BHC Griselda Siller & Josh Sandigo

Good morning. Good morning, Adam. Do we have Griselda on? Yes, sir. Good morning. Good morning, Mr. Adam. Good morning. It's Siller, right? S-L-I-S-I-L-L-E-R, Griselda Siller? Yes. Yes. Perfect. Perfect. Glad to have you on this morning. Thank you. What an honor. Thank you. We are going to kick it off here and let you run for about 12 minutes. Give us your best recruiting tips, what you have the most success with, how you get your recruits, what you do with them, get them started, and to keep those numbers rolling. And then we will switch over to the main call, and we may have you jump in with a question or two on the main call as well, if that sounds good to you. Okay. Yes, sir. Sounds good. All right. Perfect. We will go ahead and get started. Here we go. Five, four, three, two, one. Welcome to our pre-call recruiting tips segment with RVP Griselda Siller. Griselda got licensed in January of 2022. She went RVP in October of 2023, qualified for her ring, and 45 days later she has been averaging 40 by 40 since her promotion. Griselda, good morning. What recruiting tips do you have for us today? Good morning. Good morning, Mr. Adam. What a pleasure to be on here. I want to share a little bit about, you know, my story and some recruiting tips that I have for you guys. I want to thank you, Mr. Larry and Adam, right, so grateful for my coaches, Josh and Patty, the Santana Hierarchy, the Chamorro Hierarchy. And just like you were saying, Mr. Adam, a little bit about myself. I started Primerica two years ago. I got recruited by the Rios, which are now RVPs. I was the replacement. And they recruited me straight from Instagram. I did not know them. I did not know who they were. It was like pure cold market. And to be honest, at first I did not want to recruit. I was not a big, you know, fan of recruiting. I didn't want to feel like I was bothering people. You know, I was not aware of, you know, what building really was. I just wanted to make straight money, right. I wanted just to sell. I actually remember telling my broker I didn't want to become a broker because I didn't want the responsibility of, you know, having a team. I even asked them what's the highest commission I can be at without having a team, right. But, you know, what really changed my mindset is that, you know, after attending meetings, I realized, you know, the bigger picture behind recruiting. And I learned a few things that I want to share with you guys, okay. I really want to give you four tips on how I transitioned my mindset from, you know, not wanting to recruit to wanting to recruit a lot, right. And the first thing that we, you know, what really helped, you know, our team, our hierarchy, and what we really do is we start with mastering the recruiting through the 25 list, okay. Whenever I pick up a direct, I want to make sure that direct feels super comfortable with, you know, talking to their friends, their cousins, you know, their parents, their siblings first before going in through the cold market, right. I always think that if we could get them to talk to people they're comfortable with before talking to strangers, we're going to retain them a little bit, you know, more, right. And, you know, the second tip that we, you know, that I could give you guys is that you have to find out who you really want to attract, okay. Do you want to attract people that are money motivated? Do you want to attract people that love helping others? What market do you want to stay within? And, you know, to be honest, that helped me out a lot because that, you know, I am a single mom and I wanted to attract, you know, people that are, you know, that are moms, that feel that they can never go into business for themselves because they have kids. And, you know, I want to be that example that, yes, you can. You can really do everything you, you know, you propose yourself to do, right. So that's just a market that I decided, you know, to go in. And I love people that are money motivated because I'm super money motivated, right. So that's just, you know, we have to find out who we want to attract, right. That's the second point. Now the third point is that we use social media. So our office, you know, the platform that we use is Instagram, okay. Our hierarchy focuses on using, you know, social media after we go through the warm market, after we go through the hard market. Now we teach, you know, our team and we learn how to use social media to recruit, right. And we don't, you know, we don't market the product. We don't market the company. We want to make sure we're marketing ourselves. People have to join us, our lifestyle. So, for example, I like to post a lot of, you know, with my son. The freedom that I have, you know, building a business and being able to be with my son as much as I want to. So people, you know, that are working the 9 to 5 and don't have so much freedom, I want them to be like, man, if this girl can recruit me and teach me how she, you know, how she does it, then that's what I want, you know, that's who I want to be recruited by, right. So the main goal of, you know, marketing Instagram is you, your personality, your story, your track record, right, your vibes. People have to want to join you, not because, you know, you work for Primerica, not because you sell life insurance. No, that's just, you know, the byproduct, right. No, people want to, you want people to join you. And, you know, the fourth tip that I have is that you have to build a 24-7 recruiting mindset. So we should all passively prospect. For example, whenever I go to, I start my day, right, I'm on the way to the office. If I stop at a Starbucks and the cashier, you know, seems super friendly and I feel like she could be a good fit to be on my team, I'm going to ask her for her number, right. I'm going to, you know, use that, you know, method that we could use. Hey, you know, quick question, is this all you do? If she answers yes or no, he answers yes or no, that's okay. Hey, are you open to making extra income? And then I grab either their Instagram or their phone number, right. So we have to always keep our, you know, our recruiting mindset open all the time. Like everywhere you go, there's people that are looking for us. Right. So if you shut it down, let's just say you go to Walmart and you're not even thinking about recruiting, then we haven't mastered it yet. You should always at parties, you know, when you go shopping, when you go to, you know, to the doctor, right, you should always have that in your mindset. Who's going to be my next district? I'm looking for that next person that, you know, that can be on my team, that I can change their life even to, you know, just make extra income or, you know, to possibly changing their lifestyle just like, you know, I did. Right. So that should always be on our mind. And having that recruiting mindset all the time really has changed my business because you never know who you're going to meet that could be that one recruit from the explosion that we all talked about. Right. So, you know, those are just, you know, some of the recruiting tips that I have. Right. But I believe that there's something way better than just recruiting. Right. And then it comes to being the compound recruiting. Okay. So this is where we switch from adding to multiplying the recruits to your business. For example, this is what it means. We can all recruit. Right. We can all pick up one or two, you know, directs. But when it starts changing is when your team starts to having that recruiting mindset. Now you have yourself picking up ten IBAs. Then you have, you know, three of your districts picking up ten IBAs. Then your divisions, your regionals, and it just compounds. Now everyone is on a recruiting mindset. They're recruiting without you. Right. We have to really learn the difference between just recruiting and compound recruiting. Right. So, you know, now grabbing these points and teaching them to your team, that's when you're going to start to see the compound recruiting. Right. So just like, you know, you did, you find the people that, you know, that could recruit without you. You teach them all these four points. And now they do it without you even being there. Right. And I think that that's when, you know, the explosion, the recruiting explosion is going to happen. It has to happen. Right. And it all starts with you believing in recruiting. You can't, you know, we can't expect our team to learn about recruiting or fall in love with recruiting because you really do have to fall in love with helping others make money. Right. And, you know, you do it first. Your team is going to see it. They're going to see the bigger picture behind recruiting. And, you know, they're going to go all in. Right. So this is, you know, where we call the recruiting explosion. Right. And, you know, that's basically what has helped my, you know, our business, you know, our team see the big picture of recruiting. That's really the method that we use to recruit. And, man, I'm so inspired to recruit because I really truly believe that if we follow these steps, we're going to find someone that, you know, wants it as much as we do. And, you know, I know there's hungry people out there, and we always just have to, you know, think every day, who am I going to recruit today? Who am I going to help change their life today? Who am I going to help, you know, create some extra income today? It's always, you know, a daily thing. Recruiting should always be on our mind, Mr. Adams. All right. Thank you very much. Really great job this morning. Great recruiting tips. To download Griselda's recruiting tips and more, visit our website at guidelonwinning.com. Just click on the big hitter link at the top of the website and enter user name, T-R-I-U-S-E-R, and the password, go, go, go, both, all, lowercase. All right. We'll do our sound check with our call speaker. Our call speaker, we have RVP Josh Sandigo. Yes, sir, I'm right here. I'm right here. Yep, Josh Sandigo, correct? Yes, sir. How are you doing this morning, Josh? I'm doing well, Mr. Adams, doing great. Thank you so much. Yes, sir. Now, Josh, where are you out of? I'm in San Antonio, Texas. All right. Fantastic. Well, glad to have you on the call this morning. Looking forward to hear about what you've been doing. You guys have been exploding. And we have Larry on the call as well. He's listening in from Colorado. Awesome. Really quickly, Mr. Adams, how much time did you want me to go for, more or less? Oh, well, I mean, we have an hour. Okay. Okay, got it. Got it. Thank you. So we'll get you started. Get going. I'll be asking some questions. Okay. Get Griselda to ask some questions. Okay. We'll count down and do the intro and then get you going. But I want you to talk about what you guys are doing, what you're having the most success with, how you get your team fired up, what you're doing with your new recruits to make sure they're on the right track out of the gate, and then what you're most excited about headed into the convention this year. Absolutely. So we'll touch on all that stuff and then ask more questions throughout. And then if there's anything you want to talk about or focus on, you're welcome to do that. Right around the 930 mark, we will take a stop for a minute and I'll do the mid-call announcements, and then we'll get back to it. But other than that, we'll just kind of let things go whatever direction they go in. Absolutely. Thank you, Mr. Adams. Yes, sir. We'll go for an hour. All right. We're looking forward to a great call this morning. We are right here about one minute before kickoff, so I'm going to go ahead and kick this thing off. We'll be about a minute early, but here we go. Five, four, three, two, one. Good morning, Monday morning conference call crew. Welcome to the big hitter call. This is Adam Wiedel. It is Monday, March 4, 2024. Let's say hello to our call speakers this morning. Good morning, Josh. Good morning to everybody. Good morning, Mr. Wiedel. Good morning, Mr. Adams. We're fired up to be on this call. And good morning to Griselda, who did our recruiting tips. Good morning, Griselda. Good morning. Good morning, Mr. Adams. And good morning to Larry, who is listening in. He may be on mute right now. As of today, there are over 100 RVPs and above with 30 or more recruits and over 100 RVPs and above with 30,000 or more in premiums. There are over 100 below RVPs with 30 or more recruits and 53 below RVPs with 30,000 or more in premiums. The top five base shots are five, Miguel Elledge, 178 by 159, four, the Powers with 234 by 164, three, the Coakleys with 168 by 170, two, the Finals, 212 by 181, and number one, Brittany and Andy Onstead, 468 by 529. On today's call, we are spotlighting RVP Josh Santiago. And in 2021, Josh and Patty relocated to Texas and rebuilt their base shot from scratch. Within one year, they went from 60 codes to 150 codes and went from doing a 30 by 30 base shot to a 100 by 100. They recently received their fourth diamond and promoted two RVPs. All right. Well, good morning, Josh. Glad to have you on the call this morning. Go ahead and talk about why you guys relocated and then what changed from where you jumped your base shot numbers like that and exploded, something obviously happened with your mindset and your vision. So talk about what happened there, what got going, and what you guys are doing now. Absolutely, absolutely. Thank you so much. I just want to tell you how much gratitude we have for you, for Mr. Larry Weidel, and for obviously our mentors and coaches in business, the phenomenal Alex and Sandra Santana from Phoenix, Arizona, and Danny and Ada Chamorro from Houston, Texas. I got started in April of 2013. I basically met Alex. He recruited me directly. I met Alex and Sandra at a Christmas party. We became friends on Facebook shortly after. And in early April of that following year of 2013, he reached out to me and basically told me that he had recently relocated from California, that he was looking for a few people that could help him with some referrals to help him expand his business as he was fairly new to the area. And I agreed to it. So we met up at a Starbucks, and we basically, you know, he kind of told me what he was doing, and I was like, dude, what do I got to do to work with you? How much money can I make? And I literally got started that day. I was so excited. I was 29 years old at the time. You know, I was very internally frustrated just because, you know, when I was in my early 20s, I always envisioned myself having a lot of financial success prior to the age of 30, and here I was three months shy of turning 30 and nowhere near. And so here comes this guy into my business, I mean into my life, and who's making a six-figure income, you know, is showing me that he's got a lot of freedom of time. And I'm like, dude, like, this is freaking awesome. Like, if I could have the type of time that he has available to himself and I could make the type of money he's making, my life would be completely different than what it is right now. And I remember I just went out the gates, you know, super fast. I got my training completed within two-and-a-half days. Four days later I was licensed. Like, I really went quick at it, you know. And, you know, went RVP, got six figures, and then just got stuck. We got stuck from between 100 to 200,000 from 2016 to about 2021. It was about a five- to six-year period of just plateauing out, of just being stuck, of recruiting, producing, getting a full license here and there, and it was just repeat over and over and over. During COVID, when we weren't able to meet at our office, obviously we switched entirely to Zoom. And during that time, Adam, my wife and I, we started thinking, hey, you know what, we've always thought about living somewhere else. We've always thought that we don't want to live our entire life in Arizona. And if there's ever a good time to transition, to relocate, to move anywhere else, it's right now. I mean, think about it, Patty. We do everything on Zoom. Our team that lives here in Arizona, they're all on Zoom anyway, working from their homes. What difference could it make if we ran our Zoom trainings and our Zoom KTs and recruiting appointments from another state, from another city? And so we started exploring and just kind of thinking about this. And, you know, we had visited recently some of our friends that lived in Dallas, and we thought that Dallas was a beautiful city, very different than what we were used to as far as regards to, like, you know, desert to now green, right? And we thought it would be a good idea to relocate. And after thinking about it, Adam, I was like, you know what, I don't know anybody. Like, I got all my network, I got all my contacts, I got everybody I know here in Arizona. I wouldn't know anybody in Dallas except for this one friend who's not even in the company. You know, I don't know if I want to do that. I got my little girls. They were, like, seven and eight at the time. And I'm like, rethink this. Two weeks later, my brother-in-law says to me, you know what, Josh, I got a potential job offer in San Antonio. And my first reaction was, San Antonio, what the heck is in San Antonio? Like, that's where the Spurs play. Like, how the heck are you going to go over there? And he was like, nah, dude, I don't know if you've ever been there or not, but it's very beautiful. And as a matter of fact, my parents might end up moving out there. And it just kind of brought the idea of moving to Texas back. Like, hey, you know what, why don't we consider moving to San Antonio? He could potentially get a job. And if he does, you know, my little girls would have their grandparents. They would have their cousins, you know. And we were just kind of waiting for him to get the job, and it just kept on delaying just because it was a government job. And shortly after, I told my wife, I said, you know what, baby, I do not like waiting. I do not like not knowing what's going to happen. Let's move to San Antonio. If we're visiting there that first day, we don't like it. We know that we like Dallas. We'll move up to Dallas. And if your brother gets the job, you know, we'll see what happens. And so we came out. We rented a car, drove to what we thought was probably a nicer area here in San Antonio, and within 30 minutes, Adam, we pulled the trigger, signed a 14-month lease, and one week later we were moving everything here to San Antonio. Well, when I was here in San Antonio, my coach would tell me, you know what, Josh, I want you to look at that leadership board every single day, and you have got to dominate the scoreboard, dominate the scoreboard. And, you know, we were averaging about 20-20, 25-25, and we would just look at that scoreboard and just, you know, think, dude, how are we ever going to catch up to some of these giants that have been here for years, that are very well-established, and, you know, have something going. And my coach just would always tell me, Alex would just continuously tell me, dude, you have what it takes. You've got this. We've seen it multiple times where somebody comes in from the outside and they shake up the tree, they bring it, and they dominate the scoreboard. You have got to believe that you have what it takes to dominate that Texas leadership board. And let me just tell you, Adam, we respect all of the leaders here in Texas, but if you respect them, the best thing you can do is step up, you know. And so that's what we wanted to do. We wanted to show them that we respected what they were doing as trailblazers, as people spearheading and paving the way. We respected them, and because of that, we were going to step up and, you know, contribute to the table, bring something to the table, bring value to the state. And so when we were here, you know, I just, little by little, I just started seeing other people come up, not just in Texas but in other states, people that had joined the business while we were already RVPs, and we see them crossing diamonds. We see them growing their team. We see them, you know, just achieving milestones. And if you're a competitor, that can get you very, very uncomfortable. And I remember I was stuck at about $180,000, $200,000, and a friend of mine that had crossed half a million, he calls me and he tells me, Josh, I don't know if I ever told you or not, but you've been a huge inspiration to my life because I was at my very first Super Saturday the day you got promoted to RVP. Like I was unlicensed. And hearing that news, Adam, that a guy is telling me I had signed my IDA a few days prior to an event where I saw you get promoted to RVP, and here we are a few years later and he's telling me that he makes $350,000 more than I do, that just kind of burned my ass. Like it's just like, dude, what am I doing? Am I literally spinning wheels here? Like am I literally just, you know, literally putting a lot of effort to not move my business forward? And you know what? I've realized that when people that are genuinely working, when they get tired of seeing no progress, you've got to start asking yourself, what adjustments are the ones that I need to make in order to start moving my business forward? I don't want to just do some more. I actually want to move my business forward. And I remember that we had a chance to speak with Danny Chamorro, and this is what he told me, Adam. He said, Josh, there's two things that will hold your business back from moving forward. Number one, you have got to get your recruiting to 50 recruits a month at the absolute minimum if you want to see any type of progress, number one. Number two, you have got to get your licensing to at least five recruits a month. I'm sorry, five licenses a month. And number three, I know I said two, but three, you've got to train the heck out of these guys. And, you know, that became our focus. We are going to focus on first getting our recruiting to 50 people a month. Now watch. There's a lot of people that recruit over 50, but if the intentions as to why you're recruiting 50-plus or however many you're doing are not the right ones, you're going to just continue to spin bigger wheels. So you can spin small wheels, you can spin big wheels, and you can spin very big wheels because I've seen a lot of teams recruit even over 100 people, but if the intention and the objective as to why you're wanting to recruit isn't genuinely there, all you're doing is spinning a bigger size wheel. That's all it is. And so what we transitioned our thinking from let's recruit so we can get a 25 list and make a few sales so that we can make money, we transitioned that thought process to let's recruit so we can find some people to develop so we can promote a few people to independent districts. And as we continuously do that, we're going to grow our team size. And see, this is where we went from a producing mindset to a business mindset. And it's crazy because even when we were having a producing mindset, we would use the word build, we would say I'm building, we would say, oh, we're master builders, but in reality we weren't building anything, right? And so with a producing mindset, you continually train your current agents to get better for the KT. With a building mindset, you train your current agents to get better for the purpose of training others to get competent. And so for that, you need recruits. See, look, when you have a producer's mindset, you need KTs because that's the reason you're getting good for. But when you have a builder's mindset, you need more recruits because your intention is to train others, and if you don't have more recruits, you don't have anybody to train. So there was two big things that needed to come into the mix that were not here prior. Now, again, they were here, they just weren't a priority. Number one, we have to obsessively self-improve. Why? Because we believe you want to attract better, you need to become better. And this is where you transition from producing to building, from transactional to transformation. Now it's not just looking for deals. It's not just looking for a KT. It's not looking for a referral. It's not just I'm going to go door-knock because I need another sale. No, now it's, dude, I need to become a better person all around if I want to stop attracting people that quit two days into the business. I need to become a better person. I need to become a better husband. I need to become a better son. I need to become a better father. I need to develop integrity. I need to have honesty. My heart has to be pure. My thinking has to be right. I have to develop patience. I have to develop my communication skills. All those things, we would hear them, but they never became a priority because they had no connection to selling a life insurance policy to somebody, because all you need for that is a sharp skill set. But if you want to develop other people, well, now you have to get better. Someone that's genuinely interested in being a more effective leader will continuously and intentionally raise their ____. We talk about this so much, Adam. We talk about developing and growing and raising your lid. Twenty-one irrefutable laws of leadership from John Maxwell. Law number one, the law of the lid. You will never have more success than the level of leadership you have. What happens? Look, if people come into the business and they're a level two leader, and all they do is recruit, recruit, recruit, recruit, well, guess what? All the people that they're recruiting are level one and zero. Level one and zero people have low commitment, have low credibility. Their thinking sucks. And so you're trying to build a business with level zero and level one. It ain't going to happen. And so what has to happen, that person that came in at level two, they got to be very intentional about raising their lid to level three, to level four. We encourage people to listen to audios, to plug in, to never miss meetings, to obsessively read the book of the month, and not just read it to say I read it. Read it to say, okay, what can I take from this and apply to myself and apply to the business because I want to build a rocking team, right? And so we got to raise the lid. And so everything goes back to that. Why? Because when somebody recruits 10, 15 people and the next month they all quit, they start questioning whether they're doing the right thing or not, right? Their level of leadership is so low, they start getting discouraged easily, they start having a lot of internal negative talk, right? And the whole phrase of your vibes attract your tribe could not be any truer. You know, if you get easily discouraged, if you're always blaming your spouse for shortcomings and you're always blaming your team, you're never going to attract anybody that's worth building with. You're not. And so these are things that we teach constantly in our base shop. Emotional management. Why? Because if you can't control your anger, you can't control your frustration, you know, something so simple, Adam, like you're leaving the house to go to Saturday morning training. Your wife is taking a little longer than expected. She gets in the car 10 minutes late and you're all pissed off. You cannot attract people with that energy. You're not going to inspire anybody with that energy. Dude, how the heck do you expect to build a badass team when you can't even treat others right? You can't even control yourself. You can't even control your own self right. And so we teach a lot about this. Dude, it's not the water around the boat that makes the sink. It's only the water that gets in. It's only the circumstances that you allow to control you emotionally that are going to affect you. You have got to develop that ability where you can control your internal self, where the world could be in chaos and falling apart all around you, but you stay in control internally and don't let any of that circumstance get into your heart because you know that anything around you is temporary. And if it's temporary, it will pass. And if it'll pass, that means that there's an opportunity for things to get better. We need our teams to develop that mindset so that they can attract the right type of people. You've got to obsessively self-improve, obsessively grow, obsessively want to mature and transform into a better version of yourself. But number two, you also got to massively recruit. You have got to want to recruit others. So what does that mean? You've got to get good with people. You have to grow in character, but you also have to grow in your communication skills. And one of the things that we've noticed, Adam, is that a lot of the younger generation, they know how to DM, they know how to text, but they don't know how to talk. And we have genuinely taken time out of our trainings to teach basic manners, to teach how to extend your hand and say hi to someone, how to make someone feel special when they're walking next to a brand new person. Nowadays, they'll raise their eyebrow and just kind of hand a little bit with a semi peace sign and just kind of mumble what's up. And they don't have those communication skills, but the good thing is they can be taught. And so, dude, you look at someone in the eyes, smile, show your teeth, give them a handshake, right, and say, hey, who are you with? Uplift their upline. Oh, you're here with John? Dude, you're on a great team. John is phenomenal. Dude, listen to everything John has to say. Listen to everything John has to teach you, and you are going to be big. You are going to be big. Welcome to the office. I'm so glad you're here, right? Just basic communication, basic manners. And he was teaching this over and over and over. And Adam, when you start obsessively self-improving and you start massively recruiting, our goal became to massively build a recruiting machine, a recruiting machine. What is a recruiting machine? A machine, I want you to think of a physical machine. A machine, think of like an assembly line. That thing is just moving the way it needs to move, you know, whether it's aluminum, whether it's steel, whether it's metal, whatever that machine is made out of, once you turn that baby on, it's just moving up and down, resting, you know, pumping out whatever it needs to pump out, right? And here's the thing about a physical machine. It does not matter if it's raining outside. It does not matter if it's cloudy outside. It doesn't matter if it's sunny outside. It don't matter if it's humid or it's dry. That machine is going to continue to move forward and do what it needs to do. That's what a recruiting machine in a base shop does. It doesn't matter if other base shops are winning. It doesn't matter if other base shops are losing. It doesn't matter if another RVP got a new whip. It doesn't matter if another SNSD crossed a million. Nothing matters. It don't matter who's in the White House. It don't matter, you know, what's going on politically. It doesn't matter what's going on religiously. It doesn't matter what the conditions are like. It doesn't matter what the conditions are like. This recruiting machine is going to recruit no matter what. And when you have a machine in your business, your team is constantly thinking recruiting. That's like what Griselda was saying, right? When you're out and about, are you thinking, this could be my next district? Are you thinking, dude, I need a new direct? Are you thinking, damn, this girl's a star. She could kill it out of my business. If you're not, if your team is thinking that, you don't have a recruiting machine. You might be a great recruiter. You might think those things. But does your team think about that? I love going out with my team here and there, and I'll see somebody spot that I would naturally go approach and prospect, and I'll spot check them. I'll see if they go. And if they don't go, I'll ask them, hey, dude, why didn't you approach that dude over there? And you know what they say? I didn't even see him. And you know what that means? It means that they don't have a recruiting mindset. And you know whose fault that is? That's my fault because I haven't developed a culture of recruiting so strong that anywhere they go, all they think about is recruiting. When you have a recruiting machine, all you think about is who's my next district? Who's my next direct? Who's the next person that's going to sit next to me here on this Saturday morning training? When you have a recruiting machine, they are passionate about recruiting. They're not afraid to talk about recruiting. They think, they believe that recruiting is the absolute best thing that we as a company have to offer. They're working day in and day out to recruit no matter the circumstances. And how do we get to this point? You've got to talk about it. And you talk about it. And you talk about it. You know, the Bible says that faith comes by hearing and hearing of the word, right? And so if you want to have faith recruiting, you've got to talk about recruiting over and over and over. And you've got to teach recruiting over and over and over. And look, when it comes to teaching recruiting, there's two types of teachings that you teach on. There's teaching the recruiting skill set. For example, how to do a chit chat when you first start the recruiting presentation. How to actually present the slides. How to overcome objections before they come up. How to go through the objections if they do come up. I don't have the 124. Let me talk to my spouse. I'm not sure. Let me think about it, right? All those things you teach and you teach and you teach. Why? Because the more competent that the team is, the more confident they are. And the more confident they are, the better they attract. The more prepared they are. The energy, it just oozes off of them different on the appointment. So you've got to teach skill set over and over and over and over. But the other thing we have to get really good at teaching is the thinking behind recruiting. So it starts with this, Adam. Have you been recruited? I ask that to everybody. Have you been recruited? I'm not saying did you fill out your IBA. I'm not saying are you in the system. What I'm saying is have you actually bought into this? Are you sold out to what this opportunity can do to somebody? Look, Adam, let me give you an example. When I first came into Primerica, the day that I signed my IBA, I did not sign up to be a financial advisor. I didn't sign up to be a life insurance agent. I knew that I was going to sell life insurance, but I didn't sign up to be a salesman. I signed up to do whatever I had to do to have Alex's lifestyle. I wanted freedom and I wanted money. I wanted freedom and I wanted money. So watch what happens. When the recruiting mindset isn't there and the recruiting isn't there, watch this. I got recruited by lifestyle, by income and freedom of time. But here I am now trying to recruit people to $500 a month for life insurance sales. See, I believe that convinced people convince people. And if you're trying to convince people from something that never convinced you, you're never going to have the results that you could ultimately have. If I got convinced by having freedom, but now I'm trying to convince others on you should sell life insurance, it's not going to happen. I need to sell the same things that he. And that has got to be taught day in and day out. Why are we recruiting? Why should somebody work with you? Why should somebody join your team and not join that other team? Why should they work with you and not go sell other products? And those things, right, they have to be there at all times, right? And so when you understand why we recruit, then you start seeing the growth in the size of your base shop. Because now people are recruiting not with a presentation. They're recruiting from their heart. They're recruiting from genuine energy, genuine excitement, genuine passion, that no matter how much you teach, it cannot be faked. Genuine passion, energy, and excitement cannot be faked. It has to be real. It has to come from the heart. And when you have that, you've got yourself a recruiting machine. Adam, did you want me to keep going? Yeah, I mean, yeah, you're doing fantastic. Let me jump in here with the mid-call announcements, and then we will keep going. But, yeah, man, fantastic call so far. You're knocking it out of the park. This is good stuff, let's see. There's a fine line between mediocrity and greatness. Here are three tools to give you that extra boost this week. First, check out Larry's latest blog, Going With Your Strength. Second, check out Larry's podcast. This week's episode features the number one financial advisor in Beverly Hills and author of the number one Amazon best-selling book on finance. Third, listen to this week's call on our replay line or download the call on ydellonwing.com. Click on the big hitter link at the top of the page and enter username PRIUSER in the password goingwithyourstrength. PRIUSER in the password gogogo, both all lowercase. The replay number for this call is 667-771-7907, and the PIN is 982755-POUND. To stay in touch with Larry Weidel, follow on Instagram, Twitter, and Facebook, and be sure to follow at BigHitterClub on Twitter for all your big hitter updates, and be sure to leave your thoughts and comments on this week's call. Yeah, man, you are doing a great job this morning. Lots of good stuff, lots of good points are being made. So, if you want to keep going with that or tell us what you guys are doing. We'll talk a little bit about, too, though, you said you had the guy that came up to you that was making more money, you know, several hundred thousand more than you after you got your RVP. Was that what changed your mindset? Was that the thing that really caused you to make the jump? Was that the one thing? And then what after that did you do to really make sure you had that in place with you and your people to make sure everybody, including you and the team, was in the same mind frame? Absolutely, absolutely. Man, it still fires me up, you know. You know, I genuinely believe that conversation was what literally made, you know, just kind of woke me up, slapped me across the face a few times, and made me start asking questions like, dude, what am I doing, right? What do I need to change? What adjustments do I need to make? And that's something Coach Ganchamora has always taught us, that this business is a business of constant adjustments, right? Sometimes they're huge adjustments. Sometimes they're very little adjustments that are just fine-tuning adjustments, right? But that was genuinely it, right? That just lit a fire like, dude, I'm so sick of being stagnant. I'm sick of being plateaued out. You know, small is not big. I got to stop thinking that $150,000, $200,000 is a good lifestyle. I cannot settle for this when God has created me for so much more. And you know, when I switched that mindset, I started really believing that this license and this opportunity that we have at hand, it doesn't start at the IBA. It doesn't start at the license. It doesn't start at the watch. It doesn't start at the ring. And it doesn't start at ownership. The opportunity that we have at hand, it starts at a seven-figure income. That's where it starts. I feel like everything between the moment you get started to the $1 million income milestone, all that is just you learning systems, building a system, fine-tuning the system. It's all minor leagues. Once you're at a million, that's where the game actually starts, right? And that thought process, that mindset, it didn't come until my feathers got ruffled up, right? And so that was what got my heart going, but the strategy that really helped us start focusing heavily on team size was when our coach Jamoro taught us, right, you have got to recruit 50-plus, and once you get it over 50, push it to 100. Why? So that you can help these recruits get licensed and competent. And so we looked at our numbers, and our numbers at the time were, check this out, they were about 5.5% recruit-to-code ratio. So think about this. If we were recruiting 30 people in a month, 10% is three. Half of that is one and a half. So we were literally licensing zero to two people on average. There was months where we didn't license anybody. There was months where we licensed one. We were averaging anywhere between 24 to 48 licenses a year. And when I saw this, I was like, there's no way that we're going to grow our team size to get it big enough to make really big income, right? And so when we understood the difference between recruit-to-sell, recruit-to-go-on-a-KT, and was recruit-to-grow-the-team-size-of-competent-agents, what we realized is that constant growth in size and training equals constant growth in income. And check this out. I recently went on POL, and I looked up the top team sizes through FIRST, okay? This is wild what I'm going to tell you. There are only nine teams in the entire company that have over 1,000 codes through FIRST generation. Only nine. And let me just tell you, I respect so many different leaders, right? And I know there's other ways to do it. I think that when somebody else does it different than this, I think it's mind-blowing. I think it's fantastic and crazy. But for me, I felt that this way of building would allow my chances to increase and would allow my income to be a lot more consistent and would allow my income to be a lot more rock-solid. What's so crazy about those nine teams is that they're significantly growing, they're continuously growing, and all of those leaders make well over $120,000 a month. And their income is continuing to grow. And so I said to myself, okay, if this is what these guys are doing, why don't we start focusing on growing our team size through massive recruiting and grow our team size and teach the heck out of these guys, train the heck out of them, right, so that they can have extreme competence and we can have tons of qualified, competent boots on the ground. And we said, okay, our first goal is going to get to 150 codes in the base shop. That was our first goal. I feel, Adam, that if a base shop gets to 150 codes, they will find one person that's just ready to get popped out at the very minimum. There is one very strong leader that's getting ready to get popped out. And you know, it's so crazy, but I don't know the exact number, but I know it's a high number of the amount of RVPs in the company that will never promote an RVP. And I don't think it's because they can't find good people. I just think that because they don't focus on growing their team size, they don't go through enough people fast enough to find that stud while the energy, the excitement, and that window of opportunity is still there. If you're at 40 codes, 60 codes, 80 codes, you have got to make it a mission to get to 150 codes ASAP. Let me tell you, when we got to 150 licenses, we started seeing a shift in the environment in our office. Hey, coach, let me introduce to you this new person. Let me introduce to you this person. Let me introduce to this person. And it just started growing. Look, 150 codes in the base. From there, you go to 300 codes through first, then 500 codes through first, and then 1,000 codes through first. And that, that's where the game starts. That's where it gets really exciting. Now, right now, we have in the base shop 235 codes, and we have 355 codes through first. Our goal from now to convention is to fly through 500 codes and go into that convention with some massive, massive momentum, like just absolute bananas, right? And we're excited about that because we know we're going to do it. Last month in February, we're still finishing up the licensing month, right? We are at, we're at 22 pass notices, and Griselda, which you guys heard from, right, she's like at 10, and then our other RVP, she's like at eight, right? So, we're going to finish at 40 to 50 pass notices in the month of February, and we feel that we had a slow month. Like, we're just getting started. Like, like, and so watch. I love, one of my favorite audios from the legendary Larry Weidel is the audio that's called from 56 to 1800. If you are on this call and you have not heard that call, you have got to go to YouTube, you type in Larry Weidel, 56 to 1800, and let me tell you what he said. The key from going from 56 to 1800, he said that he was inspired by the book he read from Dale Carnegie, where he got everybody to be on the same mission and go after the same goal. It's like tug of war, he said. Everybody's pushing in the same direction, and Adam, let me tell you, this fires me up right now just talking about it, talking about sharing vision, casting vision. I remember, I remember, I remember listening to the audio where your dad said, I stood in front of the base shop and I told them, this is what we're going to do. This is what we're going after. You're either with me or you're not with me. And I feel that that's the leadership that we need to have and where we say, we are going to freaking build this thing. We're going to build a huge ass brokerage. We're going to build a big base shop that promotes big, solid RVPs that know what they're doing and then together, we're going to follow the same blueprint and we're going to steer in the same direction and we're all going to push forward and we have one mission and one mission alone and that mission is to grow the team size. And as we grow the team size, we're going to get some competence, we're going to train, we're going to train, we're going to train. Adam, I can tell you right now, we have about 10 trainings a week and we're teaching and you're teaching and it's a combination of leadership, character and skill set. Leadership, character and thinking and skill set. Leadership, character and thinking and skill set, right? And we teach it and we teach it and so how do we strategize in growing our team size? We focus on building as many double-digit recruiting teams as possible. Now, everybody tracks double-digit recruiting slightly different but let me just tell you how we do it. We don't do it based on, did you get 10 recruits? We say, were you responsible for 10? So, if you recruit someone and they recruit nine people without your help, you didn't double-digit recruit. I know the system shows that you have 10 but in reality, it was the guy that did nine that helped you get the 10. So, we don't track double-digit recruiting by how many legs got 10. We track double-digit recruiting by how many people on the team were responsible for picking up 10 IVAs. You know, we use the statistics that Gonzales teaches, right? One double-digit recruiting person equals one. I'm sorry, equals 10 recruits. Two double-digit recruiting legs equals 30 recruits. Why? Because you get the two people that did the 10 each, that's 20 but you also get all the other people that did one, two or three or fell short, that's now 30. Three legs that double-digit recruit equals 50. So, if you are at 20 recruits, 15 recruits, 30 recruits, your mission, your goal has got to get your base shop rallied around. We need three people to want to fight their butts off, double-digit recruit and that's going to get you to 50. Now, here's the other thing you got to do as a leader and it's you got to dumb it down, right? So, for example, when we're showing quotes on the KTEA website, and let's just say the quote is $65 a month, how do you make it sound like nothing? You go like, it's really only about, what is that, like $2 a day, right? And I mean, that's like half the cost of a coffee nowadays, right? And so, you shrink it down and you make it seem so little so that people are like, you know what, you're right, $2 a day, that's nothing, right? Okay, you do the same thing with recruiting because look, if all of your team has always only recruited one, two or three people in a month and now you come in all fired up, excited and all you're telling them is, we need to get 10, we need to get 10, we need to get 10, well, if their belief level is at three, they can shout and say they're going to get 10, they can affirm that they want to get 10 but they ain't going to get 10 because their internal thermostat is at three, right? So, what do you got to do? You got to make it small, you got to dumb it down, you got to be like, let's just say I was talking to you, Adam, I would say, Adam, I want you to think about this, man. What is 10 IDAs? What is that? Look, it's really only two and a half recruits a week. That's it, two and a half. How many appointments would you need to have to get two and a half recruits? Let's just say you book eight appointments. All week. That's only one recruiting appointment a day. So, that's seven to eight recruiting appointments, let's just say that half of them don't log on. And so, you actually do four to five recruiting appointments. Out of those four to five, you only need two to say yes. Now, those would be two directs. Let's just say that you only got one you booked eight appointments, you did four to five, and since you're not that good, you only picked up one IBA. Well, guess what that one IBA is going to do the very next day? They're going to fill out a 25 list. And on that 25 list, you are going to help them, there's three by three district promotion. And so, guess what? If that person brings one person on board, you only picked up one direct, but since you were responsible for that other recruit, now you got two, you do that for four weeks, that's 10 in a month. It's nothing. You can totally do it. Do you want to go after it? Yes. And you start teaching like that, where you start, people have to believe that they can do it. People have to believe that it's not hard. If people continuously think that it's hard, then they're not going to do it because they don't even have the right mood, they don't have the right energy, they don't have the right vibe. So watch what happens, Adam. When you start developing double-digit legs, double-digit recruiting teams, right? What this allows is for us to, allows our recruiting to compound, and so we get to go through the number six. We compound, and so we get to go through the numbers faster. Watch this. Let's just say that our VP number one is doing 20 by 20. Now, they could easily make about $120,000 to $180,000, depending on how much personal premium they do, depending on how much securities they do. That is going to get them between $120,000 to $180,000 on a 20-20 base shot. And that's the danger, that you think you're doing good because you make $12,000 a month. But watch what happens. 20 by 20 over a year means that that RVP recruited 240 people for the year. Okay, watch how crazy this is. If I go out, if RVP number two goes out and is doing 100 recruits a month, dude, that's 1,200 recruits in one year. This means that RVP number one that does 20 by 20 would have to work for six years, six years, to find the studs in 1,200 recruits that RVP number two found in one year. So what does big recruiting do? It allows you to go through the numbers faster to find the self-motivated people faster and so you're literally compressing the time frames. It's wild for me to think, wild for me to think that what a base shot that's recruiting 100 people a month with the right intentions, and with the right objectives, they will do in five years what will take a 20 by 20 base shot to do in 30 years. And so you've got to put this baby to sleep. It starts at 50 recruits and then it goes to 100. We teach this. We believe, Adam, that district leaders, along with their teams, should be recruiting about 20 people a month. Divisions should be recruiting about 30 people a month. Minimum, absolute minimum, regional leaders should never do anything less than 50 recruits a month. Now if they want to get better, if they want to get bigger, they should start pushing for 100 recruits. If they do it in the base, you know they'll do it as RVPs. And lastly, Adam, all of this recruiting machine and double-digit recruiting legs and double-digit recruiting teams, it all gets sealed and it all gets wrapped up with major recruiting accountability until the machine gets going. There has to be tons of accountability. Is the goal clear? Is your contribution to that goal clear? Are you on track? Why are you not on track? Okay, you're at four directs, but how many directs is your team at? Why are they not recruiting? Where's the hole? Where are you missing it, right? And if you can, it's like, you know what it's like, Adam, just to finish this off? It's like constant troubleshooting. I remember when the computers first came out in the 90s, right? And if you had an issue, you would call the company and they would troubleshoot. Turn the computer off, turn it back on, right? Put in the password. What does it say? What's the error message, right? They're trying to figure out, where's the issue? Okay, when you have high recruiting accountability, you're constantly trying to figure out, why is my team not recruiting? Is it because they're not thinking about it? Is it because they're not competent? Or is it because they're not disciplined? Is it because they're not consistent? If you, as a leader, are not focused on recruiting, those are things you don't even think about. And so all you do is look at the scoreboard, the numbers are low, and here you come, as a weak-ass leader, grilling your team, firing away at them, making them feel like they're no good, when in reality, it's your lack of leadership for not helping them find out, where are the areas that they need to improve on, that they need to get better at, so that they can start seeing results, and as a team, we can start recruiting bigger, going in one same direction, and building this baby to 1,000 codes through FIRST, and letting it take off from there. Adam, I'm fired up. Thank you so much. Man, what a great job that you are doing this morning on the call, just nonstop, fantastic information, and really shedding some light on the importance of those numbers. Since we're getting close to the end here, Josh, talk about now, real quick, what you were doing before Primerica, and what your vision was, possibilities, what your life could be, and talk about the things now, how your life is, and things like that, the change on how you view things, on what opportunities you see for yourself and your family. Absolutely. Absolutely. Prior to Primerica, I was working as my dad's assistant, and my dad pastored a church for 22 years. He just recently transitioned his church over, and is heading in a different direction, still within the ministry, just not as the senior pastor of a church. Prior to my dad having the church, my dad was into real estate investing. He was in partnerships with one of my uncles, his brother. I was heavily involved in the church. I was heavily involved in assisting my dad. I had this thing that I wanted to learn how to make money. Making money and being in the religious institutions, they don't really mix together. I knew I didn't want to be a pastor. I knew that I didn't want to lead a church, but I did have a genuine heart to want to help people, help people grow, help people develop their understanding, and help people believe that God doesn't like to see them broke. God doesn't like to see people struggle financially. I was always looking for a niche as to how can I help the Christian community? How can I help people of faith? Not only that, but how can I help all types of people genuinely believe that there's more and there's better for them starting with a better financial life? When I met Alex, and he starts talking to me about finances and money and savings, and I could feel the genuine spirit of Alex, the purity behind his intentions, I was like, man, you know what? This is God sent. Let me tell you, Adam, I genuinely believe that this is my mission field. I genuinely believe that Primerica is the exact place where God wants to have me, and that is why he is allowing me to develop the level of impact that I'm starting to have with our base shop and our hierarchy, and I know it's just going to continue to grow because it's my calling. So I don't see this as a distraction. I've never felt guilt about it. As a matter of fact, I'm more fired up than ever. I heard Jim Coker say something at this recent incentive trip. He said, this is huge, he said, people don't get burnt out from working hard. People get burnt out from forgetting why they're working so hard, and so the moment I had a strong internal convincing inside of me a complete 100%, no doubt in my mind that this is where God wanted me to be, this is my calling. I don't even see it as work. It doesn't tire me out. I don't see it as, oh my God, here we go, got to go to the office again. I come to the office seven days a week. I'm here at the office right now. I've been here since 7 in the morning, and I'm so fired up, I'm so excited, and I know that things are just going to continue to get better. I've always believed it's, you know, like my wife recently said this on a speech she said, but it's impact over income. Income is always the byproduct, money is the byproduct, and don't get me wrong, it's cool, but the impact, the level of significance that accompanies it, it's just phenomenal, that you're at the right place at the right time, and that God's hand is on your business, and that he's with you. That's kind of what I did before, that's kind of where I'm at right now. All right, man, what a great job this morning. Fantastic, Josh. I'm going to let, Griselda, I'm going to let you jump in and give your final word on the call here, and then Josh, you give your final word, and then we'll let you out one more time before we wrap this up this morning, but what a fantastic call this has been this morning. Griselda, you can go on and leave your final word. Yeah, give us what, what's your final word this morning for the call? Griselda? Yeah, so, just hearing, you know, Coach Josh, and all I can say is, I'm super grateful that we have, you know, hands-on, his leadership every day. Like, imagine us hearing that over and over again, me hearing it for about two years already, right? So, you know, super, super grateful for what's coming. You know, we are going to, we are only, the only thing on our mind is building a big day shop with competent leaders, recruiting massively, because people are waiting for us. People are looking for us. We're looking for people, you know, to grow, to change, you know, their lives, and to change ours too, right? So, super, super excited for the future and what's to come, and, you know, keeping the recruiting mindset alive and helping others, you know, achieve that as well, right? We should all have a recruiting mindset, and I feel that Coach is right with what he was saying. It starts with you, you know, knowing that, you know, knowing why you got recruited. Why are you still in the business? What's your why, right? So, you can attract the people, you know, that you want to attract. So, that's it for me, Mr. Adam, and thank you so much, you know, for having me on this call. All right. Thank you, and Josh, you want to leave us with your final word, and then I'll leave the callback number one more time. Absolutely. You know, a couple years ago, you know, a couple years ago, when Kobe was still playing with the Lakers, there was a season where the Lakers were not doing so well, and Magic Johnson, you know, he chimed in and gave his opinion about the season, and he said, essentially he said that he felt that the Lakers should consider tanking so that they could position themselves to get some top first round draft picks and be able to start rebuilding the team, and when they asked Kobe what he thought about what Magic Johnson had said about tanking, Kobe Bryant responded by saying, you know what, I've studied winners my whole life, and winners don't do that. Winners don't back down. They don't tank. We're going to continue to fight hard to win as much as we can. We are not going to tank. That is not who we are, and I just want to send a word of encouragement to everybody that's on this call. Dude, I do not care how long you've been losing. It doesn't matter how long you've been stuck. It doesn't matter how long you've plateaued. It doesn't matter, you know, it doesn't matter if you feel like you got support or not. It doesn't matter if you hit a high income and then that income dropped. None of that matters. You have got to reignite your expectation to win. You have got to believe that you have been given the tools, the resources, and everything that you need to take your business to the next level. When you reignite that fire inside of you, you're going to start attracting some people. Stop being afraid to work. Stop being afraid to grind. Stop being afraid to go meet new people. Stop being afraid to put yourself out there. Go out there, make yourself known, get your name out there, walk the streets, set the pavements, work on your social media, work on your marketing skills, work with your base shop, reignite the vision, speak to them, cast it. Like Larry Weidel said, get everybody behind that one mission. And you're either with me or you're not with me, but this is what we're going to do. And you start posting that number everywhere so your team can see it, and you're going to go and you're going to start doing 50 recruits. You're going to take it to 50, you're going to sustain it at 50, and then you're going to push for triple-digit recruiting. And then once you're there, you're going to start pushing double-digit coding, and then you're going to train, and you're going to train and continue to pick up directs, and train and continue to recruit, and train and continue to recruit, and you train and you train and you train, and you're going to find some studs. One day you're going to look up and just a few months from now and a few years from now, you've built a massive army that gives your family an amazing amount of freedom with both money and time, and you're going to impact so many people. You've got to believe it, and you've got to have that expectation for yourself. Mr. Weigel, thank you so much. All right. Great job, you two. Thanks so much for being on the call. One more time, again, the replay number for this call is 667-777-8000. That's 667-777-7907, and the PIN is 982755-PAL. Thanks so much, everybody. Thanks so much, Josh and Cassandra. Everybody have a great day. We'll talk to you soon. Thank you. Bye-bye.