are they keeping notes? Are they, are the calls recorded? Can you listen to their calls to help them improve? Like if there's no transparency or accountability, there's almost no likelihood that they're going to succeed. Like it's because they're not being watched. So, basically, you're sending the signal, it doesn't matter. [00:26:08] You might get somebody that's an amazing self starter.  [00:26:11] Sarah: Go figure it out. Well, shit, I don't know. I guess I'll just make it up. But then when they make a decision and now their decision is different than your decision, now, you didn't tell them what to do. They just made something up and now you're not happy with the results. [00:26:28] Jason: Yeah, and they're lacking leadership and if they're lacking in your jobs to be the leader and they're lacking leadership, then they have no accountability and they have no, there's no transparency or visibility in what they're doing. You won't know. If what they're doing is working or not working. And so they'll just keep doing what's not working. [00:26:48] Because if they still get paid either way, that's a bad situation for most team members. Most team members will continue to get paid whether or not they're really performing at an exceptional level or a decent level. And with a BDM, their compensation should be directly connected to getting results, so they should really want it. [00:27:06] But if there's no accountability or transparency in the beginning, They're probably going to do a lot of stuff that isn't working and they're going to be frustrated and they  [00:27:15] Sarah: know why it's not working  [00:27:17] Jason: Yeah,  [00:27:18] Sarah: they'll come to you and say hey like I'm doing what you told me to do. You told me to make all these calls I mean all these calls. It's not working.  [00:27:26] Jason: And this is one of the ways in which DoorGrow can assist. [00:27:29] We can assist with this, right? Like they can show up to our Wednesday coaching call if they're a BDM focusing on growth. And the BDM can come to the call and say, Hey, I'm trying to do this and I'm getting this result. It's not the outcome I'm looking for. It's not working. Cool. Maybe you need to change this. [00:27:44] Or how are you saying it? Or what are you doing? Or could you send us a call recording? So all of these things that we teach, we know work. They can work. If it's not working, then it's obvious that it must be what they're doing. They're not doing it correct. They're doing it maybe in the wrong way or maybe they're not saying the right things or maybe their tone is off or maybe They are turning people off and they sound like a telemarketer or they're creating the sales ick or the sales resistance in people by how they're approaching people and these are easy changes These are little things that are very easy to tweak or change. [00:28:22] I mean just listening to one sales call from somebody, I can give them a lot of feedback and it's like they grow so much faster and quicker. And that's one way to add some visibility or accountability into the equation. But as a business owner, you need to know their metrics. They need to have metrics and be accountable for that, right? [00:28:40] They need to know what are the leading actions that I need to be taking that are going to get the business development results? What are the daily activities that I need to be doing in order to succeed? So that's my take  [00:28:53] Sarah: for sure. And I love listening to the call recordings because then sometimes when you're in the moment and this happens to all of us, sometimes when you're in the moment, you have a certain perception of how things went and then when you go back and you listen to it later, you'll catch something that you weren't aware of in that moment. [00:29:14] So maybe it's something that they said, maybe it's something that you said, maybe you. Didn't explain something the way that they understood it, but you'll hear things that you may have missed in the moment and Especially with salespeople, this is a training opportunity. So a lot of times people go "what am I supposed to train them on? Like they know how to use the CRM? they know how to use the phone system. They know what to do. They got to just go do it." Okay? Well Are we honing in skills? Are we improving things? Or are we just saying like, "Go do it! Go make a thousand calls this week!: Okay, well, if I make a thousand shitty calls  [00:29:53] Jason: Yeah, you're just wasting energy and you're wasting your leads or your opportunities. [00:29:58] Sarah: So there's always this fine tuning that we have to do. And very rarely are people able to do it for themselves. Sometimes they can go back and listen to a call recording and then go, Oh, you know what? I'm going to improve that. But a lot of times it's really good to have two people listening to the call recording for that reason. [00:30:20] And then the last thing that I do want to talk about is what does the 30, 60, 90 day period look like? So I always tell people in their first 30 days, this is nothing but training. This is deep training, you really do need to be meeting with them every day, not when it's convenient, not when you have time, not, "oh, well, I skipped that day because this happened." [00:30:42] Every single day, every day, they need to have the correct resources, the correct knowledge, the right support, the questions need to be answered, you need to be available to them. They need to have all of this because they're brand new. So a lot of times what happens is people hire somebody and it's like a little baby bird and then they push the baby bird out of the nest. [00:31:08] The bird can't fly yet because you didn't even teach it what its wings are, right? So we can't do that yet. So in the first 30 days, really expect nothing. Really, they just need to be training. If they close something in their first 30 days, that's awesome. Great! I mean, they should be doing the activities. [00:31:27] Jason: I expect work.  [00:31:28] Sarah: Yes,  [00:31:29] Jason: I expect to actually and work like if it's to make calls, I expect them in like a BDM should be making some outbound outreach and calls right away.  [00:31:39] Sarah: Absolutely.  [00:31:40] Jason: Otherwise, how are you going to know that  [00:31:41] Sarah: if it's going to, yeah,  [00:31:43] Jason: they shouldn't just be like, just learning. So it's like, I want to get them on the phone and get them making calls. [00:31:47] Sarah: No, but in sales, let's be really clear here. Training. This is hands on training. This is like trying to say, "Hey, I need to go learn how to drive a car. But I'm never actually going to get in the car. I'm going to meet with you on Zoom or I'm going to sit with you and you're going to tell me about how to drive a car." [00:32:03] No, honey, you gotta go get in the car. So, yes, you have to actually be doing it, doing the activities.  [00:32:09] That is training.  [00:32:10] Jason: There's no amount of manuals or videos you could read or watch that would teach you how to drive a car. You have to drive the car.  [00:32:17] Sarah: Yes. So, if they close something in their first 30 days, that's awesome, that's gravy, that's a bonus. [00:32:23] But sometimes people go, "oh man, it's been 30 days and I haven't closed anything. Like, man, they must suck." They're new. They're learning so much and when you implement a new thing, you're probably not going to be very good at it. Especially a new strategy or a new way of doing sales because the way that we teach our clients to sell is different. [00:32:43] It's different. We're not hardcore closing everybody. We're not doing that. So it's, everything is different. They don't have their bearings yet. They don't even have their footing and their foundations, right? So 30 days, if they close something, that's great. But I still, I want them to be training and I want them to be doing some sort of, you know, whatever it's going to be. [00:33:04] If you have them doing events or presentations or calls or a mixture of all of them, great.  [00:33:10] Jason: There should be progress. You'll see progress. And if that's the thing you don't want to tolerate somebody being in the business for 60 days, 90 days, and you're not seeing progress or action, and you're trying to push them. [00:33:23] If you're having to push somebody to do something. Probably they're not the right personality fit. If you feel unsafe with them doing things, and it makes you uncomfortable, how they're doing things, probably not a culture fit. They're not doing it according to your values. [00:33:36] The "how" they go about doing it is different than you. If they're just not doing the right things, then that's a training issue. Or they're just not intelligent enough to learn the skill. So that's a skill fit. Okay,  [00:33:48] Sarah: so then 60 days I do want to see some progress. They might close something. [00:33:55] They still might not it depends. I can't say yes or no Oh, they should definitely close. I can't you can't say that because everybody has their own time frame, right? And investors sometimes they work on their own time frames. You can't control that but I do want to see I want to feel like things are happening, and I want to feel like, Hey, we've got some stuff in the pipeline, we've got some stuff that I feel like might close. [00:34:20] If you say, Hey, what do you have that's about to close? Do you feel like anybody's close? And they go not really. Oh... [00:34:27] Jason: are they getting appointments? Are there relationships being built? Are there deals now kind of get in the pipeline at some of the earlier stages? Like you should start to see the sales pipeline mature and build. [00:34:37] Sarah: So then 90 days they've been doing that. Now they understand everything. They know what to do. They know how to do it. They've gotten their feet wet. They've now tested things and then also made some improvements. They're like, Oh, well, when I say it like this, it doesn't work. It doesn't resonate. [00:34:53] But if I say it like this, it's better. Oh I have to switch this and this, right? Now you're making those little tweaks, those little improvements. So 90 days, they should be able to close something at this point. And same thing with the pipeline. I need to see the pipeline moving forward. I need to see more being added in the pipeline. [00:35:11] I need to see them further along in different stages in the pipeline. Things need to start kind of really moving forward at this point. And then after the 90 days, Now, you get to push the bird out of the nest, right? Now, you're a baby bird, go push him. You should now have everything that you need to be able to soar, as long as we did our job. [00:35:34] But a lot of times, I get it, it's hard, because you're running a business, and you're an entrepreneur, and you're busy, and it's crazy. And now you want me to train somebody? Yep. Yeah. Because once they are able to do it for you, now you can relax into it. But if we skip the training, what's going to happen is you're going to go, man, they're just not getting me the results. [00:35:55] Or they might get frustrated and go, man, my boss sucks. Like they don't train me on. Anything, and it's just not, it's not a good place here. I know, I'm going to leave because I know that if I don't, then I'll eventually get fired. So regardless, they're going to leave. And then you're going to have to go, God, well now I have to go hire somebody. [00:36:11] And then you're going to hire somebody. And then you're going to be in this whole hiring cycle of hell for the rest of eternity. And that's not a fun place to be. It's not. It's really painful.  [00:36:21] Jason: Yeah, a lot of people wait until they're in pain to hire instead of hiring strategically with a plan or, you know, in advance. [00:36:29] And so once you get to the place where you need a new team member, and then you hire, and now you're going to have to, you're kind of shot in the foot, and you're going to have to like go backwards time wise, like then you're in a worse spot, like that's not the ideal place to be hiring. And then later you'll create more freedom you know, eventually, but yeah, you want to make sure that you are kind of aware of your capacity and starting to like get your hiring systems, get your new hires in place in advance before you need it. [00:37:01] And this is why it's super important to make sure you're making the right decisions in the business. So we have frameworks for how to decide what you need most in the business and frameworks for how to decide what the business needs most. So you're making healthy. financial hiring decisions because making wrong decisions that way can really hurt cash flow and can, you know, especially early in the business can really be dangerous. [00:37:22] So, well, is there anything else you'd say to maybe some of our clients or people that they've gotten a new hire. It's probably a good hire and they need to make sure they're doing their onboarding and taking care of this new hire correctly.  [00:37:36] Sarah: Yeah, get it on your calendar. Don't just say you're going to do it. [00:37:40] It has to be scheduled time where it's dedicated. And also, don't half ass it. Don't be like, oh yeah, I'm going to be on the phone with Joe while I'm like over here. They know. That's not dedicated. That does not feel good. We've all been on the receiving end of something like that. So, don't make people guess. [00:37:59] Don't make them figure it out. It's not going to work out well.  [00:38:03] Jason: Alright. That's our episode for today. So I think that this should be pretty helpful for some of our clients that are getting into new hires And hopefully it was helpful for a lot of you listening if you're struggling with hiring or building your team or systems or profit, all this relates to the people system in your business. You need people, planning, and process and that's our super system. If you're needing some help with this, reach out to DoorGrow and we can take you to a whole nother level by getting helping you get these systems installed and you'll have a business that you actually enjoy being in. So until next time to our mutual growth. [00:38:42] Bye everyone. [00:38:43] 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!  [00:39:10] 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.

Dec. 3, 2024 Discover the key steps to scaling a property management business while maintaining exceptional service. Host Pete Neubig sits with Jay Hartley, a seasoned real estate broker and investor with over two decades of experience in rental property investments. Jay shares insights on building the right team, creating efficient processes, and leveraging education to support organic growth. Learn how to balance growth with quality to build a successful and sustainable operation.

In this episode of the Digible Dudes podcast, we're joined by Misty Rowell, founder of Elev8 Residential, for an in-depth look at developing property management for small and mid-sized landlords. With over two decades of industry experience, Misty shares her journey from working in property management to launching her own company, Elev8 Residential, aimed at filling critical gaps in the market. Misty opens up about the challenges facing property management today, including staffing shortages, scope creep, and balancing operational efficiency with personalized service. She explains how Elev8 Residential is pioneering a new approach—offering on-site expertise, centralized systems, and a client-first mindset—to deliver better results for property owners and their tenants. We explore the importance of operational excellence, transparent communication, and building strong client relationships in property management. Misty dives into her leadership philosophy, emphasizing vulnerability, continuous learning, and creating a culture of excitement and engagement for her team. She also shares her strategies for staying hands-on in operations, maintaining high standards, and preparing for the future of property management. Like, comment, and subscribe for more insights into property management and real estate trends! Digible:⁠ https://digible.com/ Fiona: ⁠⁠⁠https://www.myfiona.com/ Leave a Spotify Review: ⁠⁠⁠https://spoti.fi/3LfoEdU⁠⁠⁠ Leave an Apple Review: ⁠⁠⁠https://apple.co/3AA2zRj⁠⁠ (00:00) Introduction  (02:15) Misty's Journey in Entrepreneurship (08:08) Filling the Gaps in Property Management (11:32) Problems with Property Management  (12:52) Starting Elev8 Residential: Planning and Preparation (15:15) Retaining Staff and Building Trust (20:06) Defining Success in Property Management (22:54) Differentiating Elev8 Residential in the Market (24:48) Saying No to the Wrong Clients (27:37) Managing Scope Creep in Property Management (32:08) The Importance of Flexibility and Transparency (38:46) Staying Hands-On as a Founder (44:45) Balancing Operations and Leadership Growth (49:29) Hiring Smarter: Building Strong Teams (55:05) Promoting Internally vs. Hiring Externally (01:02:25) Advice for Aspiring Property Managers

F You'll Learn [02:01] The Team Sandtrap + Cycle of Suck [12:20] Why You Might Have the Wrong Team [20:54] Building the Business Around You [29:40] How to Escape the Cycle and Level Up Tweetables “If your business isn't healthy and growing, it's dying.” “Here's the reality: it takes 10 people to clone yourself in a business.” “How did you build it the wrong way? You built it around what you thought the business needed, and you didn't build it around what you needed.” “If you have capacity less than a hundred doors, then the odds of you getting another a hundred doors in the near future is slim than none.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Healthy business owners have healthy businesses have healthy team members and feel very well supported. And the only reason you're not there is you just don't know yet what healthy business owners know.  [00:00:11] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. [00:00:38] Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. [00:00:56] We want to transform the industry, eliminate the BS. Build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, Jason Hull, the ceo and founder of DoorGrow. Now, let's get into the show. All right, so before we get started I wanted to just mention our sponsor Vendoroo. We've seen some great results with these guys. [00:01:22] So if you're tired of constant stress and hassle of maintenance coordination, meet Vendoroo, your AI driven in house maintenance expert that handles work orders from start to finish, triaging, troubleshooting vendor selection and coordination. Built by property managers. for property managers to provide cost effective and accountable maintenance operations where every dollar is accounted for and every task is handled with unmatched reliability. [00:01:47] Vendoroo takes care of the details so you can focus on growth. Schedule a demo today at Vendoroo.ai/DoorGrow and experience maintenance done right. All right, so let's get into the show. So what has been going on in the DoorGrow universe or in DoorGrow world? So, one, we are raising our rates, our fees, because we are taking better and better care of our clients and getting them better and better results. [00:02:17] And so this is something that we coach clients on all the time. Are you taking your business to another level? Are you confident in raising your fees? Or have you kept them small or competitive, or even worse, low in your market? Are you striving to provide and deliver more value? Are you taking things to that next level in your business? [00:02:40] We meet regularly with business owners in this industry. So in the last week or two, I've met with several businesses that are stuck in what I call the second sand trap. This is where maybe they were a client a long time ago in the past. We helped them figure out how to get growth. They've gotten to maybe the 200, maybe somewhere 200- 300 door range, maybe even up into the 400 doors range. [00:03:05] And they are now experiencing the second sand trap of constraint. And so some experience this even earlier. I have had people come to us, people that have joined our program recently, that are having these second sand trap problems around just over a hundred doors, like 150. And they're already in this painful spot. [00:03:26] And there's a few reasons for this. One, they could be caught in the cycle of suck, which means they've taken on too many shitty clients that are You know, too high of operational costs. And so they have too many difficult properties to be dealing with which makes the tenants more difficult, and so they've kind of created this mess in which their entire portfolio that they're managing and dealing with are a lot more difficult than most of my clients' situations. [00:03:53] And so their operational costs are really high and they're making a lot less money because of that, their profit is down. And then what that means is it's a lot more difficult to deliver customer service and be effective. So I have a partner with me today, which is a dog we're fostering named Hans. [00:04:12] And he is trying to chew a toy right at my feet. So what's up Hans. And if you haven't seen our previous dog episode that we did go to DoorGrow. com Click on "Dogs" up at the top. We've got a little dog emoji on our website. Check that out and learn a little bit about Sarah and my passion in helping dogs. And this is to be fair, mostly Sarah's passion. I like dogs definitely more than cats. I like dogs, but Sarah loves dogs. She really loves dogs. [00:04:40] And so this is more her thing. So check that out. And that lets, you know, a little peek into the our reality here in our home with DoorGrow. So you can also check out our funny videos at the top right there as well. That'll give you a perspective on how goofy we are and we try to incorporate our dogs in these videos. [00:04:58] Hans made it into one of our recent ones that will be released. You'll see it. So this second sand trap, the challenge here at the second sand trap is that these property managers have figured out how to grow. They know they could probably double in size. Most of you that are at the stage, you know, you could probably double in size door wise. [00:05:16] You could easily go get more doors. You could attract more owners if you felt comfortable. So here's a question you need to ask yourself. This is something I love asking people that are at the stage so I can see how bad is it? How bad is the problem? So some of them get at this stage, business owners get really burnt out, like really stressed. [00:05:38] We're talking like I had a lady say to me, "I fucking hate my business. Can I be real with you?" That's what she said. "I fucking hate my business." And she's having a ton of health issues and stress. I don't know if it's all related directly to this, but stress can eat you alive, right? Basically every health situation gets worse if there's high stress. And so she's dealing with a whole mess of stuff, right? And this is a challenge. This is a challenge in business. We deal with a lot of stress as business owners, but property management can be especially stressful. You're dealing with sometimes really upset angry people and a lot of that stress doesn't have to exist If you're not in that cycle of suck the other challenge at this stage besides maybe being caught in the cycle of suck Is not being paid well enough. [00:06:28] And so Not only is your operational costs high because of the cycle of suck, but then also your pricing may not be optimized or very effective. You may not have a premium offering for premium buyers that may exist in your portfolio. And so they just go with your cheaper option, which is the only option that you have. [00:06:45] And then there's also this weird race to the bottom in terms of price where everybody's priced like similarly, like 10 percent in most markets in higher rent markets, maybe like 8%. And then in some markets, it's like really grotesque with flat fee, you know, property management and stuff like this. [00:07:01] And so the challenge then there's kind of this race to the bottom in terms of pricing. And so you may not be getting paid as much as well. And so sometimes if you can just increase the amount of money that you're bringing in and decrease the amount of operational costs in the business, you could easily double your profit margins. [00:07:22] We've had clients go from 25 percent margin, which is good to 50 percent profit margin by getting some pieces dialed in. Now, the three biggest profit levers we find at this stage are people planning and process. Why? Because they're all connected to the biggest expense, which is. People, right? Which is staff and whatnot. [00:07:43] So we need a really good people system, which means a hiring system and a really good existing team so that we can always maintain really good personnel and team members. Then we have a healthy team that buy into our culture, that have the skill and intelligence to do the job and have the personality type that is a fit for the role. [00:08:01] I call those the three fits culture, personality, and skill. You need all three in order to be a good team member. If you have team members right now that don't match all three, you are spending too much money on this person and you're getting too little output. If you're caught in the cycle of suck, you are spending too much money on all of your people and getting too little output. [00:08:22] If you don't have a good hiring system, you can't replace, confidently, the people on your team to get good people. And so you don't have a system or mechanism to do this. And so most businesses at this stage usually spend five to 10 years playing Russian roulette to get a decent team so they can finally break 600 doors. [00:08:42] A lot of them by that time, even before they hit that, just give up, they sell the business, they exit. And so the time can be collapsed on this significantly. So here's the question that I ask. I asked people that are caught in the second sand trap, "what is your current capacity for adding more doors on that you believe right now? How many more doors do you think you can handle with your existing team before things start to get uncomfortable, maybe fall apart, or maybe break?" A healthy response would be, "we could double in size," which means they are not concerned like, "we could easily add another 200 doors, and it doesn't break. It's not an issue." Okay response would maybe be "I think we could add another hundred." That means they're already experiencing some challenges and constraints. They think they could squeeze to another hundred units or so and there might be an issue. Really bad is if you're like, "we could probably handle 50 more units and then I would have to change something dramatically, get a key team member, change something significant or that would really max out my stress." [00:09:42] So if the capacity is 50 doors right now, if your future capacity that you can envision is 50 doors or less right now, it's even worse, like 25 units or something like that, you are already in a dangerous and uncomfortable spot. You need to get out of that dangerous, uncomfortable spot. If you have capacity less than a hundred doors, then the odds of you getting another a hundred doors in the near future is slim than none. [00:10:09] Like you're just not going to do it. Even if people were throwing business at you, you would start to lose doors because things would start to fall apart. Clients would lose trust and you would lose business. You need to create the capacity, the space to be able to easily handle another couple of hundred doors or double in size, or no confidently we can get higher people very quickly and get people up to speed without making a bunch of mistakes, without thinking that the, that all people are crappy and it's difficult to hire, and there's no good people out there. There aren't good people in my market, or I have to have people that have property management experience. Then you need to have the confidence to be able to get them up to speed quickly, which means you have a really good process system. You have processes, you have a mechanism for getting them up to speed and in place, into position quickly, and that you know you've got the right people. [00:11:03] So that they, and they now have the right processes and tools and resources that they can get training and get up to speed rapidly, which is your process system. And then you need a really good planning system to get the entire team moving in the same direction to rowing together as a business, as a team, to use a rowboat analogy, that they are all moving and headed in the same direction instead of in conflict or at odds or just focus on their tasks. [00:11:34] We need a strategic planning system so that there are goals and planning to move the business forward so that you have a solid annual plan broken down into quarterly plan and quarterly goals and then you have your monthly goals and plan which are broken down into your weekly goals and commitments that each team member are taking on that are to move the business forward strategically so that the business is moving towards strategic growth instead of just transactional leadership where you're giving them a task and waiting for them to come back and say they've done it. So transactional leadership is this leadership style that demotivates your team and gets them to perform worse. Many of you live in a very transactional process system.  [00:12:20] So the other challenge at this stage is what I call the process myth. Everybody that's stuck at this stage believes they have a pretty good team. [00:12:29] Because you have a team, you've built some sort of team, but you built it the wrong way. How did you build it the wrong way? You built it around what you thought the business needed, and you didn't build it around what you needed to get to the next level and having more fulfillment in your day, more freedom, and less stress. [00:12:45] Each team member you've added has built more stress and added more questions to your day and you're involved in every single role. And so you have not built the team based on what you needed. You built the team based on what the business needed, which means the business now is evolving and becoming a monster that is like a high chair tyrant flinging food in your face and it's in control. [00:13:06] Instead of building the team and the business around what you need. So you have more calm, more freedom, more fulfillment, more support. And so we need to shift this. So you built this entire team the wrong way, and you think you have a good team, but if you are showing up, if you have an entire team and you are showing up in this business, not in a role in not doing the things that you love doing, not in a role and a position of fulfillment and enjoyment, in your own business, you are in charge of, you created, and you are miserable in your own business, then by default, you have the wrong team. [00:13:44] Zero question. This is as if you started with the wrong puzzle piece and went and found puzzle pieces to attach around your business to build out your team. You were showing up as the wrong square puzzle piece when you really are probably a beautiful round peg or round piece. And so you've built the wrong puzzle pieces around you, the wrong team. And I guarantee you're getting probably half to maybe a third, the output of a mediocre team like that, then you would, if you had a rockstar team and you may think "my team's pretty good," but if this is all you've experienced so far, you have no idea how amazing a team could be if they were really motivated and really performing well, and they loved doing what they got to do and they believed in you instead of just believed in getting paid as a transaction for work done. Here's the thing, entrepreneurs need to realize this. Entrepreneurs are money motivated naturally. Most of us are motivated and we love money. We don't hate money, right? You probably don't hate money. If you look on a disc assessment, there's usually a section called the values index or something like this, and there's a score called the economic score, this index and the economic index or economic score for most people is low. [00:15:00] It's below average. Which means they're not motivated economically, they're not motivated by money. They don't love money, right? It's not that big of a deal to them, which means once their basic needs are met, throwing money at them does not increase performance It doesn't motivate them giving them bonuses giving them pay just in exchange for doing tasks does not motivate them to perform well or better. Money's not a motivator really for them so If you have a high economic score and you view everyone else through that lens, and the only people that generally have a high economics score are entrepreneurs and salespeople. Well, good salespeople should like money because you want to reward them and incentivize them to want to bring in more money and they get paid if they bring in more money So that your interests are in alignment. So you need salespeople that are in alignment with compensation like commission structures, stuff like this that are motivated to make you more money and if they're not making you more money, then you're not having to spend as much money on them, right? There needs to be proper alignment incentive wise. Everybody else on your team though, are not going to be motivated by bonuses and money. And the mistake entrepreneurs make is they try to reward bonus them, compensate them for money. "Hey, if you get us some more positive reviews, we'll give you this bonus." [00:16:13] "Okay." [00:16:14] Right stuff like this and if you hire people that are- I want you to really listen to this if you hire people that are not money motivated, and their only motivation for working for you really is to get paid by you, then you have hired a dangerous person in your business. Let me make this clear I'm going to say this again, maybe in a little bit different way if you hire people and the exchange you're giving them is, their whole motivation to work for you is largely they just want to get money. That's the only reason they're really working for you. And you might be thinking, "what else would it be?" I'll explain that in a second. But their only motivation is to work for you to get money from you because they want money, but they're not money motivated necessarily, then they become dangerous to your business. [00:17:05] These are the people that steal. They steal time. Maybe they have ethics and they have some values and they're not going to actually steal money. But I've seen property managers repeatedly have their trust accounts depleted by people on their team before coming to us. I've seen people that handle their accounting and finances, steal money from them. [00:17:28] These are people that are not as money motivated. But their only motive is money. And so they are bringing people that maybe don't have the same value system as them, and they're not good fit for their business, et cetera. Okay. [00:17:42] If you bring in people that believe in you, let's talk about the opposite. [00:17:46] If people believe in you. They believe in your culture that you've established for the business. They believe in your company core values. They are inspired and they want to work for a business that has a greater purpose than just extracting money from tenants and owners. They want a mentor, A business owner that they can believe in that they feel like is going to help them grow and become even better person. [00:18:08] They want to be part of a business that is having a positive impact in people's lives and in the community. Then if they're not money motivated, it's okay. If their economic score is low, that means they're recognition motivated. So they also are motivated by being part of a team that has a positive culture of wins and recognition, which is part of the planning system that we would install, which is an accountability and recognition system that increases motivation among the team. [00:18:37] It inspires creativity, inspires innovation, inspires motivation among the team, especially team members that are not financially or economically motivated. Then you will get three times the output from these team members. You get way more output from these team members. They are willing to work for you because they're getting so much value in other ways. [00:19:00] They feel like they have a greater sense of the four reasons, as I've talked about on this podcast before of fulfillment, freedom, contribution, support. They feel like they get more of these four things because they're working for somebody that has these four things. Then they also get that fifth reason of safety and certainty because they're working for a business that is safe. [00:19:17] It's stable. It isn't crazy. It's a calm workplace because the leadership is calm. The leadership is in control. There is leadership there where they are leading from a space of having fulfillment and having freedom and having contribution and feeling like they're contributing, making a difference in the world and where they are supported. [00:19:39] And if you don't feel those four things in your business, you've built your business incorrectly. You may have taken good care of the tenants. Maybe you've taken good care of the owners, but you gave yourself a shit deal. You weren't taking care of yourself. And the whole reason the business exists for you is to provide you with fulfillment in your day to day. [00:19:59] You enjoy doing what you're doing. You're having more and more freedom and autonomy to make the choices and do the things you want to do in life. And that means you're making more and more money. And if you're making more and more money, you should have more and more freedom and fulfillment. [00:20:13] But most of you, if you're caught in the second sand trap are as a business are making more money than the business has ever made. But a lot of instances you're making less per unit or door than you've ever made, you know, profitability wise, and you don't really have more fulfillment and freedom. You are losing it. [00:20:32] Every door you add in every team member you add steals fulfillment and freedom from you steals a sense that you're making a difference and contributing in the world and makes you feel less supported and makes you feel like you have to support more. And so you're building your team and your business the wrong way. [00:20:49] And so this is the mess that DoorGrow helps businesses climb out of.  [00:20:54] How do we escape this? We need to do things like have you do a time study, have you figure out energetically, which things are bringing you more freedom and fulfillment, which things are your plus signs, which things are your minus signs. Then building out your job description. Like what is your actual job description and what do you want it to be? And then figuring out, all right, what role do we need to hire or bring in or get to build the team around you to make sure you're supported. Usually this means the first person you hire should be an assistant that just helps you. [00:21:24] Not a clone, not somebody that has all the same attributes as you, but somebody that's opposite and complimentary to you. To help you with all those minus signs that fits that personality. A big mistake, a lot of entrepreneurs make in building their team initially is they try to first go follow the clone myth and go hire somebody like them. [00:21:43] Here's the reality: it takes 10 people to clone yourself in a business. Just roughly, it takes about 10 people to match all of the skills and things that you do when you're wearing all the different hats in a business. It takes 10 different personalities. Because you don't enjoy wearing every one of those hats. [00:21:59] You need to find people that enjoy wearing each individual hat as you build that out. So just get that idea in your head. It's going to take about 10 people to clone you. So kill that clone myth and don't go try and find a mini me or somebody like yourself. That's a huge red flag and mistake when you hire somebody that's like you. [00:22:15] These are usually the people that have the same skill set, capacity, intelligence level as you and an entrepreneurial drive as you. That go and steal portfolios, steal clients and go start their own property management business. Because really be honest with yourself as an entrepreneur, you are probably now unemployable. [00:22:35] You probably couldn't just go work for somebody else. You probably wouldn't want to. So you're not going to do that, right? They don't want to work for somebody either if they are entrepreneurial. They eventually start seeing flaws in how you think and how you do things. They're like, "I could do this better. I want to do this differently. I can see all these different things I would be good at I could change," and they go and start their own business and then steal whoever's loyal to them if at all possible, because that's the easiest thing for some of these people to do. Right? "Well, yeah, that guy's, or gal's a bad boss. You should come with me. We're going to do things differently." And they're like, "yeah!" And that's like people that are not a good culture fit. They're not loyal to you. All right, if they're not a good culture fit if they're not a right personality fit, they're not they don't really love the role or position and if they're not the right skill fit or intelligence level, they don't have the capacity to do the job or they don't have the training to do the job Right, so you need all three. [00:23:32] All right so If you want to escape this second sand trap and escape having this business that is frustrating and difficult, just recognize you can do this. Like you can have the business of your dreams and you don't have to change the industry. You don't have to give up on property management in order to do that. [00:23:53] You just need to align the business with what you most enjoy doing in it. So let's say you love doing sales. You could be the bdm in your own business. You could do sales. A lot of business owners do that Let's say you hate sales, but you love the accounting. You would just love to spend more time doing that you could do that It's your business Let's say, you love doing the operational pieces and the tech and geeking out on systems you could just focus on that and you could bring somebody else in to be the bdm and to make everything like grow, right? There's nothing you have to do you could even get to the point where you do nothing in your business if you wanted to, and you wanted to get to that level of exit where you exit or leadership, and you're no longer involved in the business. [00:24:35] That's possible, too. But then, for most entrepreneurs, you would probably be bored, right? This is another factor that I think is important. If you're stuck in this next sand trap, a lot of times the reason people end up really frustrated, really demoralized, really stressed is because they don't understand these different levels of exit that exist. [00:24:56] And so this is a concept that I got from a gentleman named Roland Frasier. He's an interesting dude. He's an attorney and he's a couple of different things if I remember correctly, but what he generally teaches is about buying and selling businesses and stuff like this. And one of the things I picked up from him and from Ryan Deiss, who are both connected to a program that we were in called Scalable, is the more valuable you are to your company, the less valuable your company is. [00:25:27] So if you're ever looking to exit or sell this, that's important to recognize. The other thing that I thought was really interesting is this five levels of exit that I learned from Roland Frasier. So the first exit is exit the line. This is where you go from worker to manager. In property management frontline work is handling tenants doing all the property management stuff. [00:25:48] That's difficult And if you can't exit level exit one. You can't exit one and you think the only way to escape that is to sell the business, then you have a really unhealthy mindset and you're probably super miserable in your own business So you need to be able to exit level one. If any property management business owner that doesn't exit level one, they're still a property manager and they're not the entrepreneur or the business owner. [00:26:11] They're not truly an owner of the business. They're the, they're an employee in it, right? Number two is to exit the staff. This is where you go from manager to CEO. So you're no longer doing like the frontline lowest level work. Then you're exiting the staff, which is maybe the managerial sort of level work. [00:26:28] And now you're a CEO where you have managers. You have people you trust to oversee departments. Like you have a head of maybe maintenance coordination and you have a head of property management, you know, whatever. Right. The next is to exit the org chart. So you go from CEO to maybe being an advisor, being on a board, you're on the board of advisors. [00:26:48] And now you have a business, it, you're an owner, it pays you and you've exited the org chart. The next would be to exit the board. You're no longer like really having to like steer the business, you know, from behind the scenes, you're no longer involved. You trust that there's a whole group of people that make this work and there's a board and you just own it. [00:27:11] You're just taking cash, like you're just getting paid. And then the fifth level of exit is to exit ownership. It's to leave the business. So one of the things that's super important is for you to recognize where is your best level of exit you want to be at right now? If you've been in pain a while, you're probably thinking "exit five. Like I want to sell this thing. I hate it. It's awful." I talk to a lot of people that are like that and I'm like "you're just doing it wrong let's get this fixed" because The myth that people believe is that if you're at this stage of misery in your business It's "I should go start another business, something else I'll do something else." I guarantee if you go start something else, you're going to start with less knowledge, less skill. You're going to have to go through the pain and the lessons and everything. And you're going to get to the same stage in the video game where you have the same boss to beat. He's just got a different outfit on but it's that same giant gorilla that you got to fight or whatever it is in Donkey Kong and you've got to beat this beast of a gorilla and it is building the right hiring system, the people system, the right planning system and the right process system. [00:28:16] And you still have never figured this out. And so you're going to end up miserable building the wrong team around you again. You're going to end up in the same place, just in a different industry. You have to learn how to solve this boss. And that's what we do at DoorGrow. We help you figure out how to beat this level boss. [00:28:35] We've helped lots of people do it. We've replaced entire teams. We've helped install hiring systems. Hiring is a problem at any level of business. I've seen multi million dollar very wealthy business owners In lots of different industries and masterminds have been in hiring is still consistently a problem for these individuals and so we want to make sure that you're able to let go of that. That you're able to not have to deal with that. [00:29:01] So figure out the level of exit that you most desire to be at. If you're in a healthy state, most of you would probably not want to just be out of the business and retired. Most of you would be bored. You enjoy maybe dealing with certain things in the business and you enjoy maybe running the business. [00:29:19] If it were healthy and you had a good team, so we need to restructure the business around you. So it's giving you what you want. Then it can start to give the team members more of what they want. And you'll have better team members that will stick around because they're not working for somebody that is making bad decision making and making bad choices and running the business in a state of chaos and misery. [00:29:39] Right? Healthy business owners have healthy businesses have healthy team members and feel very well supported. And the only reason you're not there is you just don't know yet what healthy business owners know there's just a little gap in knowledge and maybe a gap in some systems that could easily be given to you, learned and installed rather than having to play Russian roulette, take lots of risks, spend tons of time through trial and error and reading books and watching YouTube videos, wasting time and money and focus and energy and all the other currencies. [00:30:15] Our goal at DoorGrow is to help you collapse time and figure out what works. I've made all these mistakes. I've done all the mistakes that we've talked about. I've done it. And I've worked and I've shelled out a lot of money to operational coaches, to relationship coaches, to fitness coaches, to, I mean, you name it, sales coaches. [00:30:35] Like I've spent. I'm still always learning and I've invested so much into figuring these problems out. My goal is to help you not have to waste all that time, energy, money, to collapse time and just help you go faster. I believe everyone listening to this, if you really are an entrepreneur, you can figure all of this out on your own. I like I have no question. You can absolutely do this. I did it, and I was super clueless in a lot of areas I was super clueless in financials, super clueless in sales like I've had to get coaches and mentors in all of this stuff, super clueless in relationships. I'm on my third marriage. Like I've studied relationships in an insane amount, right? [00:31:17] There's nothing like pain to cause you to learn right? My goal is to help you collapse time on all this because all of these things affect your business All these things affect your revenue all these things affect your team All these affect your ability to lead and if I can help you collapse time on this, just with some clarity and some direction and some systems, you will go so much more fast, so much more quickly, add so many more doors, so much more revenue, have so much more space, so much more freedom, so much more happiness and joy in your business. [00:31:51] It doesn't have to be this hard. And our program in my opinion, even though we raised our pricing is so much cheaper, so much less expensive than the cost of tuition of learning that I've paid to get to the point that I'm at in business. And it's so much cheaper than the price of tuition and stress and money you're going to have to pay in challenges and mistakes in order to get to that level and learn. [00:32:17] I'm going to help you collapse time. Our programs, even if they cost thousands of dollars a month on some of our most expensive ones, are easily offset. They're so easily offset. Like sometimes we offset that in our first jumpstart session that we do in person with new clients. We offset that. That expense right away you have enough doors we can easily find another couple grand or a few grand in the business monthly just because of some of the challenges that exist, and then our program is paid for then even if you a lot of you if you add 10 20 or 30 new doors, which is not hard to do. There's no scarcity out there in the marketplace. It is so easy once you get things in alignment to bring a new business and to attract new business without spending any dollars on advertising, we can usually eliminate two to three grand a month, just in expenses in advertising that larger companies are doing that doesn't even need to exist. [00:33:14] Just that alone would like pay for the program and it would be easily offset. And then you'll actually grow faster using the strategies that we give you. So there's so many ways in which making the decision to work with DoorGrow is not an expense. It makes you money. Otherwise clients don't stay with us. We don't have any sort of term limit or contract where you have to stay with us, like even over a month, like you don't have to, you can quit and cancel at any time. [00:33:42] And the reason we don't have agreements and contracts, like a lot of the vendors you work with like in property management space or tools that you use or software or whatever, you've got contracts and agreements with a lot of different people. We don't need it because clients stay with us longer. [00:33:56] They stay with us for years. So we've eliminated that. We knew if we could just keep people for a year in the past, we could get them great results. And so we had agreements in place. We don't even need that anymore. We are super low risk. We have more testimonials and case studies than any other coach or consultant in the industry. [00:34:13] They can't keep up with us. And we have such a great system because we have our planning system and we have a great team and these systems in place that I'm speaking of on this call. Nobody can keep pace with DoorGrow's level of innovation and what we're adding to our program consistently. We just rolled out these new client workbooks. [00:34:31] We just rolled out recently in the recent years, we rolled out a new martial art style belt system for clients to level up going from a white belt with zero doors. Well, one door up to a black belt with a thousand doors quickly. And we've consistently keep rolling out new and better systems and resources. [00:34:50] And so nobody can catch us. That's why I'm confident in saying DoorGrow is the best, most comprehensive coaching and consulting program for property managers in the space. Period. If you are, especially if you're doing third party property management, but even if you're like, you know, an owner operator, if you're at that next level, we've got operational challenges we can help you be able to increase your capacity and get to the next level. So this is all I wanted to say today. This is my, a bit of a rant, but I want you to understand there's hope. You can do this and you could do it on your own. Doing things on your own is the stupidest path to growth. I've been that idiot. [00:35:31] I have done that. It was slow. It was grueling. It was frustrating and it was demoralizing. And when I started getting coaches and mentors, every decent coach I had because I had the belief that I was going to get something out of that program, come hell or high water. I was positive active in my mindset. [00:35:50] I was positive. Like focus on what's the positive outcomes I can get from this and I was taking action and being active I always made my money back on anything that I did or any program that I did I was making even more money than what that program cost me and that's what we want to help you do. We can easily offset the cost of our program. [00:36:08] So I don't believe DoorGrow is an expense. DoorGrow has legit roi. DoorGrow is a value add to your business so. If you're not an idiot and you're intelligent and you want to collapse time and you want to work with DoorGrow reach out to us we can help you do this. It doesn't have to be so painful. It doesn't have to be so hard We have proven this over and over again that our systems, our growth strategies, our ops stuff all works. We've proven this. We use our own op stuff internally. [00:36:41] We have proven that this stuff works and we know it can work for you. We've done this with multiple clients. The only question I have is, are you going to do the work? That's it. I can't do it all for you. I can't do it for you. You've got to do it, but you're already working hard. If you would like to work less hard in the future and more smart, reach out to DoorGrow. [00:37:02] You can reach us at DoorGrow. com or make sure to join our free Facebook group doorgrowclub.com where we will nurture you, give you some value until you're ready to work with us to grow your business and get it to the next level. And if you're comfortable, it's time to get uncomfortable because when you're comfortable, you're at risk. [00:37:22] There's risk. There's challenge. If your business isn't healthy and growing, it's dying. If your business doesn't have the right systems in place and you lose a key team member, it's at risk and it's in danger. You need to get these systems installed, regardless of how healthy your business feels right now. [00:37:38] If you do not have a people system, a planning system and a process system. Then your business is at risk. You are in a dangerous position and you're acting like the ostrich with its head in the sand, hoping that if you ignore the problem. You will always be good. And that's not going to be the case. You will get hit with something. [00:37:56] This happens. I want you to have a safe business. I want you to take care of your team, take care of your family and set some protective barriers in place. You need these systems installed in your business so that you have a healthy business continually. And you become what I call infinitely scalable, which means your capacity is no longer a hundred doors, 200 doors, you know, you could get to a thousand doors and nothing's going to break or fall apart because you'll be able to handle it because you've got the support of an expert team DoorGrow. [00:38:25] And you've got systems like people planning a process, the super system, and you're able to continually scale and get to that next level. We've helped clients do it. We want to help you and it gets easier and better the more doors you have if you do it in the right way, not worse and not harder and not more stressful because you get better team members, you have better systems, you have more money and revenue. You can take more vacations. You'll have more freedom. Let's make that happen for you. Reach out to us. Check us out at DoorGrow. com until next time to our mutual growth Bye everyone, and I'm out. [00:39:00] Jason: 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!  [00:39:27] 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.

Owning a business of any kind impacts your life and relationships. In this episode of the #DoorGrowShow, property management growth experts talk about marriage, relationships, and how these things correlate with having a property management business. You'll Learn [02:03] Owning a business impacts your relationships [07:45] You have to be selfish sometimes [11:10] Why people pleasing is harmful [14:13] Masculine and Feminine frames [24:51] Leveling up in business and your relationships Tweetables “In business, you don't want to be the needy, pleasy guy running a property management business, trying to please every tenant, trying to please every business owner.” “I think as a business owner, you, there is part of you that has to be selfish and you have to be comfortable with being selfish because there is a time and a place for it.” “If you do not take care of yourself, you are not going to have energy to then continue to take care of other people.” “Ironically, the more you are trying to please somebody,  the less they value you.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: In business, you don't want to be the needy, pleasy guy running a property management business, trying to please every tenant, trying to please every business owner.  [00:00:08] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you're interested in growing in business and life, and you are open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:29] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS. Build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts property management growth experts, Jason and Sarah Hull the owners of DoorGrow.  [00:01:11] Now Let's get into the show.  [00:01:14] All right, so today's topic, we're going to chat a little bit about marriage. So let's talk about it. We're going to tell a little bit about marriage. Those that have followed my journey over the years have probably seen that I've been divorced. I've gone through struggles in marriage. I've learned things the hard way. Some of y'all probably been married forever like my parents. I have amazing parents and they were a great example of just loving each other from the beginning forever. [00:01:44] They've been married for, I don't know, like 50 years or something.  [00:01:48] Sarah: Almost. 49.  [00:01:50] Jason: Yeah. Yeah. I think  [00:01:52] Sarah: this year is going to be 47. So they're like going to be 50.  [00:01:55] Jason: I think they got married two years before they had me. So yeah.  [00:01:58] Sarah: They celebrate it though, but they're still in Australia.  [00:02:01] Jason: Yeah. So my parents, they just love each other. [00:02:03] But one of the things that I think it's been coming up a lot, I've been noticing a lot of clients as I go deeper with them and they kind of open up especially the guys like relationships are a struggle. It's a challenge. I think it's difficult. It can be difficult for entrepreneurs. I think it's difficult for the women entrepreneurs because in a lot of ways you have to kind of step into sort of a masculine frame to run a business. And that creates an interesting dynamic in a relationship. And this is in general. Some women out there, maybe you don't want a masculine guy. Maybe you don't want a guy that leads. Maybe you don't want a guy that initiates stuff. Maybe you don't want to be able to let your hair down after work and like have him kind of take the reins and like plan something and take you on a date. I think a lot of women do. A lot of women appreciate that. Even the ones that are running businesses and showing up in a masculine sort of frame and being kind of dominant in leadership and displaying these things, they would like to have somebody else take the lead. Is this accurate do you think or no?  [00:03:03] Sarah: Yeah, well. You think it's different.  [00:03:05] Jason: You've run your own business. [00:03:06] You've been kind of in that frame.  [00:03:08] Sarah: I'm a very masculine woman.  [00:03:11] Jason: Yeah, in some ways I think you've consistently since we've been together.  [00:03:15] Sarah: I look very feminine. I do it's deceiving. Yeah.  [00:03:19] Jason: Yeah, I think since we've been together, you've consistently stepped more and more into your feminine and I've stepped more and more into my masculine I think has kind of been a trend. [00:03:29] Would you say that's accurate?  [00:03:30] Sarah: It could be. I don't know. I think you've probably more recently been focused on that. I can't say, I really cannot say, oh, I've ever been focused on.  [00:03:41] Jason: I don't think you've been focused on it. I just think.  [00:03:44] Sarah: I'm just living life.  [00:03:45] Jason: Yeah, you're just living life and this is the thing. [00:03:48] Sarah: I'm just going about shit, doing my thing.  [00:03:50] Jason: She's not as conscious of it probably because I think this is something that men, if you are the leader and leading, you should be conscious of this. And women, when men are kind of taking that leadership role, women respond to that, and it's natural. Like, I've noticed it in Sarah, she's not even probably super aware of it, but there's behaviors and things that have kind of shifted. [00:04:15] And so, the way it'll show up for a woman in this, in a relationship like that, as a man stepping more into leadership and into his masculine role, she will generally, over time, feel calmer. There'll be probably less fights, probably less explosions, you know, things like this. And the guy will be like letting go of some of the needy, whiny, pleasy, weak behavior that's kind of gross to women. [00:04:39] Does this sound accurate?  [00:04:40] Sarah: That is, yeah, that is gross.  [00:04:42] Jason: Yeah.  [00:04:42] Sarah: To me, anyway, I cannot speak for all women.  [00:04:45] Jason: Yeah.  [00:04:45] Sarah: To me, it's gross.  [00:04:47] Jason: Ironically, when women are showing up kind of more in a masculine frame, they sometimes bring that out in guys. Like the guys think, Oh no, there's a problem. I got to please more. [00:04:57] And so it kind of creates this weird, gross spiral in relationship. And so, which I've experienced in past relationships. Right. And so the man needs to kind of. shift and lead out of that. And so I've been noticing this in clients. And so, this is something that I've been paying a lot of attention to. [00:05:14] A lot of guys show up in a feminine frame because we've been raised by our moms. Maybe you had a loving mom. She took care of you. Maybe she didn't. And she wasn't really a great mom, maybe but either way, that feminine influence towards pleasing has a strong impact on the male psyche, which puts us into kind of a growing up with kind of a feminine frame. If we don't have a really strong sort of masculine walled stoic father, you know, and there's really great book I would recommend for men that want to kind of eliminate that feminine frame that they're carrying around. [00:05:49] It's called shattering the feminine frame by Jerr, J E R R. It's really hard to find, so you may have to search for it on Google, because if you search for it on Amazon, even though it's there, Amazon won't let you see it. I don't know why. It's super weird. You may not be able to find it. Sometimes searches on some of the books by Jerr don't show up when I search for them. [00:06:11] His main book that he puts out there, I can find, and then I have to go to the author, click on the author name, and then find his other books to find some of these books. I don't, it's really weird, but you might be able to find it through Google.  [00:06:23] Sarah: Maybe it's just you. It could be just you. It'd be an interesting test. [00:06:27] Maybe everybody else, even though.  [00:06:30] Jason: I bought multiple copies of the book and sent them to guys. So Jason gets blocked on everything. He gets himself blocked. I'm a little controversial. I get shadow banned all the time. It was something. I was definitely shadow banned on Twitter. My accounts aren't working, your whole Instagram account. [00:06:45] I have a political account on Instagram that's totally blocked and shut down. Like, I log into it, it blocks everything. I can't do anything. I can't even go to settings to, like, request help to support. Nothing. So, yeah. So, which probably might be why I can't find which probably means my ideas are actually correct. [00:07:04] So since we live in a world of control and censorship nowadays, all right, so that aside, so I think you know, to kill that needy sort of pleasing behavior, I think guys, this is really important. And it's important in business too, because in business, you don't want to be the needy, pleasy guy running a property management business, trying to please every tenant, trying to please every business owner. [00:07:30] And that was something you were very good at not doing in your property management  [00:07:34] Sarah: business. I don't give a shit about that at all. I [00:07:37] Jason: think you're like, what do I want my business to look like? How do I want to show? Yeah. Yeah.  [00:07:42] Sarah: Right. And I think it's, It, part of it is very selfish. And I think as a business owner, you, there is part of you that has to be selfish and you have to be comfortable with being selfish because there is a time and a place for it. [00:07:54] Now I am not sitting here telling you, be only selfish and only think about yourself all the time. No matter what, prioritize you and forget everything else, right? That is not what I'm saying, but there is a time and a place to be selfish and to really think about you. And if you think about it this way, there's a lot of people, like one of my, one of my very good friends in Pennsylvania she will just give and give and give and give to everybody. [00:08:21] She worries about her kids and she worries about her friends and she worries about her family and she worries about, it's like, she's like, so giving and like, I mean, she would literally give you the coat off of her back in the middle of winter if you needed it. I have watched her do it. And that is great. [00:08:42] However, if you do not take care of yourself, you are not going to have energy to then continue to take care of other people. And I tell her that all the time because she's just in this constant exhaustion. Like now it's manifesting physically. Now she's had like, she had health issues. She had like a heart problem. [00:09:02] She had all kinds of issues and it's because she's not prioritizing herself. She will go to do something for herself, but then something else pops up and needs her attention. And she's like, Oh, well, I can't worry about me. Now, I have to worry about this other thing. So there is a time and a place to be selfish, and you must take care of yourself first in order to then serve and take care of other people. [00:09:22] It's like, put on your own oxygen mask before helping other people. Because if you die trying to help your family, well now your family doesn't have you. When you could have just put on your own oxygen mask first. Yes? So there is a time and a place to be selfish. I think in my later years, especially after my, like, my divorce when I was, what was I, 28? [00:09:48] Yeah, I was 28. So, 28, I flipped my entire life upside down. All of it. Everything. I pretty much scrapped it all. Anything that wasn't serving me, anything that was toxic, anything that wasn't good for me, anything that didn't make me feel happy or bring me joy or make me feel loved and cared for, I said, fuck it. [00:10:10] Gone. Gone. So I cut off relationships with my biological father. I ended my marriage. I cut off a lot of friendships. I quit my job. I did all kinds of things. I was like, yeah, this isn't working like, and that was the end of it. But that was very much about, that was for me. I did that for me. [00:10:30] And up until that point, I wasn't really living for me. Yes, I was concerned about myself. I was always trying to take care of myself. But I was also always worried, Oh, well, who needs this? And who needs that? And, oh, you know, this person, you know, is kind of, it's always like in the back of your brain. [00:10:48] And after, after that, I made that change and that after that point was when I started my business, when I started my business, I'm glad that I didn't do this before I had that shift in my life because when I started my business, number one has to be me. If the business makes me miserable, then I'm doing something wrong. [00:11:07] So why do it like that?  [00:11:10] Jason: A lot of people are miserable in their businesses. They like, we see a lot of them. That's why a lot of people come to us. We can turn that around. Ironically, the more you are trying to please somebody, the less they value you. And so if you're like just bending over backwards trying to please tenants, they're going to treat you even more and more like garbage because you're showcasing and demonstrating in your language your behavior everything, "I'm low value." [00:11:37] I'm a doormat. Walk all over me. You might do that with owners. You might be displaying, Hey, I'm low value. I'm available whenever you need me. Your time is so much more important than my time. Interrupt me anytime. Here's my cell phone number. Right? And so by displaying that you're low value, you actually end up being treated worse and being perceived as worse. [00:11:58] And people respect business owners that are leaders and then are able to display strong behavior that they can lean into and that they can trust. You need to have a stronger frame or a more masculine frame if you are the leader of a business. Otherwise, people are not going to really trust, respect, or feel safe with you. [00:12:18] And so I think that Also, when we're in relationship and we're with somebody and I think that this is probably more true of women, a lot of women might throw me some shade for saying this, but as guys, I don't know what the major difference is. Maybe it's testosterone levels, whatever. Maybe it's just in our DNA, but we do not grow up feeling fear. [00:12:41] We just, we don't generally feel afraid of a whole lot of things. Like, most guys would never even think, like, am I safe if I go walk out on the street? Unless they're in a really shitty area, you know? But if I go out for a walk, I'm not concerned about my safety at all. I could roll down my windows and take a nap in my car, parked by the side of the road, and wouldn't even worry. [00:13:03] Women, I didn't realize this until later years, but women from.  [00:13:08] Sarah: Even going like for a walk by myself, no way, I'm taking my pitbull, like  [00:13:12] Jason: Yes.  [00:13:13] Sarah: Or I'm carrying.  [00:13:15] Jason: Right. Or some combination.  [00:13:18] Sarah: Something. There's no, there's no chance. Yeah,  [00:13:21] Jason: I mean even if I'm out of town, for example You'd like you get a little bit more concerned about things and your safety and stuff like that, right? [00:13:30] Sarah: See, I'm the type of person I'm like, I want like a fortress. I want like reinforced concrete like five inch, you know, like, maybe even 11 inch thick, like, walls, I want, like, a moat, I also like some sharks that we don't feed, like, ever, and then, you know, somebody might accidentally fall down. [00:13:49] I've been getting in, like, this is how I'm like, that would make me feel safe. I want like bulletproof glass. Give me the Cybertruck glass just everywhere. Like, that's like, this is what I need. I need like laser beams, like you see in museums. Like motion sensor laser beams that trigger like the SWAT team. [00:14:06] That's what I need, but I've watched way too many horror movies, admittedly, way too many for my own good.  [00:14:13] Jason: So regardless of your gender, masculine and feminine energy is always at play. And, Feminine energy generally is not going to feel safe without masculine energy nearby. [00:14:24] That's just generally how it works. Masculine energy creates that protection and safety. This will be true of your clients. So you'll need to show up somewhat in a masculine frame so that your clients can feel safe. feel safe with you. And that's what they want to buy. They don't want to buy property management, but they want to buy a safety and certainty. [00:14:40] They want to buy peace of mind. And so that certainty that you can display is more of a masculine energy or masculine frame. This is true of women that are in relationships. If they're not getting that from the man that they're with or around them, That sort of masculine frame, they're going to become, a lot of times, they become more nervous, more neurotic. [00:14:59] They're more concerned about things and more fearful. And especially if they have to then step into the masculine frame to take care of the guy that they're with because he's even more needy and pleasy and whatever and feminine than she is, then it's like, it creates this gross sort of I'm your mother type of dynamic, right? [00:15:17] And you don't want to be my mother, right? You don't want to be cleaning up after me and telling me what to do all the time.  [00:15:22] Sarah: I don't want to be anybody's mom.  [00:15:24] Jason: Yeah, exactly.  [00:15:24] Sarah: I am not cut out to be a mom, let's be honest. I'm just not, I'm just not good. Like my mom is the best mom in the world and then like, how do I measure up to that? [00:15:34] Like I can't compete with that.  [00:15:35] Jason: Well, I don't think it's a competition.  [00:15:37] Sarah: Everything is a competition.  [00:15:39] Jason: It's not really. [00:15:39] Sarah: You know nothing about me.  [00:15:41] Jason: It's not really competition. You don't need to compete with your mom, but you can take, you know, some of the good that you've got from her and the stuff that you don't want to apply or we learn from our parents. [00:15:51] We don't want to be like. We don't have to take that. Right. So, you know, I guess the takeaway from this episode maybe is men, check out that book, like step into a little bit more masculine role in your relationships, your wife will be calmer, she'll be more loving, you will definitely get more respect and you'll get more sex if you're showing up in a masculine frame. And it's your responsibility. Stop trying to change her. Stop trying to get her to be something different. Stop wishing she was nicer to you. Stop trying to focus on I need love and I need to please her and do things like that like Show up in a confident leadership position, like plan stuff, plan dates. [00:16:35] We're going on a date this weekend, right? We went on a date last weekend.  [00:16:40] Sarah: Round two.  [00:16:40] Jason: I messed up last weekend. I planned a date. I was so excited and took her out to eat. We went to go to where the date was, we were supposed to go watch a show. And it was closed, like, there was nothing there. And I was like, what? [00:16:54] And I checked and I had the date wrong. I had the date wrong. So what did I do as a leader? I found another date. So I quickly booked tickets, found tickets to a comedy show that was right there, downtown Austin. And then we went to that and we had a good time, right?  [00:17:08] Sarah: Well, that was when I rescued the bird. [00:17:09] Jason: Yes.  [00:17:10] Sarah: So here, let's talk about this. This is how crazy my life is. Jump out of a moving car because my husband wouldn't stop the car.  [00:17:16] Jason: Let's, let me explain this. I'm driving into a parking lot, there is a bird that has landed on my hood and it's just staying on there so I'm like, this is weird and I'm turning into a parking structure and I was barely moving. [00:17:30] I was slowed down or you would have hurt yourself but I'm like, she's like, I'm going to get out and I'm going to take care of the bird and because it had jumped off. And I was like, No.  [00:17:37] Sarah: It didn't. It tried to fly, like, it was on the hood. And it tried to fly a little bit and it, like, barely cleared, like, the roof of the car and I went, Jason, that bird is injured, I'm telling you, it's injured and he's like, okay. [00:17:51] And I'm like, stop the car, and he's like, what? I'm like, no, stop the car. I was like, I am not stopping the car. Yeah, he's like, I'm not stopping.  [00:17:57] Jason: There were, like, homeless people on the street, like, right outside there. Yeah, I know. Ghettos, they probably were all high on drugs, like, it was not a great area. [00:18:06] And she jumps out of the car and I have to then find a parking space because there's nowhere to park and I had to go up seven floors in this parking structure. I'm like, my wife is probably going to be dead by now, right? So I eventually get to the top floor, then I come down, I'm, like, so anxious because I'm, like, I need to protect this woman from her crazy bird saving, like, whatever. [00:18:27] Sarah: And actually, I had this dress on. And my high heels, and I'm running around trying to, like, scoop up. I'm like, it's okay, try to scoop the bird. And the bird, like, it can't really fly. It flew a little bit for, like, a couple feet, and then it, like, sank back down. And I'm like, oh no, it's injured. So I'm, like, chasing the bird, and the bird, like, hops around. [00:18:45] Like, it comes out of the parking garage, and it hops around to the corner. I don't know what's back there. So I'm just following, I'm like, come here, bird. And there's a man in the corner. who I can only think, my guess is, like, coke, I don't know. I don't know what he's doing, it's, I don't know, crack, whatever crack is, it's probably that. [00:19:03] So, I don't know, I'm not a drug expert, I've never been in narcotics, I don't know. But he's, like, in the corner and he's, like, doing, I was, like, okay, I'm just going to, like, not look at what's happening, cause I don't care, I'm just, Hi, I'm just getting the bird, I'm, like, don't, like, sorry don't mind me. [00:19:19] And yeah, he didn't like that. But I did get the bird, and then I didn't know what to do with the bird. So I have the bird now, I'm like, oh, what do I do now? So I was going to walk back to my husband and tell him to get in the car.  [00:19:33] Jason: Yeah, we were seven floors up. You had no idea where I was.  [00:19:36] Sarah: No, I didn't. I was just going to walk around until I found you. [00:19:39] But I had the bird in my hands. And I was going to go back to my husband and then say, like, I guess we have to figure out what to do with this bird. We have a bird now. But this woman, she was on the street and she's like, Oh, hi. She was like, excuse me, do you need help? And I said, I don't know. [00:19:54] Can, do you know what to do with an injured bird? And she said, actually, yes I do. And I said, Oh my God, thank God. Because I didn't know what I was going to do with this bird. And she said, Oh, you have to take it to whatever on earth she said. And she's like, I can do that because I guess she works there or something. [00:20:11] So she's like, oh, I'll take it in tomorrow. She's like if you give me the bird So then she had this whole bird probably ate  [00:20:18] Jason: the bird. She's probably some homeless person that ate the bird.  [00:20:21] Sarah: He was not a homeless person. It was a couple.  [00:20:23] Jason: Okay.  [00:20:24] Sarah: There was a couple they had a dog.  [00:20:26] Jason: Okay, meanwhile, I'm coming down an elevator. [00:20:30] It lets me out on the first floor of this parking structure, does not let me into the parking structure. There's no, like, it just exits the building. So I exit the parking building and it locks me out of the building. So I can't even go back in and I'm like trying to find her. I have no idea where she is. [00:20:49] And so I'm calling her and yeah  [00:20:53] we ended up talking, didn't we?  [00:20:54] Sarah: No, I called you.  [00:20:55] Jason: Yeah, you called me.  [00:20:56] Sarah: Then so the lady takes the bird and now I have no bird, which is great and the bird is safe. And now I'm thinking, okay, let me just, I didn't realize it was as tall. I really did not know that the building was that tall. [00:21:08] So I figured, Oh, there's probably like three levels, whatever. I'll just walk around and find the car. It won't be hard. Well, I'm walking around and I'm realizing, Oh, okay. Well, this just keeps going. Yeah. And you  [00:21:18] Jason: were wearing the worst shoes on the planet.  [00:21:19] Sarah: Worst shoes. I was wearing a  [00:21:21] Jason: Okay. Let me explain this. [00:21:23] They can't see your outfit right now. Sarah looks like sex on wheels. Like, her outfit is hot. Like, this is a hot dress. This is like a form fitting store dress. I bought this for her. She looks really good in this. Sorry. And she's wearing these high heels. [00:21:39] She's wearing these high heels like Louboutin, whatever they're called. And they're like, did I buy you those?  [00:21:46] Sarah: That pair? Yes.  [00:21:48] Jason: Okay. Yeah, I bought her these shoes and they're wicked uncomfortable.  [00:21:51] Sarah: They're so uncomfortable.  [00:21:52] Jason: Like whenever she wears them on a date.  [00:21:53] Sarah: Christian Louboutin, I have to say something about him. [00:21:55] He either hates women or he has no idea what women's feet are like.  [00:21:59] Jason: I don't know, but he's laughing. Or both. He's laughing all the way to the bank, whatever. Because they're not cheap. So, she's wearing these shoes that she can't even walk around in. And you're going to, there's no way she's going to go up seven floors of parking. [00:22:12] Sarah: I was on the third floor.  [00:22:14] Jason: Yeah.  [00:22:15] Sarah: Yeah, I got to the third floor and then I realized, oh, okay, so then I called you.  [00:22:19] Jason: Yeah, and then she eventually finds me. We get. You need to go back up to the car because I didn't grab your purse. Because  [00:22:26] Sarah: he left my purse in the car.  [00:22:28] Jason: Because I should have been psychic and known that she needed me to grab her purse. [00:22:32] Right guys. And so we go back up, but he had to let me back into the building because I was locked out and their thing wouldn't work to let me back in with my parking pass thing. So she comes down to the first floor, opens it up, lets me in. We begin in the elevator, we go back up the top floor. [00:22:47] I'm like, what were you thinking? And she's like, what were you thinking? You didn't grab my purse. You left my purse. I'm like, you're way more important than the purse, woman. And you're like going around crazy homeless people and like trying to save a bird.  [00:23:03] Sarah: It was saved.  [00:23:04] Jason: So  [00:23:05] Sarah: It was saved.  [00:23:06] Jason: Okay, good job. You did it. [00:23:08] Good job. You're like  [00:23:09] Sarah: We've been saving lots of animals.  [00:23:11] Jason: I think there's a Bible verse where Jesus says something or God says something about like your life is worth more than many sparrows or something like that. Yeah. So I don't know. Some of you don't know what the verse is.  [00:23:24] Sarah: I must've missed class that day. [00:23:26] Jason: Yeah, exactly. So anyway, we go up to the car, get this, come back down, we exit that same exit down on the first floor and I'm looking around, I'm like, this is not a great area. No, it was not.  [00:23:37] Sarah: It was bad.  [00:23:37] Jason: There's some rough characters and like, they're walking around and like,  [00:23:41] Sarah: bleh. In fact, we went to the comedy club and one of the comedians, he said, so now I have a bully and he's a homeless man and the same homeless man, he like, hangs out right outside the comedy club and he said, I'm here all the time. [00:23:52] And now the homeless man is like harassing me every single time. And he's like, so now I have a bully who's a homeless man. He's like, what do I do about that?  [00:24:01] Jason: Yeah, this is great. This is great. So  [00:24:05] Sarah: yeah.  [00:24:06] Jason: Yeah. So I may be able to keep Sarah safe from her bird rescuing adventures in the future. We'll see.  [00:24:13] Sarah: Stop the car. [00:24:15] When I tell you to stop, just stop the car.  [00:24:16] Jason: You still would have gotten out. I didn't want you to get out. We could have come back.  [00:24:20] Sarah: Oh, no. It could have died in the meantime. What if it went in the street? It tried to go in the street. I had to stop it.  [00:24:27] Jason: All right. I would rather a little bird die than my wife. [00:24:31] Sarah: So that's okay. Yeah. But I don't feel like I feel like there's a third option.  [00:24:36] Jason: Men, you know what I'm thinking right now? You know.  [00:24:40] Sarah: They're like, what is wrong with her?  [00:24:42] Jason: They don't think what's wrong with it. They just go, that's what women do. Like, and yeah, and guys understand. So.  [00:24:49] Sarah: We have to save things. [00:24:51] Jason: Okay, so, should we wrap this up? Anything else we should have? I didn't know we were going into this whole date, but I have a date planned for this weekend. It's the one that I thought had been the previous weekend. So we're, I'm taking her out again, but men plan some dates, show some leadership. Don't wait till she asks you to do things. [00:25:10] Try and Be proactive and find ways to do things before she asks you right. And if she's asked you to do things multiple times, you probably are being a lazy bum. Comfort ease and that's feminine, right? Everybody loves to see a woman in comfort in with her pillows and cushions laying out attractively but guys. They love to see guys at work, like they, man, you do the work. [00:25:34] If you are just sitting around watching football games all day and being a bum, then you are actually in your feminine as a guy and men are men of action. Get some stuff done, do some things, be proactive, improve yourself. So that's all I'll say about that. All right. So yeah. And join our program and get, join our program. [00:25:56] Get a coach like me. That's going to call you out on your BS and help you step into a mass more masculine frame. We will crush it more in business. And I guarantee that you will be getting more respect, more love, more sex, more, all the good stuff. If you show up and if you like show up and be the person you were meant to be. [00:26:16] So, we, I will challenge you to do that. I've worked with relationship coaches. I've got a coach for a marriage coach right now. I've got we've had business coaches like you need to be constantly improving yourself. So, I will make sure that you're doing that if you join our program. All right. [00:26:33] That's it for today, right? All right. Until next time, everybody to our mutual growth. If you would like to be part of the adventure with door, grow, Go to doorgrow. com. Check us out. Book a call with us. We'll find out if we can help you. And if you are wanting to be a little bit more connected to our free community, you can go to doorgrowclub. com and join our free Facebook group. And that's it. Bye everyone. [00:27:01] 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!  [00:27:27] 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.

In over a decade of coaching and working with property management entrepreneurs, we have realized that the mindset stuff is often more impactful than the tactics and strategy. In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss some of their favorite mindset hacks for property management business owners. You'll Learn [03:09] Having a Bad Mindset [11:15] Hiring and the Process Myth [13:28] Limiting Your Own Growth [16:18] Shifting Your Mindset [21:59] The Myth of Needing to be Happy Tweetables “If you really want to grow your business, you have to get off of this high horse of you being special.” “Whatever you believe is going to be true.” “You can either have excuses or you can have wins and results.” “A lot of times we can't see the future. We know our current past and the past doesn't always equal the future.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: If you believe that you're special and nothing applies to you and nothing will work in your market, you're going to be right. [00:00:07] But if I get the right client that has an open mind in your market, I can help them crush you.  [00:00:13] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:33] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income at DoorGrow. [00:00:56] We are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hull. [00:01:17] Now let's get into the show. All right.  [00:01:20] So today we're going to be talking about mindset. This is this distinguishing, determining factor between clients having success or business owners having success and business owners that don't, even if you know all the tactics. And a lot of times people come to us for the tactics and they think, "Oh man, if I could just learn the right things to do, I'll suddenly have success." [00:01:43] But in the end, when I asked clients, "what really made the difference? What did you really get from us, from DoorGrow?" The usual answer historically has been, "you've shifted how I think about things. You've shifted my mindset." And mindset is probably what's holding you back more than just tactics. [00:02:00] Now, this is what we're going to talk about. Before we get. Into this, I want to share a sponsor that we have for this episode. Vendoroo really cool tech company. If you are tired of the constant stress and hassle of maintenance coordination, meet Vendoroo, your AI- driven, in house maintenance expert that handles work orders from start to finish, triaging, troubleshooting vendor selection and coordination. Built by property managers for property managers to provide cost effective and accountable maintenance operations where every dollar is accounted for and every task is handled with unmatched reliability. Vendoroo takes care of the details so you can focus on growth. Schedule a demo today by going to Vendoroo. ai So that's V E N D O R like vendor and then O O. Vendoroo.ai/ DoorGrow and experience maintenance done right. And we've got clients already getting great results with them. I think this is like the next awesome big thing. So go check them out. Okay. So let's talk about mindset and let's first, let's show some contrast, right? Sometimes we get some clients and they don't have good mindset. What do you notice with those clients?  [00:03:13] Sarah: They always get stuck. They overthink everything. Everything just seems hard or harder than it has to be. A lot of times these are the clients that are like, "this isn't possible." It's like, "yeah, Sarah, I know that's how you ran your business, but like, I just can't do it that way. It's not possible in my market." So there's been a lot of I feel like it's justification. "Well, why isn't this possible for me? Like if Sarah can run her business that way, if like Jeff Garner can run his business that way, like if other people can run businesses the way that I would like to, but it just doesn't seem to be happening for me. There must be a reason, right?" So then there's a lot of justification. That's what I see.  [00:03:55] Jason: Yeah. So they'll be like, "this won't work for me or this won't work in my market." [00:03:59] Sarah: "My clients would never..."  [00:04:01] Jason: "my clients would never go for that." Yeah.  [00:04:03] Sarah: "They would never do it that well."  [00:04:05] Jason: There's kind of this attitude of superiority that they just know more than everybody else. "There's no way, even though it's worked for countless others in a variety of different markets, there's no way it would work for me because I am so special and my market is so special." Let me tell you, you're not that special. Nobody's that special that things are not going to work for you that have been proven and time tested to work. That's the case. And so if you really want to grow your business, you have to get off of this high horse of you being special. "Well, I'm so special. My situation is so special. I'm so unique." And as long as people hold on to this myth that they're so special, that means nothing else applies to them. Nothing else can work for them. And so they stay stuck in their dysfunction and bottom line, the thing I think that's really important for people to look at when evaluating their current situation and whether their mindset might be off or not is just look at reality. [00:05:05] Look at your results. Results do not lie. If you have not grown significantly over the last year, your results are shit. Your results suck. Bottom line.  [00:05:16] Sarah: Did we trade places today? Are you the bad guy today?  [00:05:19] Jason: Maybe.  [00:05:20] Sarah: That means I have to play good guy? I can't play good cop.  [00:05:22] Jason: We can both be bad cop today.  [00:05:24] Sarah: I don't know how to play bad or good cop. I can only be bad cop.  [00:05:26] Jason: We're both bad cops against bad mindset. I mean Here's the thing, like whatever you believe is going to be true. That's what I think. So if you believe it's tough, you're right. If you believe that you're special and nothing applies to you and nothing will work in your market, you're going to be right. [00:05:46] But if I get the right client that has an open mind in your market, I can help them crush you. I can help them like totally destroy you. Like your business. They could acquire you. They could eat your business for lunch because they're willing to believe something different. And so take a look at your beliefs because your beliefs create your results. [00:06:07] And if you don't like your results, your beliefs are garbage. Bottom line, and this is the tough love dad and me coming out. Like if you don't like your current results in life, you don't like the clients you're dealing with. You don't like the tenants you're dealing with. You don't like your business. [00:06:23] You probably have a crappy belief system, which means you are not setting healthy boundaries. You're tolerating too much abuse. Maybe you've got some past trauma that led to this. I don't know, but you need to change your thinking and you need to change your story because your story creates your results and you cannot change your results dramatically and keep your old shitty story and your old excuses. [00:06:45] You can either have excuses or you can have wins and results. You can't have both. You've got to change the story. And so really healthy mindset is a process where people are continually evaluating their own beliefs and their own story to, to just decide and ask the question, "is this serving me? Is this getting me what I want?"  [00:07:08] "If not, then I can choose to change it. I can choose to believe differently about that situation that happened to me in the past. I can choose to believe differently about my market. I can choose to believe differently and find evidence to the contrary or figure out what works." [00:07:22] And if you're trying to do it all on your own, it's kind of like trying to look at the back of your own head. This is the challenge is if you don't have good mindset, you need to go be around somebody that can install a healthier belief system into your brain. This is what we do at DoorGrow. In every training that we have, I'm not so secretly injecting new mindset into your brain because in order for you to take action on the things I need you to take action on, I've got to get you to understand it and believe something different or you won't do it. And I think this is one of my areas of genius, I think, historically, is I've been pretty good at persuading people to actually believe in themselves. [00:08:02] I've been pretty good at persuading people to actually think a little bit differently about a subject so that I can get them to do crazy stuff, like completely overhaul their pricing with their existing clients. They're like, "no, it'll hurt them, they'll be upset," you know, "they'll all cancel," whatever. And then they're making more money, right? [00:08:19] Or getting them to change their business name. "No, this is my baby. You called it ugly and said it needs plastic surgery." No, right? So their branding or whatever it is, we get them to think differently, which, gets them to take different actions. And you are the person creating your current results with your actions because of your current mindset. [00:08:40] All right, that's my soapbox rant. This is a good place for me to share our next sponsor. And then we'll get into how to install healthy mindset  [00:08:47] Sarah: and yell at you some more  [00:08:49] Jason: Do it! Get good mindset. What's wrong with you people? All right, cool And we're going to talk about some healthy mindset things And maybe challenge some of the beliefs you have we'll do that and this won't take too long. [00:08:59] Our next sponsor for this episode is True Submeter. This is some cool technology. Attention, multi family property owners and managers! Discover True Submeter, the number one water submetering company in the US. Say goodbye to water use abuse by your tenants and hello to billing for exact water consumption with no unit minimum, enjoy smart, cost effective solutions designed to optimize your property's operations and save you money. Plus get an exclusive 10 percent discount with the code doorgrow10. DoorGrow 1 0, use that code. Visit truesubmeter. com today for intelligent utility solutions and substantial savings. That's truesubmeter. com. So this is a cool tech actually for small plexes and yeah.  [00:09:50] Sarah: I would have loved that on my multifamily because that was so irritating. You have to try to like increase the rent to offset the water cost, but how much is the water cost going to be? And then sometimes you price yourself out with the rent being too high and You can't track. [00:10:04] You just can't. And then every once in a while, you get the tenant like I had, you know who you are, who just ran the sink for fun because she was pissed. Yeah, that was great. Oh, man. Oh, I hated her so much. Yeah, you, like, man, I wish I had that true submeter device on her, like a bill for that.  [00:10:23] Yeah, she would just run the sink, she would turn on the water, she would walk away, it would flood the apartment downstairs and it would jerk up the water bill. [00:10:30] Yeah oh, yeah, it was great market I was in guys. It was so fun. I miss it every day  [00:10:35] Jason: Wow Okay. You good?  [00:10:37] Sarah: I think so. All right.  [00:10:38] Jason: Can we move on? Yeah. All right. We're going to talk about healthy mindset. [00:10:42] Sarah: This is a great episode. You're cute.  [00:10:44] Jason's yelling at people. I'm yelling at people. This is a good one.  [00:10:47] Jason: Okay. Healthy mindset. I'll give you some examples. I actually, because I kept having clients say, like I would say, what was the best part of our program? Or, you know, things like this. And they would say mindset. [00:10:58] And I was like, what? I don't even have anything about mindset I didn't think. It's just kind of what I do. It's built in, but I actually then created a training. I'm like, "I'm going to create a training that's legitimately mindset stuff." So I have a training called mindset secrets. So let me share some mindset ideas. [00:11:15] One of the things that I've noticed in negative mindset is one really unhealthy mindset that would shift everything for property management business owners I see happen, especially between the stage of going from a hundred to 200 doors is this mindset that "I need to hire and build the team around the business" and it's so unconscious. [00:11:37] It's just so wired. "Oh, like the business is getting stressful. I need to get a team member" and we just hire based on what the business needs instead of what we need. And so this is where I see business owners end up in two to 400 door range and they're more miserable than they've ever been and they stop focusing on growth and getting doors or they can't because adding more doors makes their life painful and they are more miserable in their business than they've ever been. [00:12:03] I talk to people every week that are in this situation there and we've signed like how many businesses in the last two weeks did we sign up in our mastermind? Like seven. Yeah. Something like this. The majority of them are in our super system tier of our mastermind because they're dealing with this problem. [00:12:21] This problem. And they're not happy. They don't have a rockstar team. They have sometimes an okay team, or they have a terrible team where they've really struggled with hiring. And they think they have a good team, but then they think, "well, we just need better processes." Let me tell you, if you think your biggest problem is you just need more processes so you can handle growth, you don't have a good team. Your team is not the team that you need. A good team can still perform amazingly without process documentation. They will figure it out.  [00:12:52] I call this the process myth. [00:12:53] This is really unhealthy mindset. You cannot out process bad team members. And you cannot build the right team around the wrong person. So if you are showing up in the business still wearing hats you don't enjoy wearing, still doing things you don't enjoy doing, you then are building the wrong team by default. [00:13:09] If you still wear a bunch of different hats you don't enjoy wearing and you have an entire team, you have the wrong team. Period. This is bad mindset because you haven't been taking care of yourself. You haven't been building the business around you because you're probably not even clear on you and what you really want. [00:13:24] And so that's caused this problem. So that's mindset. Another mindset issue. People come to me and I'm like, "what do you want?" They're like, "I want to grow, but maybe only to about 250 units or 300 units. I hear this all the time. It's like they, they have a cap." What would you say about that? [00:13:39] You've heard me talk.  [00:13:40] Sarah: So that's one of the things that I think it really holds people back. And if you're limiting yourself right out of the gate, then you're not, first of all, you're not living up to your full potential clearly. But in addition to that you're creating the glass ceiling. That we're all, like, pissed and fighting about. [00:14:01] It's like, you know when you get a job and they're like, "Oh yeah, but this role, it maxes out at this salary. Like, you can't make any more. This is, like, the top. Okay? So, no matter how great of a job I do, I can't just make more?" Well, no. That's, like, you would have to get promoted, or move laterally to a different role, and that's how you would make more money. Oh, well, you're creating that for yourself now. You're putting a limitation on yourself and your business. And then what happens is it becomes a self fulfilling prophecy. And that's where you get stuck. And sometimes you can't even reach that because you know that it's the end. So sometimes you're like, "okay, I want to get to like 250, 250 would be like really good. Then you can't even get to 250 because your brain already knows it's done at 250. Especially if you're Power and Achievement. If you're Power and Achievement and you say, "Okay, 250 and then I'm going to stop." Your brain will literally never let you stop. Because you have to keep winning if you're Power and Achievement. [00:15:03] And once you hit 250 and then you're done, then you're done winning. Your brain is going to go, Nope, not for me. Not doing that. I'll play in that game.  [00:15:11] Jason: So what I've noticed is our brains were really good at kind of creating and predicting the future. I mean, if I asked you right now, imagine what you could be at in a year and what you could be doing. [00:15:22] Like you can instantly come up with something. And so the problem is when I ask people what their goals are, instead of just thinking of the ultimate amazing possibility, they think of the pain. There's part of us that always focuses on, "well, I want this great outcome, but I also know there's going to be some pain involved. [00:15:42] And so they have this false mindset that adding more doors is also going to be, which is, can be true, which is true for people that end up in the second stand trap. And so they're a little bit like magical and seeing the future. They can see their future that somewhere between two to 400 units, life's not going to be as good for them. [00:16:01] And it's going to get hard. And so part of healthy mindset is being exposed to a different possibility. So here's a different possibility for everybody that thinks that would be the max level pain that they could tolerate would be maybe 250 units, 300 units or whatever. I want you to ask yourself this question. [00:16:18] Do you think it could be possible that if you do it the right way, that the more doors you add. Every door you add, the more doors you add, the more money you could have and the better the team members you could get and the easier your business could get over time. Could you see a possibility in which a thousand doors, managing a thousand door business could be easier for you as a CEO than managing a hundred? [00:16:44] I think most of us can see that's possible, but if you don't know how, then that's why you would maybe come to DoorGrow. Like, we would help you see that future. We would help paint how that's going to map out and how that's going to work so that it can become a reality. But a lot of times we can't see the future. [00:16:59] We know our current past and the past doesn't always equal the future. It does if you don't get some sort of injection of something new, you don't bring something new into your space, some new ideas, a new mindset. And this is why it's very important to be around people that have health mindset. I think that's one of the best benefits of our mastermind is that it's full of people that are around Growers, full of people that are believers. [00:17:22] It's full of people that are optimistic, that believe in potential and possibility. They're growth minded and not everybody out there growth minded. There's a lot of worn down, sad property management business owners and they won't admit it. You might be one of them. They won't admit it, but there's a lot of them and they would love to get out of the business. [00:17:45] They just can't see a way out. I've had clients we just signed up that wanted out of their business. And as soon as they can paint a picture of how they can stay in the business and that selling it may not be the only way to escape the shittiness that they're experiencing, that they also could just change how they're running their business and do different types of exits. [00:18:08] They can exit some of the frontline work. They don't have to sell the whole business. And that the business can be good because mindset wise, they are off, right? And I just show them the possibility. I show them evidence. I show them results from people that have done this. I share testimonies of people that had felt exactly how they did.  [00:18:27] So I had, it was an interesting experience yesterday. I signed up a client in the morning that wanted to get rid of her business. [00:18:35] She hated it. And the husband wanted to like keep it and she was miserable and I helped paint a picture of possibility of a different future that we could create. And I was excited to her, like emotionally, she was like, it got her. And she was like, "yeah, let's do this." Ironically, I had a call later that afternoon with Annemarie Sunde. [00:18:55] If you go back and like, check out her podcast episode, this was a past client. She eventually sold her business. She did exit the business eventually, but when she first came to me, it was the same story. So I told her the story and she's like, "Oh my gosh, I have so much to say about that." But it was the same story. [00:19:11] Annemarie came to me and was like, "I hate my business. I want to sell it. I want to get out of it. And after listening to her," I just said, "you're just doing it wrong." Like, let's just change what you're doing. And she was letting me know on this call yesterday, just catching me up on her life, like how grateful she was and and what she's up to now. [00:19:29] And it's awesome to see that contrast. Because I've helped so many clients get out of that spot where they hate their business and they're miserable. There's no question. I know it's super possible that we can change how they show up in their business and we can change their mindset and things can be really good. [00:19:47] And that gets me really excited. I'm excited for them because I know what's on the other side. They don't know it. They just have hope. And sometimes that's all people need to shift their mindset is an injection of hope. So come over to DoorGrow. We'll give you a little bit of hopium. We'll throw some hope in your face and get you to start to believe in some possibility that's, and that'll shift your mindset. [00:20:07] So what other mindset things?  [00:20:09] I [00:20:09] Sarah: think the only other thing I would add to it is going back to your story and your excuses and everybody, this is what I'm realizing is everybody kind of is going through their own shit for most of us. It's not easy, right? Like, we don't just grow up having everything that we want and life just gives us the perfect scenario all the time and it's rainbows and butterflies and everything's just perfect all the time. [00:20:40] It's just not reality for most people. We grow because of the things that we've been through. And I think that the best thing you can do is realize that first of all, you're not alone in it and second, it's what you do with it that really makes a difference. That's what counts. It's not the shitty thing that happened to you. [00:21:02] It's what you do with that because you can have this horrible, awful thing happen to you. We all do and then go, "okay, that's the reason. That's the reason I don't feel love in my life. That's the reason I can't run a successful business. That's the reason I'll never make money. That's the reason I can't have a great relationship or great friendships. That's why I don't trust people. That's why I can't do this. That's why I can't do that." Or you can take that and say, "you know what? That's the reason I'm going to do it anyway. That's the reason that I am going to be successful. That's the reason that I am going to have trust in people, earned trust." [00:21:41] Right. It's like it's what you do with it that makes the difference.  [00:21:46] Jason: What you decide about it and what you decide about what it means, and you can decide, yeah, that it makes you a victim or you can decide that it taught you valuable lessons and empowered you. For sure. I love that. That's good mindset. [00:21:57] People listen to her. I think one of my favorite things I've been thinking about lately is a lot of times people, mindset wise, a lot of times people think the goal is to be happy. And I think that's a really shitty goal. I, ironically, I know, people are like what's wrong with that? I think people mistakenly think the goal of life is just to be happy all the time. [00:22:18] And so every moment they're not happy, they're not experiencing this one set of emotion that they think that there's something wrong with life. And I think a healthier mindset is that life should be full. You should experience a fullness. You should experience everything. Life is beautiful in its totality, if you are willing to experience everything. Can you imagine a life where you never felt lost? You never felt sorrow? There's beauty in all these things. I have a friend whose father just passed. And I was just thinking about that, you know, and she wrote about like what she's realizing, how she hasn't shown up for people that are grieving, didn't know how to, and she's like made a little list of the things that she thought would be beneficial to those, you know, in the future for people to know about those grieving and like what they would want. And it may be a bit different for everybody, but I think the point of life is to be able to experience everything. And that's where I think things get beautiful. There's some beauty in missing someone. [00:23:20] There's some beauty in wanting something that you don't have. There's beauty in feeling sorrow. There's beauty in feeling loss. And if we're always trying to just manipulate things so that we can only experience one thing, we're going to be way less happy, I believe. [00:23:34] And we're going to be way more focused on all the lack and the loss. And we're just unwilling to experience all these different emotions. Who's to say that a happy emotion is better than a sad emotion. They're just different emotions. And maybe we're supposed to be experiencing everything all the time and not trying to control it, just being willing to experience. [00:23:55] And when we're willing to fully experience things, and we're actually in the present moment, instead of in the future, worrying about things or in the past, worrying about stuff that's happened. We're actually in this moment, we're far more likely to experience the good stuff, but we're experienced everything real time. [00:24:10] So that's a mindset thing that I've been kind of chewing on me in noticing other people because I see people so caught up in their own misery that they're not experienced all happiness all the time. And there's so much beauty around them that they're missing out on in their relationships and their connections. [00:24:25] This was just so focused on staring at the garbage. So that's my little mindset bit for today. So if you don't feel like you have the right mindset, you feel like things are unnecessarily hard. You don't feel like you're growing. Maybe you still are like, "man, Jason, I still really isn't in tactics." [00:24:45] Cool. We can help you with that. Come check us out over at DoorGrow. Let's have a conversation and see if we might be able to help you out and figures your situation out and see if we can help you grow. Set up a call with us that won't hurt. It won't hurt anything like set up a call with us and we will help you figure out if this would be a good fit for you or not. [00:25:03] And we only want people in our program that this is something that's really going to benefit them and it's going to be a good fit for you. So we're careful and I know you, you want to be careful. And so let's have a conversation, reach out to us. You check us out at doorgrow.Com and if you're wanting to join our free online community, our Facebook group. [00:25:21] Called the DoorGrow club, which is just for property management entrepreneurs, your team members, just entrepreneurs, the business owners go to DoorGrow club. com and you can join through there. And that's it until next time everybody, to our mutual growth. Bye everyone [00:25:38] 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!  [00:26:05] 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.

Welcome Closers! Jordan's back with another episode of the Profitable Property Management Podcast. Join him & Jeremy Pound, CEO of RentScale + publisher of Strategic PM, as they dive into a variety of topics, including: setting & aiming at specific goals to grow your business, leadership & coaching, two exciting events happening in Austin, TX the first week of December - LeadSimple University and RentScale Sales Mastery Live, and more.“The faster you want to grow, the faster you want to pulse.” - Jeremy Pound on what's required to increase the velocity of your company's growth. Tune in to learn more about the “how”.Quick Links: LeadSimple University tickets: https://www.leadsimple.com/lsu RentScale Sales Mastery tickets: https://salesmastery.live/ Newsletter https://muela.ck.page/profile Website https://www.profitablepropertymanagement.com https://www.facebook.com/PPMpodcast https://www.youtube.com/@profitablepropertymanagement

Steven Poer, owner of PMI Bluebonnet Realty, shares his journey from military service to entrepreneurship, discussing the ins and outs of running a property management business. He highlights overcoming challenges and emphasizes the importance of effective communication and strategic growth. Show Guest: Steven Poer PMI Bluebonnet Realty www.pmibluebonnetrealty.com Join the "Let's Talk Business" podcast community on Patreon to engage with show hosts, guests, and fans. You'll also get exclusive content, member shoutouts on the show and early access to in-person events. Get access here: patreon.com/letstalkbusiness #SanAntonioBusinessPodcast #SanAntonioBusiness #SanAntonio ▶ Subscribe to our YouTube Channel: https://goo.gl/dzqVGV Host: ✅ Marc Ebinger

If you have a property management business, and you struggle in a particular area, you might benefit from a small mindset tweak. In today's episode of the #DoorGrowShow, property management growth expert Jason Hull talks briefly about figuring out what you need to focus on in your business. You'll Learn [02:25] You might not actually have a PM business [05:48] Getting clarity on the 6 core functions [09:35] What should you be focused on in your business? [12:18] Figure out what you have been neglecting Tweetables “If you're doing long-term management, I want you to ask yourself the question, "What business am I really in?" “You have to do what the business needs most, regardless of the customer.” “If you don't have a good planning system… you will always be focused somewhat on the wrong things.” “If you understand the game of business, it's always changing.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: So you need to realize what business are you actually in right now? And a lot of times it's not the one you're focused on in this moment.  [00:00:08] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. [00:00:53] We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hall, the owners of DoorGrow. Now let's get into the show.  [00:01:12] So today you may notice in the background, I'm in a little bit different of a place. I am at an Airbnb. This is my Airbnb. So this is a rental property. And so we got an Airbnb at DoorGrow so that we could have client events. And bring clients in and do some little, small group things, masterminding things. [00:01:33] And so I'm now experiencing what it's like to have a short term rental. And some of the challenges with that and the challenges with getting a management company to manage it and making sure our concerns are met. So i'm seeing all the different sides of this which is interesting. And some of you are old hats at this like you have way more experience than me at this stuff. So if you have tips, cool. [00:01:56] Send me a DM and say, "here are the best tips about short term rentals." So what I've learned is it's primarily a cleaning game. Like this is one of the big things. It's about cleaning. It's about making sure you have a good cleaner. You have a good inventory. I want to point this out. [00:02:13] So what I think is really interesting is that a lot of times we think we're in a particular business and we think that the goal of this business is a particular thing, but if we're smart, we eventually figure out we're in a different business. And shout out to Alex Hormozi. I watched one of his videos the other day and we were in mastermind together before, and he's a brilliant guy. Like I love learning from him. One of the things that that I learned recently that I thought it was really interesting is that a lot of times we think we're in a particular business, but we're actually, if we learn the game, we're in a different business. So he shared an example where there was a business owner that was focused on a particular business and they had plenty of sales, plenty of leads coming in. It was easy for them to get business. And he was like, "well, then what's your biggest challenge?" [00:03:01] And he said, it's talent. It's like getting the right people. And I think this is very related to short term rentals. I think short term rentals are very much like this. I think the idea is most think that you're in a rental property business if you manage short term rentals, and you may need to get rental properties to manage for sure. [00:03:20] That could be a little bit of a challenge, but I think there's a lot of short term rentals out there and a lot of them do not enjoy the high pace of turnover, doing all the laundry, having to get good cleaners. The challenge, really the biggest challenge I think from my perspective so far is this is really largely a cleaning business. [00:03:43] It's about the cleaners and it's not just about cleaning or a cleaning business. It's largely about good talent and getting talent. So it's really a talent acquisition business. It's a hiring business. Being able to get really good team members and build out a cleaning business because you need control over it. When you're doing a third party, there's gonna be a lot of markup. [00:04:05] You can't control the outcomes or the output, then you're like having to switch companies all the time I talked to a guy the other day with 50 short term rentals and they said they've got one company. It's really good. They do everything well, and the other company sucks and they said they have gone through five different companies already just to find the one that's okay and somewhat mediocre and they have one good one. [00:04:27] And so I said, "you have that many rentals and that much cleaning going on. You really need to start your own cleaning company." And so one, they don't realize they think they're a property management company, but really what they need to become, what's holding them back in progress right now is because they feel they could get more rentals. Like that's not an issue. It's cleaning. They really are in the cleaning business. And then once you build this cleaning business, you realize, "well, I'm not really in the cleaning business." Once you have a cleaning business, "what business I'm really in is talent acquisition. I'm in the talent acquisition business." [00:05:02] I have to find the right talent or the right people, so I'm really a hiring or an HR organization is the bigger challenge. And so that's really the business that you're in. Right. And so we need to pay attention. So if you're doing long term management, I want you to ask yourself the question, "what business am I really in?" [00:05:20] And it might be the thing that is the most difficult for you right now. It might be your team. You think you're in the property management business, but you're lacking leads. That's the weakest area of your business right now is getting more leads. So that means your business really, if you really get honest, your business needs to be a lead generation business. That's really what your business is. It's all about lead generation and you're distracted by keeping it a property management business. So if you imagine these six core functions I've talked about before search six core functions and DoorGrow on YouTube, you can find one of my podcast episodes about it. [00:05:57] If you look at these and the six core functions real quick are lead gen, nurture, conversion, delivery, lifetime value, and financials. What I see a lot is people will be like, "man, I need more leads, I need more leads." And if we were to rank all these different functions on a scale of one to five, then usually what they'll see is that delivery and fulfillment is a four or a five. You're like really focused on property management, like doing delivery, making sure you're doing leasing and maintenance and inspections, all this, and you're doing a great job. But lead gen, then you would rate as a one like being worst, right? And you're not getting leads. [00:06:34] I see this a lot. And so you're so focused, "I have a property management business, so I always need to be perfect in property management, but I'm starving and I'm not getting more business because lead generation really is weak." I want you to imagine each of these functions as if it's one of your children, and what you're doing is stupidly feeding and keeping this one child super fat while your other one is emaciated and like starving and looks like a skeleton and is begging for food from you. [00:07:05] And you're like, "well, I gotta keep giving this one the food, because they're my favorite. They're the one I'm focused on right now." That's not healthy decision making is a business owner. You have to do what the business needs most, regardless of the customer. You have to do what the business needs most. [00:07:21] And if you do a better job at doing what the business needs most, yes, the delivery may slip down to a four, maybe even to a three temporarily, but that's better than having a one in the business, where things are terrible because you need all six of these functions. If your financials are really weak, right? [00:07:41] Your sixth function, then maybe you need to work more on generating revenue, or you need to increase the lifetime value, which is one of the functions and charge your customers more. Like you've got to figure out what does the business need most right now? And you need to focus on that. So if right now you think you have a property management business, you might really have a lead generation business and you're avoiding that fact. [00:08:04] And so you need to pay attention to lead generation. If you have plenty of leads and business coming in, but delivery and fulfillment's maybe like a three and you're not doing a great job there. So you don't really have integrity and you feel like you're like trying to sell something that deep down is not great. [00:08:20] Then really, you have a delivery and fulfillment business. You need to focus on the property management aspect. So if financials are not healthy and you're not clear on your financials and you don't look at your bookkeeping and you don't look at your P and L and you don't even know what a P and L is, or you don't look at your balance sheet or you don't understand how you're doing financially in your business, then maybe that's what's holding you back. It's the thing that you are not focused on. That's holding the business back. And so you really have a financial and accounting business. That's really the business you are in. And until you wake up and realize that you will always have financial and accounting problems constantly. You'll be taken advantage of. You'll have people embezzle funds maybe even. You will like lose money. Like you will not be clear on your financials unless you really own up to the fact that this is a financial business. What do people pay you for? They pay you for an owner statement. [00:09:17] That's accounting. They want to look at the numbers. And if you can't do that in your own business, then you're going to have problems with all of your clients financially, maybe as well. They're not going to want to stick around. So you need to realize what business are you actually in right now? And a lot of times it's not the one you're focused on in this moment. [00:09:35] So I hope this has maybe created an epiphany for you. So for example, for me right now, we've got a decent amount of leads coming in and I've been heavily focused on sales. But the big frog that I've not been wanting to eat is really focusing on lead generation. Like we've done really great on social media. [00:09:53] I've made millions off of social media. We've done really great in our little conferences we've done recently, but really we are a lead generation business. I need to really learn lead generation and learning ads and probably turn around and start learning how to do ads and that for my customers. [00:10:17] It would be another growth channel that a growth engine besides all the organic stuff that we do that's really effective. And so I really right now DoorGrow is a lead generation business and I need to focus on lead generation, right? That's where my focus needs to be. We spent the last several years focused on delivery and fulfillment and being a coaching business because before that we didn't really realize we were a coaching business. [00:10:43] We were doing website projects and cleaning up branding. And so we thought we are a branding business or a website business, but we are a coaching business and so we put a lot of energy and effort into really developing that side of the business that was not as strong. And so now we are a phenomenal coaching business. [00:11:03] We're great. We have more client results than any other coach or consultant in the industry. We need to now feed that more. We need, now we're shifting and the business is not coaching business, at least not to me. It is a lead generation business. I need to focus on generating leads to get more businesses, more property managers into our programs so they can experience the awesome results. [00:11:26] Once we have enough leads, then we'll be a sales business. It'll be all about sales. So that's also been a focus of onboarding a new sales person right now. And we just had a new sales person that came in. There was a great culture fit, but they weren't the right personality fit. [00:11:39] They're like, I don't really like doing this. And I was like, "Dang it." We thought you'd be great. And so we had two that we're onboarding. Now we're onboarding one. Now I need to go back to hiring. Okay, so this is the game of business. And if you understand the game of business, it's always changing and you can't keep feeding the one fat child that is already fed. You need to feed the starving ones in the business. And you always focus "where's the biggest constraint?" It's the hungriest child in those six core functions. Lead gen, Nurture, follow up, nurture, conversion, closing the deals, right? Sales, delivery, and fulfillment, lifetime value, and then financials, right? [00:12:18] So figure out where your attention needs to be. What business are you actually in? What have you been avoiding and ignoring, thinking mistakenly that you're a property management business? Or that you're in an owner pleasing business or that you're in a tenant pleasing business. What business are you actually in? [00:12:37] And until you figure that out, your business will stay stuck indefinitely and it will be a grind and it will be difficult. This is why at DoorGrow, we are constantly innovating. We are constantly doing our core functions. We do this every quarter in depth, in detail. This is part of our planning system. If you don't have a good planning system like this, you will always be focused somewhat on the wrong things. [00:13:01] And so that's why the business isn't progressing and moving forward. So hopefully this gives you a different lens at which to look at where you're putting your time, energy, and focus in your business. And if you would like some help with this, and you would like to go a lot faster, and you would like to collapse time, and you would like to feel like a success, And you would like to like, make your business fun to be in for you and enjoy your life. [00:13:26] Then reach out to me and my team at DoorGrow. Let us assess your business and figure out where the leaks right now, where are you at on all this? And can we help you? And we'll show you a roadmap to paradise, like to a better place. I just got off a call with a client that I worked with eight years ago. [00:13:46] And he said, "I want to thank you because you've changed like everything in my business. I still think about like the things that you taught me and all this." And I said, "man, we've done so much since then." And hopefully he'll become reengaged as an active client. But we helped him with his brand and he's like gotten a good team now. [00:14:06] And he's been focused on a lot of things based on conversations that we had a long time ago. And we've gotten even better since then. So I'm really excited for them, but this is the impact that you can have with your clients if you are doing the right things in your business and you're focused on what the business needs most and at DoorGrow, we are constantly innovating because we're not always staying stuck focused on one thing. [00:14:28] We have multiple things that we're like shifting towards based on what we as a team can see the business needs based on those core functions. And so we're a different business every quarter like and so our focus shifts every quarter towards what the business needs most and then we're different business, right? [00:14:48] Then we're going to be in the lead gen business. Then we'll be in the sales business and then maybe we'll be back into the coaching and delivery business and that will be the focus. So what business are you in right now? Figure that out. And if you would like some help, reach out to us at DoorGrow, we can help you go faster by putting systems in place that make that your entire team work in the right way. [00:15:08] And hopefully that's motivation enough. Reach out to us doorgrow.Com, join our free Facebook group. If you want to get around and get a little bit more nurture from DoorGrow, get a little bit more familiar with us, see a little bit more of our podcasts episodes, see join that free community. [00:15:23] You can get to that by going to DoorGrowClub.Com. And you can throw up questions there. You can get support from other property managers. We have somewhere between two to three thousand members. I can't remember the last time I looked. On our Facebook group, we reject like 60 to 70 percent of the people that apply to join it. And so we only want to let business owners in. It says 2. 9k members right now. That's what it says on the Facebook group. We're almost 3k. So we're going to hit 3k eventually. These are business owners. [00:15:55] These are property management business owners and maybe a few vendors. Like we try to filter everybody else out. We're really careful about who we let in. And so we want to make sure that the right people come in so that you can get support. You can talk about the challenges with your team. You can't do that in other groups. [00:16:10] Your team members will see it, right? So we just want the business owners in there. And so join our free Facebook group, go to doorgrowclub.Com and get nurtured by us until you're ready. Listen to more podcast episodes until you're ready to finally work with us and get the results. And the constant thing that I hear, the consistent feedback I hear is, "I wish, I've been listening to you for a year, Jason. [00:16:33] I wish I had reached out sooner." Like once we start working with you, you start getting the results, you start getting into our content, you're going to feel the same way. You're going to be like, "I wish I had just not been stubborn or whatever. I wish I just done this sooner and worked with you guys sooner so I could get these results." [00:16:51] And so if you are somebody that's sitting on the fence right now, you've been listening to DoorGrow for a while and you're like, "man, it sounds really nice. It must be nice to have all this magic and like to be able to grow the business and I've heard about these business owners. I've seen some of their testimonials. It would be nice." You can have this too. There's nothing magical or amazing about any of the clients that I have worked with that you've seen in any of our case studies or testimonials. If they can do it, you can do it too. We are looking for the right people though. And if you're the right person, you're the person that you will join a program and you will make sure it works. [00:17:27] You won't be looking for the finding fault. You won't be trying to destroy it, trying to figure out why isn't this going to work. Those are different types of people, right? Those are different types of people. They are not the people that should be working with coaches. They're too skeptical. [00:17:41] They're too negative and they will always have confirmation bias and they will always be right. They will find a way to be right. They will see the problems, but clients that come in that are optimistic, that are positive, that believe in what we have to offer, they get amazing results, because they're committed and they believe in themselves. [00:17:57] And so if you believe in yourself, I can help you really go the distance. If you don't believe in yourself, then this is not a program for you. I might be able to help you believe in yourself a little bit more. That's something we want to inject into all of our clients, but we're looking for the property managers that want to have impact. [00:18:14] They believe that they can have a great business. They believe that they can do great things. I believe if you believe that it's going to be true, it's going to happen. And I can help you go faster. So reach out to us at DoorGrow. All right. Until next time, everybody to our mutual growth. [00:18:28] 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!  [00:18:55] 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.

Peter Lohmann has built a great property management business in Columbus, Ohio that does nearly $3M in revenue and only takes 15 hours/week of his time these days. We discuss that journey, how much EOS has helped, and what it could sell for. Peter Lohmann on X: https://twitter.com/pslohmannEOS: https://www.eosworldwide.com/Clint Fiore on X: https://twitter.com/ClintFiorePatrick Dichter on X: https://twitter.com/patrickdichter

In this solo episode of the Vacation Rental Success Podcast, Heather delves into the foundations of a strong property management business. Drawing on her 20 years of experience as a property manager, where she made a lot of mistakes and missteps, she shares valuable insights and lessons learned to help listeners navigate the ever-changing landscape of the short-term rental business.‍ You'll discover the importance of: ·        Learning the Industry's History: Spoiler alert! This business didn't start with Airbnb. ·        Being Intentional with Your Niche. ·        Creating a Business Plan. ·        Building Key Community Relationships. ·        Finding a Mentor or Consultant. ·        Knowing Your Location. ·        Understanding Regulations and Restrictions. ·        Conducting a SWOT Analysis. ·        Tracking Metrics and KPIs. ·        Familiarizing Yourself with Industry Jargon. ________________________________________________________________________________________________________ Discover the THRIVE Training System and attend an information session to get your questions answered about our foundational team training: https://vacationrentalformula.com/thrive-live-webinar. Are you listening to this podcast on the move? Get to the show notes here: https://www.vacationrentalformula.com/VRS566

July 3, 2024 Tune in as host Pete Neubig and six property management leaders share their collective wisdom in this new podcast, "Building a Future-Ready Property Management Business." Learn the art of client selection, operational efficiency, inbound marketing, lease marketing and staying tech-savvy in a rapidly evolving industry.

In today's episode, we're diving into how to start a property management business and sharing essential property management business tips for growing a property management business.Join me as Tony Cook from Bay Property Management discusses starting a property management company, how to get property management clients, and how to automate property management.Learn about building a successful property management portfolio, overcoming property management challenges, and implementing effective property management strategies. Don't miss out on these invaluable insights to help you succeed in the property management business!

If you have been struggling to grow your property management business, you might have been prioritizing the wrong things… In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss how having the right priorities and getting support helps with business growth. You'll Learn [01:30] Are you prioritizing the right things? [08:30] Why you CAN'T do everything yourself [20:20] How prioritizing safety might hinder growth [27:30] Why you should be willing to take risks [30:50] Prioritize results and get those results Tweetables “You may have all the right priorities. They're just in the wrong order.” “I think a lot of times we hold onto things simply because ‘we want it done right' means ‘done according to my set of values.'” “Pain's an inevitable scenario if you keep trying to do the same thing and expecting a different outcome.” “You can either have your excuses or you can have results, but you can't have both.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Sarah: Isn't that the definition of insanity? It's doing the same thing over and over and over and then expecting a different result. [00:00:06] Jason: I think that's what creates insanity. Like, pain's an inevitable scenario if you keep trying to do the same thing and expecting a different outcome.  [00:00:14] 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 are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. 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. [00:00:56] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We're your hosts, property management, growth experts, Jason and Sarah Hull, the founder and CEO and the COO of DoorGrow. Now let's get into the show.  [00:01:25] I did the intro right this time I think. I didn't screw it up. We could just have it prerecorded, people. You never know what you're going to get. Okay. So I was thinking about what we could talk about this morning and I've been doing some reflection and some study and the topic that just keeps coming up in my mind is prioritization and priorities. [00:01:44] In fact, I'll probably talk a little bit about that and do an exercise with some of the cool people that are coming to DoorGrowLive. Cause I really think if you're not experiencing growth and you're not having the success that you want, you're not getting the results that you want in business and life, then it's pretty simple. It's just that your priorities are out of alignment with you getting the results that you want. And you may have all the right priorities. They're just in the wrong order. And so you're prioritizing something over the thing that if you prioritize would give you the results that you actually want in your life. [00:02:20] And so I was thinking about this question and I threw it out to Sarah while she's getting ready this morning. And I said, "what are people prioritizing over growth?" Because the people that come into our program, the work with us, they get great results. They are different. They're prioritizing growth over certain other things. [00:02:39] And so people that don't work with us, why do they not spend money on coaching? Why don't they invest in coaching? And so why don't we go to Sarah and find out, what do you think? Why are people not spending money on coaching? Like where entrepreneurs at in their journey that mentally that's preventing them from spending money on a coach, moving the business forward or working towards growth? [00:03:05] Sarah: Well, I think there's a few reasons that this could be the case. And one might be that people don't even know what a coach would do, right? Like, "how would a coach help me?" And some people might not even be aware that that's an option.  [00:03:22] Jason: Got it.  [00:03:22] Sarah: I wasn't for a very, very long time. Even when I was running my business, I didn't know, "Hey, there's people that will help you." [00:03:30] Jason: Okay. That's fair enough. So what cracked your mind open to the idea or possibility of coaching?  [00:03:38] Sarah: Well, honestly, it was you. You're really big on coaching. I had never had a coach in my life. Ever. And when you and I had moved in together, you are so big on coaching and you do a variety of different types and styles of working with coaches. [00:04:00] And some of it is mastermind style and some of it is one on one and some of it is event type. And I realized, "wow, this is really great." Like, I just did not make that connection and realization that there are people who genuinely want to help other people succeed in life and in business.  [00:04:21] Jason: So I want to clarify what you're saying. [00:04:26] Clarify something. Some people listening will hear, "Oh, Jason's into coaching. Yeah, we know he coaches people. That's what he does. It's what he's trying to sell." And what you're saying is you saw me getting coached.  [00:04:38] Sarah: Oh yes, working with coaches.  [00:04:39] Jason: Working with coaches, joining masterminds. Like I'm the student.  [00:04:43] Sarah: I knew what you did when obviously when I met you.  [00:04:45] Jason: Yeah.  [00:04:46] Sarah: But I also saw you embody that and you work with a lot of coaches yourself. And in seeing you and the business, our business, work with coaches, that was something I was like, "Oh, wow. Okay. That helps a lot." Because coaches, especially when you work with a coach that's been there, done that... because there's a lot of coaches that they don't really know. They're like, "well, this was a great theory." But when you work with a coach that has. done the thing and gotten the result and had that experience and now they can talk about it and they can share their experience and they can share their knowledge and they can say, "Hey, I tried this and it didn't work. So avoid this," and "Hey, this got me in some hot water, so definitely don't do that," And, "this was really successful and here's how I did it and here's why I did it this way. And I kept testing and refining." And then they can share that knowledge with you. And when I started experiencing that in DoorGrow, With the coaches that we worked with, that was something that I was like, "Oh, well, that would have been nice to know." [00:05:52] Jason: And Sarah learns super fast. Like I've always been super impressed by how quick you adopt new information or new ideas. Like most people I think it takes a while for people to absorb certain things, but some things you're just like, "yeah." And you're like, "let's do coaching." [00:06:05] And we've tried lots of different coaches out together. Like some not good.  [00:06:09] Sarah: Some are not good.  [00:06:10] Jason: Right. It's like a...  [00:06:12] Sarah: colossal waste of money.  [00:06:14] Jason: Some really good.  [00:06:15] Sarah: Some really good.  [00:06:16] Jason: Some we weren't ready for. We just like didn't have the capacity or the bandwidth to work with them.  [00:06:21] Sarah: Mm hmm.  [00:06:22] Jason: We just had so much going on. [00:06:23] Like we took on too much. Maybe we had too many coaches at a time, something like this. Right. Even right now, like I'm onboarding and I'm coaching and training two new sales team members, plus my son in learning setting and sales. But I went and got outside help. So I have a coach right now that's coaching me and them. [00:06:45] And then I'm spending each day coaching them, but each week we're meeting with a coach and he's an expert in sales and he's helping us go to another level and work on scripts and work on our communication, work on language. And that's been really helpful. I'm always leveling up my skills. [00:06:59] And I think it's important to never get comfortable. And I think for me, I just try to imagine like if I didn't have coaches or mentors and I'm every day trying to like coach people and sell coaching to me, that would feel like a gross lack of integrity. Feels like I'd be grossly out of alignment, and a lot of the coaches that we have, I found them through coaching programs that we were in with them. Right. And so I know that they believe in coaching and they're in integrity. And I know that they're in the areas, at least that I am seeking help in, they are ahead of me in that game. And and so I can trust them. [00:07:39] There's evidence they can help get results and they've given some value already. And so I'm like, "okay, I should, we should work with them." And I think that's one of the challenges. And so everybody out there, if you're like, " why am I not spending money on coaching or why don't I have a coach?" [00:07:52] I think there's a lot of reasons for that. But I think just as a side note, if you're going to get a coach, don't work with a coach that doesn't have a coach , right? If they went through one program one time, they're like, "I went through this coaching program and got a certificate one time." Then do they really believe in coaching? [00:08:10] No. They just believed in getting the appearance of being a good coach and they're not actually a coachable person. I believe in order to be able to coach others, you have to also be coachable and being able be able to learn. I learned a massive amount just by coaching, coaching clients and supporting them. [00:08:29] And so let's get into what people maybe are prioritizing instead of growth. If they're not growing. Because some people are listening to this and they're like, "well, I've been stuck at the same number of doors I've been at for like two, three years." So what priority might be off or what are they prioritizing that's different? [00:08:45] What might be off? What are some of the things they're prioritizing?  [00:08:48] Sarah: I think one of the big things is this need to control everything. And I understand because I am a control freak. I get it. And for a long, long time, I had always said, "if you want something done right, you have to do it yourself." [00:09:08] So, why would I ask somebody else to do this thing, and then I'm just going to have to go check and see if they did it the right way? And "oh, they made a mistake, so now I have to... it's just easier and faster for me to just go and do it myself!" Right? Instead of teaching somebody or training somebody or just asking them to do it, but then really secretly I'm going to go and check and see if they actually did it. [00:09:28] So delegation for me was very hard for a very long time. Because I am very detail oriented, and very OCD, and very organized, and I'm very particular in how things get done. So, I believe there's a right way, and a wrong way to do just about every task that there is.  [00:09:49] Jason: Yeah, that's very, very INTJ thinking of you. [00:09:53] But I'm not incorrect. Most of the time, you're not, right? And so, if you want it done right, you do it yourself. Is that true? Sometimes, right? Like there's a lot of situations where that's true. The challenge is: could it be possible that if somebody else did it, it could be done better than you? [00:10:12] Right. That could be true too. And so I think getting a coach is you start to recognize where you might have gaps and the ultimate evidence is our results. If we're not getting the results that we want, then maybe we're not the person that should be doing that thing. Because we're not getting the results and we're doing it. [00:10:29] So it's us, right? But yeah, I think that's a belief that a lot of people have in the beginning. "I want it done right." And I think a lot of times we hold onto things simply because "we want it done right" means "done according to my set of values." There's lots of different ways to do something and the outcome could be similar or could work or could be positive, but we have certain values that we want it done in a certain way to be the right way. [00:10:54] The right way. Yes. And INTJs very much feel there's a right way and a wrong way for everything. The challenge is a lot of times, if we're super rigid and believing we always have the right way, we can't see around corners. There's certain personality types, though, that can see a lot more opportunity and a lot more variety of options. [00:11:13] And they usually can crack those strong J's brains open, that are judging, to some new ideas and new possibilities. And eventually they'll adopt those, right? And so that's, I think where we have a nice balance in our relationship is you're usually right. A lot of things and very strategic brain and can figure stuff out and you're like, something's off here. [00:11:35] You're very intuitive. And and usually right when you're like, "something's not right here." And then also, I'm very good at seeing alternatives, other possibilities, and exposing you to some other options or some other ideas.  [00:11:48] Sarah: Yes. And you're also very good at human emotions.  [00:11:52] Jason: Oh. [00:11:52] Sarah: I'm not good at human emotion. [00:11:54] Jason: Right.  [00:11:55] Sarah: You're like, "well, you can't do that because it'll make people feel like this." And I'm like, "so?" [00:12:01] Jason: Yeah, yeah, this is a constant frustration. You're like, "why won't people just do what I told them to do when I just tell them one time in a very succinct way, exactly what I want?  [00:12:11] Sarah: Right? Like I have all the answers, just listen and then do what I tell you to do! That's it. Like, it's so easy. I feel like life would be so much easier if you just listen. [00:12:22] Jason: And so the one advantage, one of my maybe few advantages over you cognitively maybe is the idea that I can empathize a bit more with other people and I can figure out what would it take to get this installed into their brain? [00:12:38] What would make this digestible for them? What would make this palatable? What would make them able to adopt or absorb this idea or to remember this idea or for this to work? And you're like, "just tell them!" Because I can just tell you and you get it. And you'll get annoyed if I start to explain and use analogy. [00:12:53] Sarah: I got it, I got it.  [00:12:55] Jason: Yeah.  [00:12:55] Sarah: Give me the thing that I need.  [00:12:56] Jason: Those things are very effective. I got it. Other people.  [00:12:58] Sarah: And now I'm going to go and do it. That's how I work.  [00:13:01] I think other people work like that too, but sometimes they don't and it's crazy to me! I don't... crazy!  [00:13:07] Jason: So I think one of the things that people prioritize over growth sometimes is that self struggle. Like there's people that value doing it themselves. [00:13:17] Like even as a little kid, my daughter, Madi, I would try to tie her shoelaces and she didn't even know how to do it! And she would say, "no, I do it! I do it!"  [00:13:25] Like she wouldn't let me do it.  [00:13:26] Sarah: Hey Madi.  [00:13:27] Jason: Madi edits our podcast, so she'll see this. She wanted to do it. And I'd be like, "okay." [00:13:32] And she's just sitting there struggling. But she was determined and eventually she figured it out and eventually she might be frustrated enough to allow me to help her. Right? And sometimes we have to allow people to struggle, but a lot of times we're self struggling and it's self imposed and we're not having success in our business or success in growth or adding doors or making more money or retaining clients or whatever it might be. And we're so stuck on this idea of self struggle, which is DIY, right? "I'm going to do it myself." and I've been this guy. I'll watch YouTube videos. I'll read books. I will figure it all out on my own. [00:14:06] " I'm smart enough. I can do this." And what I want to say to everybody listening, that that's you. You're right. You're totally right. You are smart enough to figure everything out eventually, it's just going to take you probably a decade longer than somebody that goes and gets coaching or gets helped. And I've been that I've done that. [00:14:24] Jason: I've spent like a decade doing stupid stuff. I'm in my forties. I've spent at least a decade doing some things and struggling with some things before I got help with it. And the amount of time somebody that already has succeeded at this or knows what works can collapse for you in the experimentation, in the struggles, in the financial risks, in the time wasting is pretty significant, like dramatically significant. [00:14:48] I've had mentors... I have one mentor. I paid him three grand a month and it was the biggest expense ever. Like I signed up for this coach and I immediately was like in a short period of time was making 30 grand more a month. That's a pretty decent return. Right? And I would have been stupid to not have done that, but it was a calculated risk. [00:15:07] At the time I was in a dysfunctional marriage and my wife at the time cried when I told her I was spending three grand a month, and we've spent a lot more than three grand a month on some of our coaches and mentors.  [00:15:19] Sarah: At the time three grand was a lot and it was scary.  [00:15:21] Jason: Oh, yeah.  [00:15:22] That was my first dive into high ticket coach. Yes. Working with the coach.  [00:15:26] Sarah: Yes, and I think the other thing to point out too about working with someone else is that It's not always about, "well, I must be bootstrapped. I must do it myself. I'm going to figure it out. I'm going to do it all. I don't need any help." [00:15:40] Sometimes it's not even that sometimes it's, you just think things are really good because we hear that sometimes. Not all the time, but sometimes like, "Oh, things are pretty good in the business," but you don't know what you don't know.  [00:15:51] Sometimes you just don't know what you don't know. And you think, "well, if things keep going the way that they are right now, that's okay. Like, maybe it's not my dream situation, but I'm also not really hating my day to day. And I'm not in this massive struggle." So I'm like, "things are okay. So do I actually need help? And do I need to reach out and work with someone?" And a lot of times, even if you think things are pretty good, and " maybe I don't need help." And you're right. You maybe don't need help. Perhaps you just need help to see what else is possible for you. [00:16:31] Jason: And they may not need help. They may not need it. If you're smart and you have big goals and you want to move forward quicker, then maybe you would want it, right? You would desire it instead of feel like this needy energy, like, "Oh, I need this." I think that's sometimes what limits us is we don't want to feel like we need something. [00:16:48] We don't want to admit we need something because it's a gross energy to be needy or to need something. It almost feels victimy to some people. I think when we have goals and we know what we want and we see that other people can help us, it becomes a little bit more natural for us to be able to do that. [00:17:03] Sarah: And I also think, this is another gripe I have with our lovely education system, is that in school, you are taught, "do it on your own." [00:17:13] "Don't look at other people's. Don't cheat. Don't ask your neighbor." If you're stuck, you pretty much ask the teacher. Refer back to your lesson and figure it out. When you're taking a test, you can't go "hey Joe, I don't know what number 13 is. You know what number 13 is?" You're not allowed to do that.  [00:17:32] Yeah, like getting help is wrong.  [00:17:33] It's wrong, right! So just have it memorized and regurgitate it. So take the information in, memorize it, and vomit it back up on a piece of paper, and then I will give you a passing grade. In the middle of a test, are you able to raise your hand and say, "Hey teacher, I had a question. I'm stuck on this. I don't really understand this. Can you please help me arrive to the answer?" No! No, you cannot! So in school, they teach us the self reliance. And I do believe that that is a very positive thing in one way. And in another way, it hinders our growth. Because in business, you should rely on other people so that you can get better results and go farther faster.  [00:18:17] Jason: So I think also what school teaches us, the way school is set up is there's this one guru expert at the front of the room that we have to listen to all the time. [00:18:27] And so we learn to be reliant on the leader for all the answers. And sometimes the leader doesn't have them, right? Sometimes they don't know. Sometimes they have blind spots. Everybody's been a student when they've called their teacher out on something that was off or wrong, right? Or seen that happen, and they lose that credibility. And teachers just usually don't tolerate that very well. They don't like being seen as having flawed thinking. Having a wrong idea or being wrong. And so there's this sort of authoritarianism that's like involved in schools. It's like, trust the authority, trust the leader, be this blind, dumb beast and let them lead you around. And that's like the Bible and book of revelations talks about the mark of the beast and the hand and the forehead. And maybe it's just your thoughts and your labor just being controlled by outside unearned authority. And people should earn. their authority, right? I work with coaches because they've earned authority, not because they just told me like somebody like put a gun to my head or forced me or I was in a school system and they said I had to do it this way. [00:19:30] So I think the irony of self struggle or DIY is that A lot of you are frustrated and thinking "I've got to do everything myself," but then you are probably because of that energy that you are being and creating in the universe and just how you show up with other people, you probably are really triggered and really frustrated with all the people that you encounter that think they could do a better job themselves. [00:20:00] Because you have the same energy or problem as them, and so they trigger you. So if you're running, you're butting your head all the time with these DIY people in the industry, people that are trying to self manage their properties or people that are trying to micromanage really self manage through you to get you to do the work, it may be because you're carrying this belief of self struggle or doing it yourself. [00:20:22] So just something to chew on. So another challenge that I think why people don't spend money on coaching or what they're prioritizing maybe over growth is there might be prioritizing safety or ease or comfort. And so what do you have to say about that?  [00:20:38] Sarah: So you have to get uncomfortable if you want results. [00:20:42] If you want results that are different than what you're currently getting, you can't take the same actions you're taking now and expect to get different results. I think, isn't that the definition of insanity? It's doing the same thing over and over and over and then expecting a different result. [00:20:57] Jason: I think that's what creates insanity. It stresses people out and makes you start to go crazy a little bit. That's a pretty painful. Pain's an inevitable scenario if you keep trying to do the same thing and expecting a different outcome. Now, everybody, as we age, we tend to move towards more and more comfort. [00:21:14] I saw a video the other day. I think it was Gary Brecka, this health guy. He said that after the age of 30, most people will never do another sprint again in their life.  [00:21:24] Sarah: Well, I don't want to sprint. If I'm sprinting, y'all better follow me because...  [00:21:27] Jason: right. That's what people are saying. Like, they're like, "yeah, I don't want to. That's uncomfortable. I don't want to be cold. I don't want to be too hot." Comfort is he like described as is what leads us towards death ultimately. We want to be comfortable. We don't go work out at the gym. We don't build muscle, which affects our cognitive functioning later in life. It makes our bones more brittle. We then have a broken bone and like like we're hospitalized till we die right in our later years if we don't do the right things And so we're always seeking comfort and ease, and when we're always seeking comfort and ease, we shift the weight towards others. We Become, what I would kind of phrase as a victim or a blamer. We're a victim. We blame other people. We're complaining about our circumstances constantly, right? [00:22:17] And instead of doing work or taking action or doing the things that are uncomfortable. And I think there's this stoic phrase that from, I don't know, one of the cool guys that is involved in stoicism or whatever, but the idea is "hard choices, easy life. Easy choices, hard life." [00:22:34] And a lot of people, I think could go, "that's true." I've seen some people make some easy choices, choices towards comfort, choices towards ease and their life's pretty difficult because they've avoided doing the hard, uncomfortable things, having the hard, uncomfortable conversations with people they should have, doing work, working hard to get the outcomes and a life of greater ease and comfort, right? [00:22:55] And so I think if you prioritize ease and comfort over growth, what's going to happen?  [00:23:00] Sarah: Not much.  [00:23:01] Jason: Well, you're not going to grow, right? Because growth isn't necessarily about ease and comfort, right? And so, even in nature, if we take a fruit tree or a bush that produces some sort of, fruit, whatever, if we cut that, tree and trim it, it will then yield a bigger result. [00:23:19] And sometimes if it's overgrown, it can't even produce fruit very effectively because it's too busy feeding everything else, all the branches leaves. So trimming it allows it to produce more fruit. And we're similar in that we need some friction and some intentional discomfort in our life and action in order to produce or bear fruit, in order to get the things that we want in life. [00:23:42] Having uncomfortable conversations creates greater peace in our relationships. Being willing to take action in our business allows us to have more freedom, more revenue financially, and to be able to take care of our team and ourselves better. And so we can't be a victim and a blamer and complain about the market and complain about COVID and whatever your stupid excuses are, whoever's listening. [00:24:04] If you've got all your excuses why you're not growing, you can either have your excuses or you can have results, but you can't have both. So which one would you rather choose? Right? And there's a lot of people that would rather choose their excuses because it allows them to not do anything. It allows them, "well, the market's tough, so I just might as well not do anything." [00:24:23] Like right now, real estate agents, some are like, "oh, real estate market's tough. Can't get deals." Right? And then there's people that are still closing a bunch of deals and making plenty of money. And so our beliefs and our mindset and how we prioritize things shifts things. And so are you prioritizing ease and comfort? [00:24:40] Sometimes it's not even about our own ease and comfort. Well, maybe it is. Sometimes people won't join a coaching program because their spouse doesn't want to spend the money or their business partner doesn't want the business to grow. We see that like they're an operator personality type. [00:24:54] They're not really focused on growth and they're like, "no, we have good, stable, residual income. Like why rock the boat? And I'm getting 50 percent of the revenue," or whatever I've seen. And they're like, "why change anything? Don't disrupt my comfort here." And the other person's like, "let's have more doors. Let's go crazy. I'm a visionary." [00:25:12] And the operator personality type's like, "yeah, but that would make my life worse. I don't need more money. I'm comfortable. Don't mess up my comfort." [00:25:21] And sometimes the business visionary, or if it's with your spouse, we're not having that uncomfortable conversation with them because it means rocking the boat. [00:25:31] It's uncomfortable. It means there might be a fight. It means you might get screamed at or get some angry emotion thrown at you. In some scenarios. And so I think it's really important to connect with deep down. Like, what do we really want? And what really should we be doing that we just know is right for us and being willing to step into that discomfort. I made some very uncomfortable choices in my day in order to get to where I'm at now. And sometimes it involved me having to look stupid in front of a group in a mastermind. Sometimes it involved me having to have uncomfortable conversations in relationships or even to end relationships. [00:26:10] That's super uncomfortable. In order to move forward and do what I felt I was called to do or what I felt deep down. What I think is also interesting is more people are a lot more comfortable with those that are willing to do uncomfortable things and speak uncomfortable words. [00:26:29] It makes everybody feel safer because they can trust that person. You can't trust people that are always focused on ease and comfort. I don't think they're as trustworthy of people because part of life in order to have integrity, in order to be honest, in order to work hard, in order to benefit the people that you have a fiduciary duty or responsibility to benefit like clients, you have to be willing to do the uncomfortable things. [00:26:53] Otherwise, you're shifting all the discomfort on to everybody else. "Everybody else around me has to be uncomfortable so I can have comfort." And that does not create great relationships, safety, or create a good client or business relationship in the longterm. So that's my soapbox about that. All right. [00:27:09] So, another reason people don't prioritize that they don't prioritize a growth is they might be looking at the short term. Maybe it's related to comfort. Maybe it's related to just, "I need to make sure I have cash now and they're giving up the longterm, maybe more cash later, maybe a bigger business later." Any thoughts about that?  [00:27:28] Sarah: This was your thing.  [00:27:29] Jason: I've run into this where I've talked to people and they're like, "well, I don't know. I don't have a lot of money right now," I think this is where you need to be willing to take a risk and bet on yourself. [00:27:37] Find a system that's proven. We've got plenty of case studies and results to show that our stuff works. It's all proven. It all works. What I find is the only real question people need to figure out is, are they willing to work? Do they trust themselves? Are they willing to bet on themselves? And a lot of people don't. [00:27:53] A lot of times we've struggled to even do the little things that we've told ourselves that we were going to do. And so we're out of integrity and we don't trust ourselves anymore. Like, "I'm going to work out at the gym tomorrow. I'm tired." Right. We've all done that. I've done that this week. Right. I did work out this morning though. But we've done that. We've all done that. And so it's the making these little movements of taking action towards our own integrity. Like I'm going to do this. And then I do it learning to trust ourselves again. And the one person you can control is you. And so when you have strong trust in yourself. [00:28:28] Very few things are supremely risky because you're betting on yourself, especially if you're getting support to become better. And so, it may be a cash investment now, but if you can see there's a system and you can see there's results, then maybe the risk is worth it. You should get an ROI if you do the right actions, if it's a proven system. So I think those are some of the things. So why don't we look at the reverse real quick, and then we'll wrap up.  [00:28:54] The reverse would be what are our clients like? What's different about our clients? What do they prioritize that made them decide to work with us? What are they prioritizing differently that said " why would I not spend money on coaching? I should totally do this."  [00:29:08] Sarah: Yeah. Well first I think they believe in their ability to do it.  [00:29:13] Jason: Hmm.  [00:29:14] Sarah: Because if you don't believe in yourself, there's nothing that you're going to be able to do. No coach can help you. You've got to figure that out first. So they believe in themselves and they are also committed. [00:29:27] And I think that is something that sometimes people are lacking. It's, they're just lacking a actual true commitment.  [00:29:37] Jason: So commitment, I feel like is, maybe it's a choice, but I feel like it's also an outcome of choices, right? So what are they choosing to prioritize? You think that maybe makes them more committed? [00:29:49] Sarah: You're so cryptic today. You're like, " what are they choosing?" Like...  [00:29:52] Jason: well, I don't know, this is an interesting question I think to chew on.  [00:29:55] Sarah: What makes people more committed?  [00:29:56] Jason: Why are some people committed and some people are not? We're talking about priorities today, so I'm thinking, what are the priorities that they have that leads to being strongly committed? [00:30:05] Sarah: It's either you're in it or you're out. It's like a pool. You're either in the pool or you're out of the pool. Yeah. That's it. You, like, you're either wet or you're dry. That's it. You can't like, "well, I've got a toe in the pool." Like it doesn't work. It doesn't work in business. [00:30:19] And if you're finding that, "well, like I have my foot in the pool a little bit, I'm going to pull it out if I have to pull it out," that business will forever be hard. You have to either go all the way in or go all the way out. Because if you're in the middle, it is difficult and it will remain difficult. [00:30:37] Jason: Yeah. It's really painful to be in between.  [00:30:40] Sarah: So either jump in the pool or jump out of the pool. Neither one is wrong.  [00:30:45] You might go, "I hate this pool. I don't like it." Great. Then find a different pool.  [00:30:50] Jason: So in chewing on this, I think in looking at myself when I'm fully committed to something, it's because I have prioritized the outcome. [00:31:00] The outcome is clear enough and important enough and motivating enough that I will do whatever it takes to get that outcome. That's when I'm fully committed to something. I'll do whatever it takes to get that outcome because I know what I want. That's one of the things is our clients know what they want. [00:31:17] Like they know that there's outcomes that they want. You mentioned, they believe in their ability to do it, to learn, to take action. And so they are a hundred percent committed. If you're committed to something and you don't know how to do it, you'll figure it out because you'll do whatever it takes. [00:31:34] You will struggle. You'll do go through trial and error. You'll fail. You'll make mistakes. And I think that's another thing is our clients believe in their own themselves enough to be willing to make mistakes. Whereas some people prioritize not looking bad or not making mistakes. And so they don't take the action. [00:31:51] They were like, "I need it all to be perfect and to know how to do everything before I do it because I don't want to be embarrassed or look stupid." And so I think some of our most successful clients are willing to just try stuff. They're just willing to do it. They don't have this need that they have to look so smart or whatever. [00:32:07] And sometimes those people struggle the most, right? Sometimes they are super smart, but they have to look good and look smart all the time. So I think in short, our clients prioritize growth, they prioritize learning, they prioritize taking risks, experimenting, and this is why they are able to move forward. [00:32:26] So hopefully this episode helps you reassess some of your own priorities. Like if you're not getting the results, make a list of what your priorities are and figure out like "what am I prioritizing currently that's leading to my current results?" Because if you can't see that, then you can't change it. [00:32:40] And as soon as you can see it and you shift your priorities, "well, I need to start prioritizing this." Maybe you need to start prioritizing action. Maybe you need to start prioritizing your health more. Maybe you need to start prioritizing learning more. Whatever it is, in order to get the outcomes that you want. [00:32:55] But if you're not getting the outcomes you want, your priorities are off. And hopefully this is an opportunity and an invitation for you to introspectively figure that out. And I hope that was beneficial.  [00:33:05] If you're struggling with any of this and you want some help getting clarity figuring out your priorities figuring out what you need to do in order to grow, you have a blind spot, you can't see it... like you need some external perspective, we all have problems we can't see. [00:33:20] And if you're not getting the results, you lack some knowledge. You lack some insight. And so reach out to us at DoorGrow. One of our growth consultants can help you figure this out, help you figure out where you might be stuck, what you need to get to the next level. [00:33:33] And you probably have some garbage or junk beliefs that are preventing you from being able to take things to the next level. And once those are out of the way, you're golden, right? So until next time to our mutual growth. Bye everyone. [00:33:46] 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!  [00:34:12] 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.

April 24, 2024 In this episode, "How to Build a Successful Property Management Business," NARPM® Radio host Pete Neubig interviews NARPM® Treasurer DD Lee, MPM® RMP®, Industry Liaison for PURE Property Management. The success of any company depends on its professionals. Hiring and retaining talent involves more than perks. It's about balancing employee nurturing with alignment with company values and vision. Understand your business needs before recruiting the right team member, all of these and more through the insight of the amazing DD Lee!

How much is your property management company worth? How much should you pay if you are buying another company? What are the different ways to calculate the value? This episode provides strategic insights on property management company valuations and acquisitions as Marc is joined by industry veteran Jock McNeill from PURE Property Management and Jock shares his journey in growing a nation wide property management business.   Marc and Jock talk about how to prepare for a potential sale, as well as leveraging acquisitions for growth. This conversation is more than just informative; it's a roadmap for property management professionals aiming to grow their business.   Click here to learn more about PURE Property Management.   To find out more about Marc's coaching services click here.   Follow this link to spend 2 days with Marc and learn how to run a property management business   Join Marc's new property management facebook group This podcast is produced by Two Brothers Creative 2024.

How does maintenance impact your property management company? Marc is joined by Ethan Lieber, the founder and CEO of Latchel, a company that helps property managers simplify the overall maintenance process and allows property managers to sleep better at night.      Marc and Ethan also discuss how the principles of economics impact a property management business. They also explore the terrain of tenant and renter demand, scrutinizing whether it's trending up or facing a downturn, and learning how to adjust property pricing to align with these changes.    You will also learn perks landlords can offer to not just attract, but also retain tenants, elevating the renting experience.   This conversation hits on the aspects of maintenance, market trends, and the economics behind successful property management.   Need help handling your incoming maintenance calls. Check out Latchel and take back control!   To find out more about Marc's coaching services click here.   Follow this link to spend 2 days with Marc and learn how to run a property management business   Join Marc's new property management facebook group   This podcast is produced by Two Brothers Creative 2024.

Have you considered starting your own property management business but may be fearful of the challenges that may arise?In this episode of the Property Management Podcast, Jess shares her inspiring journey from starting her career in property management with no real estate experience to launching her own business. With over two decades at one company, she details the challenges and fears she overcame, particularly around financial stability and stepping into the unknown. Writing down those goals. I wrote down a one, five and ten year goal being all the things that I've really wanted for a long time. So smaller goals, writing things down, getting it down on paper and getting it out of your head. Yeah, so breaking it down, and I think you need to really educate yourself.- Jess RossWe explore:· Taking the Leap: Starting Your Own Business· Overcoming Fears and Setting Foundations· Embracing Technology and Building Processes· The Flexibility and Challenges of Working from Home· Setting Personal and Business Goals· Leveraging Systems, Processes, and VA Support for Growth· Exploring Growth Strategies and Personal Development Connect with Jess Rosshttps://www.biseproperty.com.au/https://www.instagram.com/jessross_biseproperty/Kylie's ResourcesProperty Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchoolDigital Marketing School: https://courses.thatpropertymum.com.au/digitalschoolThat Property Mum Courses: https://www.thatpropertymum.com.au/courses/The PM Accelerate Membership: https://courses.thatpropertymum.com.au/accelerateBook a Strategy Call with Kylie: https://calendly.com/kylie-tpm/coaching-callThe Tarsi Way - https://thetarsiway.com) PMVA - https://www.pmva.com.au/RentPay - https://www.rentpay.com.au/Kolmeo: https://kolmeo.com/Flussos - https://flussos.com/Validum Institute Real Estate Training - https://www.validum.edu.au/Connect with Kylie:Instagram -

Do you lie awake at night wondering how to transform your property management business into a well-oiled machine? In this episode of the Property Management Business Podcast, host Marc Cunningham answers questions sent in by listeners. From exploring the feasibility of a self-running property management business to discussing pricing strategies for clients with multiple properties, Marc shares his insights and advice. Highlighting the necessity of policy and procedure manuals, the intricacies of handling maintenance, and navigating security deposit disputes. Whether you're pondering the automation of your business or seeking strategies to improve operational efficiency, Marc's answers, grounded in experience, aim to help property managers optimize their services and foster success. This is a great episode filled with expertise, valuable tips, and a fresh perspective on property management. Visit RentVine.com today to discover how you can streamline your operations and elevate your service In April, Marc will be in Florida for the NARPM broker-owner event on Amelia Island. Follow this link to sign up! To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

Two guests are joining The Property Management Show today, and they are Scott Brady and Garrett Brady from Progressive Property Management in southern California. Scott has been on the show before, and tends to talk about forward-looking topics that involve challenging the status quo. Garrett is his son, and a big part of the company's […] The post Legacy Planning for a Property Management Business appeared first on Fourandhalf Marketing Agency for Property Managers.

If you've been listening to the #DoorGrowShow for a while, you're probably familiar with how DoorGrow helps property management business owners grow and scale their businesses, but you might not be ready to take the leap of faith just yet… In today's episode, property management growth experts Jason and Sarah Hull reveal a new way to get your feet wet and work with DoorGrow to create a personalized roadmap with a low-risk investment. Go to doorgrow.com/clarity for more details. You'll Learn [01:23] The creation of a new coaching strategy [07:43] 4 steps to creating a roadmap [14:57] The benefits of Planning and Discovery Tweetables “So if you want to grow or scale the business faster, understanding each of these strategies and stacking these is going to allow you to grow even faster” “The healthier your mindset, the faster you grow and the more money you make.” “You should be doing less of those things if those aren't the things that you actually like.” “I don't think you'll trust anybody else really to help you move your business forward.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: If you want to grow or scale the business faster, understanding each of these strategies and stacking these is going to allow you to grow even faster because you're not wasting time with time wasters or tight kickers or doing the wrong thing So the more of these you stack, the healthier your mindset, the faster you grow  [00:00:20] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow property manager. 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. [00:00:58] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hull, the owners of DoorGrow. Now let's get into the show.  [00:01:20] All right. So we came up with this idea this last weekend. And this might be helpful for some listening, we used to sell websites. That used to be the main thing. And we used to be called OpenPotion way back in the day. [00:01:31] And over time I realized I spent a lot of time figuring out how to help these web designers figure out what they needed for their website and to really make it effective as a marketing tool, I had to ask a lot of questions and over time it turned into multiple sessions, like to map everything out. [00:01:49] And I realized the more time I spent with them, the higher the price I could charge. Like I was able to get people to buy more because I was able to showcase more value, help them understand. They realized, 'Oh there's a lot more of the website could do for me.' So it really created this ultimate win win, better than if I just sat down and said, "what do you want?" and just did whatever I was told. And you can go out and find a cheap web designer and just say, "give me a website." And they'll just go, "okay, what do you want?" And they'll just do whatever you tell them to do, but you're not an expert at this, right? Otherwise you would be building websites, maybe. [00:02:18] So I, it got to the point where I was telling them, "here's what we need to do, and here's how to do this." And now I was doing these multiple sessions and then I had somebody that wasn't a really great person eat up my time. I spent like probably six hours, maybe eight hours with this guy, like mapping everything out, getting the site map, homepage layout mapped out, like everything we were going to do together. And we had this plan. And then he's, "thanks so much. I'm going to have my team members in India build it." And I was like, "Oh," I was pretty upset. So Sarah and I were driving back on the way from Dallas with our friend, Roya, who's hanging out in the car and she's coming to hang out with us for a day. [00:02:55] And I was talking with Roya and she was asking about sales and I was explaining how I used to sell websites and what increased the close rate dramatically and added more value. And it was almost, Like I almost never didn't get the deal once I started doing this planning discovery, it was like I always close the deals. [00:03:13] Like everybody would want to work with me after I did that. And Sarah then had the question...  [00:03:18] Sarah: And he's like, "and I would close a ton of deals and it was really great. And I already knew exactly what they wanted and we had this good relationship. And he's and then I would close like a ton of deals. I would have a bunch of projects." And I said "okay, why don't we sell like that anymore then?" [00:03:32] Jason: Yeah, it was kind of like "I don't know. Selling a mastermind is a little bit different than doing the website, but we would just get people into the mastermind, but this would increase the close rate." [00:03:42] And the idea is you know, If they're going to be spending a bunch of money with you, they want to get their feet wet with you. They want to get to know you a little bit. And I've actually coached clients on this strategy of doing planning and discovery sessions in order to increase the close rate and to get more deals in property management. But we haven't been doing that. We haven't done that for a long time. And so I was like, "I don't know. Maybe we should do that." And you're like, "yeah, I think it'd be a good idea." So we then mapped it out while we were driving in the car. Here's what we could do for each session. [00:04:13] Here's why this would be such a great value. And we mapped it out. And so yesterday I had two calls with potential clients and they were small companies. So they were like, "Oh I've got maybe 30, maybe 50 units." And they're like, "I don't have the funds yet to join your mastermind." [00:04:31] And I said, "we came up with this thing this weekend. Let me tell you about it." And they were like, "yes! I want to do that" I closed both of them on it right then. And so we wanted to share that with the audience. If you are considering working with DoorGrow. And you want to experience the magic of coaching, we'll tell you about the benefits of this, but we came up with this planning and discovery process that gives you a lot of wins and it's super low risk and it's only a thousand bucks and it's pretty cool. [00:04:57] So let's talk about this. It's really low risk because you're going to get a lot of value. You'll easily make more than a thousand dollars back in your business from the ideas that you get from this even if you choose not to move forward with us into the mastermind. So it's worth several thousands of dollars. You'll get to know us and we'll get to know you. So this shows us if you'd be a good client, like if you do the homework, if you do the things we give you to do, and it'll allow you to see what it's like to work with us and if you're getting value and it's going to be really deep because this is like one on one with either Sarah or myself. And so I was talking with the team this morning and they were like, "how do we know whether to give one of these to Sarah or to Jason?" [00:05:37] Sarah: You'll definitely be on these with either Jason or myself. This won't be one of our other coaches. This will be one of the two gurus.  [00:05:45] Jason: So a lot of you listening, you're, you might be a little more familiar with me cause you've seen me on TikTok and I've been around for a while and you might not be as familiar with Sarah unless you've been listening to the podcast. [00:05:55] And she's an amazing bad ass. So what I told the team, we talked about how to sell Sarah this morning, which was interesting. So we were just like, how do I sell Sarah? I'm like "she's this amazing bad ass who had 260 units at the peak in her own property management business. They were C class properties that were difficult to deal with. She was able to manage them remotely with one part time person boots on the ground. And she had over 60 percent profit margin." [00:06:20] Sarah: 60 was bad.  [00:06:21] Jason: That was a bad month. Okay. She's flexing now. 70%?  [00:06:26] Sarah: Yeah. Like 70, 80.  [00:06:28] Jason: So this is what we would say. [00:06:30] And also we then talked about some of the results you've gotten clients. Like she's helped some of our clients cut their staffing costs in half from a single call. She's helped some replace some of our clients' entire team and increase their profitability dramatically. Like this sort of thing. [00:06:43] Sarah: I'm good at figuring out how things work and why are they working the way that they're working and how the different pieces fit together? And do we have too many pieces? Do we not have enough pieces? Are there the right people, but maybe they're doing the wrong things? I'm really good at figuring out all of that. [00:06:59] That's just how my brain works. I like to just figure out how things work. And I've done that in every business I've ever worked in. As like an employee and it's uncomfortable for them. It's uncomfortable because I'm like, "why are you doing things like this? You're doing it wrong." [00:07:14] Jason: Yeah. Business owners love their ego shattered by this pretty young lady in their business, I'm sure. [00:07:21] But yeah, you're hurting all these fragile egos. All right.  [00:07:24] Sarah: But clients pay me to do that.  [00:07:26] Jason: Clients pay you. So yeah. So anyway that's how we position Sarah. And so there might be some scenarios in which they might be better off, especially if their challenges are more on team, operations, stuff like this, then I told them like, " then you can sell Sarah to them on this, right?" [00:07:43] So let's talk about what would be included, like what we're going to do. Here's my little roadmap slide, but they can't see that, but we'll show it to you when you get on a call with us. And if you're interested in this, you can easily go book a call at doorgrow.Com. Or just instant message me or anybody on the team on any social and we'll get you on a call and we can tell you more about this or you can just get started by going to our website. [00:08:07] We should have a page up for this very soon. By the time you hear this, probably. And we're working on that this week. All right. Let's talk about the benefits of this. You're going to get clarity on yourself. You're going to get clarity on your business. You're going to get clarity on how to build the right team around you. [00:08:23] To some degree, we're going to help you free up a lot of time. We're going to get you time clarity because time is one of the biggest challenges our clients have. So this is something we coach on a lot. How to free up time. So you have more bandwidth to make more money or to do more of what you want to do. [00:08:39] We may be able to get into some financial stuff a bit to help you find some quick wins financially. And we're going to get you clarity on escaping that solopreneur sand trap or that team sand trap that you might be stuck in right now. And we're going to go over and teach you several powerful frameworks and we're going to apply them to you and to your business in a way that we just can't do by sharing these on a podcast. Like the six core functions, the five currencies, the four reasons, the five exits, and then we're going to get into stackable amplification strategy. So if you want to grow or scale the business faster, understanding each of these strategies and stacking these is going to allow you to grow even faster because you're not wasting time with time wasters or tight kickers or doing the wrong thing. So the more of these you stack, the healthier your mindset, the faster you grow and the more money you make. And so we're going to get into the blue ocean strategy versus the red water, the myth of SEO, the cycle of suck, the four D's to revenue. [00:09:38] That one really increases our clients closing better deals. Lighthouse versus the battleship. Which is prizing and sales. David versus Goliath, dumb David versus smart David. The fifth reason and why you shouldn't be selling property management and what people want instead, and then getting into all the pipeline leaks, we're going to help you. We're going to assess your business and identify the leaks that exist in your sales pipeline, or that exist in the systems in operations so that you have clarity on moving forward. So do you want to take them through the sessions?  [00:10:09] Sarah: Yeah, and I think it's important to know that we don't go over all of those on all of these that would be an immense amount of sessions an immense amount of times  [00:10:17] Jason: Yeah, but we'll go into what they need and what's relevant. [00:10:20] Sarah: So basically what we do is we go in and we have to first assess what your business is like. So on the first call, that's what we're doing. We're digging into your business. What does your day look like? What does your team look like? Do you have a team? Who's handling what? How many doors do you have? [00:10:35] Where are you located? What kind of management do you do? Are you only focusing on long term or are you dabbling in multiple types of management? We're really getting. Into a lot of the details of the business. And then we're also on the call, we're figuring out really, what would your goal be? [00:10:54] Is that what you enjoy doing? And if you could create the business of your dreams, what really would that look like?  [00:11:01] Jason: So yeah, we're going to assess the business. We're going to figure out what have you tried so far towards the things that the business has challenges with. [00:11:08] Thank you. But some of the assessment stuff that we'll do with you will give you a lot of clarity. And then you'll get some homework at the end of this. So we're going to get you started on some time stuff, homework wise, and some assessments for yourself, which leads us to session two.  [00:11:22] Sarah: Call number two. [00:11:23] So then we really dive into you. So we'll look at your time. We'll look at what you're doing and how much time you're spending on certain things. And are you enjoying the things that you're doing or do you feel like you're just spinning a lot of your day? And we'll look at some personality assessments as well so that we can help determine really the things that you actually enjoy doing. [00:11:46] And we'll look at how we can shift you into doing more of those things. And what personality type you may be, everyone has a different personality type and will enjoy doing different things in the business. And a lot of times when I get on calls with clients, I find that people are like, "Oh, I should be doing operations or I should be doing sales and I, like I should be doing this." [00:12:10] And then we start to try to get them closer to those things. And then we realize, no, you shouldn't be getting closer to those things. You should be doing less of those things if those aren't the things that you actually like. Just because you think you have to do them, don't do them if you don't actually like doing them. [00:12:26] So then we find out what they actually like, and then we shift them into doing more of the things that they actually enjoy doing. We've had multiple clients do that and then that changes their entire business.  [00:12:36] Jason: Yeah, this is a big secret to building a business that you actually enjoy being in, building the right team around you. [00:12:43] So getting clarity on yourself will be a big deal. And so we're going to help you understand your personality type a bit more because you're unique and we've got some self assessments that are going to help you figure some of this stuff out. But that clarity alone will help you make some changes in your business. [00:12:58] Doing the time stuff that we will also be assessing during this call, the time stuff that you've started doing. And this will help give you a lot of clarity on how to free up time, how to start to leverage whatever team members you might have more effectively, so that you're getting more yield from the dollars you're spending on staff and payroll. [00:13:14] That alone will probably pay for all of this. All right, then they're going to have some homework to complete some assessments and identify leaks in their pipeline and in their operations and systems, depending on which area they need, if they need growth more, or if they need more on process and ops. [00:13:31] And then that leads us to call number three, session three.  [00:13:35] So basically the third session, we're going to be focused on the systems of the business and identifying which leaks exist. So if the goal is growth, we're going to be getting you clarity on what are the systems and leaks that are a challenge in the growth side of things. [00:13:49] And if it's operations, we're going to be figuring out similarly, what are the leaks and the challenges there? And this will all be applied to our DoorGrow code roadmap and how we can help you scale and map out the future, but we'll be creating clarity around all the leaks that exist and discussing how to resolve them And giving you like your options for what we could be doing in the future and Your homework on this will be to get clear on what you want to get from your future with DoorGrow because that's what we're going to talk about in the next video Session four is coming up with the plan. [00:14:19] So first session: business, second session: you third session: systems, fourth session is the plan.  [00:14:25] Sarah: We give you a personalized roadmap, which is really great because now we have we really understand you and really understand where you are in the business and where you'd like to be. [00:14:33] So now we can give you a personalized roadmap that will get you closer to where you want to be and that roadmap will apply whether or not you continue on working with us. Yeah, so that is not something that it's like, "oh I only get this if I work with DoorGrow." No, you'll get it and you'll have it and you'll know What are the next steps that you need to take in your business regardless of whether you work with us. [00:14:54] Of course we want you to, but you don't have to. [00:14:56] Jason: So the benefit of going through this planning and discovery is one We will really get to know you and your business and how we can help you at a greater level of depth, which is awesome that we do a lot of this during the onboarding process, usually for our mastermind clients. [00:15:10] So we'll get to get very familiar and you'll be able to then know that I, at the end of this, I don't think you'll trust anybody else really to help you move your business forward because you'll be getting a lot of insight, ideas, knowledge, wisdom, and clarity, the most important thing, on how to move your business forward. [00:15:28] And we will paint a really nice future with DoorGrow of how we can support you and help you. And even if you don't decide to work with us, like Sarah's saying, and you just do this. You will walk away with more time, more clarity on your team, more clarity on yourself, and some ideas of how to move the business forward to get to the next level. [00:15:47] And I think at that point, though, you probably won't want to do it without us is our intention and goal. Like we know that we can support you in moving and going through this faster and helping you collapse time and it'll easily be worth the cost. And so you can go through this now here's the kicker where this gets even more awesome. If you do all this with us, it's a thousand bucks, you do these four sessions. And we take maybe a month or so to go through this, maybe less, but we're working together for a few weeks. At the end of this, on the fourth session and when we give you, "here's everything that you could be doing with us, and here's how we could get to the next level. And this is personalized to you." If you decide to continue moving forward with us, this thousand dollars will be applied towards the next thing with DoorGrow. So it's like the lowest risk thing ever. [00:16:34] And if you decide to walk away, you spend a thousand bucks and you've gotten easily more than a thousand dollars worth of value, but we'll apply the thousand dollars towards the setup or towards the in person events or whatever is coming next for you to join in on the mastermind. No brainer, right? [00:16:51] Super low risk, right? So we're that confident in what we can do and help you and how we can help you moving forward. So that's just the idea of our planning and discovery. So anything else we should say about this? [00:17:04] Sarah: I think that when we were creating this, just the one thing that I wanted to make sure is that it's really valuable as a standalone thing. [00:17:14] Yeah. You do not need to do anything else. It's not "Oh, Hey, at the end, like we're going to shove DoorGrow down your throat." We're not, it's going to be very valuable all on its own and in its own, right. Also, we wanted to make sure that the price point was really accessible to people because to get on a call with Jason or myself, our time is very valuable. [00:17:34] So we have made this at a hugely discounted rate. So like our normal rate is $1,000 an hour. So this is at a very accessible price point. And we wanted to make sure that we can do that because sometimes we talk with people and they hear everything. What we're all about and what we do and how much we can really help property managers. [00:17:54] And they're like, "oh my God, that's amazing. I just don't know if i'm ready for the mastermind yet, or I don't know if I can afford the mastermind. I don't know if I can make that move yet." And we wanted to be able to help more people and I think this is a really good way to do that.  [00:18:08] Jason: Yeah, I think just some of the things they'll go through with us and learn just in doing this will help them get to the point where they can then do the mastermind and have the funds to do it. [00:18:18] We'll help them collapse time and we'll help them figure out some ways to generate some more income as well. For those that are larger companies, this should be an easy no brainer. And we may not do this forever. We may not, this may be too costly in terms of time and energy for Sarah and I to do in the business while running DoorGrow with the hundreds of clients that we have. [00:18:40] But this is the offer and I think it's an awesome offer. And get in on it while you can. It's really cool. Personalized coaching with the two of us and we get to see inside hundreds of companies. We get to help them figure out how to grow and scale their businesses. And having that personalized time, you're going to get some value and you'll be able to ask questions and we'll be able to move forward. [00:19:00] Think that's basically it. So if you're interested in this, you can reach out to us at doorgrow.com or message us on social media and we can get you a link to get the call scheduled for your first session with us for this and get you the payment link so you can invest in yourself and invest in collapsing time and invest in moving your business forward with a coach. [00:19:19] Okay. Yeah. All right. All right. That's it.  [00:19:23] Yeah.  [00:19:23] All right. Until next time then to our mutual growth. Bye everyone. [00:19:26] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:19:53] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

What would you give to know the exact future of property management? Well, you're in luck! On this episode of the Property Management Business Podcast, Marc chats with Andrew Smallwood from Second Nature to talk about the future of property management with innovations, strategies, and nuggets of real-world wisdom that will help you view this industry.   There are a lot of challenges today in property management. With new legislation and the integration of technology, Marc and Andrew talk about the ways in which the industry continues to evolve and why the importance of transparency, tenant rights, and how customer service is paramount.    Tune in to find out what lies on the horizon for property management professionals and tenants.   To find out more on Andrew Smallwood and Second Nature, click here!   In April, Marc will be in Florida for the NARPM broker-owner event on Amelia Island. Follow this link to sign up!   To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

We all catch ourselves saying, “I just don't have enough time,” especially as a property management business owner.  In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull talk about the excuse of not having enough time and using time more effectively in property management. You'll Learn [01:25] The excuse of not having enough time [05:29] You can buy more time [10:08] Energy management vs. time management [13:23] Doing a time study [16:04] Don't fight your natural energy level Tweetables “It's not actually true to say we don't have time. What we're really saying is, ‘This is not a priority for me right now.'” “Time is a currency you can buy.” “You should not be trading your time for money. If you own a business.” “It's really about energy management, not time management when you're an entrepreneur.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: It's really about energy management, not time management when you're an entrepreneur. It's about managing that currency of energy. And what I find is we have endless amounts of energy if we're doing the things that we love, that we enjoy doing.  [00:00:15] Welcome DoorGrowers, to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrower. DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason Hull and Sarah Hull, the owners of DoorGrow. [00:01:09] Now let's get into the show. All right. So the topic we discussed last night about talking about on the podcast today is time.  [00:01:20] Time excuse. "I don't have enough time." [00:01:23] We hear this a lot. Every day. "I don't have time. I don't have time. I don't have enough time to do this." So we're talking about the time excuse and You know sometimes... we've got this amazing mastermind. Sometimes clients want to cancel. And we have a really low churn rate. We keep clients, so we're usually surprised when somebody wants to cancel. And when we find out and ask why, we got this from one of our mentors, but we now ask the question, "is this a time thing or a money thing?" Which has proven to be really effective because a lot of times it's just a time thing and time is easily solvable. [00:01:59] If it's a money thing, then that's easily solvable too. That's easily solvable too. Just a different route. That's all. So let's talk about time. I've got two clients right now actually that it was a time thing and they're still staying in the program and it's very easy to keep people in the program if it's just a time thing because they're always like, "Oh, we love the program. I just, I don't have time to do all this stuff right now." So what do we say about time?  [00:02:21] Sarah: So this is, I think the thing that I hear the most from property managers. Period. Just, especially in this business is, "Oh my God, I just don't have time for anything. Like I feel like I'm spending my whole day working," and we'll come across clients who are working anywhere from eight to 16 hours a day and that's normal for them. [00:02:45] Jason: Yeah. So it's our job to get them out of that. Yeah.  [00:02:49] Sarah: If you're working eight to 16 hours a day, I'm talking to you.  [00:02:53] Jason: So we have a training that we did once called the priorities training, and it was all about time really. But the reason we called it the priorities training is because saying, "I don't have time," is a very victim sort of phrase. [00:03:05] It's not actually true. You can't legitimately go to any other human being on the planet and say, "I don't have time" when we all are allotted the same number of hours in a day. We've all been given the same amount of currency each day. What's different though, it's not actually true to say we don't have time. [00:03:23] What we're really saying is "this is not a priority for me right now." Or our priorities are just off. So it's really more about priorities. The more honest answer is "I am not making time for this right now because I'm prioritizing something else." And so if you're the type of person that goes around saying, "I don't have time. I don't have time for this," then you are using victim language. This is not effective language if you want to actually be in control of your life. You recognize that you are the creator of your universe, your life, your world. Like you have choice, right? And to walk around saying, "I don't have time" is like putting on the blinders and saying, "the world just takes control of everything I have to do. I have no control of my life," right? You're not a slave. You're not a servant to somebody else. You have control and autonomy over your time. And so you're just making choices. And so the more honest answer would be not to say, "I don't have time," would be to say, "I'm choosing something else right now," right? [00:04:25] Be honest about that. If what you're spending, what you think you should be spending your time on is not really your priority, then maybe you're not really being honest with yourself. Maybe your priority is something else. Maybe your priority right now is family. Maybe your priority right now is another business. [00:04:39] We run into this with clients sometimes, their priority is their brokerage. And they're doing real estate deals. It's not the property management side.  [00:04:45] Sarah: And in the property management side, sometimes their focus is the property management side, but they're prioritizing all the wrong things. [00:04:53] Yeah. They're prioritizing all the little things that the day to day tactical work that has to be done. It has to be done by somebody, but it doesn't probably have to be done by you, right?  [00:05:05] Jason: So what I find is even the two clients that I'm coaching right now helping them get out of this time sort of constraint, they both have assistants, they have team members. [00:05:14] They have an assistant? Yeah, they have assistants. And so what's really funny is that when we say we don't have time and then we are paying other people for their time so that we can have more time, then we're missing something. We're not doing something effective.  [00:05:29] Sarah: Time is a currency you can buy. Yeah. So to say, "Oh I don't have enough time." You have the same amount of time that everybody else has. Some people are just more effective with their time than others, which is why they're able to do so much or do so much so quickly or be so successful. However, with time, that's the beauty of it is you can literally purchase more time. [00:05:50] You can purchase time of another human being. Yeah. To help move your business forward.  [00:05:54] Jason: So one of the concepts that I got from one of my mentors in the past, Alex Charfen, he shared this concept called the five currencies and the five currencies that you have to invest in your own life and in your business are time, energy, focus, cash, and effort. [00:06:11] Now, I believe the most important of those, the scarcest resource of all those is time. We're all going to die. Time is the most significant currency. Time is the most significant currency. It's the most limited. We can do a lot of things to try and have more time and live life a little longer. [00:06:31] But time is a limited currency. The other ones. We can maximize, but we can't generally do a whole lot to maximize time. We can do a lot to shorten it. So we buy time, right? What's crazy to me though, is that when people start working, they don't have a lot, right? When people start into the workforce, the one thing they can sell though is pieces of their life. [00:06:54] They can sell time. So it's pretty wild that I can go out into the marketplace. And I can buy people's time. Like they will pay, like I can give them money and they will give me chunks of their life. They're like, "here you go." As a business owner, we want to get out of the trap of being paid for our time. [00:07:12] We don't want to be paid an hourly wage or being taking care of like hourly. We want to get out of the time trap.  [00:07:20] Sarah: You should not be trading your time for money. If you own a business.  [00:07:24] Jason: Smart business owners are buying people's time with money and not giving their time for money. And so we want to shift that as a business owner and property management is a great business model for that. You can create a lot of leverage. You can build up a lot of doors in your portfolio, and it's not about time. It's not about, Oh I have this many hours. It's all me, right? You can systematize the business. You can get other people to do things for you. [00:07:45] And so we want to. I want to make sure that we make time something enjoyable. And so we've talked about the four reasons before, but we want to make sure you have more fulfillment in the time that you're spending, that you have more freedom, more a sense of autonomy, more a sense of contribution and more support from your team, right? [00:08:06] The four reasons. And then there's a fifth reason of safety and certainty. So we want to get more and more of those as the business progresses and as we grow in the business and as we grow in entrepreneurship. But a lot of business owners end up with less and less time, less and less fulfillment, less and less freedom, less and less of a sense of like of contribution. [00:08:27] And they then burn themselves out even as they build a team. So we want to make sure that we don't do. But what are some of the time excuses or time challenges and then maybe we can talk about how we deal with those briefly and how to get  [00:08:41] Sarah: out of it. I think what's probably. Because there's a gazillion excuses you can come up with, right? [00:08:47] Leases take forever or tenants always call me or what, whatever it is. And every in, in every business, there's always going to be an infinite number of things that can just eat up all of your time. That's how it works in every business. This is how it works. What we need to do though, is really figure out what are the things that I actually enjoy doing and how can I do more of those things? [00:09:08] And then the things that I really hate doing, how can I do less of those things? So how would the time that I have, and if I'm willing to invest, because every minute that you put into your business is an investment. So if you're willing to invest eight hours a day in your business, and if you're working for someone else, it just means you're investing eight hours a day into their business, right? [00:09:31] So you might as well invest in your own. So if you're investing eight hours a day into your business, what can I do in those eight hours a day to really make a difference? And what? In those eight hours a day, can I do that's going to make me happy? Because if you're spending eight hours a day and you hate every minute of it and you're going, "oh my god Is it five o'clock yet? Like I can't wait for this to be over. Is it the weekend yet? Because I can't wait for that to be done," Then you're probably doing the wrong things in your business, and you need to be able to purchase somebody else's time to offload those things that somebody else would actually enjoy doing  [00:10:08] Jason: So it's really about energy management, not time management when you're an entrepreneur. [00:10:13] It's about managing that currency of energy. And what I find is we have endless amounts of energy if we're doing the things that we love, that we enjoy doing. It like gives us energy. Those are our plus signs energetically.  [00:10:26] Sarah: If you're charging our batteries at a party and they just go. The party is done and they're still gabbing away and they're like handing out, whatever and they're like, "oh, let me get your number Oh, let me hook up with you and let me like get-" It's like "guys, wrap up." But there's like that one person who's still going and it's like you have to kick him You're like I don't care where you go. Just don't go here anymore. Go take this elsewhere That's because they really enjoy that. They're like in their element. They're like, "I love talking to people. I love connecting with people. I love networking. I love this. They can do it all day long." Me, I can't do that because I'm much more of an introvert. [00:11:04] So the things that you really enjoy truly will energize you. And you'll find them fun and you want to do them instead of just constantly checking the clock. "What time is it now? How long? Oh, geez. How many more calls do I have to do? Oh, I have to do two hours of calls a day. Ah, crap. All right. Like maybe I can dial real slow."  [00:11:20] Jason: Yeah. And so I think one of the mistakes we make early in the early stages and entrepreneurs, we assume that we need to find people like ourselves. Or we just do because we like ourselves to some degree. But we want to find people that their plus signs are our minus signs, right? [00:11:37] That's where they're a match for us, right? So there are a lot of things that Sarah enjoys that I do not enjoy. He would not. And there's definitely things that are the reverse. right? And you want to find and build a team of people that basically are happy and enjoy your minus signs and are not like you. [00:11:58] Instead of making the assumption, "this sucks, and now I got to find somebody to give this sucky thing to, because I hate maintenance coordination. And now I got to find somebody else that's going to hate it." When you make those assumptions, then you sometimes attract people that are like you and that hate it. But you need to find people that's their plus sign. So we can keep everybody in your team in their plus signs. And if you're not in your plus signs, your team members definitely aren't. It's just really rare that you'll have a business owner that's absolutely miserable, they are holding onto all these hats and things they don't enjoy wearing... so we got to make sure that we move the things off our plate onto people's plates that enjoy it, but you cannot build the right team for you around the wrong person. [00:12:38] You have to be showing up as the right person. You have to constantly be moving towards your plus signs. So how do we get you out of all the minus signs and focus on the plus signs? So these two clients, I've got them doing a two week time study right now. And this is the foundation. [00:12:51] This is the foundation of getting clarity on what things do I enjoy and don't I enjoy because sometimes as entrepreneurs, we just tolerate a lot. It becomes white noise. We just do what we feel like we're supposed to do. " I'm the boss. I have to do sales or I'm the boss. I have to do the accounting" and there's really nothing you have to be doing in the business. [00:13:09] Sarah: And just because you can do it doesn't mean you enjoy doing it. So can you fill all the roles in your business? Yeah. Because at some point it was just you. So of course you can do it, but it doesn't mean that you like doing it.  [00:13:23] Jason: So they're doing their time studies and they got to do it for two weeks because the first week they learn a lot of things. [00:13:27] Like we found three major problems in my coaching call with one of the clients that's been doing his time study already for a week, three major time problems. Like one was he was spending an hour to do something after three o'clock. It was taking him an hour to do something that takes him 10 minutes to do in the morning, right? [00:13:44] So we talked about. His time and how he's becoming less effective at the end of the day because his brain chemicals aren't properly functioning. And then it related to sleep. And so then we were like, "okay, we've got to figure out some hacks for sleep. How do we get the circadian rhythm?" Because he believed his rhythm was messed up because of like working nights previously for a long time. So he had this belief that he was on a schedule. I'm like, "okay we can get your body on a different schedule and affect the circadian rhythm by using light, sunlight in the morning and stuff like this" and some other hacks. So we got into that and that he had two other major issues and he wasn't leveraging his assistant properly. He wasn't doing daily planning. And these are super easy things to install to create a lot more productivity and a lot more space and to actually leverage the team members that this particular client has. [00:14:34] And so the second week of his time study is going to look very different than the first week. Now, the other mistake we make when it comes to time is our team members will say, "I don't have any more time. So when your team members say that, what I find is it's also still a lie, right? And so usually, I'll have my team members do a time study to prove it. [00:14:53] And usually the first time study that a team member does, they magically have 30 percent more time available. Almost always. So it usually takes about two or three time studies before they legitimately need an assistant or some support or you need to hire or get some help or advice, get some software or whatever. [00:15:11] But after you do a time study, a lot of clarity comes out. You're like, "why are you spending four hours doing this?" " This happens and it does this." And you're like, "cool, let's solve that problem." So you'll be able to use your creativity and your innovative mind as to solve problems time wise for your team members. [00:15:27] And this allows you to get a lot more yield from your existing team, rather than just assuming because they're busy that they are productive and they are doing everything that you need them to do and that you need to go hire more people because then you artificially are building out a much more expensive team than you actually need. [00:15:47] It's not based on proof or reality and the evidence or proof that you need an assistant and what you should have your assistant do. And that eventually that. Assistant or team member needs their own assistant is all should be based on time studies should be based on looking at time  [00:16:04] Sarah: You brought up something you touched on it really quickly that I've taught on this on the scale call I think a few times is figuring out what your energy levels are like and don't try to fight your body like literally every body is different. [00:16:19] So some people they're morning people like this one. Some people are not like me. So if you feel really energized in the morning, then utilize that time. And use that time when you feel fresh, when you feel energized, when you feel like, "Hey, I'm like, good to go," use that time to do the most, either the most difficult thing or the thing that's going to take the most amount of brain power. [00:16:46] Or if you're doing something like sales and you feel like you're in your element, do it then. And if you're more like me where I'm more effective in the afternoon, then. Shift those things to the afternoon. But a lot of times people, they go, "Oh, I have to do this. And it's like sales secrets will say that the morning is the best time to do this, so I must do this in the morning." If you're trying to fight with your own body and your own rhythm and how you're feeling, if you're trying to do sales calls and you have low energy and you feel like "I just, I don't want to do this. I feel like I'm either not ready for the day or I'm done for the day." [00:17:24] You're probably doing it at the wrong time. So the tasks that are going to take a lot of brain power. Don't try to force yourself to do them when you have really low energy levels because it will take a lot longer and you're probably going to make a lot of mistakes, whereas otherwise you can just fly through it. [00:17:41] Maybe you know that at least like the back of your hand, it's no problem. But if your energy levels are low or if you're feeling off, then you have to maybe double or triple check some things.  [00:17:51] Jason: You bring up a really good point. These two clients that I'm coaching, we talked about daily planning. [00:17:57] So daily planning is a great way to get more juice from your day and set the intention, but daily planning. I'd like to do the daily planning in the morning because that's when I'm freshest, I have the best ideas. I can think through things. But for some they probably should be doing it in the evening because like they can't go to bed without unloading their brain. [00:18:18] I can just shut down. I just go to sleep. I don't worry about a thing. I can just go to bed. I'm like, it's bedtime. But for a lot of my clients, a lot of other people, maybe you listening, you might not be able to do that. So you might be like, "man, I just keep thinking about all the stuff." And until you get that stuff out of your head and it's on paper where it's safe. [00:18:36] They say the Chinese proverb is the palest ink is stronger than the best memory. When we get it out of our head, it reduces our anxiety and we no longer have to worry that we're going to lose that thing. So I use the notes app on my phone. I put notes all over the place. I just get things out of my head. [00:18:52] So daily planning is a great process to unload everything out of your head. So that you can go to bed and get some good rest. And so for one of the clients, that was what I advised. Do your daily planning in the evenings so that you can go to sleep, get good sleep and wake up in the morning and you already have a plan and you're ready to attack the day. [00:19:10] And then you will know how to leverage your assistant. You'll know how to leverage your team members because you made a plan. And the next step in getting a big to do list is to give it to your team members. So if you have two, three team members, like this client did, then they can give these to their team members, anything that they can so it's not sitting on their plate, eating up headspace and stressing them out, and taking up their day and so then they're able to give up some of that time chunk to somebody else to eat. So cool All right. Anything else we should say about time or this time? Excuse and how to kill these time excuses so that they should be focused on?  [00:19:46] One of the things I ask the clients I'm like, "cool if we create this space if we you are able to give more to your assistants and you free up your time and you've got more time... what are you going to use that time for? How are you going to allocate that? What are you going to do that's going to make the business more money or move you forward or make your life better?" And so I think that's the other thing is we need to have a plan for what are we going to do with our time because we have no incentive to create more space or create more bandwidth or create more time if it's just going to mean we're going to be more miserable, right? So we need to figure out what are we going to use this extra time for? It's just like making money. You need a goal. Like "I'm going to go buy this nice car if I make more money." So it's going to motivate me. You need some sort of motivation. What am I going to do with this extra time? If you enjoy doing sales or growing the business or business development, that might be a really great place to invest that time because then it's going to make you more money and which you can use to buy more freedom. Maybe it's to get a BDM because you don't like doing sales, something like that. [00:20:43] Sarah: So once you free up your time, then you have offloaded a lot of the things you hate, you have some extra time, and now you can decide "what do I actually want to do with that time?" Because if you don't wake up in the morning and go, "what do I want to do with my day today?" Then you may have a time problem. [00:21:00] Jason: All right. So for those of you listening, if you're like, "man, I'm really been in this time trap. Like I've been stuck doing the same default future for the last two or three years. Every January comes around, I'm like, 'I've got big goals.'" And you still are miserable, you're still wearing all the same hats, you haven't really made progress in adding doors. Then it's time to admit you may need some good advice. You may need some extra ideas. You may need some knowledge outside of yourself. And the slowest way to grow your business is to do it all by yourself. It's time to reach out and get some help and we can help you collapse time significantly and that's what it's all about. [00:21:42] That's what coaching is all about is collapsing time, helping you find ways to just shorten the time of learning, the time of making mistakes to learn, the time of figuring things out, like what actually works, what gets results, what helps you outdoors quickly, how do we lower costs? So we want to help you figure that out. [00:22:00] So reach out to us at DoorGrow and go to DoorGrow.com. Until next time, everybody to our mutual growth, bye everyone. [00:22:07] 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!  [00:22:33] 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.

What is the best way to market your property management business? Have you been thinking about expanding into multiple markets? Stephen Fox with Upkeep Media joins Marc in this episode of the Property Management Business podcast to talk about the challenges they face using a strategic, long-term marketing mindset, considering the way advertising is continually changing. Also, learn how important website design really is and how video content is a must to building trust and standing out. Marc and Stephen also share their insights into the 2024 property management landscape, especially when it comes to the marketing perspective.   Follow this link to see how Stephen and his team at Upkeep Media can help improve your marketing!   In April, Marc will be in Florida for the NARPM broker-owner event on Amelia Island. Follow this link to sign up! To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

Looking to enhance your property management practices and drive profitability? Dive into optimizing time management and resources, handling challenging properties, and curating a lean portfolio for a prosperous property management venture. Join Brad as he unveils key strategies for streamlining operations in property management. Through actionable tips and expert insights, this episode delves into the significance of a robust value proposition in attracting high-quality owners and homes.    Master the art of optimizing time management and resources, managing complex properties, and upholding a lean portfolio to thrive in property management. Don't miss this insightful discussion! Optimize your operations now and elevate your property management game. Tune in for enhanced efficiency in your property management endeavors!   Learn from one of the best run property management companies around by following this link and sign up for the RentWerx Summit!   Learn how the best in the business are generating more leads, earning more business, and generating more revenue at the BizDev Seminar.   Connect with Brad's team at www.rentwerx.com!   This podcast is produced by Two Brothers Creative.

Are you ready to take your property management business to the next level? In this episode of the Property Management Business Podcast, Marc shares the six principles of property management. From making problems disappear to maintaining high standards for desirable tenants, Marc shares valuable insights and strategies for running a successful property management business. Tune in for expert advice and practical tips that will help you navigate the complexities of property management.    Ready to retire and looking to leave your company in the right hands. Connect with Pure Property Management and see how they can help.   In April, Marc will be in Florida for the NARPM broker-owner event on Amelia Island. Follow this link to sign up! To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

Ready to stand out from all the other  property management companies? Look no further! Brad is here to share his insights on the power of branding in property management. From establishing a strong online presence to incorporating branding strategies, Brad emphasizes the importance of creating a professional image for business success. Plus, he reveals his experience with yard signs, website development, getting hacked by Russians, and marketing strategies for growth. Don't miss out - hit that play button now!   Learn from one of the best run property management companies around by following this link and sign up for the RentWerx Summit!   Learn how the best in the business are generating more leads, earning more business, and generating more revenue at the BizDev Seminar.   Connect with Brad's team at www.rentwerx.com!   This podcast is produced by Two Brothers Creative.

One of the biggest questions we get from property management business owners once they start building out their team is “How do I compensate and recognize my team members?” In this episode, property management growth experts Jason and Sarah Hull discuss the different kinds of compensation structures for different personality types and roles on your team. You'll Learn [02:15] The difference between you and your team [07:56] The problem with giving out percentages [12:13] How to set up commission structures [21:23] Recognizing your team effectively [25:44] Giving out raises and job titles Tweetables “Business is a more effective vehicle than even a charity at creating lasting and impactful change.” “When you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it.” “Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it.” “Recognition costs nothing.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: They need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows.  [00:00:14] Welcome DoorGrowers to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrower. [00:00:31] DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners. And their businesses, we want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We are your hosts, property management, growth experts, Jason Hull and Sarah Hull, owners of DoorGrow. [00:01:11] That good? Now let's get into the show. All right. We were trying to change the intro right before we did it. And sometimes she's not on it. Sometimes she is. She's mostly on it now. So. Anyway, here we are. So our topic today, I'm getting a lot of questions, a lot of questions, and this has been going on for a long time, but we're getting a lot of questions about compensation. [00:01:37] This just keeps coming up and we see a lot of mistakes when it comes to compensation. So the challenge with compensation is that entrepreneurs think differently than most people that they are paying, and so they make mistakes in how they compensate people because they think it's going to help them get more of what they want and they actually create the opposite. [00:02:00] And so I want you to pay close attention to this today. If you watch this you should not ever ask if you should be giving out a commission or percent sign to somebody or whatever So let's talk about a couple of things here. So where should we start?  [00:02:15] Sarah: Well, I think the best place to start is probably from just for background. [00:02:20] What is the difference between someone who has a sales mindset or entrepreneurial mindset versus someone that may not.  [00:02:30] Jason: Cool. Let's talk about that. The two types of team members that you're going to have. There's two types of people on the planet, those that like money and those that don't. And I know you're thinking, "man, no, everybody likes money." [00:02:42] And you'd be surprised. And so if you had all of your team members take a DISC assessment, there's usually on a nice DISC assessment, a section called the values index. And one of those values is the economic or financial score. And so on the economic or financial score, what you will see is that the score is low, then they don't like money. [00:03:04] And I know that sounds weird. They're not focused on money. They're not trying to get money. Money is not a big part of their psyche. It's just not. And I know entrepreneurs, you don't get this because you like money. Sarah and I do not hate money. We don't hate money. Okay,  [00:03:20] Sarah: I need that shirt. This is the one t shirt. [00:03:22] I'll wear the capitalistic pig shirt  [00:03:24] Jason: Right and so we don't hate money. You probably don't hate money either. If you do hate money and you're an entrepreneur Then you are probably struggling to have money, right. Money is the ability to change lives, make a difference and have impact. This is why business is a more effective vehicle than even a charity at creating lasting and impactful change in my opinion. [00:03:47] Okay? Because it has healthy motivators connected to it. Right. And money is the energy and currency of what everything moves through to happen. Right. So let's talk about this. So if the economic score is low, what does that mean? I'll tell you whose economic score is high. If your economic score is high, you are probably an entrepreneur or a sales person, right? [00:04:11] Those are probably the only two personality types or people that you should be paying out more money or bonuses or commissions to incentivize better behavior. That means most people, you should not be paying bonuses, additional financial compensation to try and motivate or change behavior. Now, if you just want to be generous and it's Christmas, that's different. [00:04:36] But if you're trying to consistently compensate somebody and motivate them, the motivators need to be connected to what your outcomes are and most people are doing it incorrectly. Now, if the economic score is low, this is what this means, they would rather what they most value is recognition. They would rather be recognized. [00:04:55] And recognition costs nothing. It costs nothing. And if you don't give them recognition, but you give them bonuses, it's often the opposite, it has the opposite effect. There's another values index called the charitable score. If they have a high charitable score, which means they might want to volunteer to soup kitchen. [00:05:14] They want to like donate money. They want to give money away, not get money. They want to give money away. And then they have a low end economic score. That means if you pay them more money than what is comfortable for them. You pay them more than that. They will start to become a worse team member. They will start to self sabotage because they feel guilty. And then they're going to project that and externalize it because they have to justify it. They're taking more money. They don't want to give up the more money, but they feel guilty. If Sarah was my boss, it'd be like, "Oh, Sarah's giving me more money. Well, all right. I have to be worth this. So I'm worth this more money. And you know what? I'm entitled now. And maybe I deserve even more because I'm developing this kind of cancerous blind spot of I deserve this money because I feel guilty. So I externalize it. And I blame that uncomfortable feeling on my boss. Oh, well, my boss is like terrible and doesn't do this stuff. So I deserve that more money to compensate for it." And so they start to find fault with the boss and they start to justify them taking this more money cause they feel bad so that they can feel somewhat okay about it. And then their behavior starts to show that and they start to perform worse. [00:06:23] I know entrepreneurs, you're like, "that makes no sense." But that's how a lot of people think. Most people do not enjoy seeking money. This is not their goal.  [00:06:33] Sarah: There is a caveat team members, they have to have enough to be comfortable, right?  [00:06:38] Jason: If they're starving, broke or hurting, they're not comfortable.  [00:06:42] Sarah: In pain or like worried, like, "Oh my God, I might lose my house or I can't feed my kids." [00:06:47] Like. Yeah. We're not saying, Hey, like give them no money, they'll work for free. That's not the case at all. Right. They have to have enough to feel comfortable to make sure that their needs are met and make sure that they're able to provide for themselves and anyone else or anything else that is important to them. [00:07:02] Once they reach that level though, and I think studies have been done on this, which is really interesting to me I don't know if they just surveyed Americans. Don't know, but I think $75k was like that magic number or $65k. It was something like that somewhere in that ballpark is that's like where people feel like they have most people feel like they have enough. [00:07:25] So once they feel like they have enough money to live and be okay and make sure their needs are met and bills are paid and things are taken care of and like Johnny can do soccer and whatever they, you know, they want to do, they don't then go, "well, now I want a hundred and now I want 200." They don't keep trying to climb that ladder. [00:07:46] Once they feel comfortable and they have to make sure that their needs are met, then they're not interested. So if you take it from 75 to a hundred, they're like, "it's okay."  [00:07:55] Jason: Okay. So the other piece to this, another challenge that I see is that because business owners want people to have skin in the game and they want them to, they think everybody wants money, they hand out percent signs. [00:08:08] This is one of the most dangerous things to hand out. We even made a silly video called, what's it called?  [00:08:13] Sarah: I think it's called Percentage Breaks the Property Manager for the Property Management Business.  [00:08:19] Jason: Yeah. So you can check that out on YouTube. But the idea we're playing this, these roles and I'm a business owner and I don't have money in the beginning, so I'm going to pay her a percentage of all the doors that I get in. [00:08:29] We made it ridiculous, like 50%. Right? Which means if you're handing out a percent sign, and we see this all the time, say Sarah's my employee and I'm the boss, and I hand out 50% or whatever to a property manager.  [00:08:42] Sarah: Or even if you're like, "okay, here have 30," because like even 10, 30, 40, I still, I see the that a lot. [00:08:48] Sometimes I see 20.  [00:08:50] Jason: It doesn't matter what the percentage is, right? The challenge is in a business, some property management companies don't even make 10 percent profit margin. And so handing out percent signs is really dangerous for businesses. So what they'll do is hand out a percent sign. So let's say I give her 50%. [00:09:06] That means my 50%. My, the other half, all of the expenses have to come out of that. And usually if a business has 50 percent profit margin, that's pure expense. So then I'm broke. So what happens is she's making more and more money because she has all upside. It's pure profit. And I have all the expenses do not give a percentage to a broker. [00:09:28] Pay them a flat fee of like five, 600 bucks. Do not pay a percentage of broker. If you don't have your broker's license, don't create relationships or situations where you are giving up a percentage to a property manager. "Hey, you get like 50 percent of each door that you get on when you get a 30 percent of each door," whatever, right? [00:09:46] Because then what happens is these property managers, if they're the personality type of handling property management, instead of doing sales, they are not going to be focused on getting more business on. They're going to be focused on just helping run the business and you're giving them more and more money the more doors you get, which means you're making less and less money, right? They're making more and more money, the more doors that you get. And they will get more and more lazy and more and more comfortable because there's no incentive for them to go work harder or hunt or chase to get money. You need to make sure if you're handing out a percent sign in any capacity, that's like giving out ownership of the business and they need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. This is why a lot of people join a franchise and then regret it later on because they're paying out six to eight percent, which is a lot, of their gross revenue not of profit not of what's left over for you. And some business owners. [00:10:56] That's their whole owner payout. Yeah, that's like top one. Some business owners, that's what they take out like you're giving away that to basically to a team member that's not really adding value. I could go on and on about franchises. You can check out my YouTube video about franchises. [00:11:12] I'm obviously like not a fan of the franchise model because I believe it hurts the entire industry. There he said it. All right. So don't hand out percent signs. Do not get into a relationship with a business partner and give them a percent sign unless they are the type that wants to hustle and grow and make money. [00:11:33] The challenge is I see a lot of business partnerships are like, "here's a percent sign" when they should have just said, "here's your salary. You can be the operator." So operator personality types, for example, systems, process, whatever, they don't usually want ownership. They're not often that entrepreneurial type. [00:11:51] They just want to make sure they're getting paid enough and taking care of enough. Now there's exceptions to this, right? But you don't want to be handing out percent signs to somebody unless it's like super critical for growth. And I do not recommend. I recommend in any way possible, don't hand out any percent signs to anybody ever except to yourself and maybe a salesperson. [00:12:13] Now, let's talk about commissions, right? Let's say somebody is money motivated and they can help you make more money. So if they're money motivated, then you need to be using them to help you make more money. If you're going to pay them a percent sign, but you're not going to pay them a percent sign residually. [00:12:30] Because then you're motivating them to not do more work. What you want from a good salesperson or a BDM, a business development manager, or a BD business development person. What you want from them is what? You want results, which is more doors. You want them to add more money to the business. That's the result you want. [00:12:49] So you're going to pay for them to get more business, not keeping the business because keeping the business is the rest of the team. And that's fulfillment. So don't pay them a percentage residual. You pay them a percentage of maybe the first month or the, like some sort of commission upfront. [00:13:07] And it could be a percent, or it could just be a flat fee. Like, "Hey, we'll give you 200 bucks or 300 bucks or 500 bucks or per unit that you bring on." and give them an incentive. So that means they have an incentive every month. They stay to hunt and to chase. Now, another mistake people make with salespeople is like, "I want to get a salesperson, but I want to have zero downside and I want all the upsides. [00:13:33] So they create another unfair structure where they're like, I will pay you pure commission. And if you don't hunt and kill, you starve. And if you hunt and kill, I make money and we both make money." so I need to address this. That only makes sense if you are giving the salesperson, all of the leads, they have a great follow up and nurture system, and all they do is show up to calls and close.  [00:13:56] Sarah: Now, can you clarify what giving them the leads means? Because you're like, "Oh here's the leads. Like, here's a list of 10, 000 people."  [00:14:04] Jason: Okay. That's not what I mean.  [00:14:05] Sarah: So yeah, exactly. So let's clarify that.  [00:14:09] Jason: Okay.  [00:14:09] Sarah: So 18, 000 people in my CRM. Here's your leads. [00:14:13] Jason: If somebody is going to be paid pure commission, which means they're just paid for basically closing deals, they should not have to go find potential clients. They should not have to be hunting for potential clients. They shouldn't be spending any time doing any of that stuff. They should just be taking appointments, somebody else scheduled for them and closing deals. [00:14:33] Then they're a closer. Everything that happens before that would be handled by a setter and the setter would be cold calling, following up, like all this stuff. Setting appointments. Setting appointments, rescheduling.  [00:14:46] Sarah: Making sure people show up. They don't show up. Right. Calling them again.  [00:14:49] Jason: Feeding the closer. [00:14:51] Feeding the closer. Then the closer can be peer commissioned and the setter would be paid a base, mostly a base, plus a small percentage for each like appointment they set or some sort of results. So they're motivated to get more results and they should be a little bit money motivated, right? Now, most people are going to hire a BDM and expect them to do both. [00:15:11] And if you're going to hire a BDM and expect them to do both, you need to pay them a base. I would recommend at least maybe 20 to 30 K, something like this of a base that covers their setting activities. And then they, the rest, they should be able to make somewhere annually about maybe six figures should be possible. [00:15:30] So work it backwards, but there should be a commission structure that if they're adding 10 to 20 doors a month, they should be able to make. Some sort of six figure sort of salary would be the goal. So figure out a commission on top of that base. Because what you're doing, if you say it's pure commission, you're expecting a closer who lives or dies by whether they hunt or kill and create some money, you're expecting them to starve for at least two months, usually. Because usually three. Because it takes about 90 days to build up a sales pipeline. So they're going to have to do networking and prospecting and outreach and they're working for free and. If they're starving for 90 days, they're just going to quit. [00:16:10] I've seen so many BDMs burn out and it sounds like this great model. "Well, I'll pay you basically nothing in the beginning." And you might get somebody to agree to do that, but they might be stupid if they're willing to do that. And then they're going to be like starving and not figuring it out. And then you don't give them a good system. [00:16:26] If you plug them in to DoorGrow, we can get them making a lot of money. We have an amazing system. Like we had a client in just 10 to 15 hours. We go from zero to a hundred doors in six months. And he didn't spend any money on ads and he was a solopreneur. He was all by himself. This is absolutely possible. [00:16:44] We can help BDMs crush it. We've helped some BDMs add two- three hundred dollars in a year. That's absolutely possible to do but they need to be able to dedicate their time to that and you are not going to get that kind of result if you just pay them a commission because they will only focus on the closing type of activities or the commission generating activities, and they won't do what the leading activities that actually generates the opportunities to close. [00:17:12] And so you're putting too much attention on the wrong thing. They need more attention. Most of the attention should be on the leading activities. Phone calls, outreach, networking that leads to this and then deals will happen. They don't even have to be super amazing at closing if they're doing enough leading activities And so we want to make sure we give them a base and then we give them an incentive to move those things forward.  [00:17:35] Sarah: Okay. Now with the base, this is the big one. "Well, how much is the base supposed to be Jason? I don't know?" [00:17:41] Jason: 20 or 30 K. Maybe  [00:17:42] Sarah: You need to find an amount that would be uncomfortable if that's all you made. It needs to be comfortable enough that if that's all they made, they're not going to be starving and eating out of a dumpster. [00:17:58] And it needs to be uncomfortable enough that if that's all they made, they wouldn't be happy and they would be hungry for more.  [00:18:06] Jason: They need to be hungry. They got to be motivated. It's financial compensation is all about motivation, right?  [00:18:13] Sarah: With a salesperson, when you lay out their commission structure and you let them know like, "Hey, this is your base and I'm giving you this base because of these reasons. I don't want you to be starving. I want you to be motivated. The real money, it's over here. This other piece, I'm going to give it to you because there's things like phone calls and settings and appointments and you know, all the stupid crap that you don't want to do, but that you will do because it leads to deals." [00:18:38] And they're like "yeah, I get that. But the real money is over here. So when you close deals, that's when you start to make money." And when you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it. The problem is if you just give them the carrot and you're like, here, have a 50, 000 base, have 100, 000 base, have a 200, 000 base. [00:19:03] They're like "Yeah. I don't need to work that hard. I mean, if I do nothing, I still make 50k." We just at the boardroom event, we had a client whose BDM has a 50, 000 base.  [00:19:13] Jason: And then he was wondering why they weren't super motivated.  [00:19:16] Sarah: She doesn't really, she closed like two doors a month. And I'm like, well, yeah, cause she's comfortable. [00:19:22] She's super comfortable there. So she's never going to be motivated to work harder and do more and stretch herself and go above and beyond. Because she doesn't have to, you gave it to her. I have to work for it. There's a difference. And the other thing is salespeople who they love the challenge. They don't want you to give it to them. [00:19:43] They don't want it. Like they'll tell you like, "Oh, I'll take 500, 000 a year for doing nothing." But they wouldn't really be fulfilled by that. They'll probably take it because they love money. I mean, who doesn't, but they wouldn't be fulfilled by it. Yeah. If you give them 500, 000 for doing nothing versus if they make 500, 000 because of the work that they did and because of their efforts, there's a big difference. [00:20:06] They're going to feel really proud of that and they're going to want that. So they're going to chase it. So you have to dangle the carrot and make it something that's interesting enough. You have to, you, and you have to set it up so that they have the ability to make at least six figures because that's what sales people want But don't just throw it to them.  [00:20:24] Jason: And to be clear No, bdm should be making five hundred thousand dollars.  [00:20:28] Sarah: That's not accurate at all. [00:20:30] Jason: There's really great bdm. Maybe if they're helping do some acquisition deals If they're adding 500 a year, maybe all right So but if your bdm can live comfortably without adding 10 doors a month, your commission structure is wrong. They should be minimum adding about 10 doors a month as a full time BDM minimum. [00:20:52] And they should need to do 10 doors a month in order to just reach comfort. And if they're really motivated, they'll do even more than that. They'll do even more than that because then it gets exciting, right? Then it's the game, right? It's the hunt. Okay. So we talked about compensation. [00:21:08] Is there any other challenges or mistakes we see people make compensation wise?  [00:21:13] Sarah: I think those are the big ones. I think let's though, before we wrap up, let's talk a little bit more about the recognition piece and then we'll close it out. Okay. Because people are like what do you mean recognition? [00:21:25] Like, "Hey, I see you." [00:21:26] Jason: So recognition is a process of just helping the team members be seen, especially in front of other team members for doing good things or accomplishing things. So the way that we do that in DoorGrow and in our operating system, DoorGrow OS. Maybe you've heard of like EOS or traction or some of these things. [00:21:43] DoorGrow OS is better. And what we do in DoorGrow OS to increase the amount of recognition is in every meeting we share wins. So if it's our weekly commitments meeting, we're sharing what wins did we have last week and everybody adds to the list. What did we do in our monthly goal setting? [00:22:03] We share wins for everything we did the previous month. Same thing with the quarter and annually, and it's pretty awesome. Like, we're building these lists and everybody feels great. And then even in our daily huddle meeting, which is like a 15 minute, 20 minute meeting we do every morning, I guess we do ours in the afternoon, but we do with our team. [00:22:21] We do Caught Being Awesome and we allow team members to share their wins or to highlight somebody else. And so our team are highly motivated because most of them are recognition motivated. So we're recognizing them. If we do give a bonus, like say for the holidays or something like that, we do it in a way that the focus is we wanted to recognize you because of what you've done for us this last year. So it's still about recognition and appreciation. And so that will get you team members that are incredibly loyal to you, that love being part of the team, that feel a sense of belonging, and that means a lot more to most of your team members than getting more dollars. [00:23:04] Is that good?  [00:23:04] Sarah: They want to feel important and they want to feel valued and they want to know that you care about what they're doing and especially in an industry like property management because it's tough. Yeah. Everybody has those like really awful days because let's be honest, sometimes owners or tenants or vendors and sometimes life just happens, right? [00:23:27] So it's tough and sometimes it's tough. All the time or it's tough for a while. This is not an easy industry. So when you've got this pressure all the time and this like annoyance, like, "Oh, that tenant's going to call me and yell at me again, or, Oh, like, Oh, I have to have this uncomfortable conversation and tell my client that we need a $15,000 sewer repair. [00:23:50] I don't want to do this." The it's the little things that will keep your team going and make sure that they understand like, "Hey. I know it's not the most glorious thing. I know it's always not super exciting, and it's not always super easy. However, what you're doing really makes a difference. It really is important and this is like the bigger mission and vision of the business and you contribute directly to that vision and what you're doing matters." [00:24:22] So that way it's like, Oh, you know, it's not this grind and this drain and we don't have a lot of churn on our own team and burnout and you know, bad team members that are like, "Oh, I hate my job." Right. Because that's super easy. It's easy and then you make it even harder. It's easy just by itself and then you make it harder because it's property management. [00:24:43] So it's super easy in property management to have that. So let's combat that. And just by recognizing them and saying like, "Hey, I saw you took care of that thing. Like, hey, oh my god, you got all the leases done. And hey," like, and it could be the littlest things. It's things that they do. Anyway, it doesn't matter. [00:25:00] They don't have to do anything that's like spectacular. "Oh my God. You like cleaned all the bathrooms today, Sally. Thank you. That was amazing. Like you didn't have to do that." It's little things and it's things that they're going to be doing anyway, but just let them know, "Hey, I see it. And I appreciate it." [00:25:16] Jason: All right. So the other thing I'll say about recognition is you might be thinking, well, salespeople and entrepreneurs, do they like recognition? The answer is yes. They like it too. We still like it. They like it too. So if you're giving them recognition that adds more fuel to the fire, right? And so you need a system like DoorGrow OS in which everybody gets recognized for their accomplishments and everyone will perform and behave better because they feel seen by everyone. [00:25:42] And that has value, right? Now one more point I want to make is you might get somebody, an assistant, you're like a VA, you're like they're amazing. I love them so much. They're so awesome. I don't want to lose them. And then you are like, because you're hardwired to be so money focused, you're like, I'm going to pay them a whole bunch more money. [00:26:02] I see this happen so often. Be very careful about just giving out raises prematurely. Be very careful about this because what I've seen over and over again, I've been in masterminds, multimillion dollar business owners, we're hanging out together and they're like, "Hey I just got this assistant. She was super amazing. So I gave her this big raise 'cause she's so awesome. And now she's showing up late. She's not like getting things done. She seems like entitled." This is what happens when you compensate people financially, instead of giving them recognition and doing it based on how you think instead of what they want, you then sabotage their efforts or they start to sabotage their efforts. [00:26:43] So don't start paying somebody more just because you like them, right? There needs to be a justifiable reason and they need to be able to justify that reason. And so they may need to come to you and be like, "Hey, here's why I deserve more compensation." And you're checking in with them regularly and saying, "Hey, how are things going?" [00:27:01] And if you have an open communication with your team members, they're going to tell you when they feel like it's time that they deserve some more money. And it's going to be really uncomfortable for them to do it if they don't like money, it's going to be so uncomfortable to have that conversation, but it's also uncomfortable for you to spend more money. [00:27:17] Team are the biggest expense. Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it. It's my thought. And so they need to be reaching out. To some degree, and you may recognize somebody deserves more pay, you know, deep down they're being paid too little. [00:27:36] So then you can give them a raise, but be careful about handing this out.  [00:27:40] Sarah: My other little tip with raises is I worked in corporate for a bit and it was like every year, you know, you're going to get a raise and how much of a raise you get depend, depend on all your stupid numbers and metrics and all, you know, call time and all that stuff. [00:27:55] So you knew you were getting a raise though, like for sure, unless for some reason they're firing you, right? But other than that, you know, like, "Oh, my annual review is coming up. How much money am I going to make now?" And then they expect it. And then you don't really appreciate it because it's expected. And it's like normal now it's like, "Oh, well I'm getting a raise now. [00:28:13] Now I'm going to raise." And then. What also happens is, "well, I'm getting a raise," and sometimes people go, "Oh, well I deserve like this much." And then they don't get that. They get less. And then they're like mad about it. They're mad because they're making more money. It's not as much money as they wanted or as I expected. [00:28:30] So one of my big rules when it comes to raises is with raise comes responsibility. Don't just throw out more money. Like, "Hey, if you want to go from here to here, I'm happy to take you there. This is what that would look like. Are you in?  [00:28:44] Jason: Okay. One last thing. Titles. Titles are heavily connected to compensation. [00:28:49] So I dealt with this week. I talked to a property manager. They had like 20 doors or something and they hired a director of operations. No. You can't afford a director of operations. So the thing is, yeah, I said, "tell them they are an operations assistant in ecrow." And said, I gave you this inflated title. [00:29:06] You're an operations assistant. Maybe then eventually they could graduate operations manager. Maybe then be the, you know, maybe eventually. The director of operations, VP of operations, COO, but titles matter. So be very careful about handing out titles. Start everybody out as a something assistant or junior  [00:29:24] Sarah: property manager, junior assistant, property manager, or you can just have levels, property manager, one property manager, two property manager, three, like. [00:29:32] There's a lot of different ways you can do it. Be careful about titles. Yeah, be super careful about  [00:29:36] Jason: titles. Because they'll go look it up on salary. com and they'll be like, "Oh I deserve this. I'm director of property management. I guess I should be getting 150k or whatever, right?"  [00:29:46] Sarah: And also, 20 doors, fun little caveat. Be careful when you're reviewing resumes with titles for the same reason. Because titles they sound really impressive sometimes and they mean they could be made up They mean nothing when I got hired at an insurance job. They were like, oh we have to make your business card And I said, "okay," and they said "well, what do you want your title to be?" [00:30:05] And I said, "I pick my own title?" And they're like, "yeah, you can put whatever you want on there." And I said, "well, aren't I a sales rep?" And they're like, "yeah, but don't put sales rep." I'm like, "oh, okay. So what should I put?" They're like, "put like account manager or account executive or like something like that." [00:30:24] So I don't remember what we came up with, but. Came up with something that sounded like I was like, "Ooh, I'm a big deal." I was a sales rep. That's it. I sell things. That's it. But the title sounded a lot more impressive. And sometimes that can go to people's head just a bit. And keep in mind, money is connected to the title. [00:30:45] It always will be. So get on. And if you're like, "well, I don't know what to," Google will help you just get on. Well, I just had this conversation, I think two weeks ago with client. " Well, I don't want to hire like the COO of the company. I can't afford that." You're right. You can't. So. [00:31:00] What are they doing? Maybe they're the team leader. Maybe they're the office manager. Maybe they're an operations assistant. Like get on, find some kind of title, get on Google and say, what are other job titles for this thing? And it will tell you and pick one of those and avoid things like manager, juror, and like VP president or like, Senior account executive, things like that. [00:31:26] Because it. It will be startling if someone. Looks at their position and realizes. "Oh, I should be making 125 and I'm only paid 55. Huh? That's odd."  [00:31:38] Jason: All right, so wrap us up. Give us a call to action. [00:31:41] Sarah: Just If you feel like you're struggling with any of this and I know there's so many of you that are like, "oh man. Yeah, that's me." [00:31:48] I might have made some of these mistakes and that's okay because we all have we've done it to Go on doorgrow. com Book a call with us. We can help you with this stuff.  [00:31:56] Jason: This is what we do. Yeah, and if you made any of these mistakes, I guarantee there's a lot of others going on in the business you can't see right now. [00:32:03] We can help you get this cleaned up and help you make a lot more money, help you grow a lot faster. All right. All right until next time, to our mutual growth. Bye everyone. [00:32:11] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:32:37] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Are you ready to take your property management business to the next level? Look no further! In this episode Brad breaks down effective strategies for expanding your property management business. Whether you're looking to grow organically or through acquisitions, Brad shares invaluable tips and tricks that are tailored specifically for property managers looking to expand their business. From boosting your client base to increasing profitability, Brad covers everything you need to know for success in the industry!    Learn from one of the best run property management companies around by following this link and sign up for the RentWerx Summit!   Learn how the best in the business are generating more leads, earning more business, and generating more revenue at the BizDev Seminar.   Connect with Brad's team at www.rentwerx.com!   This podcast is produced by Two Brothers Creative.

Get ready for an exciting new episode of the Property Management Mastermind Podcast with host Brad Larsen! After a brief hiatus, Brad is back and eager to share the revamped podcast experience with you. In this episode, he breaks down the new monologue format that will allow for open discussions on various property management topics. No more commercials means a streamlined listening experience packed with valuable insight and perspectives from Brad. Plus, he'll be discussing why the podcast took a break and what to expect in future episodes. So don't miss out on this informative and engaging episode as we dive into the world of property management together. Don't forget to subscribe for more valuable content! #PropertyManagement #PodcastRevamp #BradLarsen   Learn from one of the best run property management companies around by following this link and sign up for the RentWerx Summit!   Learn how the best in the business are generating more leads, earning more business, and generating more revenue at the BizDev Seminar.   Follow this link for the episode with Peter Lohmann.   For the episode with Casey Powers click here.   Connect with Brad's team at www.rentwerx.com!   This podcast is produced by Two Brothers Creative.  

Kent Hardman is a property management entrepreneur who took his property management company from zero to over 120 doors in less than a year!  In this episode, property management growth experts Jason and Sarah Hull sit down with Kent to talk about the mindset changes and routines he implemented to kickstart and grow his property management company. You'll Learn [04:51] How your personal life impacts your business [08:23] Shifting your mindset toward growth [17:44] 10x-ing your business [24:48] Changing your life and business Tweetables “Self-care is the foundation. You've got to start there. Put your own oxygen mask on first.” “When it's somebody's doing sales and they start to get evidence, that's when magic happens because then we have our confidence.” “You've got to have that long-term vision to get through that kind of rut of a week.” “If you have more than 3 priorities in your life, you have 0.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: Self-care is the foundation. You got to start there. Put your own oxygen mask on first.  [00:00:05] Kent: Yeah. The plane's going down. You're supposed to put your mask on first. You know, how can I help my daughter if I can't even help myself  [00:00:12] Jason: All right. Welcome DoorGrowers to the DoorGrow Show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you're interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrower. DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. [00:00:36] Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners and their businesses. [00:00:52] 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, the Co-owner and COO of DoorGrow. Now let's get into the show. [00:01:12] And we're hanging out here with Kent Hardman. Kent, how you doing, man?  [00:01:16] Kent: I'm doing well. Glad to finally be here. [00:01:19] Jason: It's good to have you. So you've been a client for how long now?  [00:01:23] Kent: About a year.  [00:01:24] Jason: About a year. And this has been quite a journey for you. You're in a very different place you were, you know, now from a year ago. And so why don't we go back and why don't you give the listeners a little bit of your background and history so they get an idea of who you are and what got you into property management.  [00:01:40] Kent: Sure. Yeah, so I'm here in Cincinnati, Ohio. I grew up in Cincinnati. Won, the parent lottery had a pair of awesome parents, and I grew up in this old tutor and from a young age, just I was fascinated with architecture, real estate. Went to Miami University here, close to Cincinnati had what I refer to as my real job for a couple of years worked for a manufacturer. In the marketing department and I just knew it wasn't for me. [00:02:06] I always wanted to get into real estate. And you know, it was about 2006. I was networking with real estate companies. Nobody was hiring because of the economy. 2008 happened and literally I got into real estate in September of 2008, you know, people were running for the doors and I was running into a burning building. [00:02:25] And started out, I got my real estate license first, because that was the easiest thing for me to do. And did the realtor thing for a little bit, nothing against real estate agents, but I just, I had bigger ambitions than that. And got into buying rental property in Cincinnati and at the time my father retired financially, he had some cash to throw at some investments and me and my dad started buying apartment buildings and how I got into property management was just learning by doing, doing it for myself. Bought a bunch of apartment buildings, a lot of 10 families. [00:03:00] That then evolved into doing some urban development in Cincinnati. Cincinnati has recently gone through a great renaissance, so I was also in charge of doing the property management, but then also putting deals together development type deals, specifically in historic type shells that me and my dad would buy and, you know, build new on the inside. [00:03:19] And going back, so I'm 44 right now, going back two years ago, I was trying to kind of figure out what my second act is going to be, and, you know, I just identified how much I enjoy property management. Everything that you listed at the beginning of of your podcast, that's why I'm in it. And, you know, I love the flexibility, the freedom. I just enjoy the different people I meet, both from landlords to tenants.  [00:03:43] And, yeah, so then I joined DoorGrow about a year ago. And it changed it from just a thought to me actually being serious. Like, yeah, I'm actually doing this.  [00:03:53] Jason: So where were you at when you joined DoorGrow? What was going on that made you decide, "Hey, I need to get some help or I want to join a coaching program." what was going on? [00:04:02] Kent: You guys found me on Facebook. You know, some ads start popping up. I'm like, you know, "what is this?" And clicked on it. And immediately, you know, in the original video, I saw you just jumped right into mindset and I was like, "wow. Okay. This is, you know, a property management type coach with mindset." I'm like, "that's a pretty potent mix. And yeah, just at the time, personally, I was in a really rough spot that I'm happy to dive into if you like. And yeah, DoorGrow just helped me just get the momentum to start making some phone calls. You know, I was sitting there having the idea to do it, but not doing it. [00:04:37] And I was like, "well, I'm going to join this." And by doing that, it just gave me the confidence to, you know, start reaching out to people and "hey, I'll manage your property." [00:04:47] Jason: Yeah. So, well, cool. You had mentioned you know, you were struggling with some stuff. What was going on in your life at the time that you joined the program? [00:04:55] Kent: Sure. Yeah. A lot from what I remember. Yeah, so, long story short, I was in a mentally abusive relationship with somebody, and we were not married, and something happened that I was able to get her out of my life, well then, our daughter, we share a daughter together that I basically raised by myself, in the state of Ohio, women have all the rights over children. And she got at me, and I didn't see my daughter for about six months. I compare it's about the closest thing to losing a child that you can, you know, get to my sense. [00:05:26] I didn't, but it was basically on that level.  [00:05:29] Jason: There's nothing to make you value your kids like somebody taking them away from you So, my kids are what got me into entrepreneurs and that's really what drove me to be able to have the flexibility to control my day and my life and my weeks so that when I had them, I could spend time. [00:05:43] It was a big deal to me. So, but their perspective is probably "dad's always working because he's working from home," you know? Being able to be an entrepreneur and have that freedom was what really drove me to do what I do. So yeah, I remember us having some pointed conversations, like you were struggling, I think, just cognitively or mentally with everything that was going on with you. There was a lot of stress. You were dealing with a lot of stuff. And my perception, from the coach's perspective is that your confidence was kind of shot. You just like, you had the skill, you had the knowledge, and we could teach you the stuff to do, but in the beginning you really weren't believing in yourself. [00:06:23] Kent: Yeah, 100%. Yeah. I mean, you know, mentally, I'm struggling just to get out of bed. I mean, it was a challenge just to face the day, you know, and I'll never forget at the time. I went to go see somebody a therapist talk to and she said, "oh, what are you doing?" I'm like, "well, I'm trying to do this property management thing." [00:06:39] "Well, what do you do on a daily basis?" [00:06:41] "Well, I call people that don't want to, you know, hear from me" and, you know, and she's like, "probably need to get another job." I'll never forget.  [00:06:49] She said, "well, why don't tomorrow you call one person and then from there, you know, try to do better the next day." And at the same time, I reached out to a good friend of mine, probably my closest friend. [00:06:59] And I just said, "Hey, man, I'm not doing good, you know, like, what should I do?" And he said, "man, concentrate on the little things. You know, "are you taking care of yourself? You know, are you eating good? Are you sleeping? You know, are you keeping a regular routine with the sleep schedule?" I wasn't doing any of those things, you know, and so just--  [00:07:15] Jason: One day, we had a similar conversation. [00:07:17] I'm like, self care is the foundation. You got to start there. Put your own oxygen mask on first. Yeah.  [00:07:23] Kent: So, yeah, you know, exactly. Yeah. The plane's going down. You're supposed to put your mask on first. You know, how can I help my daughter if I can't even help myself and, you know, it just started just one day I got out of bed and took a shower and I'm like, wow, that's more than I've done in a couple of weeks. And then I picked up the phone and the next day I called somebody else. And then it got into a point of me just, you know, I'm not naturally a outgoing sales, salesy type person. And you know, then I just start killing it. I just enjoy the numbers game. I enjoy that I could have, I could call 50 people and it wouldn't bother me 49 of them wouldn't want to talk to me. [00:08:02] It'd be that one, you know, just that feeling of just, you know, that home run that you hit, like, man, that was worth it, you know. And that's how I started. I just started calling strangers. I have a specific geographical area that I targeted and I had a way that I hunted down their information. It was a lot of data mining, but it was just the dialing  [00:08:20] for dollars is how I got my start. Yeah.  [00:08:23] Jason: So what shifted being involved in the coaching at DoorGrow? What do you feel like really had an impact for you and how did it help you? And how many doors did you have when you started with us? Let's start over there.  [00:08:34] Kent: Zero.  [00:08:35] Jason: Okay. Zero doors. How many doors are you at right now? [00:08:38] Kent: 107.  [00:08:38] Jason: That's awesome. Yeah. That's awesome. Thank you. And so, you know, where do you think you would be if you didn't have DoorGrow? How, how did DoorGrow contribute? How would this be different?  [00:08:49] Kent: Yeah. Well, you know, the first question you asked, you know, how did DoorGrow help me? Sense of community is the first thing that came to mind. [00:08:56] The fact that I was joining forward thinking property managers. You know, I felt like I was at home because it's something that, you know, I believe in, I believe the industry is a little behind the times and a couple of different areas. Technology being one and, you know, we can dive into all the other areas, but just. [00:09:13] I felt like I was in a place where people understood what I was trying to do professionally. And, you know, that was a big thing, the community, but then another big portion of it was having somebody holding me accountable you know, I'll never forget Morgan reaching out to me, "hey, how can I help? How can I help?" I'm like, hey check in with me, you know, make sure I'm calling my 50 people a day, you know, just do that weekly, you know, because then I'm telling you, I'm doing it. If I'm not doing it you know, I feel a lot more responsible if I'm telling somebody I'm going to do what I need to do. [00:09:43] Jason: So, yeah, I think you put in the work and it's awesome to see that. You know, we can give clients the strategies. And the stuff that we give people to do works, but not everybody does it. A lot of people listening are like, all they're hearing is like, "Kent makes a bunch of phone calls." [00:09:57] They're like," I don't want to do that." You know, what's different about the strategies that you're doing with DoorGrow versus what you maybe would have tried on your own then. I would have just been kicking tires  [00:10:07] Kent: if it was just myself. You know, it still would have been idea, [00:10:10] "hey, I'm going to do this. You know, it's really just, it just gave me that confidence, you know, even jumping on the weekly calls and talking to people kind of sharing the war stories. You know, it's like, oh, you know, I'm not the only one having these struggles, and it's been great to, not that I like hearing people struggle, but it's, you know, it's nice to hear other people are going through the same thing I was, and that goes back to kind of that sense of community that I got from joining DoorGrow. [00:10:36] Jason: Did you go through the rapid revamp class? I did. Yep. And so what changes did you make to your business going through that pricing, your sales pitch, brand new website, any of these?  [00:10:48] Kent: All of them. But the one that really stands out is my pitch. You know, that was something that, like I said earlier, I'm not naturally a very confident person. [00:10:58] I'm a very empathetic he's some love type person, you know, and the idea of being a very salesy person intimidated me. But you kind of alluded to it. It was just a lack of confidence. You know, I know I can do what I need to do. It's just having that confidence and believing and yeah, just really defining my pitch, it was the biggest thing I took from that course. You know, website was an amazing, you know, pricing, all that stuff. But that was the one big thing I took from  [00:11:24] Jason: it. Yeah. Yeah. I mean, it really is. It's pretty significant that the level of confidence that you go into in sales when you just know that what your pitches and you know why you're doing what you're doing and you know that you can benefit people. [00:11:39] And and that's what we teach. We teach authentic sales and, you know, seeing you shift from thinking you had to be a salesperson to shifting into having a solid pitch and just knowing that you could help people and being able to go out and do that. It probably made it a lot easier to just even make the phone calls and reach out to the right partners and the right people that could do some business with you. [00:12:02] Kent: Oh yeah. You know, having that confidence and you know, another big thing that I'm thinking of coming through the year with us talking here is just the the whole concept of momentum. I would call get one person, okay, let me get another person. And just that idea of just, let's keep the ball rolling. Let's do a little bit better the next day.  [00:12:18] Jason: Yeah, it starts to give you evidence. When it's somebody's doing sales and they start to get evidence, that's when magic happens because then we have our confidence. It becomes real, then we can see that we are getting results. We can see that the needles moving for, you know, in a positive direction and that can be really significant. [00:12:36] Sarah: So Kent, do you mind kind of talking about like the financial situation that you were in and kind of like your journey through all of that? Because, I think that's something that a lot of people really struggle with is like, business is not easy. And sometimes, you know, we either underestimate or really overestimate, like, what it's going to look like. [00:12:58] Very rarely, I think, are we accurate in our planning and our methodology? So if you wouldn't mind, like, you know, it's just sharing some of the. You know, the financial piece, like, what did this look like, you know, from the start to like, where you are now.? [00:13:13] Kent: Yeah. You know, what I've described to people is when I said what I do, you know, I said, "hey, you know, growing a property management company is not impossible. It's a difficult thing to do, but I did it with two, my two arms tied behind my back, you know, because I was struggling just to get out of bed," you know, is where I began. And, you know, it's just. I knew that I could do it. Once again, going back to the confidence and the routine of doing it, but yeah, you know, the, at the end of the day, I enjoy this business for multiple reasons, but from a financial piece, I enjoy the residual income that comes in. I enjoyed the flexibility that this job allows. And yeah, you know, my expectations coming in, you know, I had my spreadsheet on what it would look like and, you know, my goal was 100 doors. I'm going to be at 100 doors and I know Jason, you shared that's a lot of people when they start up their goal and I'll never forget. It was right around Christmas time last year. I'm like, "well, I got to call somebody" and, you know, I started calling people and after my first day, "I said, my goal is 100 doors by the end of the year, 1 year from now." Yeah. Well, I was able to reach that last month September 13th and it was a very good feeling that day, kind of walking on clouds, like, man, did I really just do that? You know, and just looking back yeah, I just had to put in the work. At the end of the day, it was a challenge to call that first person, but I just knew, I told myself, I'm going to have to pound these phones for six months. Is what I told myself and you know, so I'm like, all right, May, June, I should start getting some income man. It was right on the dot. I mean, literally day one of the second half of the year, client number one, client number two, you know, but it's like you got to have that long term vision to get through that kind of rut of a week of without securing anything, you know, you just got to. [00:15:07] And once again, going back to DoorGrow gave me the confidence. I mean, you know, if I didn't have DoorGrow, I'm sure I would have gave up like, yeah, this is not going anywhere.  [00:15:15] Jason: Yeah. So, I mean, it's been awesome seeing your growth and where are you at now? Like we know you've got more doors, what, but how does life feel different for you? And what I mean is in the beginning, struggling to get out of bed, like life was difficult, zero doors in the beginning. Give us some contrast, help us understand where, what's life like now for you.  [00:15:34] Kent: I mean, night and day, you know, I love the quote. [00:15:37] I don't know who said it, but "if you have more than 3 priorities in your life, you have 0," and right when I heard that, I'm like, man, what are my 3 priorities? Well, my health, because if I don't have my health my longevity, I got nothing, you know, that's the foundation. So, taking time to work out, to exercise, to bike you know, family is the second one. [00:15:57] You know, my daughter, my parents and then the third is work. And just having that focus has given me great clarity. You know, I don't have time for anything else outside of my three priorities. You know, I, you know, I'm going to, I went to bed last night about eight o'clock. I was dead tired because I busted my butt on my three priorities. [00:16:17] So, you know, to answer your question, how's it switched? It's just I'm so thankful for what I went through because it's given me extreme focus on what's important to me, what I need to do to survive and to thrive.  [00:16:28] Jason: Yeah. We had a good conversation about 10x. I remember. What did you take away from that coaching call? [00:16:36] Kent: Yeah, it's so funny. We talked when you originally and you started with health, you know, "hey, man, make sure you're working out. Make sure you're taking care of yourself. I mean, I took a lot from that, but that was the biggest thing. I wasn't taking care of myself. And I got better over this year, but I made that priority. [00:16:53] Number 1, you know, I prioritize sleep. I prioritize going to the gym and you know, the other big thing I got from it was I was kind of messing around. Like, I didn't realize how close I actually was, you know, I thought it was gonna take me forever to get where I wanted to be door count wise. And it was like, to the day, like, maybe not even a week when I went from 30 doors to 105 doors, And all that was I, you know, it was easier or what I took from the conversation. It was easier for me to, like, try to be a professional athlete than trying to be like a college athlete. You know, so what I did was I started calling people in my database with more doors. You know, I started stop messing around with the 2 families, and I was going 4 families and up and just there was things just started gushing in. [00:17:44] Jason: Yeah yeah, we chatted about that. And for those listening, the conversation was something like it's easier to do 10x and 2x, which comes from that the book with the title 10x is easier than 2x by Ben Hardy. Which is he's teaching Dan Sullivan's principles in that book. And but the idea is there's very few things that can get you, that you can do to 10x. [00:18:06] And when you think about that, and there's a lot of things, infinite things you could do to 2x your business, right to have incremental growth. So. I just, I challenged you. I said, I want you to sit with that question and think, what could I do to 10x? And when we just start exploring that question, we start to change your behaviors. [00:18:22] And you've found some ways you're like, well, I'll go after people with more doors, people with more doors secretly for those listening, the people with more units and more doors are better clients, they value you more typically, and they are easier to get on, you know, than the one offs in a lot of situations. [00:18:40] And so, you know, we can choose our ideal customer and go after them. And you started shifting your focus, which is interesting. And then you started seeing a shift in your door count significantly.  [00:18:52] Kent: And, you know, it's worth repeating what you said there, you know, the higher door count people, the more sophisticated investors are way easier than some of the mom and pops with, like, a 2 family, you know, for every reason you just mentioned right there.  [00:19:07] Jason: Yeah, they get so emotional about their property. They maybe used to live in it. They're like, "Timmy etched his height in the wall, like, since he was, you know, a little kid and like, we need to maintain it to like, it has to stay the same forever," and they don't want to treat it like a rental property. [00:19:22] Yeah. So, yeah, well, Kent, you know, we've really appreciated having you as a client. It's been great to see your growth and success. Where do you see yourself in a year from now?  [00:19:31] Kent: Yeah. So there's kind of two things going on when I'm thinking, you know, I've just seen, you know, my number one priority right now, I'm where I'm at the door number that I wanted to be you know, I want to make sure my highest priority right now is make sure I can deliver to what I told the people I can do so, yes, I have greater ambitions of growing doors, but me servicing what I already have right now is of my number 1 priority and number 2 and I've mentioned this to you, Jason. [00:20:02] I've mentioned it to a couple other people. You know, me getting up to 1000 doors. Is going to be easier than what I just went through over the past year to get to 100. And, I'm using the last part of this year to kind of button up my processes with the things that I'm servicing right now and going into the next year My goal is going to be to let me double what I did. [00:20:23] Let me try to get 200 doors, you know And just see where that goes But then I, you know, I say that it's like, wow, screw that. I'm going to go after a thousand doors. Why am I selling myself short? You know?  [00:20:35] Jason: Yeah. Yeah. I think you're, you know, that's interesting. I think a lot of people listening to this might have less than a hundred doors. [00:20:42] And if you do reach out to DoorGrow, let's get your business fixed up because having less than a hundred doors is not really a profitable business. Like it's really difficult. To make money when you have like 20 doors or 30 doors, right? 50 doors. And a lot of people get stuck right there as a solopreneur. [00:20:59] And and they've already made usually a lot of mistakes related to pricing and branding and everything else. So everything feels so uphill. And then a lot of times they're losing more doors sometimes than they're getting on or about the same. So they're just, they have this high churn rate where they're losing clients every year. [00:21:13] And then getting some clients and they're like, "I'm not growing." That's a painful grind to be in. And that's way harder than if you break the hundred door barrier in a healthy way, which you did and you know how to grow, which you do. And you know how to grow independently of ads. You don't, you're not beholden to some marketer to advertising agencies. [00:21:33] Like you can just go out there and create business. And it actually takes you less time than it would to follow up on cold, crappy leads that you were buying. And so you're doing things in a smarter way than most property managers do, because most probably are listening to this going, "well, I don't want to make phone calls. [00:21:48] I'm going to go be stupid and spend a bunch of money on ads and try and do a bunch of advertising instead," because they want to avoid something that's going to actually work well and get them warmer leads that have a higher close rate that they're not competing with the low price property manager, you know, out in the market.  [00:22:05] Sarah: I think it's the perception of pain. It's all, it's not, you know, people aren't like, "Oh, I want to do this way instead." It's just that it sounds painful where it sounds a lot easier just to be like, "Oh, I'll just pay for ads. I'll pay a marketer. And then like leads will come to me." It sounds easier. [00:22:23] And it's so deceptive because it's so hard. It's so hard. But it sounds, I think when people hear like, "Oh, well, I have to talk to people and I have to make a bunch of calls and I have to reach out to a bunch of people? I have to do a bunch of work?" Then they go, "Oh, this is like this hard thing." But what they don't realize is that if you, like, if you're spending money on ads and you're advertising, like, and you're getting leads that are coming to you, you still have to make a bunch of calls. You still have to talk to a bunch of people. You still have to do a bunch of work and you're actually doing more work because these people don't know who you are and you're just spending money. Like hopefully this works! I hope it works. So, like, is that something that was like hard for you to get over that hurdle and just like start doing the work. Was that hard for you?  [00:23:07] Kent: Oh, yeah. I mean, I you know, I procrastinated forever, you know, it's you know, I spent so much time, "I'm gonna do this with you know, trying to find leads and you know," basically I was just prolonging the pain, you know, I'm then finally one day. I'm like just call somebody, you know I think the best example was it was right around Memorial Day. It was that Saturday And I got up, I'm like, all right, "I'm going to call my 50 contacts or my 50 buildings." And man, I was pacing around my computer cause I did not want to do it. You know, I came up with every excuse. [00:23:44] "Oh, it's a holiday. Nobody wants to talk to me." You know, there were some curse words that I just started saying to myself, like just trying to hype myself up, like, "man, just do it." Finally, I sat down and did and started calling and call number one. So I reached out to 50. Prospects 50 buildings call number 1 was a home run call. [00:24:03] Number 50 was a home run. Everything in the middle was a dud, but I was just like, I got off. It was so funny to have that 1st 1 and that 50th. I was like, wow, that was a lesson right there. You just don't know what's around the corner. But yeah, Sarah, yeah, definitely procrastinated to finally pick up the phone. [00:24:21] But once I, you know, talking about that momentum, once I started getting some first base hits, those then turned into double plays, and then they got a couple of home runs out of it, but you just got to start.  [00:24:32] Sarah: Yeah. Awesome. Thanks for sharing that.  [00:24:34] Jason: Cool. Well, can any parting words of wisdom for people that are, or were are right now in a similar spot to where you were when you first came to us? [00:24:44] Or maybe they're dabbling like 20, 30 doors are struggling? [00:24:48] Kent: Yeah. I mean, it's been, you know, there's been a couple of things in my life that were like moments. I'm like, man, that, that changed my course. And one was joining DoorGrow. Professionally. And, you know, the second Jason's the call that mean you had, you know, maybe a month or two ago when I shared what I went through. [00:25:05] You know, that was just 2 things that just, you just get tattooed in my brain. And I know I've said this a few times to you even, you know, I'm like, "Oh, I could have got where I am right now, but DoorGrow helped me do it quicker." I'm confident in saying I'm even going to remove that from my vocabulary. [00:25:21] I would not have been able to get to where I am right now. Yes, I did put in the work, but DoorGrow was great on showing me little tricks of the trade, some different technologies I can implement that just compress that time from a very long time into a very short time. So, yeah, you know, if anybody's on the fence about joining you guys I'm a customer for life. [00:25:44] That's good stuff. We're ending right now. That's like, that's it.  [00:25:48] Sarah: That's it. That's all we need to hear. My day is complete. Thank you. And because this is what we do. This is what we do and we like doing it. Like I'm, this like really fulfills me. This is what I'm really passionate about doing is making that change and making that impact. [00:26:03] Jason: Yeah. Can we be real? So like yesterday was a rough day for us, right? Business can be rough sometimes, like, you know, we get stressed out. We like feel overwhelmed. Things change in the business. Things change with the team. You know, sometimes you get bad news. [00:26:18] Like business is not easy. It's a new day, you pick yourself up, you get to work, and Kent, it's been awesome seeing you put in the work, get the results, and that's really what we value as coaches, we need clients that are willing to do the work required to get the result, we will just help them with the system, and when we get great people, and they have a system, they're going to win. [00:26:46] There's no question. Our system's proven. We love when we get to connect with the right people that are ready for a good system. And those of you listening, when you really want success, when you're really committed to success, and you're willing to do the work required, and you just do it, even if you're sucking at it, the system will become clear. [00:27:06] You will find the system. And that's when greatness starts to come. That's where success starts to come. So put in the work, put in the effort. And then when you're ready, reach out the DoorGrow, we've got the system and then we'll help you get going. So Kent, thanks for coming on the show. Appreciate you. [00:27:20] Thank you. Yeah. Thanks for your time. We'll talk to you again soon. All right. Sounds good. See you guys. All right. So if you are a property management entrepreneur, that's wanting to add doors and make a difference in everything that we talked about, then, you know, reach out. We would love to support you. [00:27:37] Just go to doorgrow.Com. Also go to doorgrowclub.Com, join our free group and community. We give away a lot of value. Hopefully that'll get you up to the point where you can afford to work with us. And and when you're ready, we're here to help you take things to the next level. So bye everyone. Until next time to our mutual growth. [00:27:54] 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!  [00:28:21] 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.

Welcome back to The Property Management Show podcast, your go-to source for all things property management, entrepreneurship, and marketing. This podcast is proudly brought to you by Fourandhalf, a leading digital marketing agency specializing in property management. Fourandhalf has been instrumental in helping residential property managers generate more leads and attract quality property owners since […] The post Property Management Business Owner's Ticket To Freedom appeared first on Fourandhalf Marketing Agency for Property Managers.

Can property managers report resident rent payments (and missed payments) to credit bureaus? Should credit reporting be a benefit that property managers offer to their residents?  Join us on this episode of the Property Management Business podcast as we explore credit reporting with special guest Steve Jarvis from CredHub. Steve shares insights into a program that automatically reports tenants' rental payments to credit bureaus, positively influencing their credit scores and increasing the collection rate for property managers.    Marc and Steve discuss property management challenges and the importance of a collaborative relationship between landlords and tenants. Discover how comprehensive reporting can enhance tenant credit and reduce delinquency rates by up to 50%. Steve also explains CredHub's mission to create a better financial future for everyone involved and the impact of paying rent on time on credit scores.    Grow Revenue While Helping Residents Build Credit with CredHub To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

If you have ever gone to big, in-person coaching events, masterminds, or conferences, you've probably come back to your team with a TON of ideas you want to implement.  In this episode, property management growth experts Jason and Sarah Hull talk about how to bring new ideas back to your business and implement them without totally overwhelming your team. You'll Learn [01:22] Why we invest in coaching ourselves [05:47] New ideas take time to implement [09:37] You need better hooks! [10:39] How to avoid overwhelming your team with new ideas [17:54] The best live event for property managers Tweetables “People give up long before they get results in anything.” “If you quit before you get the results, it's never going to work.” “You can guarantee failure if you stop.” “We grossly underestimate the amount of work that people put into something to achieve success or to get a result.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: It's difficult because we come back from an event and then we pull the pin on a grenade and throw it into the middle of the room with our team. We're like, "Hey, here's this really exciting thing!" And it's exciting for us. But for them, they're like, "I already have all this work that I'm expected to do, and you want to like change everything now?"  [00:00:19] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. [00:00:44] Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. [00:01:00] 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. All right. So we just got back from doing what?  [00:01:25] Sarah: We went to two events back to back, which is a little crazy, but we did it. So we went to a Mastermind right outside of Nashville, Tennessee. And right after that, we went to a big event down in Orlando. It's Funnel Hacking Live. [00:01:41] So we were gone for like a whole week.  [00:01:45] Jason: Yeah, a whole week of travel and events and how'd you like it?  [00:01:50] Sarah: I loved it. So it was a lot in a short amount of time especially with the travel. So we did four cities in three days. So that was kind of crazy, but it was really great. [00:02:02] And then it was funny because we did our mastermind event and right after that, then we went to Funnel Hacking Live, and on the way to, and like from both of these events, we were then watching like an online course from Alex Hormozi. So it was just like information overload.  [00:02:21] Jason: Yeah so much. We have a lot of ideas. We do. We took a lot of notes. We have a lot of notes, a lot of ideas, and it can be a bit overwhelming. A lot of you probably feel like that when you go to events. You get a lot of ideas, a lot of stuff. And so we talked about how we need, like when we have some space, because we're getting caught up in all the work that we missed and everybody needing us. [00:02:45] We need to block out at least a day or two to really just digest all of the stuff that we got and to prioritize it and figure out where's this going to fit in with what we're doing. So for you, what are some of the key takeaways that you got that you feel like you are motivated to work on as a result of all the stuff that we just downloaded? [00:03:07] Sarah: Well, there's so many things I think if I were to have to choose right now and prioritize, I think probably like building my own personal brand would be on the top of the list. And doing the thing that I hate the most, which is social media. Yay. I hate social media so much. I just hate it, but it's a thing that you've got to do, I guess. [00:03:31] Jason: Yeah. So a lot of people I think make the mistake of trying to build up the business brand on social media. Which generally is a lot less effective because people want to interact with people and most of the people that you follow are not a business, they're a person, right? And so I think that's one of the things that took away too, is I need to really focus on building up my personal brand. [00:03:54] You need to focus on building up your personal brand and those two personal brands combined, you know, if we're focused on a business brand can feed that, but really, people want to connect with people. And so I've been really putting a lot more effort into short form video, cranking out a lot more content so that I can build a bigger and bigger following. [00:04:14] And the one thing that really stuck out to me related to that is the importance of consistency and doing a piece of content every single day, rain or shine and so this is something we're trying to get in place so that we can crank out something every single day.  [00:04:34] Sarah: Every day. So I'm going to go from not doing social media to doing social media every day. It sounds horrible. [00:04:44] Jason: Yeah. And I mean, from the first event we went to, one of the things that I took away is I need to go live a lot more often I need to be really contributing and adding value to our free Facebook group, which if you're a property manager, make sure you're in it. DoorGrowClub.Com and just providing value and not being so worried about everything looking perfect. [00:05:08] You know, one of our mentors, he's just like driving, he's in a t shirt, like he just goes live in that group all the time. But then also putting out like nicely branded content on short form videos, something that I took away from the Funnel Hacking Live event that we went to, and putting that out every single day. [00:05:26] And they showed these examples, right, of, you know, women and men that had done something every single day for a year, and how things just started to explode. Yeah. Eventually, once the algorithm learned they were going to be there, and they had a topic, and they were consistent, and they started to build an audience, then they started to get featured, and then they started to explode. [00:05:47] Sarah: And then also, the other thing, too, is there are a few examples of this, where I don't remember which girl it was, maybe it was Jodi, maybe Jodi, I don't remember, but she was saying "Well, my brother was going to start this business and then he started doing social media content and then he stopped and I had asked him like, 'Hey, how are things going?' [00:06:04] And he's like, 'ah, yeah, I stopped doing that.'" And she said, "well, what do you mean you stopped?" And he's like, "no, I didn't, it didn't work. Nothing happened from it." And he had only done it for a very short period of time, so he gave up. And I think that's what happens is people give up long before they get results in anything. [00:06:23] And it's not just social media it's oftentimes in anything, you know, they're, you know, trying to make relationships with investors or with other real estate agents or their neighbor property managers you know, and they're like, "well, it didn't work, you know, I called, you know, I sent 500 emails and I did, you know, 100 calls and it didn't work." [00:06:40] Yeah. And then if you quit before you get the results, it's never going to work, right? So you can guarantee failure if you stop.  [00:06:48] Jason: Yeah. I think one of the things I realized is that we grossly underestimate the amount of work that people put into something to achieve success or to get a result. And so, like, we learned this watching one of the Hormozi videos. [00:07:06] He was talking about the sample size sometimes is just too small. He was like, " I did 300 flyers and I didn't get any calls." and he said, how many, did the guy do a day? 5,000. He's like, "I do 5,000 a day." He did 3,000 one time, like in a month. And he was like, "oh. This is what I thought was required. It's actually this."  [00:07:27] Sarah: Think about it, like if you're doing 300, if you contact 300 people, yeah, did you tap out your market? And the answer to that is probably no. Are there more than 300 investors in your market? I bet there are. [00:07:39] Are there more than 300 real estate agents where you are? Unless you're in a tiny little podunk town like I was, you probably are.  [00:07:47] Jason: Yeah, so that's something that really stood out to me is I'm not doing enough. And so the level of work and the level of commitment that some of these entrepreneurs had in their businesses. [00:07:59] really created some contrast for me. I was like, "wow, I'm not doing that." So what did I do? Like we're back. It was Monday yesterday. And I was like, all right, I got up at like four in the morning 4:30 in the morning. And I just worked on connecting and reaching out to a hundred people. So I sent out like a hundred voice messages to Instagram followers. [00:08:23] That's my goal is to just crank out connecting to a hundred people every day and just do this. And that will create some connection and that will start to build stuff up. And if I put in the reps doing that, and then maybe get some support, I also challenged my team, like, see if you can reach out to a hundred people each day. [00:08:43] So we'll see if we start to see some results. And I already started having conversations just from the initial outreach. So if I just do that every day, that should have a significant impact on the business and it compounds over time. And so then I'm also cranking out a lot more videos like this morning, you know, I'm took my daughter to school. On the way back where I'm not having to listen to Taylor Swift or I listen to her talk about Taylor Swift and tell me all the, like, theories and ideas about Taylor Swift. Like what's her cat's name. Right, like, all this stuff about Taylor Swift because she's like a Taylor Swift fanatic. [00:09:17] Like, as soon as she's out of the car, I started recording videos while I'm driving. So then I have some, like, I've got my phone, I know how to get home, so, like, It's recording videos and I'm just talking about some different things. Hardest is sometimes just think, what should I talk about? So sometimes I'm asking chat GPT, like, "what should I talk about?" [00:09:34] You know, And generating some prompts. And another thing that I learned about, or that really kind of sunk in a little more effectively was the idea of having hooks. A lot of people think they have a lead problem or a lead magnet problem or a lead gen problem. And really what Steven Larson, a friend of mine mentioned is you really just have a hook problem. [00:10:03] You just don't have a good hook to capture people's attention in the first three to five seconds, that hook on a phone call matters on your marketing matters more than anything else. And so not having a good hook in the beginning can really cause you to lose a lot of money if you're spending money on advertising. [00:10:21] So I'm now trying to be more conscious of the hook at the beginning of my videos that I'm creating and being more effective at creating hooks that capture attention or that are a pattern interrupt to get people to pay attention. Because if I don't do that. It doesn't matter how good the content is. [00:10:39] Sarah: So I think one of the other things too is, and this happens every time we've seen it over and over again with our clients too, is they'll come, they'll go, especially one of our events because we jam pack stuff. So they'll come to one of the events and then they're like, "yeah, but I have so many great ideas. I don't know how to implement all of it." Or they're like, "yeah, but I don't know if my team will go for that. Like, I want to do that, but like, I just don't know if my team is going to go for that." And I think it's really common when someone goes to an event and they were there. So they had that experience. They saw everything they experienced at all. Like it sunk in, it hit them and they're like, "oh yeah, like it's super clear to me why we have to do this." And then they want to come back and they want to change things in the business and their team didn't have that same experience. Yeah, so the team wasn't at the event. [00:11:27] The team is like, "hey, we're just holding down the fort while you're out, you know, doing this event," and then you come back like a crazy person and you're like "guys, we're going to change the whole business model! We're going to start doing things like this. We're going to do things like this instead and we're going to do all of this and I got all these great ideas and here's what we're going to do!" And the team was like, "what are you talking about? Why?" Like You come in hot like a crazy person. And I think there's kind of a better way to approach it. The one of the things I think that's really helpful. Is having some sort of strategic planning system like we use DoorGrow OS. That's our operating system. It's also available for you guys. If you're interested, it's like 97 bucks a month but it's a really great planning system so that instead of coming back with like 20,000 ideas and going, "yeah, I'm going to implement all of them." [00:12:15] Realistically, you're not. Realistically, there are going to be things that are going to be priority and they take precedence and then there are going to be things that maybe you never do. And they're going to be things that you want to do, but they're going to be way down the line. And you need to really find a way to like organize all of this stuff and then prioritize. [00:12:32] What are we actually going to do right now? Like, what would be the biggest thing that we could do right now to move the business forward? So something like that would help and having your team involved in that is a really great way to make sure that your team is actually bought in Instead of you coming back and coming like "hey, we're going to do this. We're going to do that this, and we're changing this and we're like going to hire these people and maybe we're going to fire, you know, John over there." Then the team is like "whoa!" like they feel like railroaded because they didn't have the same experience that you had. [00:13:03] So having a meeting, we're going to do this to o, having a meeting with your team and just sharing the ideas. And you're not saying, "we're going to do this." All you're doing is just sharing the ideas that you learned. And that way it's like, "hey guys, I like, I learned this really cool thing and it kind of sparked an idea. I'd like to talk about that and see if it makes sense. Like, what do you guys think about this?" And that way you're involving your team in it instead of just saying, "we're going to do this." And they're like, "oh, I don't want to do that." We have to keep in mind that people don't like change. Change is scary. [00:13:37] It's different. It's like you're getting them outside of their comfort zone and outside of their box. But if they're part of the conversation, and they feel like they have input, and like their opinion in the whole discussion actually matters and counts for something, they'll be a lot more bought in to whatever ideas you actually decide to implement and move forward with. [00:13:59] Jason: Yeah, I think that's really important. It's difficult because we come back from an event and then we pull the pin on a grenade and throw it into the middle of the room with our team. We're like, "Hey, here's this really exciting thing!" And it's exciting for us. But for them, they're like, "I already have all this work that I'm expected to do, and you want to like change everything now?" And so our team members, they're not entrepreneurs for a reason, right? They want a job that gives them safety and security. They want peace. And we get a kick out of innovating, doing new things, changing stuff a lot of times. And we have this big picture vision and we're risk takers to start a business. [00:14:38] We're cowboys and cowgirls. We're wild, right? And that can really be disruptive to the business if we don't get them gently to buy into the vision. And there's a way to do that, right? We do that through DoorGrow OS and through how we plan here at DoorGrow. You and I will probably talk about a bunch of ideas. [00:14:57] We've already been talking a ton about all these different ideas that we got and all the things we could implement, all the things that we can do. And then we can figure out what we want to prioritize before we just go bombard the team with everything. And then we have a cadence of planning. So the things that do matter to us, we can start to mix into our cadence of planning, but there's a lot of things that we got from this that you and I can just take action on right away. Yeah. Without messing with the team at all. But it doesn't impact the team in any way, well, maybe inadvertently, but if I just start creating a whole bunch more videos, right? That's my time or I can spend.. [00:15:36] Sarah: Madi will hear this and be like, "really it doesn't affect the team?"  [00:15:39] Jason: Yeah, I know. My daughter who does the video editing and social media. [00:15:43] Madi, I'm with you.  [00:15:44] She'll be editing this episode and saying "right, right"  [00:15:48] Sarah: Her face yesterday. Yeah. You're like, "I want to do a short form video every day," and she goes like, "every day? Like every...?" And she's like, "how soon are we going to do that?" And he's like, "as soon as possible."  [00:15:58] Jason: That was kind of a grenade. Yeah. And that may mean you, you need to build out the team a little bit. Maybe we need additional people, who knows, but.  [00:16:05] Sarah: So I think one of the things too that Aaron pointed out in the first part of our mastermind event that we went to is. Your team really needs consistency and your team needs to know that who they're working for is like, you're a safe bet because there's a lot of jobs out there. [00:16:24] They can go work for just about anyone, and they're with you. They need to trust you to of course, change things and move things forward but do so in a way that doesn't completely disrupt, you know, their sense of safety. So doing things slower than probably we would want to do them is really important, right? [00:16:48] Because then if you come back and you just. Yep it's a great analogy, just throwing the grenade in. It's, that is not safe. That is not steady. That is not slow. That's like, "hey, we went to this event, we were gone for a week, and in the week we decided to change everything about the business." The team's like, "what?" [00:17:06] that means every time that you go to an event, your team is going to be panicked. Your team is going to panic. They're going to go, "oh god. They're going somewhere again. Oh crap. Now what?" And if we have this kind of sense of like impeding doom in the business then you can implement all of the ideas or none of the ideas or just one it won't even matter what you do because your team, they need to be bought in and they need to feel safe, so that they're on board with actually doing things However you're going to do them, it doesn't matter, but if you don't have the support of the team, and you aren't doing a good job at holding the, like, a good container for them, then you're not doing yourself any favors. [00:17:51] Jason: Yeah, good stuff. Well, we have an event that's coming up in May. Which will be DoorGrow live. So people have plenty of time to get ready for this. So if you want to be part of An event where you get a bunch of ideas and you can get a grenade to throw at your team, I'm joking, then make sure you come to our DoorGrow live event It's it really is an awesome event.  [00:18:15] Okay, cool. Well, let's go ahead and wrap this up. So if you are a property management entrepreneur and you're wanting to add doors and you're wanting to grow your business and you're wanting to figure out operations because adding doors is starting to get uncomfortable for you, either of those issues, we can help you. Reach out to us at DoorGrow. [00:18:33] And until next time to our mutual growth. Bye everyone.  [00:18:37] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:19:04] 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.

Are you a property manager or real estate investor, feeling the heat from mounting tenant protection rights and laws? Marc is here to explain what's really happening and how it has changed the landscape of the industry.  Marc will navigate you through the evolving legislation, tenant protection rights, and the emerging concept of "landlord collusion." Tune-in to his thoughtful analysis on the current legal battles faced by property managers and find out how they can survive this war with his helpful recommendations.   For help with your marketing solutions follow this link for Fourandhalf.   To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2023.

When you are creating a team in your property management business, the culture that you create will make or break your business and your ability to grow and scale. In this episode, property management growth experts Jason and Sarah Hull sit down with property management entrepreneur and DoorGrow client Brian Mullins to talk about hiring, culture, and processes. You'll Learn [05:33] Why culture is important in a business [12:07] Importance of humility and showing gratitude as a business owner [19:48] Having processes makes everything easier! [24:18] Setting goals in your business Tweetables “If I could just clone myself, then all my hopes and dreams would come true because I would make that clone of me do all the stuff I don't want to do. Guess what? They wouldn't want to do it either.” “People that can do everything do not make great team members. They make great business owners.” “Don't be the property manager, be the property management business owner. Hire the property manager.” “Whatever we focus on with our team and are grateful for, they get better at that.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: They say pride cometh before the fall. So if you're not humble in business, usually you get your ass handed to you at some point, and then you are forced to be humbled. And so you either humble yourself or you get forced to be humbled.  [00:00:12] Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management, growth experts, Jason Hull, the founder and CEO of DoorGrow, and Sarah Hull, co-owner and COO of DoorGrow. Now let's get into the show.  [00:01:19] And our guest today is Brian Mullins. Brian, welcome to the show.  [00:01:24] Brian: Thanks for having me.  [00:01:25] Jason: Cool. So Brian, give us a little bit of background on you for those listening, how you got into property management, why you decided to do that crazy thing, and yeah, share a little bit about your journey in entrepreneurism. [00:01:39] Brian: Okay. Well, it goes back a long ways. I I'd always had an interest in real estate. I grew up in high school during the ramp up to the great recession and was fascinated by it, and graduated high school, wasn't sure exactly where I wanted to go. I was leaning towards technology or entrepreneurship, finance business, and started computer science, said, "Oh, hell no, I'm not doing this," and then switched over to finance. And in that time, I was also working for a collection law firm as my college job. So I switched to finance, fell in love with that, and then I got an opportunity to take some electives in finance, and real estate was actually one of the departments under finance. [00:02:20] And so, like, well, I can get a minor and fulfill my electives in real estate, or in finance. And so I took my first real estate class, and that was the point which I decided that this is where I wanted to be, and this would have been in 07, 08, and I set myself as a goal to go through college, graduate college, work five years for somebody else, and then start essentially a investment brokerage, doing property management acquisitions, the whole nine yards. So I went all the way through school, graduated in 2010, which is a really crappy time to find a job and I said, "I'm not going to go do some of these jobs that are actually available," and I went and got my MBA instead, graduated in 2012, worked 5 years for a regional automotive group, and I was in charge of all their real properties, and so I was doing a lot of commercial real estate at that point, building buildings, and also managing the various assets that they owned. And then after one week, should I have my five year anniversary? I quit, made a little bit of a shift. In hindsight, probably wasn't the best idea. I went more towards retail brokerage, and ran with that, never had a ton of success, survived made a decent chunk of change, but I was never super satisfied with it, recruiting agents is not my jam.  [00:03:32] And so during COVID, I saw the handwriting on the wall, I knew that the market was going to collapse, you know, you can't live with interest rates as low as they were, and it's a pendulum that's going to swing the other way, and so we made the conscious shift at that point, and I took a few key members of my retail brokerage and said, we're going to go into property management, and this was in early 2021. So, at that point, I had, I owned like 17, 15, 17 doors, something like that myself. I managed a couple others, so we're at about 20 doors. And then we quickly expanded, we got up to our peak was about 150 doors that we got up to, and then that was about the time that we joined DoorGrow and we ended up firing our largest client. [00:04:14] It was an apartment complex, but it was just an absolute nightmare, and then we've been rolling ever since. And then also during this. I actually had an investor reach out to me and say, we want to grow a real estate portfolio, and so we shifted from when we originally signed on with DoorGrow to really looking for clients to more, we need the process and the culture so we can grow this business because we've got essentially, you know, a big portfolio of properties coming on and we need to be able to scale it. So that's the short story of how I got into it. I've always loved it. All my work history has led up to this. Working collections for 10 years through high school and college is a really good transition into property management because it's the same thing. [00:04:54] Yeah, it is. You're dealing with the people who don't pay their debts are a lot of mostly tenants, you know, to somebody. And so you have to deal with that type of clientele, and it's that balance. And I really appreciate my lawyer that I work for. He really taught me a lot of like, how do we balance being compassionate, but also being firm because that you can be a jerk, right? Or you can be a, you know, somebody just gets rolled over. It's like, you need to find that in between. So I learned a lot from that and working real estate from five years and then even doing, I learned a lot being on the retail brokerage side. [00:05:27] Jason: Awesome. Yeah. So it sounds like you have a lot of experience that you really can leverage to benefit your clients. So the topic we are discussing today's how process and culture can make or break your organization. So what what have you learned about process or culture related to this? What conclusions have you been arriving at? [00:05:47] Brian: So, yeah, so for me, I'm an only child. I was always raised, you know, very independent, and I can do it myself. The problem is I can't grow an organization like that. Yeah. The kind of my first real inclination of this was like when I read the book Good to Great, right? It's, you know, and then that's even on a big scale, but like, how can I be a leader to grow an organization because I can't do it all myself? I could, but I'm never going to be able to scale to where I want to. I'm always going to be capped out and I'm going to have a job and not a business. And so, you know, whenever this investor came on and we were really starting to grow, like we were at 150, we were feeling the growing pains and we noticed this like with the retail brokerage, like keeping people was harder. Like I could recruit, I'm a good salesperson. Whatever I want to do, I can get somebody in the door. But then keeping them long term because people are looking for something different than what I would be. That's one of the biggest lessons I've learned is that not everybody's like me. If I'm an employee, I don't care as much about culture. Even though I do in the background, but like, that's not my main thing. Like I'm very goal oriented enough. I'm going to get my job done, but that's not what the majority of people are looking for. And so we need to be able to set that culture. [00:06:59] And so that was the first piece that we were noticing, but we didn't really realize it. And so like when we came to DoorGrow and especially when I got this investor, it was processes too, because I, like you said, I have so much experience and all of this, and I've done this for so long. I'm a hell of a property manager. I can manage all day long. I don't like doing it necessarily, but I can't grow, I could probably manage a hundred 150 doors on my own. But then I'm tapped out. And so how do I take what I'm doing and make it a process so I can replicate it? And once I replicate it, you know, even here in this market, how it should be something I can replicate in other markets as well. [00:07:39] So that's where we've been going and we've been working really hard at getting those processes documented, getting as much automated as possible. So that way we don't have to worry about it. The system just runs on its own and, you know, and we're getting to that point now, and once we fully execute everything and we feel really confident in that, it's just going to be plug and play on grip. [00:08:01] Jason: Yeah, yeah. I think it's a big mistake that entrepreneurs make early in their journey. And it's super common to assume that people are like them, right? We all start there. A lot of times that's our goal with hiring in the beginning, I call it the clone myth. [00:08:15] It's this belief, maybe those of you listening right now are thinking this, "if I could just clone myself, then all my hopes and dreams would come true because I would make that clone of me do all the stuff I don't want to do." Guess what? They wouldn't want to do it either. [00:08:27] And so they go out hunting for a clone. They're like, "I need to find somebody like me because I can do everything. If I just had somebody amazing like me, they could do everything..." and then leave and go start their own business is the reality, right? And so, but everybody thinks this and you can wear every hat in the business. [00:08:44] Entrepreneurs generally can do that. We're very adaptable. But people that can do everything do not make great team members. They make great business owners and you don't love doing everything right? Like you just said, I don't like being a property manager, which for those listening could mean two different things, right? Your clients would probably not want to hear that, right? But when you say that, you like having a property management business. I like dealing with the owner. In which you're a property manager, but then for some, being the property manager means doing the actual property management work, which is the property manager you hire as a property management business owner. [00:09:18] Yep. Well, those are two different statements, right? And so we encourage everybody listening, like don't be the property manager, be the property management business owner. Hire the property manager. So you've gone through this journey. You started working with us and defining your culture, getting your culture materials defined, and in the beginning, you're like most entrepreneurs. They're like, "what's this culture stuff? This sounds like fluffy woo woo BS. Like I don't need this. I just, I want results. Get the job done. I pay you. Just do the effing work." So, yeah. So what conclusions have you come to then with your team and with culture? [00:09:52] How does this shift your team and, or how does this shift who you hire? Like, what have you realized?  [00:09:56] Brian: So, we've been working really hard on that hiring piece. And so whenever we're looking to hire, like we've got to make sure we hire the right person. And, you know, we've had like some team players that, you know, maybe aren't the best team players. [00:10:10] And then you try to hire someone that can put up with them. Well, that's not a good option because you end up hiring somebody just like that. And then you've got two people that are like that. And you're like, we can't do this. You know, that doesn't really work in the organization and it's going to completely destroy stuff. [00:10:23] So, you know, we have to look for people who are willing to be team players. And so there's a book that I read The Ideal Team Player by Patrick Lencioni, and he mentions in the book three virtues. And I think it's a really good summation of what we're looking for when we hire. And those three are humble, hungry, and smart. We'll start at the bottom. So smart is not intelligence. It's emotional intelligence, right? It's can you handle yourself with clients? Can you handle yourself with the coworkers? Do you know how to make a smart response to things? And hunger obviously drive. You know, we don't want people that are just here to get a paycheck and go home because that's not going to succeed. [00:11:00] We're not an assembly line and this business is a 24/7 business. So I don't need someone at 5 o'clock that they fall off the face of the earth and maybe they're the only ones with an answer that we need to get ahold of. And then humble is the hardest thing to hire for and humble is where I struggle the most because naturally I am not a humble person my wife likes to make fun of me about that. But it's true. I'm not. I've always known that I'm decent at what I do and I walk and talk like it. So those three things is what we're looking for. And so we're very intentional when we're hiring now at looking for these aspects because you're right. When I first started hiring, I wanted to hire people like me, but all that would do is create tension, and they would eventually leave and start their own business and that's not a way to grow the business. I need people that fit in their role, who know their role, but also there's only so many people that can be the entrepreneurs only some people that can be the leader, right, of the organization. That's just the way the world turns. And so, like, we're hiring people on culture. We're also hiring people for the right position that fits their personality.  [00:12:07] Jason: So let's talk about humility. Let's talk about this. because I think this is a challenge and there's benefits to being humble. There's significant benefits to being humble. [00:12:16] Humble means that you are teachable. It means that you are able to get new information. They say pride cometh before the fall. So if you're not humble in business, usually you get your ass handed to you at some point, and then you are forced to be humbled. And so you either humble yourself or you get forced to be humbled. [00:12:34] And so the advantage, and a lot of people think humility is debasing yourself or putting yourself down or saying that you're not great. And I don't think that's what real humility is. That's like false humility maybe. I don't think that's what humility is. I think my definition or how I define humility is that you have the ability to recognize others hand in your own success, whether it's God, whether it's your team, whether it's your mentors, just being able to recognize that other people played a part in your success is the key to humility and it's also what opens the door to you being able to be more successful because if you think it's all you, you always are limiting your ability to have more success.  [00:13:20] Brian: Yeah. It's the people that are around you and that's why whenever I hire somebody, like if they think they're all that and that no one can touch them, they will never work because they lose their hunger too, right? Because they think it's all them and they lose their smart communication. They think they're all that and that they're always right with how they communicate. And that's not true. Everybody makes mistakes. I make mistakes. Everybody makes mistakes. And you have to be able to admit that humbly. And, you know, one of the things that we've always done, even from day one is I want to make sure the client's taken care of, and that is being willing to admit when we've effed up and take the hit, there have been real estate deals in retail time, there's been, you know, there was a tenant that we placed recently that just went completely downhill real fast and within like a month and we took the hit on that, but that's not my client's fault, right? Should we have done that? I don't know. It's a really good client but you know, we need to make it right to the client and we need to say, "hey, we shouldn't have placed this tenant in here," and I told the client that, and I told him "we'll make sure you're taken care of so and that's what we do.  [00:14:32] Jason: Being transparent. I think you know, I put a lot of research into this a long time ago because, you know, I grew up in this religious culture in which you were always taught to be humble. But I was like, how do you humble yourself? Like, how do you become humble? And eventually, I had this epiphany if humility is recognizing other's hand in your success, the secret key to unlock humility and all the juicy benefits that everybody talks about that humility gives you true humility is gratitude. And so just learning to be grateful. And the way I think we can facilitate that with our team is to recognize their hand and to be grateful. So one of the things we do in almost all of our team meetings, especially our daily huddle, we do 'caught being awesome' or gratitude and like, 'what are you grateful for?' [00:15:16] And in our daily planning that we give the clients to do, we're like, what can you appreciate? And there's a double entendre there or meaning right of increasing in value, but also recognizing gratitude. And whatever we focus on with our team and are grateful for, they get better at that. [00:15:33] Brian: And for me, like it was, it's not my natural instinct to say, "Hey, you did a good job." I have forced myself to be like, "Hey, you've done a good job," and then I make sure my management team below me does the same thing with their people. We're not big enough that I don't see it, right? Like they're pulling around the office and I hear it and I will call the manager out and say, "Hey, you know, you should talk to your people and make sure they know that, you know, that they did a good job." [00:16:01] Sarah: That's one of the things we do in our team review meetings. Well, I run them. But like, I talk about like, "hey, you know, what's going well. And then are there any challenges?" And then I always just leave space at the end. Like, "do you have just any ideas?" Because maybe every day you do this thing and you're like, "Oh, it would be so much better if we could do it like this," or "it would be easier if we could do it like this." [00:16:23] Well, tell me that. And then I always want to make sure that I'm bringing out. Like, the opportunity just to be thankful for what they do. And especially because I don't have to do it. So if I didn't have you on my team, it would be me, it'd be me and Jason. So like I'm appreciative, you know, for the team members that we have and for the care that they really show our clients. [00:16:45] And that to me is big. But our team members consistently, like they just go above and beyond like all of them and they'll be like, "oh no, I already handled this" or, "oh, well, hey, I found this problem, and then I figured this, and then I just took care of it" and we're like, " okay, we weren't even involved in that. Thank you for doing that." And I think that's a really good, like the daily huddles are great. And then that one on one too is also really really important for them to just to hear that because it's always nice to hear "thank you," and especially in an industry like property management, where your tenants are not calling you going, "Hey, Brian, I just wanted to tell you how amazing you are. Thank you so much for being so great. I really appreciate everything you do. I've never had a property manager that really cares like this." They're like, " why wasn't this done? And I'm angry about this and rah!" Right? Like this is what we deal with. And this is what our front end staff deals with. So having something to counterbalance the like ball of hatred that's presented to us every day is huge in this industry. [00:17:46] Jason: Yeah. I think what's really cool when Sarah's running our meetings, what we'll see because we've led it by example, and Sarah's much better at this. She points out every team member that like, "thank you for doing this" and this sort of thing. The team now do it for each other. So when we have our little stage in our morning huddle that we do, it's, you know, caught being awesome or, you know, anyone do anything praiseworthy? Then, you know, team members now are calling out other team members. [00:18:17] "Hey, thank you for Adam getting answers to me so quickly. He's always so responsive," things like this. And so the good in that in being grateful, you're magnifying all the good. And so all my team members want to do more. They're getting rewarded. And what I find most team members want more than money. Most team members want recognition more than money once their basic needs are met. And that's weird for us. That's weird for us because we like money, right? We like money probably more than recognition. We're like, "well, let's get paid. You know, cool. I have some accolades. Get me paid, right?" Salespeople may be like that. The rest of your team probably really would just like to be recognized, but everybody likes being recognized. [00:18:58] So I'll recognize her. She runs our meetings and does an amazing job and I would not be nearly as good at this. And she facilitates this and gets everybody talking. Sometimes I don't even talk like the whole huddle was like, "Hey, everyone," you know, and I'm not as connected to a lot of the team sometimes. [00:19:16] So I can't even think of things sometimes to call people out for being awesome because I'm probably mostly interacting only with my assistant or sometimes with Sarah. And so, you know, that's it. And so my team members calling each other out creates this sort of culture of gratitude and appreciation, which increases the positivity and the positive results and that work environment, it becomes this almost like a feedback loop, a positive feedback loop. It grows my team members' skill and ability.  [00:19:48] Brian: And I think with this, like, because yeah you have to have your team and you will retain your team more, but then that also goes ties into the process side of things, because if you do lose a team member, if you have your processes lined out. [00:20:00] It's not as stressful if somebody were to leave because it's plug and play, right? Like, "okay, this is your job." And we've been working on recording videos of how you do certain things. And they're short. We try not to make them, you know, an hour long videos. And that way it's like, you know, you can go find that little piece that you need instead of having to like watch hour long video, but you find that and then now it's plug and play. And so that way you can easily hire somebody that maybe they're not, they don't have the perfect skill set, but they have the humility, they have the hunger, they have the smarts, they have the right culture for your organization. [00:20:35] And then the process is there. Where if they have that culture piece, they can be trained pretty easily in the process if it's documented properly.  [00:20:44] Jason: Very cool. So what's next for you in systems, process, developing your culture? What do you see on the horizon for your team?  [00:20:52] Brian: So, right now, what we're working on is finalizing everything that we have been working on. I've got an intern who's been incredibly helpful and getting everything set up. And so here in the next month or so, I'm going to have him sit down and go over everything that he's built in the process. And we're going to tweak it. But we've got everything written down on paper, and we've gotten most of it into the computer systems. [00:21:14] And then we're going to have a team meeting and make sure everything is running like it should. And then from there, we're going to make sure all those videos are up and going. And then we're going to work on expanding the team. So the thing is like with my investor who wants to really push this, like he wants to get in multiple markets. [00:21:31] And so what we're going to be doing is expanding with him. And so what we're doing is we're going to be looking for acquisitions. So we're hopefully we'll start with an acquisition and somewhere in our market. Because that way it's a little easier. I don't care how huge it is, even if it's 30 to 50 doors. [00:21:48] That would be stellar because it gives us an opportunity to learn the acquisitions piece. And then the next thing is we're going to go, because we're in Oklahoma City, next thing we're going to go up to Turnpike and start looking for acquisitions in Tulsa. And then we'll essentially set up a separate base in Tulsa. [00:22:03] But once we have all of our systems here and our cultures here. You know, it's going to be pretty easy to set. It's a 90 minute drive up there. So it's not the end of the world to have to run up there. And then from there, we're going to be going into other markets out of state. And that becomes more of an issue because we have different brokerage laws and I don't sit for my broker's exam or someone who would in another state. [00:22:23] So that's where we're continuing to grow is to go regional with this. And, you know, and the side that doesn't, isn't directly related to property management is like. We're tasked with bringing on doors. And so these things, the same pieces, the culture and the process follow with any business, it's not just property management. [00:22:42] And so like me and Mallory, my operator, we are having a meeting this morning. It's like, "okay, we've got this ball rolling. We need to start looking at the next thing, which is how do we increase our acquisitions of properties?" Not of actual real estate acquisitions. And so we're taking these exact same pieces and say, "okay, we need to line out the process," and then we can hire people to do it because the two of us can do it. [00:23:06] We don't have the time to do it. We need to get the processes lined out so we can put the right person in the seat and make it happen.  [00:23:12] Jason: Yeah. So we've touched on the three systems that are really needed to make the business infinitely scalable, as I say. So you need really good people. You need a good people system, need a good process system, and then the next big piece is a really good planning system. Sounds like you have a plan and getting that plan built out in DoorGrow OS so that it's no longer just your vision and you have the entire team helping you move this forward will take a lot of weight off your shoulders and allow your operator to make sure that this all happens. [00:23:44] And then you have a predictable future, which is really amazing. It's like, you can see the future and you can see the future growth of the business and your team helped make it all a reality.  [00:23:54] Brian: So one of the things that I really took away from the regional automotive group that I worked for the founder of it he passed a few years ago, but I got to know him. He was essentially retired, but I got to know him. And one thing he always did, and this is obviously before computers, because this was in the 70s, or what we have today, he wrote, I think it was three to five goals, and he wrote it on a piece of paper, and those were his goals for the next year. [00:24:18] And he would accomplish them and it's easier to accomplish what you have set. I had a teacher in junior high and she told me, and it's always stuck with me. You will get further if you set your goals high and don't reach them versus setting your goals low and easily reach them. And so that's the philosophy I've taken with my whole life. [00:24:40] Like, I'm going to set these goals, and whether I get there or not, you know, I'm sure going to try, but I know I've made it further than if I set my goals really low.  [00:24:48] Jason: Yeah, it's like the old quote, it's better to aim for the stars and miss than a pile of manure and hit, right? I love this idea for entrepreneurs. [00:24:58] The challenge though, a lot of times with team members, one of the things we coach on is that can sometimes demoralize the team because they have to be winning. And so I say entrepreneurs set your big hairy ass goal, keep it a private from your team. And then with your team set a goal that there's zero chance they can not hit by the end of the year, zero chance that they don't hit by the end of the quarter. [00:25:19] And that they're very likely hit by the end of the month. And it's because you want to teach them to be winning constantly. And this gives them you the ability to recognize them. And they actually increase their results because they're winning. And if they learn to lose, teams get very comfortable with losing very quickly, right? [00:25:38] They don't hit a sales goal that month. "Well, we'll get them next time," you know, and then they just get worse and worse. And so really big, I'm making sure like hit those goals, but back the goals down low enough that you'll hit it for sure by the end of the year and then see as a team, can you hit it sooner? [00:25:55] Then. Winning bigger.  [00:25:56] Brian: Yeah, I think that comes to knowing your people too, because there's some people that are going to be more ambitious, right? And so you can maybe knock circles up a little bit more than you would somebody that needs that fulfillment that, "hey, I've accomplished my goal." [00:26:08] And so that all comes with knowing your people and pushing that down the line as, you know, for me as entrepreneur and owner, pushing that down the line to the rest of my team members and my management team, and they push it down.  [00:26:20] Jason: Cool. Well, Brian, we appreciate you being in the program. Do you want anyone to reach out to you from this or get in touch with you or..? [00:26:27] Brian: Yeah we're in Oklahoma City Metro. If you have anybody that is looking to expand their real estate portfolio, feel free to give us a holler. You can find us in 1907investments.com and, or you can find me online. I'm all over the place. And you know, we really take pride and take care of our tenants, treat our tenants as clients, because then you're going to have a more successful business. [00:26:47] Because if you want your real clients, your owners should succeed. You got to make sure the tenants stay in and are happy.  [00:26:53] Jason: Awesome. Well, Brian, you're a sharp guy. We appreciate you being in the program. Thanks for coming on the DoorGrow show.  [00:26:58] Brian: Appreciate y'all.  [00:26:59] Sarah: Thanks, Brian.  [00:27:00] Jason: Thanks. See you. All right. [00:27:01] So if you are a property management business owner, and you are at the place where you are stressed out, you're struggling, you're frustrated, maybe you're thinking like, "what's my business worth?" Keeps coming up in your head because you're like, "maybe I should exit this." You want to get out of it. Maybe in the next two to three years is your plan because you don't really see a light at the end of the tunnel, then reach out to us at DoorGrow. We can help you get out of that, out of a business that you don't enjoy and turn it into the business of your dreams, a business that you do enjoy. Help you get the right systems installed so that it becomes easy, comfortable, and maybe even fun, right? Let's have a little fun. [00:27:39] And if you would like that, reach out to us at doorgrow, you can check us out at doorgrow.com. Bye everyone. [00:27:44] 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!  [00:28:11] 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.

What are the most overlooked but most essential terms, clauses, and elements of a property management agreement? In this episode of the Property Management Business Podcast Marc shares his thoughts on this question, and discusses owner reserves, lease renewals, security deposits, and the authority to manage properties effectively. Learn practical tips and the significance of legal protection for property managers and actionable strategies for building, growing, and protecting your property management business.   Click here to see how Pest Share can help solve your problems with pests. To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2023.

Building a "Client's First" Short Term Property Management Business with Caleb DrakeEpisode 171Real estate is as much about people as it is about properties. Building relationships and establishing partnerships is key to scaling any real estate business, and this idea is no better illustrated than by real estate entrepreneur Caleb Drake.In this episode, Caleb shares his diverse experience in real estate, from fix-and-flips to running a real estate agent team and operating a short-term rental property management business. He dives into his business operations and the important partnerships that have helped him thrive, exploring the impact of customer service in a competitive market and effective ways to scale quickly.You'll hear how Caleb leverages his experience as a real estate agent and investor to build his network and scale his businesses, as well as his insights on navigating a full-time real estate career as an active duty military officer.There's a lot to take away from this episode with Caleb Drake, so tune in now!Topics discussed in this episode:Scaling his real estate businessesShort-term property management business modelCaleb's flipping business and real estate agent teamManaging a real estate agent teamBalancing his real estate and military careersHow to have effective partnerships in real estateFuture goals and plans in real estateHiring to help you scale your businessConnect with Caleb Drake on Instagram! https://www.instagram.com/drake_oh/Learn more about The Be More Group! https://www.instagram.com/thebemoregroup_/Check out the FREE Collecting Keys “Sub To Transactions” Master Class!https://www.collectingkeyspodcast.com/subtoLearn how to start your own real estate investing business in the NEW Accelerator program! Sign up for one of 10 spots here: https://www.collectingkeyspodcast.com/launchIf you're an established investor with money to invest, but not the time, check out the Instant Investor PRO Program! https://www.collectingkeyspodcast.com/storeCheck out the NEW Big Dan Energy shirt (and more!) in the Collecting Keys Merch Store: https://store.collectingkeyspodcast.com/Download the FREE 5-Step Guide To Generating Off Market Leads here: https://www.collectingkeyspodcast.com/freeIf you are interested in learning from Dan and Mike to receive coaching and learn how they built their business, head to https://www.instantinvestorprogram.com and see if you are a good fit for the mastermind group!Collecting Keys Podcast Resources:https://www.collectingkeyspodcast.comhttps://www.instagram.com/collectingkeyspodcast/https://www.instantinvestorprogram.com/https://www.instagram.com/mike_invests/https://www.instagram.com/investormandan/This episode was produced by Podcast Boutique https://www.podcastboutique.com

At DoorGrow, we have organized our clients into Tribes to provide them with connections, community, and support. In today's episode, property management growth experts Jason and Sarah Hull quickly talk about the importance of having these kinds of connections and being socially active as a property management entrepreneur. You'll Learn [01:16] Why we created DoorGrow Tribes [03:08] Find people on your same path [04:54] The neighbor strategy [06:04] In-person events for property managers Tweetables “You go faster together.” “It's really surprising to me how many property management business owners do not know anybody else that does property management.” “You need somebody you can look up to somebody that's ahead of you.” “The in-between moments at conferences, events where you get to connect with people, make friends are probably the most impactful.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: It's really surprising to me how many property management business owners do not know anybody else that does property management. [00:00:07] They don't really have a relationship or friendship. They're not connected.  [00:00:13] All right. Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:33] 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. [00:00:53] 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. [00:01:16] Now let's get into the show. All right, today's topic, we were chatting about what we should talk about, and we're about to head out on a trip. Where are we going?  [00:01:25] Sarah: We are going to Salt Lake City, Utah. And what are we doing? We're doing a tribe event with our clients.  [00:01:31] Jason: Okay. She's excited.  [00:01:33] Sarah: I am so excited. This is our first one. We're kicking it off live.  [00:01:36] Jason: All right. So we've organized our clients into tribes because we've got this awesome, amazing mastermind, and we wanted people to be able to get to know each other because this Is really important. The in between moments at conferences, events where you get to connect with people, make friends are probably the most impactful and maybe even profit evoking in like instances in interactions that you have at the entire event a lot of times. And so we want to really facilitate those for our clients and get them connected and get them creating some relationships. So we're going to be doing something fun. We are. Yeah. So what's the agenda? Why don't we tell them?  [00:02:15] Sarah: Yeah. So we're just hanging out. We're spending a full day together. So our clients decided where we were going. We had all of our clients submit their ideas for a location and then what we're doing when we're there, like some sort of activity. And then everyone voted and this was the one with the most votes. So off we go. So we are going hiking in Little Cottonwood Canyon.  [00:02:37] Jason: Okay. Yeah. And I hear it's beautiful. So it's going to be awesome. So we're going to see that. Everybody's going to be mixing a little bit of business in there and we're going to be having some good conversations and my intention while I'm there is just to benefit everybody that shows up as much as I can as coach. Right. And I'm sure that's Sarah's goal as well.  [00:02:56] And we've got to go catch a flight. So we're going to keep this really brief. It's going to be a short episode. So, why is it important to have a tribe or to have friends or to have connections in your industry as an entrepreneur?  [00:03:08] Sarah: Oh, it's so important, and in fact, studies have shown that this is arguably the most important thing that you can do so that you can be successful in your business and in your growth and in your life is just be connected to other people who are working on similar things and like on a similar path and they're growth minded. And a lot of people unfortunately don't have that. [00:03:34] So we provide that in our mastermind.  [00:03:37] Jason: A lot of you have heard the phrase, they say that you're the sum of the five people that you spend the most time with, and I think this is true in property management, your business and your relationship with your business will be the sum of the five property management business owners that you are the most connected to. [00:03:53] And so somebody they can also support. You know, you need these relationships. You need somebody you can look up to somebody that's ahead of you, and we definitely have people that are ahead of others in our mastermind, and then you want people that are on the same path as you, because a lot of the people, like if you've got 200 doors and you're trying to hang around people with a thousand doors, yes, you'll learn some stuff. [00:04:12] But also the game's changed. And the things that you need to do right now to grow your business are different than how they grew their business probably 10, 20 years ago, some of these guys or gals, right? And so you need to be doing what's current. And a lot of times they're watching you to see what the next thing is or they use you as the guinea pig. [00:04:30] They don't want to make big sweeping changes or mistakes. Small companies, you're more nimble. You get to experiment. You get to do cool new things. And we do a lot of cool new things at DoorGrow with our clients. And so you need at least five friends. And it's really surprising to me how many property management business owners do not know anybody else that does property management. [00:04:51] They don't really have a relationship or friendship. They're not connected. And we've been focused on this strategy of the neighbor strategy. Which you can check out by going to neighborstrategy. Com. If you'd like to get access to this free training, it's really cool. And it gets you connected to your neighbors. [00:05:07] And it helps you both make more money and get each other more business. It's a no brainer. It's one of our favorite growth strategies. And we've got two of our clients are in the Salt Lake area and they've been handing business back and forth to each other. One does focus on more on focuses more on short term, one focuses more long term and they've been feeding each other business using this neighbor strategy. [00:05:30] And it's not just sending business back and forth. It's a little bit deeper than that. And I teach you how to convert cold leads that might come in that you can field for or give to other people into a 90 percent close rate, warm lead. And so check this training out. You want to give this to all of your neighbors, get them to do it, and you're going to make a lot more money and they're just going to feed you business. [00:05:49] Warm leads, 90 percent close rate, easy stuff to close. Really cool. So go out and get some neighbors and maybe join the DoorGrow mastermind and get into our tribe groups and start coming to our events and make some connections. Anything else we need to say about it?  [00:06:04] Sarah: I don't think so. I think we're excited about all of the things that we're doing cause we're rolling out a couple of different styles of events. [00:06:11] Of course we're keeping our main one, our DoorGrow live. We're going to do that once a year. It'll be every May. So mark your calendars. It'll be every May. And then in the meantime, in the interim, like for our clients, we want to provide an opportunity for at least once a quarter for us to get together, like in person. [00:06:28] So the DoorGrowLive will always be an Austin. The tribe events, it's like once a quarter, we have the opportunity to just get some face time and get some time around each other. [00:06:38] And I feel like every time we do an event like this, the group that attends, they're just so bonded and it's like awesome to see. So we did an event back in. April and then in May we had our DoorGrow live and a lot of the people who attended our April event also attended DoorGrow live and they were like their own little like pod of people. [00:06:59] They were messaging each other like in the old group and. Because you just get so like, comfortable around each other and it allows you to really like create a relationship and a connection that's not on the screen because that's like the thing now everybody's like, "Oh, I like, this is how I socialize with people is on a screen," that it's not like genuine real connection. [00:07:19] Like it's very different when you're like face to face with someone and you can. Like feel their energy. That's really hard. Unless you're Roya Mattis, that's really hard to do through a screen.  [00:07:29] Jason: Cool. All right. So make sure you start getting around some property managers and get connected to some business owners because as entrepreneurs, we kind of isolate. [00:07:38] We feel alone a lot of times, especially in the early stages of our entrepreneurial journey. Eventually you realize the fastest way forward is to be connected. It's masterminds, it's coaches. It's getting connected with other people. It's allowing other ideas. It's not all available on YouTube and reading a book and stuff you can just do on your own. [00:07:57] Right? You go faster together. So let's get together. So that's our message today. And until next time to our mutual growth, check us out at DoorGrow.com. We would love to support you and your growth and move you through the DoorGrow code. If you go there, there's a free training. If you click the pink button on the homepage and you can learn all about what we do, how it can help you grow, book a call with our team and watch a whole bunch of testimonials and case studies of people that are scaling the shit out of their businesses. So we'll talk to hopefully you soon because you deserve this and you should be moving your business forward and should stop feeling frustrated, tired, and drained by your business. This should be fun. You should be making a lot of money. All right. That's enough. Talk to you soon. [00:08:39] Bye everyone. [00:08:40] 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!  [00:09:07] 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.

Are you a property manager trying to navigate the  eligibility requirements for the Employee Retention Tax Credit (ERC)? Stay up-to-date and learn how to apply for this crucial financial assistance on this episode of Property Management Business Podcast as Marc chats with Charles Hawkins from the Origins Group. Hear his insights about how your property management business may qualify and understand the impact of this government program in today's uncertain climate. Get the answers you need to move forward confidently and reduce financial stress. Tune in now!   Follow this link to for info on the employee retention credit today with Origins Group.   Or click here to message Charles directly. To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2023.

Are you a property manager looking for ways to improve your communication with owner clients? In this episode of the Property Management Business Podcast, Marc shares his key strategies for effective owner communication. Learn how to keep your owners informed and build trust with regular, clear, and timely updates - from initial notifications to vacancy updates.   Plus, get tips on creating the perfect year-end letter that will leave your owners satisfied! Don't miss out on this valuable advice to take your property management company to the next level. #propertymanagement #ownercommunication   Click here to start automating property maintenance with Latchel. To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2023.

Do you waste time driving between rental properties? Get back control of your schedule with Showdigs. Join Marc as he sits down with Kobi Bensimon, founder of Showdigs, to discover how on-demand showing agents handle inspections, notice delivery, and showings.Reduce windshield time and free up your calendar by leveraging their network. Marc will also tackle whether tenants should be allowed to paint walls.   Follow this link if you're a prospective tenant or agent who needs help with a scheduled showing.   Have a question you'd like answered on the podcast? Ask Marc at this link.   Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2023.