✨ Today we covered:
✅ The systems audit: We walked the full checklist together... branding guide, Buyer flows, Seller sheets, Gmail filters, Flodesk templates, Team meeting structure, the do/delegate/dump exercise, Loom SOPs, brand voice. Go through it and mark what is actually done, not what you meant to do.
✅ Get the Loom videos into your flows: Your Buyer flow is not finished until each row has a walkthrough attached. Recording a new task takes me about 15 minutes, and it saves my assistant hours forever. Record yourself doing the work, and over-explain it... talk to the screen like you are explaining it to a fifth grader.
✅ Marketing is not enough without follow-up: Beautiful content does not close deals. Someone on my Team calls, and that is where the offers come from. If a Buyer's agent tells you the home is at the top of their client's budget, your answer is "bring me an offer." One of you shared a closing this week where she asked the Seller for irrigation, shower doors, a washer and dryer, screened porches, and closing cost help... and got all of it. You do not know until you ask.
✅ Red light, green light tasks: Red light tasks are the ones holding you back that someone else could be doing. Write them down. Then have the conversation with the person already on your Team before you hire the next one, because what they tell you they struggle with becomes your job description.
✅ Capacity check-ins and the 75% rule: When a Team member hits about 75% capacity, it is time to start hiring... that remaining 25% is what lets them train the next person. Ask what their week actually looks like, what is holding them back, and how you can make their job easier. It is a two-way street.
✅ Run your DISC assessments through AI: Take your DISC and your Team member's DISC, put them both into your private AI account, and ask how to work together. Where the strengths are, where the friction is, how to communicate. If you have been surprised that someone is not taking initiative, the answer was probably in the assessment the whole time.
✅ Know your people as people: Team questionnaires, weekly standing meetings you do not cancel, asking about financial and career goals before you hire. When someone feels genuinely valued and connected to your world, they stop waiting for tasks and start bringing you ideas.
