18 Burst results for "Daniel Ramsey"

"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

05:29 min | 8 months ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"I love getting into that kind of stuff too. And so I was involved in it and certainly signing off on it because this is what happened. Yeah. Well, talking about these 5 stages as we're kind of in this legacy building stage and you start to delegate, Daniel Ramsey, your son has taken over leading entre leadership as the EVP. And so I want to talk about the future of entre leadership. What are you most excited about for the next decade of entree leadership? Well, Andre leadership has world class coaching right now. Our advisory groups and our executive coaching program is second to none. It is off the charts. We have world class un believably fabulous events. The author leadership summit is very possibly the best leadership event in America. It's off the chain. And Andre master series is very much meat and potatoes and really hands on stuff and people. It's rich, rich of soul. Those two live event products are just stellar. And so now we've got to get the digital piece of elite, where people can access the content on their own time, they can access coaching and community on their own time. They can access tools on their own time. It's good, but we've got to get it to world class. And that's what Dan ram and the team are really leaning in on. We're going to continue to produce the other stuff at world class level. But that's the thing that needs to level up around here. And as that levels up, the scale of the number of small businesses we can impact is going to be going through the roof. And because the accessibility to the content is just 24/7, and we will have we will have gone through the iterations to figure out exactly how the small business person is going to consume the material consume the tools use the tools, contact their coach, be in a community being a mastermind group and have the discussion of their advisory group and all of those kinds of things. So how do weave all that together in a digital format? That's the work that's in front of us, but it's also the opportunity that's in front of us. Yeah. I love talking to business owners and leaders at our events and just hearing their stories and how the entrepreneurship principles interacted with their personal lives, their professional lives to impact their business. And it's fascinating to meet them year after year, and they go, oh man, we doubled our business last year. We did this and we used the drivers and we were in this stage now and I love hearing those updates. It's just absolutely inspiring. One of those lightbulbs come on above their head. It's almost like a cartoon. And then they run home and do the stuff. And then immediately, 6 weeks later cost back and go, hey it worked. And of course it worked. We knew it was gonna work, but it's just there's this excitement this enthusiasm when you've, well, when you're frustrated as crowd and then you see a way through the forest. You know, you got your machete out, but you're just tired of beating the trees and beating the brush with this machete and all of a sudden, there's light out there and you go, you know, there's something that happens with that. It's powerful. Yeah. We give them the tools and empower them to do it and they go do the hard work. Exactly. I love that. So before we leave, I've got you here. You've been in leadership now for 30 years now. I want to know what is the leadership advice you find yourself giving the most? You know, I don't know if it's a vice as much as it is just empathy that I don't think you ever arrive when it comes to dealing with your team and dealing with people. You ever arrive at a place where. There's not something there that's disappointing you inside the people side of the equation and there's not something there that's really exciting and really rewarding and so we've got people on our team that have just they have become the best version of themselves while on this team and that is what you want if you're leading. And then you've got people that have just done. Horrendously horrible. I mean, horrible things. And so you got the scars, and you've got if you've been doing this a while. And you've got this richness of soul of the times it's gone right. And there's plenty of bows, actually. But to sit with someone and just share with them that that is the journey. And they go, oh, God, I thought it was just me. The empathy of just going, that's the journey. And instead they go, I thought, I thought I was the only one that dealt with my bookkeeper ripping me off. And I thought she was like a sister to me. And it's just the money's gone, but you know what? I just, it hurts so bad. It's hard for me to trust again. Or I thought I was the only one that get tears in my eyes when I see one of my young leaders step up and really step into the shoulder and things go really good and they open their mouth and wisdom beyond their years comes out and some of those words were my words that I end inserted into them and I get to see that as a leader. This is a entree leader playing this back to me. I thought I was the only one that had that joy that richness of soul. And so it's not really advice. It's just going, hey, this is the journey. This is what it's about. And the people piece of it is the most rewarding and the most frustrating and to just get to sit with.

Daniel Ramsey Andre Dan ram EVP un America
"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

05:35 min | 8 months ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"You won't be treated. Whether your customer or your team members be outrageously generous, stay out of debt. Serve, don't sell. And the money will take care of itself. These principles are human principles and business principles that don't shift. How we get them done has changed digital being an example versus analogs. That's not a principle. That's how you get it done versus how you get your marketing done is way different than it was ten years ago. Yeah. So some of the processes have changed just because of advancement technology and that kind of thing. But the principles, the values that are in this book, are timeless. Absolutely. So we have developed some new pieces in entrez leadership that really aren't new to us. We've just figured out a way to put them in a framework and one of those is the 6 drivers of business and the 5 stages of a business. Walk us through how those were developed and how that interacts with the entree leadership material. And you know, that would be in the new book. I should have said that. So thanks for circling me back on that. But because that is the clear path that we've always used, but it was a little fuzzy. We didn't know how to describe it. And so we needed to give how you get there a clear set of narratives. And you need to clearly define what there is. And so the 5 stages of business were born from treadmill to legacy builder all the way through. And we started looking at, yeah, that's the stages we went through. And that's the stages that were observable with ten, 20,000 companies we've now coached over the last 15 years or so. And so those 5 stages are very clear and then what it means to graduate from what you need to do what tool you need to add to your belt to move from one stage to the next stage to level up. And then the 6th drivers in a sense, we had spent a lot of time talking about we've had so much success communicating with the customer and motivating them and giving them traction with the 7 baby steps on the financial side that we want baby steps for the business side for the entree leadership, and they just didn't work. We couldn't figure it out. Because the baby steps are linear. And business, you get to baby step 7, want you to quit? That's not the point. And so that's how the 5 stages were born and then the 6 drivers are circular, meaning that as you move all the way around from the personal driver, the first one to the 6 one profit, you start again. And so they're circular that have a flywheel esque feel to them. And we spent years arguing through and wrestling these two concepts of stages and drivers to the ground to get it to work and man, I got to tell you, we found it. This is the thing. As a matter of fact, just maybe a quick read a small book could be written on exactly how the 5 stages work and how this drivers work as you go through those 5 stages. You only spin them. You only spend that driver that flat wheel. 5 times? No. I think we've probably done it at least ten times here. I can go back to milestones and go, okay, and then we got the people thing to another level. And then we got the profit thing. We got the product to another level. And then we got personal growth was in the way. And I had to become a different level of leader. The time I distinctly remember learning intellectually and then emotionally accepting this idea of strategic thought versus just tactically getting grabbed on. Because I was just scrapping and clawing. And I remember making that move. And then how the business just once I got out of the way, and everybody started going, okay, we have to do tactical. We have to get our work done. And we have to get above our work to make sure we're doing it in the most efficient way. The shortest distance between two points, because you can't see that when you're in the ditch, fighting and scratching and clawing. I remember these milestones through this place and a lot of them had to do with me being in the way. Once I would learn something and get out of the way, then we could go there. So the personal, then that spins that wheel and you go, okay, and then that affects the product. And that affects the profit. And that affects the people and then you get to the top and you've got a larger now organization, more people, more money, more sophistication, then you've got to do it again. You've got to level up again. And so I think we've spun through those 6 drivers probably about ten times around here. Wow. Yeah, and in hindsight is where you learned exactly what you did and why you did it. You can point back to those moments. And I've seen it with all the people we've coached and entree too. And our entree leadership coaches have verified. This is exactly what was holding that woman up. That guy up. And when they start doing that, oh, there they go. And we turned them loose. And so I'm really, really excited about the clarity that the 6 drivers are giving our audience because it's kind of like we just side we finally got it. Because this pent up frustration, we couldn't put a narrative to how to do it how to visualize it. And when we finally all got that dialed in and the team here worked really hard on it. And I love getting into that kind of stuff too. And so I was involved in it and certainly signing off on it because this is what happened. Yeah. Well, talking about these 5 stages as we're kind of in this legacy building stage and you start to delegate, Daniel Ramsey, your son has taken over leading entre.

wrestling Daniel Ramsey
"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

07:06 min | 10 months ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"If you are feeling, you are not going to be able to keep paddling at the rate you are, and you're feeling a ton of stress or anxiety or whatever. I think in many circumstances, it is actually healthy. It's a good thing to be open and honest with your team about that. And to tell some of your core team members like, hey guys, I am paddling really hard right now and it's hard. I think that is a fine conversation to have. Because what that does is that actually invites the conversation for you to ask them for help for you to ask them to take on some of your burden, even if it is just for a short season. That gives them permission to lean in and help and carry some of your weight. It also on the other hand, it helps gain a lot of trust. You're being honest you're being authentic with them. So it creates a culture amongst your team where they can be open and honest about what's going on inside of them. Now, you don't want to overshare, right? If you are considering quitting and closing shop, you don't want to talk about that because crazy thoughts go through your head a lot that you shouldn't share, you know? All the time. I know they do for me. And so you have to use your discernment on what is oversharing versus what is appropriate to share and good to share. With that too, you know, you don't want to just sit there and tell them all the emotions you're feeling and just dumping it on them. You want to take productive action from that and say, hey, this team member just left. Our company, they resigned. And guys, this is really hard for me, you know, I have a relationship with this person, so that part hurts. There's also a lot of work that this person did. That work is not going to get done. And so, man, that is hard. So you say that, and then you follow up with, and here's what we're going to do about it. For now, you know, I'm going to take on this aspect of the responsibility. This project, we're going to put on pause and we're intentionally not going to do it. And we're going to try to hire someone. We're going to try to backfill this person. We're going to reorganize the area. And hey, we may not have all the answers right now. But as we go team, I'm going to keep updating you. And so bring them into the problem. And then be honest about what you see around the corner. Now most of the time as leaders, we don't have a very clear picture of what the future has in store. But share at least what you do know about the future. What you are certain of, what you may be thinking about and considering, that invites the team to maybe add to it and help you plan and help you create a clearer picture for the future. So that's kind of a situation that the team may not be aware of. It's similar for the elephant in the room situation. If there is an awkward circumstance, if there is a an issue, maybe the marketplace is shifting. Maybe there is a difficult situation going on within your office. You know, if appropriate, it's good to just acknowledge the offer in the room and say, hey guys, I recognize that the market is shifting. I recognize that our sales in this area are going down. Here is what I believe to be true about that. And invite them to say, hey, what do you think about that depend on the circumstance? So what that does is say, it tells your team that you're not blind to the problem, you're aware of it. And that you are actively looking to solve that problem or to address it. And so, man, that deflates the pressure so much. It really takes the tension out of the room when people know that their leader is at least aware of it and can just say it out loud and just point to the obvious. So all in all, you're going to have to use some discernment here to say what is appropriate. But I think it is wrong as leaders. It would be wrong of us to just always put on a smiling face and always pretend like everything's great because that's not real life. And the more we fake it, the less our team is going to trust us. So the more authentic we can be, the more real we can be to an appropriate extent, is going to build trust with the team and help them see what the future has in store or a clearer picture of what the future has in store. That's awesome. Yeah, it's such a challenging place to be in to keep a great mindset and decide when it's a time to filter it and when it's the time to share and be human and relate in that way. I find that to be a challenging balance for sure. Definitely, definitely. Yeah. And it often it's a case by case basis. So I can't help you with every specific situation. But that's why we're leaders. That's why we're given this responsibility is to help navigate through this. So one question I have with that is, you know, as a leader, you really work to maintain, of course, like your own perspective and mindset while you're helping your team with yours. So of course, we're called to a higher capacity as leaders. So when you have, I guess, leaders underneath you. How do you decide what to pass on to them to carry some of that high capacity with you? Is there a another filter you kind of put it through where of course you would share more with your leaders than you would share with just your team members? Is there another filter you have within that? Sure, sure. So I mean, delegation has a ton of layers to it. There's a ton that we could talk about around. How do you know what to really delegate? How do you know what to bring certain leaders into the fold on? I guess you need to ask yourself, what is your intent with a certain issue? Some things you don't want to burden your team with, because they don't have the ability to solve it. And by bringing up the problem, it may make them feel helpless. Other situations, you're making them aware of a problem, you're bringing them alongside you while you solve it in an effort to train them and to show them how you think and you're helping to grow them so that you can in the future to be able to delegate more things like that to them. So being intentional, hey, what are things I just need to bring visibility into and talk them through, hey, here's what's going through my head. Here's how I'm processing this situation. And other things are man in the case of my friend who runs a restaurant. In need of adding some hourly team members. And so by bringing his team into that, he can say, hey guys, we really need a couple of extra sets of hands. We're going into a busy season. I need y'all's help in finding some hourly team members that we can hire. And so guys, can you all brainstorm with me, solutions to this problem? Are there people we know? Can we offer referrals to our team members to help solve this problem? Can we go recruit in this aspect of that this way or that way? So yeah, I think there's three different scenarios of some things that are really your burden to bear as the leader and may not be appropriate for you to share. Others, you can bring people alongside you and train them so that you can hand them a similar situation off to them next time. And then the other is, hey, bring them in to help solve the problem with you. Brainstorm with you, bring ideas to the table. Maybe through that brainstorming, you can say, hey, I really like that idea. Would you mind running that down and seeing if that works? Would you mind owning this aspect or that aspect? And so I think when possible try to involve your team in the problems you have, because they're going to have ideas that you didn't. They're going to have new perspectives that you didn't. Yeah. So good. That's so good. I appreciate that. Yeah, yeah. Andrea, thanks so much for today. I really appreciate your questions and.

Andrea
"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

07:12 min | 10 months ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"Daniel took some calls from a couple of our entree leadership podcast listeners. Check it out. So we got gin here from Homer Alaska, Jen, how can we help today? I have a question for you. This is something that I come in through all the time. Influence doesn't typically take the time or energy that emotional intelligence does since you're not having to build a relationship first, right? When I have spoken to other leaders about this, they question the efficiency of it and if it's worth the time. So how do you feel emotional intelligence benefits the workplace culture so this loss of time and energy is not a factor? Man, okay, let me unpack this for a second. When you say influence, I think a lot of people have different definitions of what that means. So unpack what you mean the difference between influence and emotional intelligence. So for me, when I'm talking about influence, that's more focusing on your scripts and your way kind of persuasion, right? Of getting your point across. Okay. For me, emotional intelligence is having more of that family unit. I know where you're coming from. I know your family or everything else. So now we have a deeper connection. So when I'm asking you to do something, I'm thinking about the totality of it rather than just focusing on the business and coming from more of a persuasive or influential stance from the business perspective. That's how I've always taken it. Gotcha. So yeah, I would say I would probably use the word authority here and saying your title, your authority your position versus emotional intelligence. So I would say that influence really comes from I think emotional intelligence really feeds influence and gives you more influence. Let me dive into your questions. I agree with that. Yeah, yeah, that's great. So diving in here a little bit, you're asking, hey, why is it worth stopping to take the time to do this to actually focus on this? Should I focus on just leading the business? You're not focused on just getting the task at hand done. And like anything in business, there is always a dynamic at play of urgent versus important. And urgent things matter, you should do them. But if you don't take time to invest in something that has long-term payoffs, you're always going to be a rat in a wheel. You're always going to be on the treadmill. And for you to get off the treadmill, you have to slow down to speed up. You have to work on things that have long-term impact. And so when it comes to your team, when it comes to being to gaining emotional intelligence with your team, to understanding them to know in them, I would break the paradigm a little bit and say, I don't think that it should take a massive amount of time. I think that for you to gain a ton of emotional intelligence, it should happen in the trenches in the moment in your regular day to day operations. So in your meetings, emotional intelligence is about just paying attention being perceptive, watching, listening, looking for things. You being intentional about that has massive payoff. And so while I think it's very important for us as leaders to take our team to coffee to get to know them to learn about their family, learn about their childhood, all of that is good. I think what is incredibly important and maybe even more important, I might go that far is in the moment in the present. How can you make them feel known? In that meeting. Can you make them know that you care? And caring looks a lot of different ways. I think knowing their kids names, knowing their family, that does mean something. But what matters more is that you can follow up later and say, hey, how is your spouse? I know they were sick last week. How are they feeling? That means that you actually listen to them last week when they told you they were sick. So in the moment, when you're having a dialog with one of your team members, when you're having whether it's a tough situation or just at the water cooler or getting coffee, how can you just be present in that moment? That's what matters. So I would argue that it doesn't take any additional time to have a high emotional intelligence to be aware of others. And just showing your team that you're aware of them that you notice them that you care about them in the moment, gain so much influence. And that gains so much trust and man the impact of that for you as their leader goes so, so so far. And so I think you should do both. I think you should invest in your team by learning about their history by knowing them. But I would argue where you should really put emphasis on is your time in the present in your regular day to today operations of your business? Yeah, absolutely. So basically, you're just saying it's not a time or efficiency issue. It's just a focus issue on what you pay attention to. That's right. Yeah, I mean, think about it. How often are we in a meeting or are we going through a situation where we're on cruise control where we're half checking email, half paying attention? What would it look like for us to close our laptop and just be fully engaged in every moment that we're in? That's a high bar. I don't do that for sure. But the more I can just be fully engaged in the present in the moment, whether that's I'm doing a presentation or someone's given a presentation to me, or I'm on a sales call with a client. How can I just be completely present in that moment? That's what it's about. Love that. Love that. Thank you. Yeah, you're welcome, Jen. Thanks so much for being with us today. We appreciate you. Thank you. I appreciate you having me on. Yeah. Up next, we have Andrea from Des Moines, Iowa. Andrea, how can we help today? Yeah. I was wanting to know how do you maintain unity and calmness with a team? Well knowing all of the unseen details happening below the surface. It reminds me of an analogy of friend shared with me of being like a duck on the water with other ducks who are on your team. So many things can be happening below the surface from, of course, big picture decisions to challenging team relationships. But a leader is called to remain calm and lead the team while pulling them without pulling them below the surface to the chaos below. Man. I love that analogy. That is so funny, because it's so true, right? As leaders, we are working so hard. We're paddling so fast. And oftentimes, we have a calm face. We have a calm demeanor. And we have to be in control of our expressing what we're really feeling in underneath. So, you know, it's funny, I was actually just having lunch with one of my best Friends. He runs a restaurant here in Nashville. We were talking about the same thing. He is going through some issues he's facing. And yeah, so I think this applies, this is really top of mind for me. So I appreciate that. Well, first of all, I would say different situations require different responses. There's different types of things going on under the surface. There's things that your team is aware of. Like the elephant in the room. And then there's issues and situations that your team is not aware of. And so, you know, it's good to categorize that it's good to just call that out and be honest with something. And so if it's a situation that let's start with the situation that your team may not be aware of. There are things that you should share with your team and there are things that you should not share with your team. You have to use your and what that is. And so I'll give you some examples here..

Jen Homer Alaska Daniel Andrea Des Moines Iowa Nashville
"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

05:49 min | 10 months ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"Influence is foundational to leading people, but it's not a one time thing. It's an everyday thing. So what are the steps to gaining and maintaining your influence as a leader? From the Ramsey network, this is the entree leadership podcast, where we help business leaders grow themselves, their teams, and their profits. I'm your host, George Campbell, and in today's episode, we talk about how to be influential through emotional intelligence, which connects to our business driver of personal. Our guests on the show today is Daniel Ramsey. He's the executive vice president of Andre leadership, and we sat down and talk about emotional intelligence, AKA people smarts, why it's crucial to gaining influence and the three steps you need to focus on to get there. Then after our interview, Daniel coaches two small business owners as they call in with their questions on emotional intelligence. So you don't want to miss that. Up first, let's get to my conversation with Daniel. Daniel, good to have you back on the podcast. Thanks, good to be here, George. Well, you've been doing some awesome things as the executive vice president of Andre leadership. Really leading them towards the current vision, the future of what it's going to be. And along the journey, you've realized that there's this thing called people smarts and emotional intelligence that plays a huge role in the way that you lead and influence. So I want to unpack this with you because you've got a great framework for this. So I want to start off with this. Do you think it's possible to fix someone's people smart? Can you go from a two to a 6 or a 7 to a ten? Yeah, so there is one time I was sitting around probably two years ago. I sit around with a group of leaders and we were having this conversation. We were saying, hey, we've got this team member. Is it worth the energy and effort to try to make them more aware? And obviously, the answer is yes. But as leaders, we were sitting around just frustrated of, is it really possible? Patrick Lincoln has the framework of the ideal team player. The ideal team player is humble. They're hungry and their people smart. And you know, hunger, you can give someone a kick in the pants and get them to go in. Humility, you can humble someone. But man, can you really wake people up to the awareness factor to the emotional intelligence of what's going on around them? And so I really struggled with this question. I thought about it a lot. And I'm a huge optimist and I was like, man, I believe the answer is yes, but I don't know how. And so I kind of went on a journey over the course of some time. That early first started with me trying to figure out how I can help my team. And I ended up learning a lot more about myself than I intended and realized that I actually can improve my own people smarts through what we're going to talk about today. So from where you are today to where you were. Was there this day that you realized you needed to get better at this idea of people smarts? Yeah, for sure. I can't think of a specific day that it happened. But I can definitely think of a few moments. Last year for me was a huge growing year. 2020 was crazy for a ton of people and for me personally I had a couple big life changes that happened. And so I really had to do a lot more intentionality around how can I roll with the punches better? How can I adapt quicker? How can I not get buried under the stress and the responsibility of everything in life? And so yeah, part of that journey was me recognizing man. I need to get more in tune with myself. And then that's going to help me be more in tune with others. So you have this framework that I want to jump into. It's three steps that you've laid out that are going to help all of the leaders listening get better at this idea of emotional intelligence. Before we jump in, I have to give a warning to the audience. I want to say, what we're talking about is incredibly important and good. And in the wrong hands, you could use it for evil. Using some of these things, there's a fine line between manipulation and influence. And I would say the difference between those two is intent. Your intent as a leader, your intent as a friend, your intent as a spouse is going to be everything in how you relate to other people, how you actually, if you have their best intent and heart and you're really trying to do what's best for them, then that is influence. But if you're actually just trying to get your way or trying to get your team to get in line with your ideas, that's manipulation. And so we're going to talk about reading people's body language. We're going to talk about being able to take action and how to steer your team in a direction. But it should be for the intent of the betterment of the organization, the betterment of the team and good for everyone. And so definitely have to put that caveat that warning to say don't use what we're talking about today for evil. So check your motives at the door listeners. That's right. As we jump into this. Okay, so lay out these three steps that we need to focus on to increase our EQ our emotional intelligence. Yeah, so really there's three things. The first is you need to become self aware. The second is you need to be others aware. And the third is you need to be aware of how your actions affect those around you. And so talking philosophically, getting above the framework, I believe that people one of their deepest desires is to be known. And so we as humans, we desire to be known, and not only just known, but known and love for who we really are. And so we grow up in a world where we often aren't love for who we are and we create these defenses. We have these defense mechanisms regard ourselves from various things. And we put up a front. We wear a mask. If you will to people around us, we show them what we think that they want to see of us. And so a really big part of this in being self aware and being others aware is how can you get around those defenses? How can you get around the own defenses you've put around yourself and how can you get around the defenses of the people you love for the sake of bettering them? And so yeah, let's dive into what it means to be self aware..

Ramsey network Daniel Ramsey Daniel Andre Patrick Lincoln George Campbell George
How to Run a Resilient Business With Marcus Buckingham

The EntreLeadership Podcast

02:01 min | 1 year ago

How to Run a Resilient Business With Marcus Buckingham

"Our first guest is marcus buckingham. He's a bestselling author in the world's most prominent researcher on strength and leadership at the adp research institute. And i sat down with him to talk about. Why building resilience on. Your team is so important to the success of your business in our second conversation. I talk with ramsey leader. Daniel ramsey our executive vice president of entree leadership. But how we do this ramsey solutions. How we create resilient teams so up. First my conversation with marcus around defining resilience for your team. All right marcus. It's so good to have you back on the podcast. How you been. i'm good. how the heck are you. Oh my goodness we're having a good time here in nashville. Last time i saw you was on the entree leadership summit stage Probably one of our both. I events back with real people and we had a great time. And you had this amazing talk about resilience that i want to dig into and you have a very different definition because your team. You guys have done so much research on this topic. And i want to hear from you. What is your definition of resilience resilience subject that is on. Everyone's mind at the moment isn't it. It's like how do we keep going in the face of everything that we're all facing. And so whether you call it stick to witness or whether you call it assistants we all on some level know intuitively that it means. Do you have the will to absorb everything that's hitting you and yet still keep contributing but we wanted to dive into more detail and actually find out. What are the components of this thing called resilience. So our definition of resilience was simply. It's a reactive frame of mind that enables you to withstand obstacles bounce back and give your best a reactive frame of mind that enables you to bounce back and give your best different engagement by the employee. Engagement engagement is a proactive frame of mind. That enables you to contribute your best. So it's a a proactive frame of mind on. What are you focused on. And what your strengths. That are in play in how you collaborate with others. That's what engagement is resilience is a very different thing. It's a reactive frame of mind.

Adp Research Institute Daniel Ramsey Marcus Buckingham Marcus Ramsey Nashville
"daniel ramsey" Discussed on The EntreLeadership Podcast

The EntreLeadership Podcast

06:08 min | 1 year ago

"daniel ramsey" Discussed on The EntreLeadership Podcast

"Lady said don't call each other pet names from childhood or something. Show your dad at work. And so if rachel or Daniel ramsay here in a meeting somewhere inside ramsey with a thousand team members. They don't say. Dad says they say davis our. This is what i think. David do. Or if i'm in the meeting with them they call me dave inside this building and we're not uber strict about it but we were very careful because that resets everyone's mind that these are adults that are carrying their weight and because if if a thirty five year old son is sitting in a meeting and says my dad says her are my daughter. Says my daddy says the room tilts without her intending it to it tilts. And everybody's like because there's all this confusion between childhood language and so forth in the second one is what we call hats and it comes from an old henry cloud story that henry tells the story of manufacturing guy who is trying to train it son up to take over and his son was. Just jerky was horrible. And really didn't do a good job and he was always mean to the team the manufact- guys on the floor and they sent him off to you. Know different schools to try to learn people skills and he just a just was was not working out so the data sitting in his office looking down on the manufacturing floor seizes son. For the teens time down ripping somebody shreds so he bangs on the window calls him up and he had to hats printed on this. Is dad one. This is boss and he put on his this as boss and he said we've been trying to train you to be nice to people for years. I put my best people to help mentor. You and you will not learn it. I am not going to leave my business that i spent my life on someone. Who's gonna mistreat the team. I have staked my reputation on treating the team. Well and you don't and you're fired. They took his boss hat off and put his dad hat on and said son. I heard you just lost your job. How can i help you know. I don't know if it's true story. But it illustrates the point. We call it hats and so when we're at work on a hat that says ceo owner personality that grew ramsey Deserving of respect for those reasons and the way you would treat your ceo is the way you're gonna treat me whether you are my child or whether you're my team member and demanded i expect you to argue with next. But you and i do that Daniel ramsey and i do that. Rachel certainly argues with me. It's like a sport and But that that's fine. But that's how we treat the ceo here and the doesn't demand formality or something. But you also don't and treat them. Like i would treat you or christie or ken coleman or another senior vp or another operating board member. If they're out of line will call them on it If they did something good. I'm gonna tell me too good. I'm gonna trim as best. I can exactly same way. I don't use my dad voice on them And so. But that's i'm wearing that hat. They're wearing the hat of rituals wearing the had a personality daniel ramsey wearing had of executive vice president of entreleadership on operating board member. And so. that's the hat he wears. And so i've got other people who executive vice presidents and operating board members in this organization. I interact with them almost identically. And they're paid the same so when we're at home at my house and my grandbabies come over i take that hat off and i've got the papa dave hat right and i'm bouncing rachel's babies on my knees We're not talking about business there at the thanksgiving table. I'm papa dave. I'm not the ceo. And you treat me that way. And i treat rachel's daughter and these are my grandbabies and you know that's a whole different set of rules for relationships and we operate within that paradigm if someone wants to talk business at a family dinner for a minute lack usually it's rachel. She heard something was happening in daniel ramsey and are in on it because we're on the board and executive committee and she's not maybe wasn't in there when something was being discussing. What's happened was on so if you don't watch the rest of the whole family is now carved out in this todd blow conversations going on. We don't do that if we wanna do that. She has to raise your hand and ask the whole family's permission for short time out for us to do a little bit of business so she can get caught up or whoever but could be denise. It could be daniel Most of the time. it's rachel. Yeah there's yeah that makes sense so on the operation side. You gotta treat them just like a team member and you have the same expectations if not higher expectations. And i've got to see that work ethic and that humility over the years working with rachel and with daniel in denise stuff around here with teenagers. We taught them that we taught them. Because your name is ramsey. You have to work twice as hard. Be twice as good to even be respected because people are going to assume you're a schlep. They're gonna assume that you're gonna have bought it and get away with it. They're assume you're going to be the trust fund baby you know coming and so in order to be respected you have to be twice as good. Yeah i love that so as you kind of enter into the succession phase. This is kind of the after. We're starting to transition things. One of the things i know. We're kind of in that realm. Now what are the things that people need to be thinking about. As they hand things over let go well number one. The best succession plans are thoroughly laid out and very very gradual. Too many people in family businesses grab their chest having a heart attack as they fall back in the grave. Toss the next generation the keys and go good luck. I'm dying and it's instantaneous. And they don't they're like never driven a car before. I don't know how to drive a car and dad's dead now. How do i drive a car. And so that's dumb that's dumb and so instead you should take a ten year period of time and it's so gradual and so smooth that by the time the next generation takes over your customers your suppliers vendors and especially your team members when you make the announcement.

Daniel ramsay daniel ramsey Rachel David rachel ken coleman christie Daniel ramsey ten year daniel second one thirty five year old twice One thousand team members papa dave dave each ramsey davis
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

03:53 min | 1 year ago

"daniel ramsey" Discussed on Scale The Podcast

"You've probably heard this a bazillion times. Real estate is a belly to belly business. People do not a seventy percent of all real. Estate transactions are referral based meeting. They came because somebody new somebody. My answer agent or i got a good friend or my best friend's sister like that's how real estate listings get done in referral in i i. I do appreciate the emails i do think. Texting is nice but nothing replaces conversation belly to belly conversation and just porn love on people so to be clear I've believe you you you. This is the highest and best use for an icee is engaged with old leads. Engage with your database. Have new leads followed up with immediately when they come in a we call that speed the lead it's one of the best lead indicators to growing real estate customer. I can't tell you how many times i see our clients reviews when somebody didn't get a call back and if you just look on zillow any of the low rated agents on zillow's Look at him. you'll see. He never called me in. I submitted a thing. I saw his name and he never called me or you know like that is the biggest problem that people have. I'm doing really Do for peace here in the in the chat. We got a question from russ an dude. I'm really got jane I'm really it's awesome to hear that prospecting. So the prospecting where you're on the call or on the phone trying to get new business presenting where you're actually at a listing presentation oguz on the sellers need what matters to them. Assistant a follow up in guys. I'm sorry i'm not a feller Potential referral so these are the four p.'s. As a real estate company. Those that. When i call up and i asked k. House you're doing and they can answer. Oh well he or she did of prospecting. We got three presentations than we did. Three hours of persistent with our existing database. He got to referrals. I'm floored by that when somebody can actually tell me what their actual time on the phone doing. The four p.'s. What that looks like. And so The highest and best use of your time is creating a system of measure that as well as a employee who learns things like l. p. Mama they know your value proposition. They know why you're in business and in why you care about those clients they can articularly everything about your business and they know what what's going on. That's that's this. Is the key to growing real estate team. Lemme see. hey carla. Can you unmuted russ floor replace. I'd like to bring him on the call or us. Maybe you need the yourself. But i think it's very go achey hear me rest. Okay so tell us about. Jane what was going through your well. How long have you had or what was going through your mind when you hired her. What are you do. I mean you got. Daniel followed to Critique as we go through there's a little background for everybody on the call myself included abou how you got to this point. Jane what you're having her do and let's see how we can make this. Even better yeah. Jane is doing a great job. It should such a blessing estimate. Have heard to to philan- la things like..

Daniel Jane seventy percent k. House Three hours jane carla Critique four l. p. Mama three presentations one of times four p.'s. best lead indicators
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

03:10 min | 1 year ago

"daniel ramsey" Discussed on Scale The Podcast

"You been approved with and let's get an appointment on books. My favorite thing is in the motivation. You're asking him. Do they have a house to sell before they go to this house right before they buy this apps. But that lp mama is just a simple framework to hire to teach them how to cultivate your buyer leads end-seller leads because a third of all buyers are sellers. That is just a plain simple fact. If i go to buy a house. I'm gonna look to buy i but i have one to sell so That that's you know. That's one of my favorite kind of leadership leverage kind of conversations. Isa can help you with this. Nurture leads help you with the prospecting. 'cause they're an inside sales agent. What water think. Don't know seventy nine of our teams have employees. Survive out desk right now. Elevate folks had the essays. What would be an example of tasks that be would do like maybe more of a definition of the a. versus say. Yeah that's good. I i like to start with the thing that's most important. It's most important to generate revenue 'cause And i'm sure you guys have heard this before but Revenue cures all problems. Money solves all problems. And and if you're growing your you're living if you're not growing your kind of dying so so revenue here's all right. And that is the focus of an owner. How am i gonna generate listings. Where am i getting new leads for listings. that's it. i mean everything else doesn't matter when i say everything else i believe you should outsource or systematized all other things within your business. Transaction coordination eliciting coordination. You know i was just inspecting commercial building. I had a. I had a general contractor. A roofer a guy a security Like all these different trades while. That's not something. I should be coordinating. That's something that might virtual assistant or needed for me. So the the calls. They schedule the time they put it on everybody's calendar days got him called a reminder. Hey tomorrow they're coming. These are the kind of things in real estate transactions. Oh my god. There's so much paperwork you know there. There's just a bazillion amounts of paperwork so you know you've got Definitely all the marketing definitely all the transaction coordination enlisting coordination In an really just being a right hand person to your business okay. So we've got We've got a couple of questions. Yeah so marla type did. Is that the best script for new. I say old leads the lp mama you know Old leads let me let me be clear about old leads or reengaging..

tomorrow Isa seventy nine one Elevate folks third of all amounts of
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

02:46 min | 2 years ago

"daniel ramsey" Discussed on Scale The Podcast

"In it the first piece of this is the CEO Mindset. One thing I wanNA make sure that everybody knows. Today is the time to take action. I was talking to a business professional on the east coast and they were complaining. They didn't have access to resources. They didn't have what they needed. They ran a shelter in place environment and they couldn't get you know some vendors to go out and I just looked at her and I said do it anyways and that was shocking in her world. This guy looked at me as if I was crazy but the reality is the CEO Mindset. Right now right here is take action. You need to look at your balance sheet. You need to look at your expenses. That are going out. You need to figure out exactly what you need to have in the bank and to last the next thirty and sixty days people who are do are taking action finding ways to serve people staying productive and staying positive. Those are the people that are going to win. And I don't need to tell. All of our clients are amazing at this stuff but think of the productivity as your civic duty. These are the things that we are required and getting your people on that same bus. That's what being a leader is about. So I WANNA make sure that we say that. Remember your clients your clients exchange cash four value. And even this moment there are opportunities for you to serve your clients. It could be different. Your value proposition might have to change. Bu- were still business owners and this is our opportunity to shine. Showing empathy is a big deal to because remember not everybody's situation I was on a phone call with a client just twenty thirty minutes ago and she's stressed out and freaked out and I told her about these loan programs that we're going to talk about today and the need to kind of Zig Zag and it only added more stress so again I had to be empathetic. And I'm I'm pushing that to you guys so you understand her situation. Even though she didn't understand all of the different things. I explained to her what they were and then encouraged her to reach back out to her. Cpa because her CPA told her no so hurt her CPA told her she did not qualify for the ten thousand dollar savings. That is crazy. Okay because based on her scenario she did my name is Daniel Ramsey. And we really love that. You're listening to our podcast. If you haven't already please hit the button below you and subscribe again. This is Daniel Ramsey. From scale the PODCAST..

Zig Zag CEO Bu Daniel Ramsey CPA Cpa
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

09:10 min | 2 years ago

"daniel ramsey" Discussed on Scale The Podcast

"What how did you know that you needed train and like adapt to each other and like what was that like? Did you know that or is it just experience or have you seen other business Because that it is the biggest challenge that we have is having our clients really own kind of the first ninety days. Get somebody up to speed. How did you know that that was going to be required on your side and you knew that there was going to ramp up timeframe just from failing you know many times before with different assistant young inside. I've learned throughout my years. I've always had an assistant since I started real estate some from the first year. Whether it's the office I just use like my personal assistant and I knew like my assistant was was very helpful very powerful. Ls Art of UH something. I always needed to make sure that I had or integrated into my business and now that the business. That's Walter what has been some of your success like why you've been successful in a lot of your peers would love to have your level success like what is it that you could share with the audience. That would help them. I dare Things and I think one thing is Being people that are People need to trust you on on And yet to have a good reputation that that really helps a lot as a trust so they all come back to you and and of course all the basic stuff you know follow up. Nurture those things you have to do now but is Providing really good service and just ask people being able to trust you and coming from a You know humble approach about like the best agent. That's people know you're a good agent when they talk to you know they don't need to remind agent so I think that's helped a lot and grinded out. They and they out activities keeping keeping busy. How is how is leverage? Like helped you. You said you've always had an assistant like how. How has that? Been a part of your success if if you want to and I see this all the time With agents in our office in the area but they want to scale their business and they're always like oh I would I would love to do that that there's no there's no on the how they're going to get there. There's no goal and they don't. They're not willing to take be you know like we've buffet to try them part time so they ended up trying to do everything you can see you. If you look at the history of their business up and down up and down a business has been consistently growing sometimes some years. It grows slower. Sometimes it goes faster. You know but it's been consistently just running every single year so In a bad against Avellino helps a lot having a clear idea of You know because Most of our time is spent prospecting. And you're not prospecting than your now. Earning potential business. I'd rather be doing at all day long instead of in April. Were or design or you know people get so caught up about their website or their business card and just simple stuff You know related Spend too much time you believe in this blended model. It sounds like where you're licensed people that are in house. All they're doing is prospecting being on the phones in attracting new clients and then the virtual systems do everything else is that is that kind of a fair summary. Yeah yeah virtual and and you know Phys assistants We still need fiscal assistance because Staging and defense stuff so we do have furniture. My listening coordinator does up on all of that. Unfortunately virtual assistant can be here for that but they can do everything else right all right. What okay. So besides training. What other advice would you give to somebody? Who's thinking about hiring a virtual assistant? I ain't a they have to. I know you know my desk is to have a part time. They don't have part time on. Bokan what I can tell. Tell them is that it's It's a very It's a good use of your money And if you follow the Melania real estate agent Keller's model you know you should get system. I so depends on which business you're doing so make sure make sure you you iron out the details even before you interview You know the assistant over the years. I've kind of you know failed and I know like the assistance that I want now that a lot but I didn't I didn't outsource and we had to fire Rehire and so that that takes a lot lot lot of time in energy. Well hopefully if you use. My task will short matt that learning curve. But it's still going to be there right. I mean what you need as an assistant you're still gonNA have a kind of a learning curve. No matter who you work with. I like that you can. You can pay your credit card as well so that's always like just in case. If you're you know some months you're strapped for cash that's always comes in really handy. Make sense makes sense all right. Well what else would you share? Mike I mean I know you guys you guys are rated in the top two fifty teams across the nation. You're with Keller Williams you've had you've been a client since two thousand. I think sixteen or seventeen will what else would you wanNA share with the audience There's so much share and I am like Servicer Obasanjo just like the just like the Keller Williams Culture everybody is open minded and so like sharing a no no No issues of you reach out to me out. Message BACK OUT TECHS. You call you back a quick question. I have no problems help in helping out others enough business to go around. So you don't have to fight for the same business all the But as I think the biggest vices just kinda having a plan and a strategy I am And also leverage is super super powerful. At one point I had nine or ten assistance on cable so I've had a lot assistance difference but I'm still learning as I go But one thing for sure from from the first year my business the system was always was. They were a big help in the success. Business of awesome man. That's awesome. Well let's let's wrap Mike. Is there anything that might have this could do for you? Is there anything you can think of that? You might need support around or anything that we can do to serve you as a client and OSCE leads them really bright and so I really appreciate. All the time the quickness the just overall ahead of very light customer experience through Mile Desk and I would definitely recommend it and their fair so they buried. I think of Sarah wage to to the people there and also with the increases every year of bonuses. You don't have to if they do a good job and and a little bit goes a long way so I feel like you on all fronts. You're really know not only helping families over there but also a huge like yeah. It's just been phenomenal. Me This awesome. Would you know that's always? That's always the first place. I would look look out desk before before aging well. Mike. You're awesome man. I really appreciate that. Were one hundred percent here for you if you ever need anything or have a special requests. Please reach out if you want. I love to send you a copy of the book. Can I do that for you or your loved to made also a lot like love? Yeah I love to see your feedback having you as a client in. You've had so many assistance. I'd love you to check it out and then let me know. Hey this is great but I would have changed. This are added that you know whatever. It is Yeah Man I appreciate your time today. Okay thanks appreciate your time. Okay thank you. Thank you okay..

virtual assistant Mike personal assistant Keller Williams Walter Keller Williams Culture OSCE Mile Desk Keller Avellino Servicer Obasanjo Melania coordinator Sarah
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

01:55 min | 2 years ago

"daniel ramsey" Discussed on Scale The Podcast

"A lot of TV line. Hey everybody Daniel Ramsay here and I want to tell you about an extraordinary offer to take action and start scaling Your Business Right now. You know I get a lot of questions about how to Grow Your Business. Generate more revenue and reduce expenses and the answer is simple. It's my out desk virtual assistance. My out desk offers five star virtual since services to thousands of business professionals across the United States and making our clients over one hundred million dollars and net revenue every year our customers absolutely love our virtual assistance. And I want to give you the opportunity to learn exactly why simply text the word 'em od. Maude two three one. Nine nine six and we're going to give you a free double my business strategy call whether you work one on one with one of our business grows specialist to design an action strategy for growth and cost savings in your business. We're going to give you over. Twenty growth and strategy guides a market force personality indicator an important business checklist and hiring guides. My out desk admins can help manage your office. Your sales you're marketing pipeline. And even help you lead generate and follow up and during this. Call your learn exactly how you can put them into your business right now so again techs 'em od two three one nine nine six and get a free double my business strategy call right now and learn how my out desk can transform. Your Business Today. That's cool man..

"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

05:36 min | 2 years ago

"daniel ramsey" Discussed on Scale The Podcast

"Well Mike. Thanks for joining You've been a long time so I'd love to hear your story men. How how did you hear about my out desk? Had How have we done in serving you? Serving your clients. I'm I love these conversations. Actually it was it was Referred me to another agent and I started checking out the end. I just felt like the system. Baggy is had and also simplicity Baio zoned out for you as I have said before but there was more like individual and you know was really Outline what they're supposed to do and they didn't really have like I think experience or Trey Moose. Field of eight inside like you guys. Have a big factor. The pricing is is not too bad to Do It's a little bit more than those those ones but those are like mom and pop You know the is reliable And so I know they continuously get training on you guys and so also feedback updates and really like to talk a little bit and you of other stuff a lot of huge benefit. Will you've been a client since two thousand seventeen is that right? Yeah Yeah I think so. Set sixteen or seventeen. Something like that seventeen. I think a good deal. And how have you grown since hiring my aunt in having virtual since a lot of It was a lot of push back in the beginning whereas a lot of people wanted to have assistance in the office I do. I have a couple of systems in office. But there's there is you know post the no like there's employment pads. There's you know a lot of a lot of taxes associated with employment and so it's You know after Of course you have to get used to Virtual assistant and they have to be used to us. You know in the beginning figuring things out but you can. You can hire one. That's more expensive non or less experience so I'd like that we have options and they're so fast so fast So it's it's really helped me help me like leverage my business. A Lot Like for example the TC. They been there so great and they're also quick to respond and I mean they do you know. They're not here in person but they can communicate Lincoln call and you know and and so it's actually pretty simple and easy is just you know it's all about leveraging. There's no way you can do everything yourself so Leverage in the Ola. Say the personal assistant and Tc That's that's what we had on our team before. I and I really just kind of took a lot often. When I'm on the road and I need to research property now you should never be texting and driving or looking at properties so easy for me to us You know call and or call Mike. Who Virtual Assistance And they would help me do the research for me and Simpson. It's my phone so I would have a variable or maybe I missed something when all while I'm on their way to Louis. No immediate meet a buyer then they can send it to me. Pedia or whatever they can use any doubt we wanted. We chatted out we wanted. And so this just made life a lot easier and really help us out unless you have a driver you know. It's it's It's very difficult and even we do. You're talking on the phone so I'd like to get on the phone a lot of people while they're driving and traffic. Yeah so it's not like I can just start doing being searched all my mom avenue. Yeah that's great man and what? What have you learned over the years because three four years of working with us? You probably learned a lot about working with virtual assistance and my what advice to somebody. Who's new tomatoes and would like to see your level success same thing whereas with any even higher one. That's that's not that's all you have to make time to train them and you had to take the time to interview them and it's okay to interview few more if you need to. It's not it doesn't seem like the right fit. It's okay to just pick the right one. And but also take the get to know each other personalities and and if you like certain things operated a certain way you should have been communicate that to the virtual assistant so they can try to adapt to know. We can both try to adapt to each other a lot of times. You will fail. Because they're they're not willing to take the time they just feel like you should do everything you know they just dump everything and that's really not how it is in that they separate the roles and they ask you up front what you what you need to four straight. I in say they don't do anything but I say so. That's that's I think that'll help.

Mike Virtual assistant personal assistant Baggy Trey Moose Ola Lincoln Louis Simpson
"daniel ramsey" Discussed on My Worst Investment Ever Podcast

My Worst Investment Ever Podcast

12:20 min | 2 years ago

"daniel ramsey" Discussed on My Worst Investment Ever Podcast

"And hundreds of thousands of dollars on and I can tell you that I've done it alone. I didn't do it through a lot of assistance or anybody. That kinda guided me and yeah I probably lost a lot of time and you know now I I certainly know a lot more. I know the benefits of outsourcing as we speak there's probably fifteen people that are on my outsource source list around the world from the Philippines to the Ukraine to the US and the opportunities are massive. So we'll make sure that we have your links in the bio for anybody. That's listening to get started in that conversation exciting. Now it's time to share your worst investment. Ever this is the easy part for me. No one goes into their worst investment thinking it will be tell us a bit about the circumstances leading up to it and then tell us your story I I love it. So I'm I'm a real estate broker starting in two thousand three and rode the wave in the US our market was like growing thirty percent. A A year was nuts. If you had a heart be in pulse you were getting a loan for a million bucks to buy a house. He wanted in so in California it. It was exceptionally horrible for us to go through the recession and my area Sacramento was in the top ten markets in the country to be kind kind of cut in half valuations went literally in half within a two year period. If you can imagine if you bought a house for four hundred thousand two years later it was worth two hundred and by the way you still had a mortgage of three hundred fifty in you know all the new. The Sky was following in people. were running in. It was a it was an interesting time. I was a mortgage guy at that time too and the contractor and developer and I'd come into the office every single day there'd be a new lender. It was a huge multibillion dollar lender it would literally go bankrupt like website dead phone no longer works in and you know people were just scared in in two thousand seven. My business experienced a ninety percent drop in revenue so ninety percent Dropped in one quarter so our first quarter I think my total revenue was like twelve thousand dollars for an entire quarter and you know and I had a huge staff and employee assistance so that was really challenging. I actually closed my office and move back into my home and I went from having in three offices more than thirty licensed people to you know working out of my bedroom or my back bedroom of the house and so I I was really a fun time and we reinvented in two thousand seven. I started learning about short sales and foreclosures. And what's blue and like all the financial meltdown. Basically opened up an entire industry. I traveled around. The country went to New York in Dallas in in Boston. Met All these huge institutional lenders who had thousands of homes in Sacramento were set and so I had raised my hand and say hey. I'm Dan in your. I'd love to sell your home. Because at that time they were the only people selling like literally the only ones out where the banks and I remember. I personally actually bought a house so this might be the best investment I ever ever made. I bought a three bedroom. Two Bath House in average working neighborhood neighborhood for twenty six thousand dollars like literally one condo. We've got a two bedroom one bath condo in the hood so absolutely in a bad part of town. Tom What we call the credit card condo. Because I pay ten thousand dollars for and that was the world that we ran in fact that ten thousand dollar condo hello sold two years prior for one hundred twenty thousand dollars so we were just completely shell shocked at what was happening in the real estate world but we made this zig and then I started helping lots of people buy real estate. Because you know if you're an investor in there's a massive downswing like there was in seven eight eight nine you know. There's a lot of blood in the water so to speak a shark came out and they absolutely were hungry. And so I watched UNISOM investors with as little as half a million to a million dollars pickup thirty forty houses and do it really quickly. So I- fancied myself as a developer and I was a contractor I. We built some homes in one of the banks. That I served was any MAC bay. I don't know if you guys member for that bank but it's gone now. Had this great back in system called he meets which is an online loan platform. They you literally just put all the information online and you push submit and then it would say approved as a mortgage broker was the coolest thing because I you just fax in W. You too and and my tax returns and literally you could get an approval in three days and have funding with inset. So but of course they the hardest hit because of that like easy underwriting. They were one of the hardest companies out there and they had this house and you had a love this House Andrew. It was just beautiful. Wonderful was on the hills in San Francisco in you drove up to it and had one of those driveways that at a little hill to the top in what had happened was the previous owner had decided to convert the garage into a master bedroom. Well the city San Francisco. They said you're in the middle of construction. They red tagged. It started finding it finding the House yoder had like a million dollar mortgage on it and in the middle of construction and the city it was called the city of San Sallow in so here I am a real estate agent went in broker in contractor and I thought well I can fix that. I can work with the city and we can get it through. And it's not hard to renovate a house and do a conversion the right way and so we went through a process and I thought man if they the previous owner bought it for like one and a half million dollars. You know it's still at six hundred fifty. It's a steel like this. Is this going to be a home run so so I close on the property. The city requires plans so I work with a designer engineer to draw the plans support the property or support the addition in the garage and turned into the city. And this is the first time I've ever worked with the city so it was like hi guys. I got all excited. You know how are you. I met all the neighbors Actor when I met the city engineer and submitted my plans in the guy across counter said Yeah so guess what. My heart starts beating because guess what is like the engineers speak for watch out trouble ahead. Head turns out in this house happened. They headed hill behind it in San Francisco. They have these things called Earth quakes and they have. The soil composition is prone to mudslides earthquakes. If you've ever seen under way in San Francisco the house falls off the hill everybody dies and and so they were not excited about renovation and there was this retaining wall on the back it was about twenty feet backyard but then there was this huge hill of behind the retaining wall went down six feet. Had Those Eagle Railroad train. You know what members down it. It looks to me but there were some areas is that it was breaking through in so I said Yeah. I know there's a hill I'm GonNa fix it. Don't worry I'M GONNA go in and I'm GonNa fix the retaining wall I've already priced out the lumbering sure. I know exactly what needs to happen by way. Did you know I'm a contractor. And they're like Yay Daniel. You'd have to have a soils report in order to do that. I'm like but it's already mayor. I'M NOT GONNA well you're converting the bras to a bedroom so if you want to add additional living space you know we're going to have to go ahead and get get a soils report so I said okay. How hard could that be? I thought you were going to say okay. Maybe I won't convert the garage. No you know. What is Ed now know? That would have been the right move. Andrew you're absolutely right. I should have abandoned and this is all hindsight yet and we should not talk about that yet. Exactly gone to the big. The big Mac Bennett yet. So I get a soils engineer and the soils engineer says Oh yeah that hills coming down any second. You have to mitigate it. I'm like well what's mitigating a hill. Like how do you mitigate a hill when the house is below the hill. Like what do you do said. Oh Danial let me tell you so. I got the plan submitted. I got the engineer sign. Awesome Bhai off on what the plan was in the city said none although we want you to do this in what this was was drill. Real twenty five feet down into Have a metal railroad. Tie A T.. Basically a metal not bar in H. R. N.. Drop into that twenty five foot hole and then pour concrete all the way down at twenty five foot hole within the whole circumference of the circle. I think it was four feet so I had drunk four feet down hole that dirt up put concrete down in the the railroad tie had a stick up ten feet and feeds from the top in that space every ten feet for two hundred fifty feats of the backyard. So my I'm GonNa make a million dollars. Selling this awesome awesome beautiful house with views over the bay area turned into be only one of two times in a couple of hundred real estate transactions that I personally owned flipped in sold and did all that only two where I lost money in on that particular one I lost more than two hundred thousand dollars. I that's crazy and what happened did you. Did you actually build those absolutely. Yeah there's no choice. Yeah because at at this point the city knows the so. I only had two options. I had knocked the house down and lose everything or put the wall in because now there was a report on file with the county and the city of San Anselmo and once. That's done you know if you want occupancy sticker on a house you have to go through the process of mitigating the stuff. Because they they're not going to have a family move in have nurse quake in the Camila. Come down so and what about the houses to the left and right now that you did a soil study. Did they have to then do the same thing. Not until they upgrade their house. So the moment homemade you touch your home now. You have to do the same because what we're gone I'll but here's the crazy thing. They made me do this line across my property but I was in the center of the Colo Shack on top of a hill so this line protected the houses to the left of the hill. That was right behind you minute. That's it's my donation to your wealth. Yeah and so you know and as you think about like yeah so what I should have done is not done anything I I should have taken the house. Put it back to original. Sold a two bedroom one bath house and nicely upgraded the kitchen bathroom and fixed the backyard guard. But you know I don't know if I watched so many people because remember in two thousand seven. We lost menu percent of our revenue. So there was a whole I mean at one point Andrew to survive. I had over one hundred and fourteen thousand dollars.

San Francisco Sacramento California Andrew US Philippines Tom What Mac Bennett Those Eagle Railroad New York Colo Shack I San Anselmo
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

05:49 min | 3 years ago

"daniel ramsey" Discussed on Scale The Podcast

"Right. Hey everybody daniel ramsey. You know me because we're friends on facebook. I'm the c._e._o. Of my out desk i'm i'm super excited because i talked travis into hanging out with me today. Live live on facebook with you guys. We're doing a really kind of a cool talk basically talking around consumer and consumer m._r. behavior and facebook one of the biggest challenges that we have as an industry real estate folks is is owning our own leads like not paying zillow and realtor alter dot com and all these folks ungodly amount of money in order to generate us business right in so travis is the experts <unk> act that he owns a company called elevated r._e._m. We've been buds a long time and you know his wife is wonderful to and so i i i love bringing them on. What's cool is my out desk. You know we have twelve hundred virtual professionals helping real estate companies grow and we've been in business ten years and we've helped five thousand clients over those ten years and so i've got the opportunity to look into you know like thousands thousands of business real estate practices and one thing that is always a challenge is generating listings so if you're gonna stay today we're going to break down down the right way to use facebook to generate leads listings with travis and we're giving away a bunch of free stuff to a. We've got how how to ask for five-star reviews. It's an email format. That's really killer. We're giving away something called the repurpose marketing system which is what travis miss actually his virtual professional is in his business helping his clients and repurposing all of their content so we're going to hear from him about how to use that and he's giving away a bunch of cool slides with like detailed process based. This is how you win so travis. Thanks for being here man appreciate you dana thank you. I really appreciate thanks for having me. Etc going to share some information for demystify. Some of the facebook commits or you know certain questions people might might have in and as you said a facebook marketing strategies for the real estate industry i run a advertising agency in the we have a facebook coaching training program in we've seen probably well thousands of thousands thousands of different types of an accounts and narrated over a hundred and seventy five thousand leads facebook instagram and messenger over over the past couple years premature across the world. We run campaigns in london australia canada mexico <unk> throughout the u._s. So we get to see what works in what does it work in. What headline gets the best. Engagement would add injury. It's the highest elliot's click the rate. What type of targeting is going to produce the best results. So were you unique privilege in position to be able to actually gathered that data in the share with a lot of bar clients end in people that are inside the real space goal for the the past will over the past ten years. I started in real estate. What has eighteen. I had moon brokerage. <hes> when i had no clue what i was doing when i i started out but quickly kind of you know in my early twenties got some speed in got some leverage. We grew <unk> real estate companies. <hes> <unk> sold some of those companies but we fell in love with the day was the marketing piece of it and i always want to be able to share and get back what we've learned in success. We achieved from doing the same kind of marketing tactics and strategies so hopefully give more insight onto you. Were the one that looks like it's actually earlier this year. A wife and i were driving daughter to school. It was early morning. <hes> sun's coming up just driving through the neighborhood in my wife's <unk>. Check facebook shoes can scroll through driving. She sees this post from local theater. Company that brings these big broadway shows and she saw that posted over over an hour ago the stock if you were resolved the broadway musical is really giveaway five tickets to stop the first five callers that that call in and do you think it's still around is posted a renault's yeah. Let's give it a shot why not so. She called up missive congratulations. You're the first caller in one these ticket sale. That's a little bit shocking in my world but i knew exactly zac what's going on as facebook marketing strategies because what happened was <hes> that's suppression of what's called organic reach so it wasn't an ask at this is something that they the theater company just posted in typically you know if you do that about a year or two years ago and said hey five free tickets to some broadway the show you gone pretty pretty quickly right may not twenty minutes will organic reach is where you post something living on your business page and it's not bad. It's just opposed it. Facebook will basically serve out to people that like your like your pay. Your bands or or followers will in january of two thousand eighteen facebook.

facebook travis daniel ramsey zillow london australia renault ten years twenty minutes two years
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

05:31 min | 3 years ago

"daniel ramsey" Discussed on Scale The Podcast

"Book. Pop my picture off pop there is on the made an instant improvement and <hes> and now you're off without having the actual actually wrote the book is not wrote it to begin with was to leverage my time because i got tired of telling the same things over and over about what i do on <unk> process and you know what to expect <unk> things like that and it just became an incredible incredible leverage of my time and when you're doing a high volume business you need those kind of tools so yeah in on the same token. I want the niche you you guys. This series as part of a series guys <hes> this is the second in a three part series called forty four hundred listings. You know you guys kevin bread. They're doing four hundred <hes> yields a year. Okay and that's the reason why i bribed them so much you know they're they have one hundred a million dollar team. They've done hundreds of million dollars hundreds of millions of dollars in real estate sales so they're imminently qualified to teach all subjects they're teaching but they got rate heart just the biggest thing about it when we get together. We really don't talk about stats numbers. How many homes we so we have a great time. We had resent. I have fun and we believe with all our bills. They should be shouldn't it when you're doing these facebook groups guys. It's not all about create more work right. It's about having fun with it. Cuts feature that just for a moment. I'll say this at the end of the day. If you can't find passionate in your real estate work you probably should go find passing somewhere else but i think one of the unique things that real estate provides you figure out what you're passionate about and you figure out a line real estate with it right like if you like teaching people great dahl you love help in in so i know you don't run around and and and you're not like all over the place and by my health series but at the end of the day you combine your passion for healthy living healthy lifestyle with real estate right like you bring the stuff that you love to talk about it. You bring it into your business whether it's coaching training agents. I'm sure your client's running around with you. Get crap all the time you know if they're eating. It shouldn't be you so. I know what that's liking it around you josie but i i think the end of the day you gotta figure out what you're passionate about it. You have to like we talked about earlier to bring value to different relationships to actually be able to get any sort of business off the the crown and you're not gonna have fun what else you're going to be doing. I mean that's kind of a question. I asked right so you're getting real busy. You make a lot of money and be completely bored. Yeah i mean that sounds like a lot of fun c._b. Miserable like might as well have fun while you're doing it. We could have a whole nother conversation guest on the concept of a challenge your passion through your estate business because too many people don't do that they they. They find out what their what their purpose is a ed <unk>. It's not the case once. You know what your purpose is. You align that with eurostate career in now. You're on fire so i appreciate yes mentioning. You said this is part of the series is adding. There's more of this yeah. There's more so we we had our first one. <hes> where we talk what about listening listening mystics <unk> our second one about being the digital mayor and then the third one that we're going to have is really about how had built a rock and team. That's gonna be kevin for a comeback and i mean they've got their team is brought up across the nation and they've got a you know they're doing four hundred <unk> over folder <unk> here <hes> in in roasted so they're gonna teach you how to scale of you. Wanna really angry stated should have a team k and it as as you on the next one that we have a where each at a scale that so it's part of our series and if you're watching this afterward if you're watching recorded version of this make sure you watch all three of them in sequence because you're going to get so much information to really skyrocket. You're you're listening to here. Okay let me mentioned about my desktop personal using on here represent my address today. I love daniel ramsey in this team. I'd had v._a.'s v._a.'s through my updates for many many years they do an absolutely fantastic job at here is the u._r._l. Or getting your mind business strategy. She call is miami dot com slash nali and this is all about helping companies grow especially when it comes to find <unk> k. You don't have time to be doing all the stuff that you're doing. That's wild leverage is such a a game changer and here's a cool thing might be as had never. It cost me any money third investment and they've only saved me time. We just helped me to go out and grab money same thing for you all right guys we're gonna i. I think we're going to wrap it up <unk>. We don't have any if we have any final question you guys can continue to to to post questions in we'll jump jump in answering under this baseball threat out air otherwise i love you guys. Thank watching. We love you in. Thank you fred. Thank you kevin. Even though you got super duper busy thanks for taking your time in honest with you. Presents thanks daniel <unk> look against a man they haven't us. We're excited. Come back soon and finish this three part series so lucrative connect with all of us on facebook as well feel free.

kevin bread facebook josie daniel ramsey fred v._a. million dollars million dollar
"daniel ramsey" Discussed on Scale The Podcast

Scale The Podcast

04:23 min | 3 years ago

"daniel ramsey" Discussed on Scale The Podcast

"You can see the video arm where you can have halls like what we're doing right now and also this chat so today for instance it says here we are pauline business development coordinator she. She says she can't amend it. <hes> iraq domains and that put him into the break room from our hockey is yanni. This is how we organize off ix around our common so we had all mark mark one near you can see how many showed up hey good morning. I went out and opportunity in one hundred percent right. Here's a bunch of communication. She's <unk> cell development and marketing coordinator. I love the platform vice so number one communication platform that has chat has video and has a phone attached to it has the local number so they i mean for instance pointed sacramento. Our area code is nine one six so my professional should have a onum irt tonight one six number huma call on it the tax on it. They should be able to do a video. Call like we're doing right now face to face and there needs to be some place as for a messaging at any time at the us you know on slack <unk> tippety step out there but this is the the number one bay shore on you have a right systems z. with a professional so number one communication mutation number to talk a little bit about it. I'm gonna share right now but here is a big win. Okay cast managing managing it as you can see we right here. We use monday dot com so rate on mon marketing dot monday. Dot com is our war. Four can go in there and see all the webinar series. You can see this either. All the tasks that were working <unk> tasks uneasy right and guys social media. Here's we're we're hosting right now. Base look instagram layton twitter word google plus all of these are here and all of the hosts and when they're done and if they're scheduled or what i love about <music> this platform is you can break into different topics so we have watts riots. We had a strict at a third party writing firm and then yet walk close right here. These are all different topics so most important may number two had task management system. Regardless regardless of what tasks are getting <unk> sales you mark nate adnan. Whatever it is have some sort of crisis management or its has managed mitsubishi real quick jumping and see all the different progress also seen someone. Stop one of the great thing about monday. Ah affiliate were not a thing you can see if a unattached unsigned ezek progress you can see they are asking for a review busy so i can sort by all tasks and go in and give them some feedback or encouragement or remove robots so number two have a task management sites ray and available okay number <unk> three. You have to.

coordinator iraq marketing coordinator hockey sacramento nate adnan mitsubishi google watts one hundred percent
"daniel ramsey" Discussed on BiggerPockets

BiggerPockets

01:31 min | 3 years ago

"daniel ramsey" Discussed on BiggerPockets

"Here's something, you gotta think about if you've got kids, just save into moments for them and everyone was like holy cow. That is a phenomenal idea in a love a lot of parents are taking action on that in other folks, start calling me and saying, can you need to do something with that idea? And it granted the seed, my head actually you fellow. Go bunn. It's member Daniel Ramsey in Vietnam. Had told me he said he's in kin, that is the most amazing idea. I've heard you don't do anything that I'm gonna take my foot in just kick. Your s you personally. I'm that idea it really the Maureen courage meta goddess are big, and I'm going to develop something with it. The final straw was I went to a private mastermind abundance with. Jacobin founder of Priceline dot com. And I had an update sit now privately, Jeff and tell her about the idea. And whatever news by kids and the concept of bringing that to market in just like that's a great idea. You need to move on and take action in so I did. So I spent the last eighteen months and we've created and cross platform program, leaning, you can use it on the web, on your phone on your tablet, it, all sinks together like in Evernote, or a one note type process and a place, it's very private. Unlike a social network, it's this is a very private thing that you can insert photos, videos, texts voice note voice mail, so you can save when he will lead you that sweet..

Daniel Ramsey bunn Priceline Maureen Vietnam founder Jeff eighteen months