Kyle Nielsen
speaker
78 appearances
1 recordings
1 series
first heard Dec 2024
last heard Dec 2024
Kyle Nielsen’s voice in public audio — every appearance, attributed to the second.
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So, you know, the fun thing about, or I guess the thing that makes it so hard is that to get to two people to say yes, you have to be rejected 60 plus times. So most people can't deal with that. And I tell people when they're interested in the job and they hear about the success stories and they come in, I say, look, like if this job was easy, everybody would do it.
If everybody could do it, it wouldn't pay what it pays. Right, of course. So like you have to take rejection and you have to get, it has to, you know, it has to be like water off the duck's back. Like you just have to be able to roll off that and get through it. And you knock enough doors, eventually doors can open.
A good rookie that actually really wants to see results, 150 to 200 doors.
We start, yeah, I mean, probably closer to 10. So every morning we get together for a morning meeting. We talk about the sales skills from the day, what were the challenges. We go through the team's goals. We get on the doors by about 10, 15, 10, 30. We work till about 3.30, 4 o'clock, take a quick lunch break, bathroom break, get out, get back on the doors by 4.30 and work till dark.
So in some markets at 8.30, some it's 9.30. We typically don't want people knocking on doors after 10 o'clock at night, obviously. But yeah, the people that do it really well
can schedule other return appointments so when when they catch the husband or wife at home earlier and they come back and talk to my husband they schedule those ones into the dark so that way it gives them a purpose to be there at dark so when they're knocking on doors they're knocking on people's doors that are expecting them to come back by not you know not super late but yeah no they're they're long 10 to 10 plus hour days when you add in the training and the drive time back and forth and then we train at night we train in the mornings like it's a very
intense day to go out there and you know but again for a rookie 18 19 20 21 21 22 year old kid in college to come out and make 20 even 30 grand in a summer that's massive that's life-changing
Buy real estate. Make sure you set up your tax strategy right. So you create your LLC. Don't get paid as a sole proprietor. Create a structure with that. invest your money and be smart. Obviously it's, you know, you can go buy yourself a nice car. You can buy yourself, you know, something to reward yourself for the hard work, but don't just blow it.
Like it's, it's tough to not want to burn through it. And what I see some, some people do in the industry is that they're, they're not from a leadership standpoint, they're not educating their sales force on the tax burdens. And they're not really real kids aren't realizing that taxes aren't coming out of my paychecks. And then at the end of the year, they Uncle Sam's locking on their door.
And what that sometimes happens if a company doesn't train and educate the reps properly, then that rep is now left with a pretty big tax burden. And their company is not going to throw throw them a bonus or something. So what happens is they start shopping themselves around. And they look for a signing bonus from somewhere.
But then that rep perpetually ends up just jumping from company to company to company and they never build anything from themselves. And so we've taken a really smart approach. Like I do a call in my partnership in my region at the company called Wealth Wednesdays.
And we bring people on, talk about crypto, talk about real estate, talk about branding, talk about tax strategy, talk about all those things to these younger kids to give them opportunities to learn how to be smart with what they do. But I mean, I think real estate's an amazing one for them to get into at a young age.
Yeah. I mean, luckily we have markets nationwide. Like there's no stone on the ground in Miami, you know, Phoenix, Arizona, Tucson, Vegas, St. George, a lot of Texas. So there's a lot of markets where they can go knock doors. They can work 12 months a year around if they want to. I prefer like the compartmentalization kind of approach. A lot of them are students.
A lot of them are still going to school for something, whether it's doctor, dentist, lawyer, they're like really trying to,
um you know build something in the future but i i think that if you if you think about it you have your four to five month summer where you go knock doors and then you have if they've done really well like say they produced you know 125 or 150 000 in new customer revenue that's kind of our benchmark at the company for them to come back and be like a manager leader recruiter
Then they spend September through January recruiting and building their team, their own team for the next year, where then they can be the leader of that team. They get an override stack and bonuses for recruiting and running a good team so that then they get their own income off their own sales. Plus they can pull in another 150, 200 grand from running a good, successful team in their org.
So they spend that next chunk of months building that team, recruiting and building, and then they spend January through April or March training that team and training them and getting them ready. So it's almost like you have, like any high competitive sports team you have, you're you're in season, there's not a lot of time to make a lot of changes once you're in the NBA season.
You can maybe make a trade here and there. The time to rebuild is kind of in the off season. So then you build your team, you train your team, you put your team out there and see if you did it right. You build your team, you train your team, you put your team out there. You build your team, you train your team, you put your team out there.
I prefer like the compartmentalization where it kind of builds it into blocks. And once you get to like the management level where you're these 150 plus thousand, you know, in a year new customer revenue leaders, you're making enough in the off season or in that one summer to kind of live off that money. And then and that kind of gets you through everything.
And the way that we, I mean, the way that we pay our, our kind of our back ends and our bonus structures out is they're kind of getting checks in the off season monthly anyways. And so there's not this big draw to go and do a blitz here, be gone for a week, come back for two weeks, be gone for a week, come back for two weeks. I would much rather they build their salespeople.
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