Guests: Christy Belt Grossman, Daniel Ramsey
Recorded: January 22, 2020

Excerpt

Would you like the operations of your team to operate more effectively, flow more smoothly, and generate more revenue? If your answer is YES, then you have to watch this webinar! Our guest is Christy Belt Grossman, CEO, and owner of Ops Boss Coaching, and she’s discussing “The Office of The Future Is NOW – How To Build It Like A Boss” – and when you build it, use MyOutDesk Virtual assistants!

The office of the future is where each member of your team is optimizing their role in your business and contributing to your bottom line. For example, in the past, it was easy to view agents as the income producers on a real estate team, but as the market becomes more competitive, the operations side of the house needs to really step up. Every contributor’s needs are profit-focused in today’s team and take an outcome-based approach to boost the bottom line.

In this compelling webinar event, Christy & MyOutDesk founder & CEO Daniel Ramsey drill down on the insider strategies & techniques her firm uses to help real estate clients streamline their operations, grow their business, and reduce cost & inefficiency. Learn how to structure your team to get more out of it and avoid the common pitfalls that limit the growth potential of so many real estate teams!

What you’ll learn from this webinar:

  • How to streamline operations to reduce costs & boost production
  • How an operations team should generate 3x+ their salary
  • 5 things that every real estate team should know about an ops boss
  • How to hire and retain the right operations talent
  • How to project operations Return on Investment
  • Key metrics you can use to measure your Ops Team

We will also be giving away helpful new tools from Ops Boss to assist you in streamlining your operations, increasing revenue, and implementing leverage in your real estate business.

Transcript

00:00:07:10 – 00:00:18:12
Daniel Ramsey
Hey, everybody. Daniel Ramsey here. And I’m really excited because today we are talking about the office of the Future. I wish there was like a reverb or something like that. And we have.

00:00:18:12 – 00:00:19:19
Christy Belt Grossman
A special now.

00:00:20:00 – 00:00:29:07
Daniel Ramsey
And the future is now. I was going to say that right next. And Christy, about Grossman, obviously, of the ops boss is here with us today. Christy, thanks for joining.

00:00:29:22 – 00:00:31:11
Christy Belt Grossman
Thanks for having me. Super excited.

00:00:31:23 – 00:00:56:22
Daniel Ramsey
We’ve got a lot of cool stuff to cover today. We were just kind of going over it if you’re here. First of all, we want to thank you for your time. We know how valuable it is. And also we want to make sure you’re here and alive and listening and we want to know who you are. So if you can do us a favor and just type your title, if you’re an ops boss, put ops boss.

00:00:56:22 – 00:01:20:06
Daniel Ramsey
If you’re a rainmaker or a team leader, put that in go title the city you’re from and the number of people on your team. So we know who’s here and we can customize this content to give you massive, massive value. So I’m going to start I’m going to put it in to all participants because that’s what we need to do.

00:01:21:02 – 00:01:48:07
Daniel Ramsey
I’m Daniel. I’m a I’m a I’m here we go. I’m a CEO. I’m in Sacramento. And we currently have 1200 virtual assistants, which is kind of crazy, right, when you think about it. And Krissy, you’re you’re in. Let’s let’s do yours. Oh, we’ve got Rick from Baltimore. He’s got seven folks. Thanks for joining us. Rick. Guys, we are going to do a ton of super value.

00:01:48:07 – 00:01:58:23
Daniel Ramsey
Christy, let’s talk about why we’re doing this. Why is this important? What’s going on that causes this topic to actually matter for you guys? Our audience?

00:01:59:02 – 00:02:20:19
Christy Belt Grossman
Yeah, that’s a great question. I’m so glad you asked me that. I’m really, really passionate about this. I think there’s so much change happening in our industry and I’ve been in the industry for a long time. I’ve been on the real estate side for 25 years. I was in the mortgage business for ten years before that, and there’s more change happening now than I’ve ever seen.

00:02:21:03 – 00:02:41:13
Christy Belt Grossman
And I think what happens on the upside is we get heads down, we’re working, working, working, we’re busy, busy, busy. And we need to open up and almost recreate a new way of doing business. And we need to be really hyper aware of what’s happening in our industry so that we can take all that information and go back down and implement.

00:02:42:14 – 00:03:06:20
Daniel Ramsey
I love that. So we talked about and this is probably one of the most important concepts that you bring to the table is this concept of being a multiplier on the team. And to be frank, I need to I need to understand that at a better level, help me fully digest that, as you know, as a as a person.

00:03:06:20 – 00:03:09:03
Daniel Ramsey
Right. What does that mean for you guys?

00:03:09:12 – 00:03:38:02
Christy Belt Grossman
So let’s start top down. So typically we think of the rainmaker and the agents as the people bringing in the income on the team. And we’re where the operations people kind of making it all work. But as we’re seeing pressure on commissions, we’re seeing team mergers, we’re seeing, you know, technology change. The value proposition to the consumer is really murky right now in our industry.

00:03:38:10 – 00:04:03:12
Christy Belt Grossman
So it now means that every person on the team has to be very profit focused. We have to be very bottom line focused. And part of that on the operations side means we have to be very outcome based. We have to look at what we’re doing on a daily basis and know is what I’m doing contributing to the bottom line or am I just checking off boxes of things to do on my to do list?

00:04:03:12 – 00:04:25:18
Daniel Ramsey
Yes, contributing to the bottom line. What I love is that you mentioned and and guys, outcome focus is the next level of business. And we do it here at my outpost when you sign up and you are like, hey, I want to hire a virtual assistant, help us grow and scale our company. We, we start like, what’s the outcome?

00:04:26:03 – 00:05:06:08
Daniel Ramsey
Because that’s the most important thing to know. What, what, what is this person going to do so that they can pay for that salary for the rest of the career? And it’s a win win for everybody involved. And that’s why what is so powerful about outcomes and why that’s important rather than a to do list, because if you’re doing it to do list, you know, one of the things this is a the this conversations about the office of the future and there’s this concept it’s like you know automate, you know, put it into a system, automate it and then outsource it, get rid of it.

00:05:06:08 – 00:05:24:18
Daniel Ramsey
And if you’re doing tasks right now as a employee or an ops boss or whatever, it’s likely that task is going to be automated out of the business, meaning a system can do it and you know, you have to systemize it, automate it, and then outsource it. And that’s what we.

00:05:24:18 – 00:05:49:23
Christy Belt Grossman
Want our ops people to move to that next level instead of doing. We want to move to thinking instead of doing, we want to move instead of knowing, what am I responsible for doing? What am I responsible for producing? I need to be results oriented, not just time oriented. Like I’m not just doing tasks, am I doing the right tasks?

00:05:49:23 – 00:06:14:01
Christy Belt Grossman
And are those tasks how am I measuring the results of my efforts? Yeah, well, I’ll give you an example. Just a silly example would be, you know, oh, I have this great marketing idea and look at this social media plan I put together and we did this last year. Great. How much did it cost you to implement? What were the results of it in dollars closed on your team?

00:06:14:13 – 00:06:22:16
Christy Belt Grossman
Oh, I haven’t thought about that. That’s the difference between an average person and an ops boss of the future. We’re very results oriented.

00:06:23:08 – 00:06:46:23
Daniel Ramsey
So it’s results and actually knowing the dollar impact to the task. Yes, I love that. Okay. And so we’re doing the Office of the Future. One thing, and I love this story and again, we’re going to give away some free gifts if you hang out to the end. I’m in a couple of minutes. I’m going to give away our book.

00:06:47:04 – 00:07:11:04
Daniel Ramsey
My out desk actually put together a book, 12 years of of service, you know, over 5000 clients. Here’s some crazy stats, right? So out of the top 100 teams and Christie, you don’t know this, the most recent real trends list 36 of them, our clients on our scaling their business with virtual assistants. So that’s kind of a wild number.

00:07:11:04 – 00:07:36:21
Christy Belt Grossman
And that’s going to grow. It’s going to grow incredibly. I mean, one thing about the Office of the Future is in order to create the Office of the Future, we have to do things differently than we’ve done before. Right? So what we’re seeing around the country now is historic unemployment, really hard to find, talented people. We need to open our eyes to things that maybe we would not have been comfortable with or would not have considered before.

00:07:37:02 – 00:07:43:02
Christy Belt Grossman
And when we were chatting recently, you gave me an amazing stuff that totally blew me out of the water. I’m really excited about that.

00:07:43:23 – 00:07:46:17
Daniel Ramsey
Maybe. What is it? What is it? What is it?

00:07:46:17 – 00:07:56:10
Christy Belt Grossman
Now you say I won’t get I won’t get the exact details right. But it’s the amount of the workforce that’s going to be virtual by the year 2027 or something like that.

00:07:56:17 – 00:08:20:10
Daniel Ramsey
Yeah. Yeah. So there’s a bunch of studies out there and because we’re in that world of knowing like how many people are working virtual, but basically the study is by the year 2027, by the end of 2027, more than 50% of the U.S. workforce, you know, will have remote work as part of their real life normal work week.

00:08:20:17 – 00:08:40:06
Daniel Ramsey
So it may be one day, it may be two days, and it might be 100%. The reality is we’re meeting right now on Zoom. And if you think about the Office of the Future, some of the top teams around the country, they’re not in one office. How do they meet? They meet on Zoom. They meet with doing exactly what we’re doing right now.

00:08:40:12 – 00:08:48:21
Daniel Ramsey
And part of today’s share is we’re going to show you the systems that we use so that we can manage people around the globe.

00:08:48:21 – 00:09:12:11
Christy Belt Grossman
And I love that because it takes really different skills to be able to lead a team as an ops boss that’s virtual than it does to lead a team that’s sitting next to you every morning. So it takes all those same skills plus. So we’ve got to raise our skill level with technology skills. We’ve got to get better interpersonal skills.

00:09:12:18 – 00:09:19:06
Christy Belt Grossman
How do we keep our culture on a team that’s not physically together? Like all of those things we have to level up on.

00:09:19:17 – 00:09:42:24
Daniel Ramsey
And we’re going to share those with you today. So absolutely. But first, this is the first actionable kind of thing that you can get. We at my outsource, we love calling. We coined this new concept called compound leverage. Here’s the whole concept, right? Albert Einstein said Compound interest is the eighth wonder of the world. You know, he’s a mathematician.

00:09:42:24 – 00:10:08:10
Daniel Ramsey
He likes that curve that goes up like that. Right. Well, compound leverage is a very similar concept. If you put something into a process, you then properly train on that process. And the employee or the person, virtual assistant hopefully then takes that process and implements it and does it. Then you get that cumulative time back for the rest of your career.

00:10:08:10 – 00:10:31:16
Daniel Ramsey
If I can give away 70 or 60% of of my workload and I get half of my life back, my work life, I mean, what could you accomplish with that? And so one of the easy, easy tools to do this and Christi, you kind of alluded to this is you have you can’t think about tasks as just checking a box.

00:10:31:16 – 00:10:56:13
Daniel Ramsey
And so one of the methodologies here at my office that we use is the sticky challenge. And it’s really not complicated. It’s a really super easy. You just take a stack of stickies, whether you’re a transaction coordinator, ops boss. I do this on a regular basis just to track what I’m actually doing in a week, and I put a sticky note together and we’ve got three different areas for you guys.

00:10:56:13 – 00:11:24:13
Daniel Ramsey
If you’re if this is one of those, you should write this down because this tool has changed lives. I say that with all the conviction because it it’s changed my life and our clients tell it. Tell me that it’s changed their life. But if you follow yourself around and you know, am I doing dollar productive work? Dollar productive is talking with clients, getting clients, selling clients, getting referrals, all the stuff that drive revenue.

00:11:24:13 – 00:11:25:07
Daniel Ramsey
Christi, what do you think?

00:11:25:07 – 00:11:43:14
Christy Belt Grossman
And I was just going to say so we’re talking to ops bosses today and revenue work for them might be a little bit different. So dollar revenue work might be creating systems that are going to generate revenue, creating systems that are going to take things off your rainmakers place so they can be on appointments, things like that.

00:11:44:04 – 00:11:48:16
Daniel Ramsey
So you’re ahead of me because. Absolutely right. So here’s your.

00:11:48:16 – 00:11:49:08
Christy Belt Grossman
Process.

00:11:49:15 – 00:12:13:22
Daniel Ramsey
Yeah, here’s the here’s the beauty. Here’s the beauty. Even if you’re an ops boss and even if you’re in the operational side, there are opportunities for you to talk to clients, garnish, reviews, referrals. There’s just it’s the reality of real estate is where a belly to belly sport. I always say that human to human communication connection, that’s all that matters.

00:12:13:22 – 00:12:48:12
Daniel Ramsey
So that’s productive stuff. But on the non dollar productive stuff non there’s building systems and process I call I call that legacy Christie You probably call it something different, but when you’re creating a system that adds leverage to the business, we coined that as legacy productive activity. So so you’re following dollar productive then legacy productive stuff. And then below that is all the non productive non legacy task.

00:12:48:12 – 00:13:16:22
Daniel Ramsey
It’s your checklist and everything. So if you follow yourself around and you write down, I did legacy productive stuff, I did it for 2 hours and then you put a sticky on the wall and you sit, let’s say it’s marketing task or an ops task or financial task or whatever it is. Then you can start to see what your week is actually looking like and what you’re actually spending your time doing.

00:13:16:22 – 00:13:21:07
Daniel Ramsey
This is a time task analysis, Kristie. Does any of this make sense?

00:13:21:09 – 00:13:53:13
Christy Belt Grossman
It makes complete sense because I think as we move into the office of the future, we have to be more and more cognizant of our is my time being spent on the highest and best use for my skills. And we want to ask that for each person on the team, highest and best use of my skills. And I think sometimes we may have to like almost wipe the slate clean with our org charts and our roles and our descriptions and go back to square one and redefine an outcome based business.

00:13:53:13 – 00:13:58:17
Christy Belt Grossman
And what does each role look like and how do we measure success tangibly?

00:13:59:07 – 00:13:59:24
Daniel Ramsey
I love it.

00:14:00:00 – 00:14:04:05
Christy Belt Grossman
So I love your system for going about doing that. That’s awesome.

00:14:04:23 – 00:14:30:01
Daniel Ramsey
It’s really easy to and guys, I talk fast and if you’ve never done this before, I want to give you a tool or something that you can actually. One of the beautiful things about being an operations people is some and I’m an ops person, I’m one of those crazy people that can be both ops and sales. And we’re a unique, weird people that I ask, okay, here’s what, here’s, here’s what I want to give away, though.

00:14:30:07 – 00:15:00:03
Daniel Ramsey
If, if you text as VP. So it’s scale with virtual professionals. 231996. We’re going to give you our book away. And we talk about compound leverage. We talk about the sticky challenge. And there’s a lot of tools and tricks that we’re going to cover today as we’re kind of, you know, going through this office of the future. So if you’re listening and you’re like, I want to do that, but Daniel doesn’t convince me yet.

00:15:00:03 – 00:15:42:00
Daniel Ramsey
I’m not really sure we have not only a written example of how to do this, but we also have like some, some graphics. So you can kind of visually see the different categories and understand legacy what building legacy in a business means. So please do that. Text SVP 231996 But you just mentioned something, Kristi, you talked about org chart and I think that’s such a valuable thing and we’re we’re going through a growth spurt right now and we’re hiring people and reordering and doing stuff to prep for 2020 because guess what, guys, 2020 is already here.

00:15:42:00 – 00:16:09:02
Daniel Ramsey
Right? But before we talk about because we’re going to talk about how to control an audit organization through an opera org chart, basically control who’s doing what by when and what those results are, you know, based on that stuff. But before we do that, you have an event that this presentation is actually going to be. What we’re talking about today is going to be at that event.

00:16:09:12 – 00:16:25:21
Daniel Ramsey
I never go to events, by the way, guys. She talked me into it. She said, I got to come and it’s in DC, which is super cool. So I’m going to bring the family and do the the mall and kind of hang out and the dinosaurs. Yeah. And our nation.

00:16:26:01 – 00:16:27:24
Christy Belt Grossman
For the museum and then the other ones too.

00:16:28:17 – 00:16:46:08
Daniel Ramsey
Yeah, exactly. So let’s talk. We want you guys at this event because it’s lonely as an ops boss and it’s lonely. There’s not a lot of groups or organizations that focus on this stuff. So Kristi, let’s talk a little bit about what they’d get at that event.

00:16:46:19 – 00:17:14:04
Christy Belt Grossman
I love that, you know, I created the event because for so many years I went to events and there’d be one little admin or operations thing on the side. Everything else was sales and all the sales stuff is great. We need to know all that, but we think in a different way. We have different roles, we do different things and we need each other and we’re often in these little isolated, did you know two in this office and three in that office?

00:17:14:04 – 00:17:37:20
Christy Belt Grossman
So I thought, What if we could have a whole weekend? That’s only ops people. So Rainmaker, sorry, you’re not invited. I’ve gotten a few requests because I have such an incredible lineup. So it’s on a weekend which is perfect for operations people. They don’t have to be too much out of the office. Friday, we are having you. You may not know this yet, but you’re going to be our kickoff speaker.

00:17:38:01 – 00:18:00:02
Christy Belt Grossman
We’re going to have like music and networking. And then Saturday, we do business like a boss and we go long and hard all day with masterminds panels. I have a keynote speaker who is going to talk about life without limits. He’s from outside of real estate is amazing. He has spoken to the United Nations and Congress and then in Hollywood, on TV, movies, etc..

00:18:00:02 – 00:18:25:01
Christy Belt Grossman
So that’s really cool. I have some of the top teams with different companies, a lot of the thousand teams coming in real trends so you can mastermind all day. We have speakers on building culture through systems. We have building your business with coming from contribution in how to take philanthropy and put that into your business just about anything you can imagine.

00:18:25:01 – 00:18:46:17
Christy Belt Grossman
And then sun is nurturing mind, body, soul and spirit because my ops bosses, we are the ones taking care of everyone else and we don’t always take care of ourselves. So I’ll have somebody talking about how to build your life by design. So I’ll have a financial person, a health person, and we’re going to do like an art creativity activity.

00:18:46:17 – 00:19:02:24
Christy Belt Grossman
So it’s a totally amazing weekend. It’s what I think our people really need to move into office of the future because our operations people, we have to level up on everything to be able to compete in tomorrow’s market. Right. So we want to do that today.

00:19:03:10 – 00:19:41:14
Daniel Ramsey
Well, and what’s important about us efficiency is such a big deal for the ops people. Like revenue is measured by how how much how much resources can we shrink and then how much value can we add to the business. And that literally is the goal stick for an ops person is like, look, if I can grow revenue and reduce the overhead expenses and also provide a higher level of service as told to us by our clients like you just won like the I’m the best guy in the world or gal in the world.

00:19:41:15 – 00:19:44:01
Daniel Ramsey
You know, you’re you’re doing it totally.

00:19:44:10 – 00:20:09:22
Christy Belt Grossman
I have. But before we move on to the next one, I was just going to say one of the speakers we’re talking about the trends that are happening for the future. Right. And so one of them is teams are merging. And it’s not just small teams, big teams are merging and almost becoming brokerages. Right. So one of the speakers who’s there just merged two of the top, Keller Williams, Gary Keller, mastermind teams into that giant team.

00:20:10:07 – 00:20:25:10
Christy Belt Grossman
And she’s going to talk about how to create systems because we we kind of skipped that point sometimes we just go right to the end, like, oh, we’re just going to do this, but we don’t know how to actually create a system. So that’s the thing that we’re going to do.

00:20:25:22 – 00:20:45:20
Daniel Ramsey
We’re going to talk a little bit about that today, too, because, to be honest, creating a system, everybody, we have people calling in lots of ops boss, lots of rainmakers, other folks call in and they’re like, Well, we don’t have any training around that, so how are we going to hire somebody? And there’s a really easy way to do it.

00:20:45:20 – 00:21:15:00
Daniel Ramsey
So we’re going to nail on that real quick. And guys, we’ve got a ton of folks here, Lenny Christy, we’ve got client care manager, Jesse, Brenda, Emily, guys, this is meant to be interactive. So we’re going to talk through and we’re getting into the the the meat and potatoes part of, of the presentation where we’re going to actually start adding value and giving you some examples.

00:21:15:00 – 00:21:38:11
Daniel Ramsey
And Christy and I are just going to kind of talk about them because if you know, we’ve got Rich Lukas, he’s got a team of 11. Imagine, Rich, if you had to put two more zeros behind that team member, what systems would you have in place? What process would you create? How would you control culture? So that’s what we’re going to dove into right now.

00:21:38:24 – 00:22:06:06
Daniel Ramsey
And if one of the cool things too, is if you’re downloading that book, Chris is giving us an opportunity to give you $200 off that the the conference in October so yeah definitely download it one of our team members is going to reach out we’re going to provide you guys value and and also give you an opportunity to be part of this event at a substantial discount.

00:22:06:19 – 00:22:31:20
Daniel Ramsey
Discount. Okay, so let’s talk how does somebody build in the ops boss world? How does somebody build process for a team? And then I’m going to share how we do it for vert because virtual is different than somebody physically. So the Office of the Future is obviously a blended one where, you know, your your people in the office are leadership.

00:22:33:00 – 00:22:49:17
Daniel Ramsey
You know, managers, some virtual assistants that are helping and salespeople, right? Most people in the office should be client focused and driving revenue. But how how do you build systems and process capacity for you know, how are you seeing it at a high level?

00:22:50:03 – 00:23:10:11
Christy Belt Grossman
So I like to step back and think big picture. And this is actually a system one of my coaches taught me and I literally called her yesterday and said, okay, I’m working on a system. I need you to walk me through this again, literally, because the first step is the hardest step. The first step is defining your purpose.

00:23:10:11 – 00:23:28:17
Christy Belt Grossman
What is the purpose of the system? So I think lots of times we we have like five purposes, right? I want I’m going to do a client event. I want to add value. I want to appreciate my clients. I want to stay top of mind like you can have all these different purposes. But what is the primary purpose?

00:23:28:17 – 00:23:53:01
Christy Belt Grossman
Because the primary purpose is going to dictate how and what you do. Every primary purpose is to appreciate them. You might do a free movie event, but if your primary purpose is to get referrals or reviews, you need to have that belly to belly conversation time. So you might have some sort of party where you’re going to interact with them, as opposed to just sitting and watching a movie.

00:23:53:01 – 00:24:15:22
Christy Belt Grossman
Right. The purpose would be 1/2 thing is set your outcome vision. How do I know that I won? How do I know at the end I can go, yes, we nailed this system and really define that like I know because referrals are like piling into my inbox faster than I can hand them out to my team. Right. And that’s how I won.

00:24:16:05 – 00:24:58:02
Christy Belt Grossman
And then you’re going to brainstorm and I would bring anyone into that brainstorm, whether you’re virtual or in the office, who has input into that system. So that might include your sales people, might include your virtual or whoever it is. And the object of the brainstorm is there’s no bad ideas. It’s quantity, not quality. So I get as many ideas on the table as possible, and then you want to choose the best ideas and organize them and assign next steps who’s doing what and when, and then at the end I want to say, is it duplicate able meaning can anyone do this system and is it scalable?

00:24:58:05 – 00:25:06:18
Christy Belt Grossman
If I have five agents, will it work with 55? Will it work for 555? I do all those steps now. I’ve got a system.

00:25:07:14 – 00:25:32:20
Daniel Ramsey
I love that I so am I outsource. We would add that that that brainstorming session should be on camera like this also should be I’m going to just share screens guys and watch out because I’m going to. So I don’t know if you guys can see this. CHRISTIE Maybe you can, but I’m going to do a big circle here.

00:25:33:00 – 00:26:05:07
Daniel Ramsey
When you do stuff virtually and you have a blended model, one of my favorite things is recording them on a zoom like this and also having an organizational system so that all of your leadership meetings, all of your brainstorming meetings, all of your topics are very easily reference civil. So after you get your steps done and you do okay, these are the these are the 72 steps in order to put up a wonderful referral event.

00:26:06:06 – 00:26:36:01
Daniel Ramsey
Then you go through that list and then you actually record yourself doing those steps. So any system and here’s my world, any system that requires you as the ops person or or rainmaker to do is a broken system. If you can’t delegate it, it’s not worth doing. And I’m really I think that’s the most important thing because if it needs you and here’s an example, Steve Murray, Christie, you know him, we talk with him.

00:26:36:15 – 00:27:03:09
Daniel Ramsey
I love this guy. He does the real trendy stuff. He’s got all the data. He’s done 700 valuations of real estate, brokerages, teams, 736. I just remember numbers. Here’s what’s crazy about every single valuation that he’s done. When they have a system and a process in place and the rainmaker and the ops leader aren’t the key person, meaning they’re not the glue that’s holding the entire thing together.

00:27:04:11 – 00:27:35:22
Daniel Ramsey
He consistently reports higher multiples, more value, easier sell, happier sellers, happier buyers. And so once you have your list of 72 things, you’ve got to record your screen just like this, doing those steps. Okay, we’ve got okay, we’ve got some people here. Um, God bless. Maggie says I’m a fan of both. You all great. He wants to hear more about the event, so that’s awesome.

00:27:37:01 – 00:28:01:13
Daniel Ramsey
So if you have questions, please submit the questions. We’re super opening, but I want to keep going because what we what we’ve got is another kind of tool to give away. It’s called play pause. Do and it’s kind of like that. I like simple silly solutions, right? Sticky challenge, play, pause, do compound leverage. These are all fun things that you as a team you can start doing.

00:28:01:13 – 00:28:25:16
Daniel Ramsey
So if one of my tasks for a referral thing is to create the invite to the event. Right. Well, how do you do that? What’s the system that you’re using it for? You’ve got it on the list. Create invite for the system in this in this particular ID thing. Right. Well that’s that’s the probably the wrong way to do a system in our process.

00:28:25:21 – 00:28:32:16
Daniel Ramsey
The right way is to actually pull it up on your screen and do a screen share actually doing the task.

00:28:32:22 – 00:28:37:23
Christy Belt Grossman
So what screen share program do you guys use? Because people ask that all the time.

00:28:37:23 – 00:28:57:16
Daniel Ramsey
Yeah, I’m I’m there’s a lot of options out there. I’ve we’ve used I mean, we’re on Zoom right now, which is a beautiful system. But if you want to do it on a budget, Google Hangout is a free thing, you know, and then you just need a screen recording software. We like Camtasia, there’s a bunch of options out there.

00:28:57:24 – 00:29:12:00
Daniel Ramsey
Screencast A is a really inexpensive one and inside that system you can then have a organizational kind of framework where you can always access those screen recordings. You know, I don’t know, where are we going to say.

00:29:12:14 – 00:29:18:02
Christy Belt Grossman
No, that was it. I don’t know how my ops classes think. You talk about something, they want to know the tool.

00:29:19:02 – 00:29:47:12
Daniel Ramsey
Yes. Well, I mean, here’s the thing. The tool, free Google screen screen share on a mac or you can pay for Zoom where you can have participants and interaction. So the play pause do do the task and here’s that here’s the here’s the office of the Future kind of dropped the mic kind of thing. You have to talk through the task, the how and why this is a mistake.

00:29:47:12 – 00:30:22:05
Daniel Ramsey
Well, I recorded a screen shot. Yeah, but you didn’t talk like you got. You got to talk through what it is you’re sharing and why it’s important and the mindset. Remember, virtually our virtual assistants, they’re in the Philippines and because they’re in the Philippines, our clients tell us that it’s a 60 to 70% reduction in cost. But that means you need to share with them why people in Minnesota, for instance, would come to a referral party and what value they would give.

00:30:22:09 – 00:30:26:12
Daniel Ramsey
And you’ve got to talk through the why and the what around all of that.

00:30:26:13 – 00:30:46:10
Christy Belt Grossman
Through, regardless of whether it’s virtual or not. I mean, our workforce, it used to be, oh, I only want to hire people with real estate experience. That’s not the office of tomorrow. You’re going to be hiring people all over the world with all different experiences, whether they’re sitting in the town next to you or the country across the globe, you still need to tell lie.

00:30:47:03 – 00:31:14:24
Daniel Ramsey
You know what’s funny? One of one of the one of our best clients who have multiple virtual professionals and is in the top ten right top ten team, they purposely don’t hire real estate professionals. They don’t hire people. They they hire professionals. Right? They hire people with the skill set for the position that they actually need. Okay. So we’re going to talk org chart now because we just talked process.

00:31:15:15 – 00:31:42:13
Daniel Ramsey
Yeah. And I think that’s I think that’s the next step. So play pass do massive game changer for folks for documenting your systems and processes. Follow Christy’s framework for doing that and then do the task with the how and the what and the why and the where. And once you’ve got that documented, then delegate it down. So build the process, automate it, and then delegate it.

00:31:42:18 – 00:31:51:12
Daniel Ramsey
That’s that’s the kind of future kind of mindset. Yeah, I think I’m going to share our org chart. Where you going to say.

00:31:51:17 – 00:31:54:01
Christy Belt Grossman
That’s exactly where I was going.

00:31:54:01 – 00:32:27:05
Daniel Ramsey
Okay, so this is crazy. Again, being very open with you guys on my business and how it runs and I think that’s the best way to share because another thing that I hate about folks is they they talk like they are doing it. And you’re not really certain. So I wanted to just show you and right now I’m sharing with you guys are hiring, you know who we’re planning on hiring for the next for the next 18 months because we’re in the middle of the year.

00:32:27:13 – 00:32:42:23
Daniel Ramsey
Next year is 2020. And what’s important is and Christy, you and I talked about this is controlling your organization through your org chart. So hit me with the why that’s important. Well, one.

00:32:42:23 – 00:33:03:11
Christy Belt Grossman
Of the things that you talked about when we were talking before was about outcome that you I thought you had said you had tied an outcome to your org chart because if we think about an org chart typically as titles. That’s right. But you also talked about skills and outcome as part of your org chart. And I thought that was really important.

00:33:04:04 – 00:33:24:05
Daniel Ramsey
Okay. So I’m going to go back to sharing now. I wasn’t sure if Christy and I were going to just talk and go through this, but here’s I and if you’re listening, you’ll see how humble I am, right? Poorly educated. Guess I’m I’m putting here in the course. Like, I have no idea what a salary person would cost for the particular positions.

00:33:24:12 – 00:33:46:18
Daniel Ramsey
But, you know, here are the different departments we started with marketing, sales and then our placements teams we’re looking for to new salespeople. We think this is about the the cost to them. And then we have a quarter and the year that we’re actually going to have them placed by. So by the end of that quarter, this person is going to be there.

00:33:47:01 – 00:34:16:10
Daniel Ramsey
And this is an exercise of really, you know, so we need a recruiter. We’re looking for a data analyst, we’ve got a contract. We use Salesforce as our CRM. So these are kind of financial analyst. We need an analyst on our on in our payroll by end of next year. So we’re we’re basically I’m utilizing this org chart to plan out who’s on our team in order to double our team.

00:34:17:10 – 00:34:38:20
Daniel Ramsey
And that’s the important point that I wanted to bring up. And we’re going to about we’re in a leadership meeting and I ask all of our directors to be to to look at who’s on the team, what’s systems do they own and run, and then what is the outcome of that particular role?

00:34:39:22 – 00:34:58:02
Christy Belt Grossman
And out missing piece that we’ve never had before? The outcome of that particular role, we have only looked at that traditionally in real estate as a sales, we look at the outcome of each sales person, what it should be. We’ve never talked about that on the operations side before.

00:34:59:00 – 00:35:17:14
Daniel Ramsey
Right. And so let’s start doing that, me and you right now. So how would you measure I mean, if you’re thinking about an ops leader, who how would you say they’re winning in a role or they hit their hitting outcomes or you like what are the the measurements for that particular person?

00:35:17:15 – 00:35:38:10
Christy Belt Grossman
I think it’s going to be really different depending on what the position is. So overall, if you’re a director of operations or you’re the boss, whatever you want to call the role, I think the way I used to do it and I think it needs to be done always this way, is to measure how much income is coming in based on your systems.

00:35:38:22 – 00:36:04:24
Christy Belt Grossman
So I would cut so the last year that I was on my team for 23 years before I replaced myself so I could do this fun teaching and coaching full time. So I generated 514,000 and GCI for my team through the systems. That was purely through our client events and database, through personal referrals, through tweaking of a website.

00:36:04:24 – 00:36:28:04
Christy Belt Grossman
So we had better capture tools, just all kinds of tangible things, reviews that brought business in by setting up a system to generate those. So that would be kind of the overall. Then when you break it down to the other roles, say you’re a T.C., your transaction coordinator, you would perhaps measure it in how many reviews did I get or how many referrals did I get?

00:36:28:04 – 00:36:47:03
Christy Belt Grossman
Because I know that is going to generate to the bottom line. So however, you can get specific depending on what the role is and then sometimes you’ll get a little deeper, it’ll be a little harder, maybe for a virtual assistant. It depends on what they’re doing. And I think we’re going to see virtual assistants doing more and more than we’ve seen them done in the past.

00:36:47:03 – 00:36:49:09
Christy Belt Grossman
So that’s going to be evolving.

00:36:49:09 – 00:37:10:20
Daniel Ramsey
Well, and and what’s great about that, so I have a one of our top clients been a client for, I don’t know, eight or nine years. And he’s he and I are the kind of people where we text and, you know, we’re back and forth a lot. And this week I’m meeting with his his ops boss, basically the the ops boss and then the other person that’s responsible for operations.

00:37:11:01 – 00:37:42:06
Daniel Ramsey
And we’re brainstorming why, you know, why they’re doing what they’re doing because again, you can control an entire org chart with what’s the role how much you my spending on that particular role what are the systems inside that role and what’s the outcome? So we’re going through that exercise and this is what we do with every new client that comes through the door is we will take an operations, you know, chart and start mapping out who’s on the team and what they’re doing and what systems.

00:37:42:06 – 00:38:07:15
Daniel Ramsey
Right. Again, this is it’s very basic. And then we ask the question, if we wanted to double this business, who do we need on the team? Who needs? And this is the difference between billionaires and everybody else in the world. Everybody else thinks, what do I need to do? And billionaires think, Who do I need to hire you?

00:38:07:15 – 00:38:16:06
Daniel Ramsey
Know you don’t as a billionaire, you don’t buy a sports team and think I’m going to manage it like you think, Who do I need to manage this sports team?

00:38:16:08 – 00:38:19:13
Christy Belt Grossman
Well, unless you’re Daniel Snyder, but that’s everybody’s.

00:38:20:08 – 00:38:49:02
Daniel Ramsey
Yeah, there’s always one guy, right? Yeah. So if if if that is a value to you and you don’t have as an ops person, you don’t have anybody to have that strategic conversation with. I would again simply text us, get that it’s SVP 31996 and we’re we this is part of the stuff that we give away for free because we know this is what will turn the needle for you.

00:38:49:16 – 00:39:07:23
Christy Belt Grossman
Yeah. And it turns the needle for everybody when it turns the needle for you. And I think I think that’s kind of where we come back to with the bottom line with ops bosses is these are the kind of conversations that you should be having with your rainmaker. That’s right. It’s not just the getting everything done on your plate today.

00:39:07:23 – 00:39:44:02
Christy Belt Grossman
Conversations. You should be driving these conversations that Daniel is so wonderfully, eloquently talking about. But it’s really important because our businesses are just changing so much. We can’t just keep doing the same thing we’ve always been doing, doing the roles the same way the roles are changing, what your responsibilities are changing, and we have to go higher level and then delegate, automate artificial intelligence, whatever for those other things so that we can spend time on thinking and people right.

00:39:44:19 – 00:39:45:12
Daniel Ramsey
And people.

00:39:45:15 – 00:39:59:23
Christy Belt Grossman
Forgetting our people, our clients and our team and also our clients, those. That’s what we need to be spending our time on, not on checking things off a checklist. Those things need to be done, but we don’t need to be doing them.

00:40:00:24 – 00:40:25:02
Daniel Ramsey
I love it when. Okay, so we’re going to get into it. I’ve got a quick like a system that we put together for Facebook. I’m going to share with you guys when you’re running a virtual office, there’s a couple really important like game changing things and as these large teams and Krista, you know, people are having teams all over the state in multiple different states.

00:40:25:09 – 00:40:49:20
Daniel Ramsey
How do you create culture and how do you create a process that everybody can buy into? And then what does that look like? So my one of my favorite thing is, is creating culture and community. And so I’m going to share what we’re doing right now on Facebook, which is which is a silly, easy share for everybody. But it’s really it’s you’ll like this.

00:40:49:20 – 00:41:15:05
Daniel Ramsey
It’s on our screen right now. Spider-Man Max. Yeah, he’s working from home. So this is the Mod Virtual Professionals Group and again, I. Oops, I lost it. Oh, did I just. I think I just lost it. Can you believe that? Here it is. It’s back again. So this is just an example of how we as a company are, you know, one of our VP’s made this up, right?

00:41:15:15 – 00:41:40:09
Daniel Ramsey
And we’re putting in place another kind of upgrade into our into our process because like here, here’s an example. Attention only positive attitudes allowed in this area. Great post, great intention, you know, and then here I just wanted to share how lucky I am to have a client. Bentley is an awesome person, and he. He sent her a gift for a birthday.

00:41:40:09 – 00:42:06:21
Daniel Ramsey
Right. And so and this is not only Williams he’s he’s post in here he’s one of our guys fire point you know got this in the mail for my my client so very cool very very different kinds of post throughout the system and we just pulled up this easy to use and I’m pulling up this is how easy it it can be to build community as well as a system and a process for you and for your team.

00:42:06:21 – 00:42:59:00
Daniel Ramsey
And this is the office of the future. So, you know, I wanted to create a way for our Facebook groups to actually kind of saw what people are doing. And so now inside Facebook, in our community group for virtual professionals, we have these different hashtags, right? Tons of ways to communicate in the world, but this organizes different posts into different categories so that we can then organize those categories and send it out in our newsletter to our people, congratulating people for, you know, client accommodations, congratulating people for annual birthdays or mod bursaries like we like to call them when they, they, you know, we had somebody today turn seven years old at Mott, which is

00:42:59:01 – 00:43:29:16
Daniel Ramsey
a huge deal. Yeah. And she’s she’s an ops person for us and she does a great job. So this is an example of a very simple system and process. Just wrote it up on a, in a word document handed it to the ops person. Ops person is going to put it into a system. She’s going to give that responsibility of moderating it so that in the group, you know, only those tags are done and we can edit or pause a post or whatever.

00:43:30:09 – 00:43:33:17
Daniel Ramsey
But this is how easy it can be to actually.

00:43:33:17 – 00:43:57:04
Christy Belt Grossman
Create because we’re the worst. I never say that word. Right? The lists are deluged whenever we’re overwhelmed with so much information. And that’s such a simple way to cull it down to What do I need to see or know when I’m looking through that group and you can use it in your client groups to a lot of people have client groups that they monitor or community groups that they monitor.

00:43:57:19 – 00:43:58:19
Christy Belt Grossman
So I’m super great.

00:43:59:06 – 00:44:28:17
Daniel Ramsey
And I love that because that’s a job that we do for a lot of our clients is monitoring or managing the community groups. So being a local celebrity for your your company requires a lot of handhold and a lot of editing a video, a lot of posting. Here’s all the events and here’s everything that’s happening in monitoring. And the more engagement that you’re creating inside of your community, the more likely that you stay top of mind and you’re generating referrals.

00:44:29:00 – 00:44:29:14
Daniel Ramsey
So yeah.

00:44:30:04 – 00:44:31:18
Christy Belt Grossman
That’s one of the things that that’s awesome.

00:44:32:05 – 00:44:34:00
Daniel Ramsey
We do all kinds of crazy things.

00:44:34:00 – 00:44:55:00
Christy Belt Grossman
How me that can I guess that’s sort of like a side note like Office of the Future to me. We’re going to be using virtual assistants. I don’t even like the word virtual assistant. Can we just change that y like you call it virtual professionals. That’s better. But we’re using virtual team members to do things that we’re not using them for now or may not be thinking of now.

00:44:55:00 – 00:45:04:07
Christy Belt Grossman
Like what kind of things? Five years from now, what are we using virtual professionals for in real estate that we’re not using today?

00:45:04:07 – 00:45:34:21
Daniel Ramsey
I’m going to break down our major categories real quick for the audience so they’re clear about how we would actually help an ops boss or somebody in that space of of leading the operations. One thing, we definitely have transaction coordinators. We have listing coordinators. If you have a system, for instance, like brevity or listings, two leads or any kind of a listing management, you’ve got Skype, slow loop, all the different transaction and listing coordination platforms.

00:45:35:06 – 00:46:03:22
Daniel Ramsey
If there is a system, our people can run it. And you’re right, when you say virtual professionals, I, I met a guy his his name was David. He has a computer science degree. He spent ten years working working as a tech person for like an online tech technical support person. Right. He has a black not a black belt, but, you know, Six Sigma.

00:46:03:22 – 00:46:32:04
Daniel Ramsey
He has a yellow belt in building systems and processes. He’s got a family. And like 15 years of experience working in an operational capacity for a US based business. So you’re exactly right. I would I would feel ashamed of myself if I called him an assistant. He is not an assistant. He’s an operations person and a dang good one like a really I mean, he’s a high level professional.

00:46:32:04 – 00:46:42:01
Daniel Ramsey
So when we you know, when somebody says, I need an ops person, we have those people in a support capacity for marketing, sales and operation. That’s kind of what we do.

00:46:42:12 – 00:47:18:05
Christy Belt Grossman
Yeah. And you cover the whole gamut. I think we typically think the first couple of things you just said, which is listing and transactions, but you guys do like you were just talking about monitoring Facebook groups and being the local celebrity. You can do it all, really. That’s the difference. You know, it’s interesting, as you say, that it occurs to me my daughter is was a teacher for six years and her husband just completed a coding program at GW University and they are literally going to rent their condo and travel the country and be digital nomads for the next year and do this kind of work.

00:47:18:05 – 00:47:31:20
Christy Belt Grossman
And they’re extremely skilled professionals. So I think our definition of office of the future means we have to open our mind to a totally different reality of who our workforce is and what they’re doing.

00:47:31:20 – 00:48:00:19
Daniel Ramsey
So we got a question and I love it. It’s from less how do you determine when to hire and you hear people say, you know, I wish I would have hired sooner or I wish I would have gotten her on my team two years ago or him on my team five years ago. Gosh, how different would things look today if you know and let me if you’re listening right now, here’s some stats that an air puts out.

00:48:00:19 – 00:48:28:10
Daniel Ramsey
So this isn’t my out. This is these are just stats, right? In that space, 83% of of real estate professionals do not have an assistant. And Lester, to answer your question, if you this is how I do it. If you plan on doubling your business, who do you need on your team and what do you need to give up?

00:48:28:10 – 00:49:09:08
Daniel Ramsey
So absolutely do the sticky challenge. Absolutely. Start thinking about compound leverage, put it into a system, find out what you can automate in that system and then figure out what you can delegate down. But Christie nailed it when you said create a future org chart in a future org chart. When you ask yourself that question of who do I need to have on my team in order to double my production, that will will start you down a process of thinking about what your org chart should look like and who needs to be on the team and if you’ve never done that before, number one, buy the book or get the book.

00:49:09:08 – 00:49:26:08
Daniel Ramsey
Don’t buy it. It’s for free, which is crazy. It’s super easy. We’ll put it in the chat notes right now. Do that and then get a consult consultation with Christie or us and and really start you need you know everybody needs a coach.

00:49:26:23 – 00:49:44:22
Christy Belt Grossman
I think you need I think you said something really important, which is you need to know where you’re going. There are less to answer the question, when do I hire? I think there’s always there’s a gap. There’s that that gap you have to bridge of I’m doing this much work and I’m afraid because I have to pay a salary.

00:49:45:06 – 00:50:06:00
Christy Belt Grossman
And I think we have to turn our mindset from expense to investment. And if you’re looking as your hire as an investor and you know that I should know within those first three months whether they’re going to pay me back, whether there are going to be a multiplier in my business or they’re going to buy me more time so I can multiply my business.

00:50:06:01 – 00:50:28:14
Christy Belt Grossman
You’ll know within those three months. But you’ve got to take that jump and you’ve got to have the expectations. Conversation with the higher that this is, what the expectation is that you will be a multiplier at a certain point in time, I would say you want to hire that person before you hit the ceiling. And the ceiling is going to be different depending on price point and what part of the country you’re in.

00:50:28:14 – 00:50:43:05
Christy Belt Grossman
I’d say maybe around 20, 20, 25 units. You can do and still have a life. But if you want to go, I think you have to start with the end in mind, which is what Daniel said. Go to create your future org chart and then work backwards.

00:50:43:19 – 00:51:08:24
Daniel Ramsey
Well, and the other thing, and I love that we’re talking about this because hiring is what we do. We’ve, we’ve helped hire and place over 5000 people. And time and time again, what I hear is that I’m afraid I’m going to miss hire. And a miss hire can, can, you know, it can be 3 to 5 times their annual salary in problems for a business worker’s comp, you have to pay for an office space.

00:51:09:05 – 00:51:35:19
Daniel Ramsey
You need laptops, phones, you have to buy them user access to all your different systems so it can get really, really expensive if you make a bad choice. And so if you’re in a space where need a hire and I know I’m not good then and you need support and help around that and it’s the most important thing is to get into a game plan kind of scenario where somebody is helping you through that and.

00:51:35:23 – 00:51:59:19
Daniel Ramsey
Right. Because going I’ll give you an example, getting a real estate license, starting a real estate business, it’s like going to college, right? But then hiring a team member and growing a team is like it’s like going to college and getting a bachelor, getting a master’s and a doctorate all at once because, you know, people don’t follow bad leaders.

00:51:59:19 – 00:52:07:00
Daniel Ramsey
So it’s a completely different skill set to lead somebody as compared to sell real estate.

00:52:07:07 – 00:52:11:16
Christy Belt Grossman
Yeah, it’s an evolution from salesperson to business person to leader.

00:52:12:07 – 00:52:13:01
Daniel Ramsey
Oh, my goodness.

00:52:13:01 – 00:52:14:14
Christy Belt Grossman
Three different sets of skills.

00:52:15:05 – 00:52:35:05
Daniel Ramsey
Yeah. And thankfully, this is not that conversation. Right. But it’s a great it’s a good question. And I thought it deserved an appropriate response. Guys, we only have a couple of minutes left. Right. Now’s the time to ask questions. I’m going to share a couple other like game changer stuff for the Office of the Future. Build it like a boss.

00:52:35:11 – 00:52:42:19
Daniel Ramsey
That’s what this program is. I want to share how we met, manage tasks real quick because I think part of.

00:52:42:21 – 00:52:43:06
Christy Belt Grossman
This.

00:52:43:23 – 00:53:07:23
Daniel Ramsey
That’s a really important thing. And then I’m just I’m going to do real quick. And again, we’re giving you guys an insider view. This is the only way I know how to do it. I don’t like talking about theoretical stuff. I like talking about what we’re actually doing. So you can kind of see we use Monday as a task management platform.

00:53:08:06 – 00:53:33:09
Daniel Ramsey
So these are all folks in our marketing and or sales group. And here’s ten tips to convert leads to commissions. Right. And this is a this is, you know, an article that my out desk is putting out there. So here’s the actual stuff and then here’s the link where we actually put them, you know, in and and medium and all the different places to go through.

00:53:33:14 – 00:53:53:13
Daniel Ramsey
So if you look at this, I mean, we’ve got a lot of different things going on as a company. Here’s all the blogs and news stories that we’ve got going up. So these are our topics for 2019 forecast. You know, like these are all the things that we are doing in order. Here’s all the stuff that’s got posted.

00:53:53:22 – 00:54:20:09
Daniel Ramsey
I don’t know if you know LP Mama, but it’s a great kind of framework. Script one of my favorites. And so you, you can kind of see how we’re keeping track of all of the moving parts that is, this is our marketing and sales board. So if not Monday, a sauna slack, you know, there’s a ton of different options to help us.

00:54:20:10 – 00:54:41:07
Christy Belt Grossman
Love the visuals on this. It’s so super easy to see who’s doing what, what’s done, what’s not done. I get that a lot from people because people are used to managing on whiteboards or on fire. I can’t believe in my classes. I still have people using paper checklists, so this is the kind of thing that makes it super easy.

00:54:41:07 – 00:54:43:17
Christy Belt Grossman
And your company is how many people now?

00:54:44:07 – 00:55:09:00
Daniel Ramsey
Well, we’re 1200 folks. And here’s here’s what’s crazy, too, when you’re and because this is the ops boss world, I want to make sure that we’re being very consistent with, you know, how we’re doing it. So there’s people who contribute. We have a designer who’s doing the design. We have a writer who’s doing the writing. I’m I’m apparently I was involved in this one.

00:55:09:00 – 00:55:32:16
Daniel Ramsey
And so everybody all the communication for this one particular task is in one spot. And all the people who are need to be informed are there, who do the work and who are contributors to the work as well as the responsible party is there. And so this is the way that you can run an office with disparate, dispersed teams.

00:55:33:09 – 00:55:59:01
Daniel Ramsey
Delegation becomes easy if there’s a question, a task can be assigned. If there’s a concern, you can reassign it back to the person who assigned it to you. So that’s a huge way to really drive value for teams. Are your Vas writing blogs so anonymous? Oh my goodness. Anonymous. Anonymous. Thank you for posting, but you’ve got to come on.

00:55:59:01 – 00:56:34:06
Daniel Ramsey
We need to know your name and your face now. So yeah, virtual assistants can actually do you blog post. We have a fabulous one. It really depends. The again, it’s all about the system and process. In our case, typically, you know somebody from the leadership team, somebody who understands the mindset of our client, somebody who understands our business at a really high level sets the topic, records a video, and then we take that video like this will be turned into a huge blog post with graphics and different things.

00:56:34:14 – 00:56:48:21
Daniel Ramsey
So there’s a process for that. And if blog post and SEO is something that you want to do, you just have to have that system in place. And again, I just I would encourage everybody here to basically do a consultation with us.

00:56:49:00 – 00:57:11:10
Christy Belt Grossman
I must say. I think the answer to that is, can a virtual assistant do blank? Yes. Like there’s there’s not very many things that you can’t do. Can they cast vision? Maybe not. Can they, you know, talk about your strategy, maybe. Maybe not. It can help. Maybe not high level, maybe medium to low everything else. Yes.

00:57:12:04 – 00:57:42:09
Daniel Ramsey
Well, this is what’s crazy. I mean, every every major when you talk about the Office of the Future real estate, we are behind the times. So companies have been outsourcing and having a blended market since the 1970s and eighties. Something that’s ironic is my father’s own job got outsourced. I mean, how ironic is that? He was working for a shampoo company and he was in manufacturing and they moved.

00:57:42:09 – 00:58:11:14
Daniel Ramsey
When NAFTA came, they moved to Mexico because it cut the cost of having a manufacturing plant in half. So if you are on this call and you’re thinking, how do I reduce expenses? How do we do more? How do I free up my time so I can help my my team grow and double? Definitely give us that tax RSVP at 61996 and just come in and have a conversation because you never know what you might find.

00:58:11:14 – 00:58:13:09
Daniel Ramsey
Christy We’re almost out of time.

00:58:13:15 – 00:58:14:20
Christy Belt Grossman
I know.

00:58:14:20 – 00:58:17:01
Daniel Ramsey
I can’t believe that. We haven’t even shared half the stuff.

00:58:18:03 – 00:58:20:01
Christy Belt Grossman
They better come to the retreat and hear more.

00:58:21:09 – 00:58:46:08
Daniel Ramsey
Okay, so let’s wrap it up. I mean, by 2027, 50% of the world is going to be virtual. And if you’re not thinking about the systems and processes you need right now in order to hire virtual professionals and kind of have a blended model, I think you’re leaving stuff on the table. We’re having commission compression. We’re seeing mass change in our industry.

00:58:46:16 – 00:58:52:20
Daniel Ramsey
And I just right now is the time to act because things are still good. So I think.

00:58:52:22 – 00:59:13:14
Christy Belt Grossman
The advice that I would give people kind of to close it off is take things down to the studs. Right. I live in an area where people are tearing down homes and building new ones and they’re tearing a lot of homes down to the studs and rebuilding. Take your business down to the studs, rebuild it and use IOU.

00:59:13:14 – 00:59:41:13
Christy Belt Grossman
Remember growing up, we had the Bell’s IOU. What can I automate? What can I eliminate? What intelligence? Artificial intelligence can I use to grow my business? Oh is outsource. What can I outsource? And you is why? Oh, you, you is the consumer. What do what do we need to do for you? We forget that so we can IOU our businesses.

00:59:41:13 – 00:59:43:12
Christy Belt Grossman
I think that will take us into the future.

00:59:44:04 – 01:00:05:07
Daniel Ramsey
I’ve never heard that before, Kristie. That’s such a great way to end this call, guys. Thanks for being here. If you wanted more information, definitely check out our website, my out scam forward slash ops boss Christie has given away. How do you know if you’re an average agent or an average person versus an ops boss? So that’ll be a good thing.

01:00:05:16 – 01:00:13:19
Christy Belt Grossman
You can also email me at yes at Ops Boss Coach Income and we’ll give you that plus some additional resources.

01:00:14:07 – 01:00:32:13
Daniel Ramsey
I love it. Guys, thank you so much for your time today. Thanks for joining us. And we are excited to build the Office of the Future with you.