How to Culture Hack a Door to Door Sales Company
A simple framework to replicating management
I want to share with you the difference between winning and losing and how binary we can make it when it comes to team growth in the d2d sales world.
Either you‘re ready to do it, or you aren’t, that is; train. In terms of adding people, creating leaders, and replicating success- it comes down to just a very black and white decision of- “am I willing to train this person until I see myself in them?”
That’s it. I could end the article here. The problem is, there are countless teams with people on them who aren’t ready to replicate because they haven’t gotten it right for themselves just yet. It feels like training a successful agent is light years away. It feels like no matter what they do as leaders they can’t seem to get their team to copy the success DNA down into new agents.
What do we do when we have leaders that can manage and create results for themselves, but can’t for others?
Let’s take a look at my framework.
Outcome: Understand how to properly train an agent such that they have the ability to mimic the success of their trainer.
To better understand- let’s first define what makes a good sales manager. These are the three qualities needed as according to Simon Sinek.
“1. Selflessness
People like to be around people they trust — it’s as simple as that. “Humans are constantly assessing people and organizations around them, and if they feel they’re selfish, they’ll keep a safe distance,” said Sinek. On the other hand, people tend to want to associate with people and brands charcterized by an element of selflessness. Creating that human connection — building trust — is key, though it does take time. Just remember: You’re responsible for setting that tone, Sinek warned. “When the environment is one of a leader who [will] sacrifice, the way people respond is by sacrificing in return. Being a leader is a lifestyle decision; it means you’re willing to take care of others.”
2. Empathy
Speaking of taking care of others, Sinek added, “the more we do good for each other, the more we want to do good for each other.” He recounted the time he picked up loose papers for a man when he saw them slip out of his bag. The man was grateful, but Sinek said his actions went further than that. They motivated someone who saw them to do something kind. Kindness begets kindness, Sinek went on. It’s holding the door for someone, making a new pot of coffee, and letting someone into your lane. Putting others ahead of yourself — “that is the practice of leadership,” he said.
3. Grace under fire
Stress and anxiety are enough to make people dishonest and to sabotage their performance at work. When your body is flooded with cortisol, or the chemical that produces anxiety, “you biologically restrict empathy and trust,” Sinek said. Don’t be that kind of boss — if you’re the one inducing fear and anxiety in your employees, you’re never going to have their trust. The solution is clear: Work on managing your own stress and “be the leader you wish you had,” he said. Your team will appreciate it.”
Source: https://www.inc.com/jill-krasny/simon-sinek-leaders-dna.html
So, what’s the recipe for replicating agents?
Let’s first mention the ingredient that you need to be able to supply in unlimited quantities when a new agent first comes in: attention. Many times as salesman we turn to money incentives which is a great tool but shouldn’t be our only one; and let me tell you why. People know what you’re doing. People know that you get rewarded too if they perform well. So it’s a loaded give. You’re giving with expectation in return. Again, a completely necessary tool to use when building- but not the only one.
You already know the answer but; what else could you give for free? That’s right- your time. Giving your time and investing it directly into listening, watching, interacting, loving, and developing your agents will ultimately give you leverage because you gave first without expecting anything in return. You gave a shit about who you’re training, and were genuinely curious about who they are, what their aspirations are, and then shared your beliefs with why they’re in the right place. Do you see how much more honest of a tactic that is? Do you see how much more useful it is to simply focus on giving. It doesn’t cost you anything more than time, which as long as you’re here you’ve got in unlimited amounts. So for the unlimited amounts of time you have, start spending it turning your attention to them.
Here’s why this will work: it’s biology.
Humans are programmed to work in tribes. The reason we can’t remember more than 150 names is because that’s all we’re meant to remember. Our brains are thousands or years old and although we’ve upgraded technology and have grown smarter, our operating system is still ancient as time. This means that organizations that can make people feel part of a group are going to win. This is why it’s so important to genuinely pay attention to your people; they’re part of your tribe; but we’re still missing the step of building trust.
Building trust takes time (aka attention), and it’s also what is going to give you the ability to replicate. People need to be able to trust that you are a good leader, who is willing to protect them, make sure they succeed, and keep them active in the community. Everyone has a role in tribes. A crew coordinators role at Take Off is not to sit back and take the back seat in the direction this is going. It requires us to be the face of our tribes, to show up every single day with intent. With authenticity. With spirit, and energy.
People will see that you’re the real deal the more time you spend with them (if you are); then you can begin to replicate. Why is trust so important in passing down leadership onto others and getting them to grow? By the time it is built- you now are able to clearly see yourself and all the things it took to be successful in your new agent. You need to be able to let them step up for themselves. You need to be able to trust that they are going to give and sacrifice the same way you did so that everyone in their tribe, in their group, can find the same success you did. Build trust through spending as much of your focus on your new guy as possible because in the beginning you need to show them that this is a work environment they can not only work with but more importantly get behind the mission and help us push even further towards our outcomes.
What kind of story should I be telling throughout the day?
We’re always deciding what things mean to us. In fact, it’s the events that happen around us every single day that influence the course of our lives. If we had to sell the opportunity at Take Off to someone- what would I talk about to get you to decide that this is an opportunity worth seizing?
This is a two part question because one requires a bit of story telling through actual story and the other is story telling through action. If you’re training every person to actually be who you need them to be, then you need to show them exactly what you have to do. Let me clarify to make sure I get my point across:
The value of your trained agents will be in direct proportion to the amount of value you gave them. So if on there first day of training you wasted time, were unorganized, took breaks, and had a sloppy sales day- what kind of parameters or expectations did you just show your guys? I think this is where people become confused- we can’t just relive the glory days and live off of our merits. We need to constantly be setting an example and proving exactly what is required every single day.
It’s a matter of again; deciding your story. Talk about all the fun and exciting stuff you’ve done if you’ve had success in the energy game. The trips, the money, the motivation, the changing of circumstance, the this and that. Talk about all of that good stuff. But more importantly show your story in real time- and that’s hard because not everyone is actually putting in the work required.
Tell your story as if you were the hero in their lives that they need, and then act in accordance to help them. Legitimately think about that; if someone comes into work today and you made the assumption that they NEED someone to show them how to be successful and life picked that to be you. It’s YOUR time to shine. It’s YOUR trainee. What would you have to do in order to save their day by showing them if they can act like a hero they can get the same results-even if it’s not normally what you do, even if you don’t like it, even if it’s stressful or boring?
What beliefs would I want to give to others such that they become relentless in action?
Now that we understand that a focus on giving to our guys until they become us, and telling stories in a way that builds trust will lead to replication- now we can talk about beliefs and action.
I’ve had conversations with Shamarr and his team out in Cali and we were speaking on this, and Dre told me that he feels he has a sixth sense when it comes to the art of creating results. What he was describing was self-awareness. This skill is going to be crucial in being able to develop your guys- because you’re going to be able to tell what’s working and whats not working.
To have self awareness and to be in tune with your environment is required because it gives you the ability to see the unseen. That’s why it feels like a sixth sense. When you know you’re on, you’re on. When you know you have to have a good day- you have the ability to execute because you can see the action required where others cannot.
Developing self awareness can be tough, and I want to give you something practical in order to get around this. Practice. It’s jabs for boxers and free throws for basketball players- but what is it for us? Our script? Our sales skills? What results should we be practicing over and over, taking the time to see the end result before we even begin? For agents- it’s the skill of seeing closing deals before they’ve even made contact.
We need to carry the belief that we’ve already closed these deals before we even take a step into the field. Why? Because average people start with potential. We know thats a flaw.
You think about the first thing that determines whether you can do something or not; it’s potential. What’s the potential of this person being able to go out and be successful? These are results that nobody can make when they first start so what should we do instead? Make a shift in our head that it’s already done. When you can’t get the results you want you need to be able to make those results already happen in your head.
EX: Roger Bannister- 4 minute mile
The more and more you practice creating these results in your head, the more certain you’re going to get. Eventually, your mind is going to now be able to push the body to actually accomplishing the outcome.
After he ran the four minute mile, something nobody else had done before. 37 people ran a mile in under four minutes that same year because they now knew it was possible. This is the holy grail of results, is creating the ability to see it as already done in your head.
Potential, action, results, certainty.
The belief we have to instill in others is that they’re positive that they can create the results in their head, before they even hit the field.
We can talk about skills like leadership, work ethic, salesmanship all day- but none of these are going to be possible tools until an agent understands that this job is their ticket out. That’s what they need to believe. This job is their opportunity to exit average life. They know that if they work hard enough, put up enough deals, then eventually they’ll be able to buy their freedom- which is exactly what I did. When the belief aligns with them and their purpose for coming to work, all of a sudden the replication process becomes easier because the results are already created.
“You cannot depend on your eyes when your imagination is out of focus”- Mark Twain
If my agent could only learn from my culture, for them to become the best agent possible what would my environment have to be like?
I like this question because it’s a more critical thinking process. Let’s say a new agent can only get out of draw conclusions from how their day went. Their answer of what they learned and if they want to stay is going to be determined by the environment they were surrounded by all day. With the way you run your crew now, would that be enough?
For everyone, the answer should be no. None of us are where we should be in terms of five years from now, right? We’re going to over estimate where we’ll be in a year of less, which makes us frustrated, and under estimate where we’ll be in five years, which makes us impatient.
Everybody listen very carefully and repeat it to themselves silently:
“I can be what I will to be.”
If your goal is to become a heavy hitter in the energy game. If you really want to Take Off and get the lifestyle you imagine, if you want to be the boss of your organizations, then you need to be asking every single day if your environment is one that is moving you closer or further away from your goals.
Here’s the deal, you’ll only get what you want when you can figure out this replication process. We can’t make the jump from crew coordinator straight to national or even regional if we aren’t moving the people we’re responsible for up into management! The only way we’re going to be able to do that is if we constantly audit our work atmosphere. What conversations are being held? Who are the leaders? If it were easy, how could I get people to want to be more like a heavy hitting manager?
You change what you’re surrounded with. You make the change and start acting in accordance of where you’re going, not where you’re at currently. You make the decision to say, “you know what theres no room for another crew coordinator right now because I’m not making room. I’m not providing the things I need to provide, and today that is going to change. Today I’m going to step up, today I’m going to make a difference in someones life and allow them to feel as if they’re already existing in the next step ahead; which is as a role as a leader.” Guess what’s going to happen? They’re going to behave in accordance to how their environment tells them to. If they have permission to step up and lead and feel safe while doing so, then they’re going to.
How can I make them feel fulfilled and have a high quality of life?
Meeting needs can always feel like the fluffiest part and that’s why I save it for last. It can feel like a step we just want to skip and overlook, but it’s the most important part. Needs being met are what determines behavior and habits, imagine if we could control and install good habits into people on their first day of work?
I mean why wouldn’t we want to? If we knew again that it was required to step us and for us to be heroes, then we would want to help others by showing them how to fish so that they may fish forever- right? It’s not a matter of catching fish for them, yet we’re always acting that way. Replication requires teaching. It requires them to enjoy the process, and if we can get them to feel fulfilled, we’ll have them in the habit of coming to work and crushing it everyday. How much easier is it to manage someone that is ready and willing to win? It’s something we can hardwire, and it’s very easy to do.
Give them something to make progress on, constantly be measuring them with metrics they understand. If they’re not ready to write five deals then don’t give them that task on day one. If they’re not ready to leave your side then you don’t let them leave. Ideally, you want your agents showing up to work for the same reasons you do. You want them to understand and see a longterm career choice so that they’re willing to be trained. You show other people how to grow on their own, and you show them how many people they can help with their new skill- and theres no reason for them to ever go anywhere.
