No Broke Months For Salespeople - How to Build a Winning Team — Finding, Hiring, and Developing Top Talent for Long-Term Success

Episode Date: October 9, 2025

What you’ll learn in this episode:Why every great business needs a “bench” of ready-to-go talentThe three types of talent: potential, emerging, and provenWhy proven talent is the best long-term investment—even if it costs moreThe right interview questions to uncover true character and culture fitHow to spot patterns of success (and red flags) in a candidate’s pastThe ultimate hiring filter: if it’s not a hell yes, it’s a noHow building your bench protects your business from unexpected turnover 👉 Don’t miss out! Sign up here:https://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=trueShadow Hour Updates to get the latest updates and reminders for our Shadow Hour sessions. Stay informed, stay ahead! To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

You're listening to No Broke Months for Salespeople Podcast. In this episode of the No Broke Months for Salespeople podcast, Dan Rochon uses a powerful football analogy to reveal how great businesses, like great teams, win by building a strong bench. He shares the real story of losing a key leader in his brokerage and the painful lesson that changed how he hires forever. Dan explains the three types of talent to look for, the right way to interview for culture fit, and why almost yes in hiring should always mean no. Welcome to the No Broke Months for Salespeople podcast, the ultimate destination for salespeople, business people, and entrepreneur. As you immerse yourself in this show, you'll discover the

secrets to unlocking consistent and predictable income. We reveal the new way to persuade human behavior by mastering the art of the teach-to-sell method. Get ready to transform your approach and achieve unparalleled success. My name is Dan Roshan. I'm the host of the No Broke Months podcast, which is a show for real estate agents to help you have No Broke Months. Thanks for joining me. Enjoy the show.

You can imagine your favorite football team, or maybe it's a different sport. regardless, they lose their star player, maybe it's their quarterback, he breaks his leg, he goes down, he's out for the rest of the season. Well, what happens to the team? So when this happens, do they crumble? Or do they thrive? Well, whether they crumble or they thrive, it's dependent on do they have a strong bench of talented backups.

Most NFL teams, they're going to thrive or at least they'll do the same. Because they've got like a star player behind a star player behind. how to start a player. So just like in football, your business needs a strong bench, a pool of talent that's ready to step in if someone leaves or they don't work out. So let me ask you this. If one of your top salespeople, if they quit today, are you ready? If the answer to that is no, it's time to build your bench. Because the best teams on the field and off, they always have their backups ready, and so should you. Because you want to want to wait for the emergency to recruit new talent, right? A business with a deep talent pool is stronger, more secure,

and always in control. And without it, you're stuck scrambling, relying on luck instead of strategy. Once upon a time, I own a really rather large real estate brokers. I had about 150 or so agents that worked for me, with me. And I had a CEO that ran the company. Well, the CEO, her husband, got transferred, and so she needed to go relocate, which was unfortunate because she was, because she was doing really great within the company, strong, strong leader. And here's what happened when she left. I realized I had nobody to replace her. I remember giving a call to a colleague, another owner of a, you know, of a competitor that was a friend of mine. And I asked him, I say, hey, who do you know that may be interested in a position and leadership? And this guy,

his name was Bo. Bo gives me a list of names. And I remember I was sitting in my car and I started to break them down on a little sticky note, and then I ran out of space on a sticky note, and I had to grab an envelope that's right beside the seat, and I had to open up the envelope, and I had a right on the inside of the envelope that he gave me so many names of, hey, I'm in a relationship with this person and this person.

Have you considered this person? What was the difference between Bo and myself at that time in our businesses? Bo had a thriving business, and I had a good business. And the difference was, was Bo was ready to have that, talent step in in case if his star player stepped down or stepped out. So when you're hiring, you want to make sure that you're looking for success and you want to make sure that you have the success in the wings and multiple layers of your business. And I want you to consider as you hire asking yourself the question, is this person going

to thrive in a role? Can they consistently hit their goals? Because if you can't confidently say yes to those questions, it's time to move on. And there's three types of talent that I want you to consider to be looking for. Number one is potential talent. Now, these are people that have the right attitude, but they've not yet proven themselves. They're risky, but they might become future stars. They're more affordable. But again, you're taking a risk. Emergent talent. These are people that succeeded in a smaller role, and they bring less risk, and they're still going to stay affordable, but a little bit more expensive than the potential talent. And then there's proven talent.

They've done a job before. They bring in an experience. They have fewer surprises. And they come at a higher cost. My recommendation, by the way, is always look for proven talent. It's going to cost you money. But I would rather pay one person 10x than five people, 2x, because that proven talent is going to bring you far.

To be able to find a great town, whether it's proven or emerging or potential, you want to be able to follow a step-by-step process to find a great talent. The first thing you want to do is you want to look at the record of success because history is the greatest predictor of the future. So have they succeeded in the past, whether if it's work or their personal life, the success leaves patterns and so does failure. And then as you look at that record of success, again, that's the number one thing that's going to indicate their future. You're going to be able to, I, identify how are they going to relate to your culture? Do an initial interview by asking open-ended questions like, you know,

what do you do outside of work? Make it casual. What are your long-term goals? Tell me about a challenge that you faced. How did you handle it? And as you're asking these questions in an informal initial screening interview, conversation, you want to go ahead and pay attention to how they think and how they fit your culture.

Look for specific examples as you ask those questions. You know, so for example, you say, well, tell me, you know, have you had challenges in work in the past? And they're going to say, yeah, I have challenges all the time. And a lot of times they want to be general and vague. Well, tell me about a challenge. And they may say something like, well, when I have employees come to work and they're lay and that may be a challenge. And it's very, very general. You want to get deep.

You want to say, well, tell me about a time that somebody came in and they were late. What happened? Describe to me the experience. Because that's going to be able to indicate, again, how. they think, how they may relate to your culture. You may want to use a behavioral assistance, you know, tools like this to help you understand if they're a natural leader, if they're detail-oriented, or maybe they're suited for another job. And in the end, as I've already mentioned, you always want to ask yourself every step of the process,

are they going to succeed? Will they consistently hit their goals? And if it's not a hell yes, it's not a yes. So as you build your bench of talent, remember, it's not just smart. It's essential and the stronger that you build your bench the more security business is going to be and i want you to ask yourself a question are you ready to build yours this is dan rochon host of no broke months do you want consistent and predictable income with no broke months my new book teach to sell by top performers never sell and what they do instead is being published early 2006 by simon and schuster you can pre-order now at w www.teach to sellbook.com and unlock over $10,000 of free bonus training.

Don't wait, go to www.com and grab your copy today. That's teach to sellbook.com. Hey there, no broke months listener. I've got some exciting news. We just passed 375,000 downloads. for the no broke months podcast and i cannot have done it without you i am beyond grateful for every single listener who tunes in daily takes action and shares this journey with me now with you and i let's take it a step further if this podcast has helped you imagine what it could do for another

salesperson who might be struggling share the show with them let them know there's a way to create consistent and predictable income because no salesperson should ever have another broke month again. And hey, while you're at it, don't forget to like, subscribe, and leave us a favorable review. Your support helps us reach even more salespeople who need this. Until the next episode, have the best favorite life. Be grateful, make good choices, go help someone, and share the show with a friend. God bless you.