No Broke Months For Salespeople - What No One Tells You About Hiring

Episode Date: September 25, 2025

What you’ll learn in this episode:Why belief is the foundation of every business decisionHow mastering lead generation unlocks your ability to hireThe role of virtual assistants in scaling your businessWhy your “bench of talent” should include lenders, affiliates, and contractorsHow DISC assessments help you hire the right fitThe six “Scarlet” qualities of top talent: self-starters, competitive, learning-based, assertive, relationship-based, team playersWhy “if it’s not a hell yes, it’s not a yes” is the ultimate hiring filter👉 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!If you’re ready to lead a team where accountability feels empowering, coaching fuels growth, and high standards drive results, this is your next step.Teach to Sell gives you the exact tools to lead with influence, guide clients and teams with clarity, and build a sales business that consistently produces No Broke Months. Whether you're scaling a team or refining your leadership skills, this book will show you how to create trust, alignment, and success through transformational leadership.Preorder Teach to Sell today and start mastering the leadership skills that move people—and results—forward.https://www.nobrokemonths.com/teach-to-sell-preorder 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

Self-starters, competitive, learning-based, assertive, relationship-based, team players. Those are the six characteristics that I look for when I'm hiring. All six, though. Not five out of six. They have to be all six. That's non-negotiable for me. Welcome to the No Brope 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. In this episode of the No Broke Months for Salespeople podcast, Dan Roshan walks you through the real progression

of building a team, from belief to lead generation to hiring your first virtual assistant and beyond. Dan explains why surrounding yourself with the right people matters, how to evaluate talent using tools like D-I-S-C, and why if it's not a hell yes, it's a no. You'll also hear real-life stories from Dan's own brokerage and the lessons that shaped his approach to talent and leadership. 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 all right 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 well 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, being within maybe your broker, your community, your lenders, your affiliates, your title company, etc. all right um so we all have you know uh your 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 in this past week i probably have done i don't know 15 how much how much work are we done less just in the last week and a lot of it was like within 24 hours right like we're talking replacing putt we're talking what run through a couple of those with us real quick west uh we do plumbing um painting

the roof decks those and uh 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 two two occasions one property and one with another, right? And boom, done. Over the weekend, seamless while Dan's watching the terror, right? You know, 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 going to ask for the following. I'm going to ask for a

commitment from you right now. And I want you to remove the word how. I'm going to ask your 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. I'll talk to you about that here in a second. By when will you hire your next or your first virtual assistant? All right. Some of 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 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.

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 a first master lead generation now hopefully um you're tracking with me how do you master lead generation but practice and doing it I like that

what happens in the building when we're building CPI what happens before the generation in the bottom floor in the basement the foundation belief 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,

you guys are tracking with me on this? Now go do it. Now, all right. So now let's talk about some of the content. I went through a lot of different things. I have to, I'm learning as an instructor, you know, I went through like six different things there and that's not effective as an instructor, right?

Because it gives you too much to focus on. But what I'm going to do now is I'm going to try it all together. so that it's useful for you okay so step number one i talked about uh proven talent leslie i hope you were paying attention to that piece that's something that less and i uh we have a uh little bit of friction on it's a healthy friction all right it's a healthy friction all right uh proven talent that's i'd rather pay somebody more money for somebody who's going to be an all-star than less money for a bunch of people that are going to be good now the challenge with

that is are you know you don't want to just pay more money for you know just for the sake of pay more money that's a challenger and that's the healthy friction between less and I by the way she makes the hiring decisions not me anyways um so who here knows bo mcinty or terry knows and i'm i would expect that that's about it maybe um so when i talked about bo in the in the um in the the the the video that's who who I was talking about Bill McKinty

and literally I was in my car and I had I had literally I had a sticky note and an envelope like it was an envelope just sitting on my car

it was like some junk mail and I asked Bo who do you know and I started he started talking and he never shut up and I kept writing down names and names and names I wrote on the outside of the envelope flipped the envelope over

I wrote on that side of an envelope and I had to open the envelope envelope up right like that's how many names this guy gave me right it was like holy goodness it made me realize the difference pre-bow and dan at the time you know i've developed he's developed whatever right but at the time i can make a very very clear comparison he had a very successful business i had a good business what was the difference between the two businesses we both cared we were both talented we both put the time and effort in he focused on talent i focused on the activity of running the business.

He focused on talent. There's another guy, I'm not going to say his full name, but I'll say his first name. And maybe you can, because I don't mind sharing who I'm talking about. I just don't want to share it probably. Mike, so Mike was somebody who, and you'll see why I don't want to completely share this. Mike was somebody who had one talent and one talent only. and he had no other talents, no other talents, none that were reckoned. I mean, he had other talents, right?

But he had one superpower. His superpower, he surrounded himself with the right people. That was it. He didn't know anything else about running a brokerage. Nothing. Nothing. But he knew how to hire top talented people and keep them. Well, interesting.

I didn't want to say his full name because I sort of talked negatively there, but it's not negative at all. It's with love and freaking appreciation. Anyways, his name's Mike. If you know anything about the KW world in Northern Virginia, you would know who I'm talking about, but that doesn't matter. All right, so

next thing I talked about was a bench of talent. Do you know I still get to today people asking me, hey, can I contact Julene? Juleen was somebody who worked for me for six years and had Les's role before Les had her role. And Julian Delacruz left me July 4th, July 3rd of last year

was her last day with us. And I still get people asking to talk to Jolene to today. Like I had somebody last week. Hey, can I just ask Duleen? I was like, sure. I didn't even say anything. I got to ask her. Les will pick it up.

But why do I mention Jolene? Because on July 5th, July 4th I took off, July 5th, guess what? My business ran like a gem a day and a half after Jolene leaving us. Why did my business run efficiently like that, like a gem? Anybody want to guess? Why did I not feel the impact of a key employee leaving after six years? you have a strong bench

yeah the reason why I didn't feel the impact was a person named Leslie for about a year and a half or two years evolved from Dan and Jeline to Dan Juleen and Les

you guys know that Les never asked for the role to lead to be you know to be in the role that she is right now she took it she stepped into it by the way I'm talking to people within the greetings Virginia and CPI community right now I'm looking for the next person to step in after less

not that less is leaving anytime soon God willing please but at some point she'll leave at some point she'll grow she'll do something else and I'm going to be supportive of that when that happens right but right now I'm looking for that person to step in behind less let's talk about disc

so when you're hiring who here's really really familiar with disc so so all right disc was created in the 1920s by a guy named Dr. Marleston it's funny I remember somebody who I never say anything negatively about him with with a member of this group that's i'm talking to right now and i remember this guy um when i when i taught this in a class told me i was wrong and in and called me out on it publicly

to the class and he was dead ass wrong and i know that right now the person that i'm talking to gets it because i'm looking at your face anyways this was created in the 1920s by a guy named Dr. Marlston, who was a PhD from Harvard. And it was basically a rudimentary of how to be able to evaluate behavior on, and I say rudimentary on four different metrics, dominant, influential, steady, and correct or conscientious, right? Now, there's different, you may hear driven versus dominant. The reason why is because the technology has not been copyrighted or release, if it

was, it's been so old that, that, you know, people have evolved and used it for their own. And so, Dr. Marleson, by the way, also created Wonder Woman and the lie detector test. At least he was one of the ones intramental and the lie detector test. So now you've got that for your trivial pursuit. And yes, when I said this, the guy that was a student class word blasted me, blasted me. Anyways, there's that. So, um, so disc is something that you're going to be able to use when you're hiring. all right because if you're looking for somebody to be able to take charge what type of

behavior would you be looking for somebody with a bit of dominance somebody with a self-starter okay you want everybody in your in your organization you want them to be self-starters and whether that be the lender the title company whatever the case may be because if they're not a self-starter, guess who they're relying on? They're relying on you. You just saw an example of that during the, tell me something good. You just saw, like, literally, I have a listing appointment at 1145 tomorrow.

I didn't even do anything. I didn't even know about it. I just was informed about it 20 minutes ago. Right? Why was I informed about it 20 minutes? Because I got somebody who's a self-starter who's going to freaking take charging, rock and roll and do the activity with or without it? me he's not going to wait for me he's just going to go do it that's who you looking for in

your business you guys got that all right and lastly if it's not a hell yes it is a not a yes i want to credit that to a former coach of mine tara smith and she was a coach of mine for a short period of time i don't know her very well she's like in the midwest somewhere and tara taught me that if it's not a hell yes dan it's not a yes and so when you're hiring if it's not a hell yes within the first week or two it's not a yes all right ladies and gentlemen i feel like today i may have screwed us up by going in many different directions but hopefully i i held it in a place that's going to be useful for you let's see if i did or not share your a ha's your thoughts your feelings who'd like to share with us

building your bench is very important and it doesn't necessarily have to be on your team it can just be a support system behind you yeah like at least two lenders right i have two solid lenders that i can count on and um you know why do i have two lenders because one may go on a vacation now i have a preference well i've got more than two right you know I've got two and then I got a bunch of backups past that. What else? What are the rahas? What thoughts?

What feelings? What's your key to needing a bunch of talent? What do you need first before you need a bench of talent? Lead generation. All right. I'll go with that. System. I'll go with that.

I was being, I love those answers. I'm not going to say that those aren't incorrect at all. You need a first person is what I was thinking of. Right? So you need that first person before you get the second and third person. How do you get the first person? George said it perfectly, lead generation. Terry, you're going to share something I over talked to?

No, it was a smart, Alec comment. Then I'm glad I over talked to you. Who'd like to share next? What are your ahas? What are your thoughts? Who wrote down by when you're going to get your virtual assistant? Terry did? Rachel did? If you didn't, you still can.

Rosalyn did? Good job, Rosalin. What other ahas, what thoughts, what comments, what questions? I feel like when I go through the hiring part and the leadership part, people sometimes zone out a little bit. Trusting yourself, says Rosalind, thank you for sharing that with us. And because I think sometimes people think it's not relevant, right? But it is relevant if you want to build a business. if you want to be a salesperson and do everything yourself,

then maybe it's not relevant. But even then, it's relevant with your lenders and your total companies and all that type of stuff. So there's still relevance there. But there's two types of people that get into this business, salespeople and business people. You could be both. It's not one or the other, right? But if you only want to be a salesperson and you only want to do this, that's great. Guess what's going to happen when you want to sit there and watch.

10 episodes of the terror over weekend. You're not going to have any for a movement. You guys got that? Good movie. Kathy, sure won an aha with us. You're only as good as the people you hire. Yeah. So you want somebody that's a go together.

Yeah. So that they're not aligned. Thank you, Kathy. Thank you. Write this down, Scarlett. Everyone write down Scarlet. Let's we'll type it in here real quick because we're almost out of time. Scarlett, self-starter, competitive.

learning, assertive, relationship-based, team-player, self-scarlet, team players, sorry. Scarlett, self-starter, competitive, assertive, relationship-based, learners, team players. There's six qualities there. That's who I look for. I know I went through that super fast. Let's put it in the chat there. I'll say it one more time. Self-starters, competitive, learning-based, assertive, relationship-based,

team players. Scarlett. Those are the six characteristics that I look for when I'm hiring. All six, though. Not five out of six. They have to be all six. That's non-negotiable for me. When you get those six, you got somebody in my opinion that's going to at least, it would be somebody that would work for me. And I think it may be somebody to work for you as well. Everybody, thank you for your attention today. I hope today it was helpful for a start for the week. I wish you to have the very best week, have the best save your life, be grateful, make good choices, go help somebody. and let's make sure that we're building something substantial. Let's make sure that we're building something that can exist past you. Let's make sure that you can be able to build a business

so that you can spend your time with your family. You can spend your time chilling out over the weekend if you want. You can spend your time the way you choose to do. If you want to do that, I'm giving you the recipe. I'm giving you the directions. It's your choice whether you follow it or not. It all starts with belief, then goes to lead generation, then goes to building the support around you.

And in a couple of weeks, we'll talk about how to lead people so they can know how to think so they can get what they want. See you guys. God bless 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 cannot have done it without you.

I am beyond grateful for every single listener who tunes 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.