No Broke Months For Salespeople - ou’re Burnt Out, Broke, and Alone: Here’s How to Build a Team That Has Your Back

Episode Date: May 24, 2025

What happens to your business when a top performer leaves? In this episode, Dan Rochon shares a powerful lesson on how to build a bench of talent before you need it. From NFL metaphors to real-life business examples, you’ll learn the exact mindset, process, and strategy to surround yourself with the right people—even before you hire your first virtual assistant. If you want to scale your business without scrambling every time someone leaves, this episode is your blueprint.What you’ll learn on this episodeYour business is only as strong as your bench. Top teams prepare for exits by having replacements ready.Most people hire too late. Don’t wait until you’re in crisis recruit continuously.The three types of talent to recruit: Proven (experienced), Emerging (up-and-coming), and Potential (untapped promise).Look for a record of success. Past behavior is the best predictor of future performance.Use behavioral screening. Ask specific, open-ended questions to reveal how they think and whether they align with your culture.If it's not a hell yes, it's a no. Don’t settle when hiring be precise and decisive.You already have a support system. Even without official hires, your community contractors, affiliates, title reps can be part of your organization.Belief leads to lead generation, which enables hiring. You must believe in your ability to figure things out to build your team.Remove “how” from your vocabulary temporarily. Focus instead on “by when” you’ll hire your first or next virtual assistant.Lead generation funds your organization. Without consistent leads, you’ll never scale through hiring.Resources mentioned in this episodeTeach to Sell: Learn how to build influence, attract talent, and lead with clarity. 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

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 in 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 the role? Can they consistently hit their goals? Because if you can't confidently say yes to those questions, it's time to move on. Welcome to the No Broke Months for Salespeople podcast, the ultimate destination for salespeople, business people, and entrepreneurs. 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. Hello, hello, hello. Welcome, Terry.

Hello, Elezar. Good morning, Kane. Kane, I got some work for you coming in case you were bored or anything like that. Hello, Leslie, Roslyn, Joshua, Emmanuel. Somebody tell me something good. I know there's gonna be some more people join us here as well. What's good in your world? Anybody want to guess what I did yesterday? You spent the day with your love. Yes, I did. Myself.

All by my lonesome. All day. I did nothing. I stayed at home and I watched a thing on Netflix called The Terror. I watched all 10 episodes over the weekend. That is unlike me. In case if anybody's wondering. Hello, Miss Rachel. Welcome. Hello, is that George? I think that's George.

Welcome. Hello. Hello. Hello. All right. Somebody tell us something good. Let's hear from one of you and then we'll get started. Morning, Raymark.

Good morning, Dan. Are you asking for like something good? Oh yeah, sure. Yeah, the one that you sent in ISA chat. So that was actually a seller. And I booked you with him tomorrow at 11.45. So they're starting selling their home. It's a new home. They built it last year. See? While Dan's's sleeping doing nothing but watching the terror, we're booking listed appointments. That's something good. Yeah. Yeah, the joy that

I have within myself right now. Good job, Raymark. Thank you. Somebody else tell us something good. One more good. God is good, says Roslyn. I agree. Election day here in the Philippines. Did you vote twice? No, we just vote. I know who Leslie voted for. I know her political persuasions. Yeah, and we're losing. That's all right. We'll catch up. You gotta vote twice. All right. You can imagine your favorite football team, or maybe it's a different sport. Regardless, they lose their star player, maybe it's their crown, 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 a star 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, 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 wait for an mercy 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, the CEO, her husband got transferred and so she needed to go relocate, which was unfortunate 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 competitor that

was a friend of mine, and I asked him, I said, hey, who do you know that may be interested in a position in 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 write them down on a little sticky note and then I ran out of space on the 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 to write on the inside of the envelope, and 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 Bo was ready to have that talent step in in case of his star player step down or step down. 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 in 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 the 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 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 gonna 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 gonna 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 the great talent,

whether it's proven or emerging or potential, you want to be able to follow a step-by-step process to find the great talent. The first thing you want to do is you want to look at the record of success 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 it's work or their personal life, the success leaves patterns and so does failure. The best leaders, they don't sell. They teach, they build trust, they change lives. Teach Yourself is gonna be published by Posto Press

and Simon & Schuster. It's gonna show you how to lead with influence to leave the old way of chasing behind. Pre-orders are open now. Lock in your copy to visit www.teachyourselfbook.com. That's teachyourselfbook.com. And Clay Bodice says you're never gonna see again. Your future followers are waiting

because people don't want to be sold. They want to be led. And it's your time. 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 identify how are they going to relate to your culture. You're going to relate to your culture. Do an initial interview by asking open-ended questions like,

what do you do outside of work? Make it casual. And what are your long-term goals? Tell me about a challenge that you face. 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. So for example you say, tell me, 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 late and that may be a challenge and it's 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 it's described 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 assistant 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 at 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 secure your business is gonna be. And I want you to ask yourself a question. Are you ready to build yours? All right, thank you. So I went through a lot there. I went through a bench of talent and I gave you a couple of examples with that.

I'll talk about here in a second. I went through proven talent, emerging talent and potential talent. I went through a record of success. I talked briefly about the disc assessment and then I finished with the not a hell yes, it's not a yes. So what we're talking about right now is we're talking about how to be able to surround yourself with the right people. Now, some of you may be in a position where you're like, I don't have anybody

that works for me, or I don't believe I can hire anybody that works for me. I want to talk to you here in just a moment. I'm going to talk to you now and then I'm going to expand on what I just said in the video. So if you have nobody who works for you right now, if you have no support, there's two things I want to talk to you about. Number one is you definitely have people that support you, whether you know it or not, that being within maybe your broker, your community, your lenders, your affiliates, your title company, et cetera.

All right. So we all have your contractors. My goodness. It took me years to get the right contractors. And if anybody's in Northern Virginia looking for some connections, I've got really great people who are responsive and affordable. And this past week I probably have done, I don't know, 15,000. How much work have we done last, just in the last week?

And a lot of it was like within 24 hours, right? Like we're talking replacing pipes. We're talking, what, run through a couple of those with us real quick, Wes. We do plumbing, the roof decks, windows and yeah, those stuff. And then HVAC and that's cost us around like more or less 15,000. All right. And that all was like within 24 hours or less of like, we need this done. And it was like, that's three different properties or three different

occasions to two cases with one property and one with another, right? And boom, done. Over the weekend, seamless while Dan's watching the terror. So the point being is you have an opportunity to surround yourself with the right people, even if you're not hiring. Now that's step number one. Step number two, again, I'm still talking to those of you who have nobody that you believe supports you, nobody that works for you, et cetera. I'm gonna ask for the following. I'm gonna ask for a commitment from you right now. And I want you to remove the word how, okay?

I'm gonna ask you a question without the word how. By when will you hire your first virtual assistant or your next virtual assistant? Write it down whatever comes to your mind right now. Don't think about how. We'll talk to you about that here in a second. By when will you hire your next or your first virtual assistant? All right. So if you may have struggled, but write down an answer. Here's a deal. How do you get to a position where you're going to hire your first or next virtual assistant?

What's the key ingredient to that? Who wants to shout out the key ingredient to hiring your next assistant? More business. Boom, lead generation. So specifically, you're talking about the outcome, I'm talking about the input. Lead generation.

So if you remember the CPI building, right? The bottom of its belief, the first floor is lead generation. The second floor is organization building. We're talking about organization building right now. You want to know how you can be able to hire your first or your next person. You got to first master lead generation. Now, hopefully you're tracking with me. How do you master lead generation? Script, hopefully you're tracking with me, how do you master lead

generation? Script practice and doing it. I like that. What happens in the building? When we're building CPI, what happens before lead generation? In the bottom floor, in the basement, the foundation, belief. Specifically, your belief that you can figure it out. So if you want to understand how to hire your next or your first virtual assistant then you have to master lead generation. If you want to master lead generation you have to believe in yourself. You guys are tracking with me on this? Now go do it. Everybody thank you for your attention today. Have the best day of your life. Be grateful, make good choices, go help somebody,

and let's make sure that we're building something substantial. See you guys. God bless you. Thank you. 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 could

not 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 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 day of your life. Be grateful, make good choices, go help someone, and share the show with a friend.

God bless you.