BHC Abbie Shofner & Andy Onstead

Abby, a senior regional leader at Primerica, shares her recruiting tips in a pre-call segment. She emphasizes the importance of following coaches and being coachable. Abby also mentions the power of social media in recruiting, encouraging new recruits to post about the opportunity and driving engagement on their posts. She highlights the benefits of Primerica's opportunity, especially for young women entering the workforce. Abby's main focus is on duplicating the recruiting process and tapping into the warm market of recruits. Good morning. Good morning, Adam. Abby is on. Good morning, Abby. Good morning. How are you doing this morning? Doing good. How are you? Very good, very good. We're looking forward to your recruiting tips this morning, and then we'll keep you on the main call to ask some questions with Andy. Andy, I believe he's, if I'm correct, he may already be, I think he might be already over in Hawaii this morning. Okay. I think he is, yes, he might be. He said he might be leaving later this week, but he might be. Oh, okay. I wasn't sure. I saw he said he rented a place over there for a month. I wasn't sure if he left yet or not. Yeah. I think their plan was to stay into March, I think, for a month. Oh, okay. So maybe they're leaving. They're heading out, starting their month off at the convention and then staying over after something. I wasn't sure if they were going early. Yeah. I don't know. He's all over the place. All right. Well, I will count us down, and I'll let you give us your best recruiting tips. Run for about 12 minutes. If I need to, I'll jump in with a question. But otherwise, we'll go for the recruiting tips for about 12 minutes, then we will switch over to Andy and keep you on, like I said, for the main call to ask some questions. And looking forward to a good call this morning. Thanks for being on. Yes, absolutely. Thanks for having me. All right. Here we go. Five, four, three. Are you all recording poses? I already hit record, yes. You did? Okay. Five, four, three, two, one. Welcome to our pre-call recruiting tips segment with Senior Regional Leader Abby Schaffner. Abby has only been in the business for 14 months. She's got her Power Builder ring in nine months, was the MVP at the East Coast Builder School, and has been averaging over 200 recruits in her base. Abby, good morning. What recruiting tips do you have for us today? Good morning. It's a pleasure to talk to you guys this morning. I'm grateful to have you guys or for you all to have me. Just a few tips. First off, I just kind of want to give you a little kind of a background into my story and where I started with the company. I just graduated college not too long ago. It was May of 22, and really going into the job force is not as easy as everybody kind of makes it seem. I really couldn't find anything. I had a few interviews with companies like Farm Bureau and Globe Life. I actually had gotten my license for Globe Life. They said, you know, we want to hire you. You'd be great for the team, so just go get your license. And I did, came back, and didn't really hear from anybody. It was a virtual setup, so I didn't have in-person contact with them. But anyways, it was really hard to find something. Something came up with the NMDA, which was a government job. So I was really, you know, being young, I was like, man, that's awesome. I'm excited for that. But I actually, they didn't officially offer me the job, so I waited for six months on that. And I was working on getting my master's. I was working a little minimum wage job. And I also, I rodeo. That's kind of like my hobby. That's my thing. So I actually, I found this opportunity from a good friend. Her name is Abby Williams. She actually had the opportunity posted to Facebook. And at the time, man, I was so desperate to find something. I was like, man, I don't know, like a Facebook job. I guess we'll try it out. And once I started, I just saw my whole team recruiting the world. I believe Abby Williams brought on 150 recruits in her first three months. So she was recruiting the world. And I was like, you know, if she can do that, I can do that. I just kind of followed her lead. And then I saw, of course, Andy. He's the recruiter of recruiters. So really just following your coaches is so important. But it's really not a coincidence that he is the main recruiter. And, you know, I've been able to be on his team and follow his lead. But that's just a little bit about my story. And I think the biggest thing that I can say is, you know, with Primerica, I love the products. We have the best products in the world. But I'm more sold out on the opportunity. I think this is the best opportunity in the world. There's nothing better that you can find, especially for a young woman just entering the workforce. So the average salary or the average yearly income for a woman that's my age, 23, is only $32,000 a year. Also, I mean, it requires years of experience to get in a good, decent job. It requires, you know, four to six years of college education, all these things. And it's just insane that, you know, Primerica accepts, I mean, really just somebody that has a high school degree. Hey, Abby, let me jump in real quick here, Abby. Tell us your best recruiting tips. How do you get your people? What do you say to them? Where are you having your best results? What are your best tips for it? Because you're getting all these recruits. How are you going about getting those recruits? What are your best tips on that? And what's your main focus there on how you're getting those numbers? Absolutely, absolutely. But, yeah, I mean, like I was saying, just kind of be sold out to opportunity. But also following your coaches, being very coachable. So Andy and Brittany, they have a Facebook Play for us. We follow that. That is very detailed. So he set that up for us. But following your coaches is the biggest thing, especially as somebody new coming in the business. That's so important just to follow your coaches and being coachable. Also, working from home, you know, where I'm 100% remote, I don't have any in-person interviews. I've maybe done like one or two. So having a Zoom etiquette I think is so important. You know, a lot of people don't realize what you're putting as an image to the people that you're meeting. If you have, like, you know, some junk in the background. Adam, I'll help you out with that. Abby, what Adam is saying is they want to know that every single time you bring on somebody you're having them post the opportunity somewhere on social media, something about an opportunity post, yes? Yes. Good. So tell them about that process. What do you do? So you recruited somebody. So these guys, these are the big hitters here. So Adam Weidel is kind of my sister from another mister, okay? So you've got to help these guys out. Abby, I want you to tell these guys, like, what do you do? You've got to recruit. How do you get them to post on social media? And then what is your play after that? Like kind of give them that. Okay, okay. So, yes, so you'll have them post on Facebook as soon as they get started. I try to get them to post before their orientation. You know, that's when they're excited about just getting started. They'll get that post out there. And seeing the activity on their feed, on their profile, on that post, I think it's something that gets them moving even more than anything. So getting that post on Facebook and also helping them, like, drive through that post, maybe with the activity as far as the share goals, maybe some, like, comments and everything like that, the messages, just helping them out with that stuff. I think that's the biggest thing is just driving through their posts, helping them get that activity so that they can see that, you know, this opportunity is, you know, once in a lifetime and so many people are interested. It's insane how many people can, you know, explode from the Facebook post. I've had people with 300 comments on a post, stuff like that. So really just driving through those recruits' posts helps them see the activity. So, Abby, you're getting all your recruits from social media? Yes, yes. We use social media to get our recruits to see the opportunity from that. All right. Once you get somebody off Facebook or wherever you're getting them, Instagram, I would assume you're going to tap into their war market, right? Exactly, yes. All right. So take us through. You get somebody off Facebook recruited, and then what's the next process? So, yeah. As far as getting more recruits with them. Well, the next process would be, you know, just driving through their posts that they get posted out there. So I have them post right before their orientation, and then I'll just help them with the post. I'll have them tag me and make it public, and also I'll get someone to share it. Now, what posts are you using? You keep saying posts. So it's different posts all the time. So we never say anything about that, because we don't want people to get in trouble with compliance, because Primerica changes things all the time. But, Adam, it doesn't matter the post. It's the process. So what Adam is saying is every single time a new recruit joins the business, they should be posting somewhere on something about the opportunity on social media, whether it's Tic Tac, whatever the kids are doing nowadays, or Instagram or Facebook or the chat, the snappers or anything else, because it's a way to quickly tap into their warm market of people, right? So the actual post doesn't matter. I mean, they could say, I just saw a new opportunity. I'm super excited. They're looking for more great people. Does anyone want to make some extra income? And then post it out there. It's a way to cast a wide net right away for your people. Does that make sense? Yeah. And then what she's doing is once she's bringing them on, she's having them duplicate that. So instantly, like, the second someone comes on, they're doing it again and again and again and just duplicating that process. Right, Abby? Yes, absolutely. But also off those posts, are you having them call any of their friends and stuff too? Yeah, let me jump in. At some point, somebody's got to talk to these people. You set up an appointment with them? Yeah, so what we do, you know, people are interested. They comment, you know, I'm interested. I'd love some details. So we go, okay, great. Can I send you a message? And then we'll actually just message them directly, set up the interview, show them everything about the opportunity on the interview, and get them started that way. So that's how we connect with everybody from Facebook is we just get them actually to come into, like, an individual group. We actually have individual interviews with people. I think that's something so important to build the relationship with that new recruit so you can help them. They're comfortable with you. You show them how to drive through those Facebook posts, just like Andy was saying, duplicating the activities through the Facebook. I think it's so important for them to see that because that is the first thing that shows them, like, okay, this could be something really, really huge for me. So just helping them duplicate. You know, Andy always talks about the multiples. So, you know, help three, who get three, who get three, who get three. I think that's just the main thing. Once they get on the Facebook post, we just set up the interview on an individual message, and help them get started from there. And that's really, that's pretty much it with, like, the Facebook. But just like Andy is saying, duplicating it through your people, it doesn't always have to be you posting a million times or you sharing it a million times. You know, you can have other people share it for you. Asking some people to share your post is, you know, something that we teach our people. You don't have to blow it up over your Facebook. There's so many, I guess, companies that have their people do that. Oh, you have to post two times a day. But, you know, we don't really see that as being effective. So asking others to share your post or also post for you. Hey, my friend is actually looking to hire some people who's open to extra income, you know, stuff like that. So really just duplicating it outside of your own market. Just like you were talking about, I think that's something that can expand through Facebook. And I always like to tell people, you know, we love Facebook, but it's really just a tool. We don't want it blown up over a place. It's really just like handing out your business card on social media. But, you know, I've met people in North Carolina. Most of my team is actually in Oregon and Washington. I'm from New Mexico. Actually, I live in Arizona now. But I always tell them, I always joke, like, I'm not going to drive to Oregon and hand you my business card, right? So it's really just a way to tap into their warm markets, their close, you know, knit people, and help them see the activity from that and really just help them grow from that. And then once we set up the interview, we make sure that new recruit is on the interview with us. So they can duplicate and start running those and start doing their own interviews. You know, they kind of see how we do it, and they're like, oh, yeah, I can totally do that. So I think that's the biggest thing is just duplicating through your people on the Facebook and showing them the activity on your Facebook and helping them get that through having other people share it for them, having other people post for them. But I think the biggest thing on getting people to have that activity and have that huge interest and huge positive activity would be starting them, would be having them post, like, as soon as they get started. Okay, Abby, hey, we've got to jump over here to the main call, but thank you, Abby. Yes. Okay, thank you, guys. To download Abby's recruiting tips and more, visit our website at ydellonwinning.com. Just click on the big bitter link at the top of the website and enter user name, P-R-I-U-S-E-R, and the password, go, go, go, both all lowercase. All right, let's jump into our check-in with our speakers. We've got big Andy on. Andy, I wasn't sure if you were already in Hawaii. I saw your post the other day about you're renting a spot out there, so I wasn't sure if you were there already or not. Not yet. We're close. And then we have Larry on the call. Good morning to you, Larry. Good morning, good morning, good morning. All right, we are right here at the 9 o'clock hour, so let's get this thing going. Five, four, three, two, one. Good morning, Monday morning conference call crew. Welcome to the big hitter call. This is Adam Weidel. It is Monday, February 12th. Let's say hello to our speaker. Good morning, Andy. Yo, dog. Good morning, Larry. Good morning, everybody in Prime America. Hello, hello, hello. As of today, there are 28 RVPs and above with 30 or more in recruits and 15 RVPs and above with 30,000 or more in premium. There are eight below RVP with 30 or more in recruits and four below RVPs with 30,000 or more in premium. The top five base shots are the Querelles with 48 by 95, the Coakleys, 54 by 42, the Powers, 54 by 72, Lorenzo and Daniella, 56 by 39, and number one, Andy and Brittany Onstead, 207 by 148. On today's call, we are spotlighting SVP Andy Onstead. Andy recently received his seventh diamond and continues to do a phenomenal job on recruiting. This year alone, he has over 800 recruits so far. Andy, did you receive your eighth diamond as well? Yeah, we're at over eight. Yeah, yeah, that's what I thought. So has received his eighth diamond. It's good that they're going so fast you can't count them, Adam. That's a good thing. Right, right. I'm like somebody made a typo there because I just saw you went over eight. So yeah, racing to a million for sure. All right, this year alone has over 800 recruits so far. All right, welcome to the call, Andy. I'm going to turn it over to Larry to get started and then we'll get this thing rolling. Andy, so proud of you. And the thing that I see you've done, you've changed the mentality. You know, once you break the four-minute mile, man never ran four minutes in a mile, and then all of a sudden the record was broken and within one week I think three other people had broken the record. And so there's something great about breaking records that once you break it, it can never come back. Because people, well, people might not do it, but they know it can be done. And that myth, you know, they used to have laws all over the United States that states would pass laws that you couldn't drive a car over 30 miles an hour because the idea, you know, follow the science. The science said that your face and skin would blow off your skeleton if you went over 30 miles an hour. And so they passed all these laws all over the United States. And so once you break it, you know, people started going, you know, 30, 40, 50, 60, and they realized, you know, we've got to get rid of those laws. That ain't true. And what you've done, you know, I just wish you had shown up before I went to North Carolina in 1979 because, you know, we thought, you know, when I went up there, the idea was I had it in my mind, nobody told me. I said, I've got to ante up. And almost every, you know, and every week, every month, every year, we've got to get in the game. We've got to put some skin in the game if we're going to have success. And that skin in the game is our prospecting and our recruiting. You know, the prospecting for recruits is skin in the game. And if you want to get in this game and get in it this month, it doesn't matter if you went in last year, last month, whatever, you want to be in it this month, this year, you've got to get that prospecting done. And, you know, I just put a figure. I said, I don't know what I need to do. I'm going to focus on doing five. I was up there by myself, never been up there before, didn't know anybody. I said, I'm going to go up there and recruit 500 people or have 500 appointments, recruiting appointments as fast as possible and see where that takes me. And if that doesn't do it, then I'm going to regroup and do 500 more. You know, but eventually if I keep throwing that activity at it, I'll bust the dam, you know. And, you know, I never got past in the 133 direct personal appointments, recruiting appointments, where I had to set it up. Because from then it went and we had a – I think we had 20 or 30 recruits and I spent all my time training them. And then, you know, then it exploded. But the idea of – I sure wish I – but I was piddling along with, you know, a few appointments here, a few appointments there. It doesn't matter that we didn't have social media. I could have done more if it had been in my mind, you know. And I just want to take my hat off to you and thank you for changing the mentality in the company about what is big time prospecting for recruits, which turns into big time recruiting. And you appear to be making it a way of life. And, you know, teaching that into your people. I don't know of a better thing. Adam, you know, we talk about training our people. I don't know of anything better that you can train and drill into the DNA of your new recruits that you're going to have to do a ton of prospecting for recruits the rest of your life. And that's the ticket to paradise because that's where the recruits and the promotions and the, you know, premium everything comes from. So, you know, Andy, thanks so much for that. And, you know, I don't even know how you got that idea in your head starting. But if I was going to try and get something out of this call today, it would be how in the world you do – you know, you personally had to do it first. But how you dove into those big multiples of actual appointments and contact, how you refined your schedule, how you focused, you know, the sharp edge of the knife, you know, that can cut through and, you know, not get sidetracked on other things and just do the one main thing over and over and over. I'm wondering how you got that idea in your head and how you developed, you know, your schedule and your presentations to where you could get that many done. But you can talk whatever you want about. But that's what I'm kind of curious about today. Yeah, well, thanks, Larry. I appreciate you guys and appreciate being here. We're so grateful for you. And, you know, we were already kind of doing that. But it's Bill O'Renner. So excited for Bill O'Renner. And everything we're doing is just modeling the original AOEM, and we're just putting it in 2024 and putting a little juice behind it. But super excited for Bill O'Renner. And also I was telling Adam we're going to have – I hope you don't mind, Larry. We're going to tell everybody about the Builder School we've got coming up because we've got the legend himself, Bill O'Renner, is going to be joining us at the Builder School this April. So it's going to be April 5th and 6th. But everything we're doing is all a byproduct of compounding and the multiples. And, you know, it started off with us. But we're going to be talking a lot about that at the Builder School. So just so everybody knows, you can just text the word events to 248-290-6073 and get opted in looking at the Builder School. We're going to have – listen to this, Larry. We're going to have $7 million earners there. On top of that, it's going to be Asaf, Raj, Lavin, the Ortiz generation. We're going to have Charlotte Munginson and Jimmy Meyer as well. On top of Bill O'Renner, it's going to be incredible. Everything I've done has all been a model of that. Brittany and I have also always been a workhorse and not afraid to do it. And you're 100% right. Like these guys are people so proud of our team. But, you know, you're 100% right, Larry. Just like you did it before, it started out with us, grit and grind, doing it ourselves for years in the dark when nobody knew who the hell we were. And then, you know, just building over years and doing it. It's not enough for the massive amounts of compounding and the multiples. I remember, you know, when I was brand new, I heard an audio from Bill O'Renner and it changed our business forever. And that's what we've modeled our business around that. And, you know, the locker room notes by Bill O'Renner, we treat that as our Bible. Everything we do and run is out of that. But he just talked about people in Primerica, they end up pushing the wrong thing. We need to teach people about compounding and compounding and the multiples. And all you're seeing now, Larry, is, like you said, for years, we hadn't hit our doubling period yet. But I never once took my money out of the market. What do I mean by that? Brittany and I were working 12-, 13-hour days every single day, grinding, prospecting, recruiting, taking all the no's, taking all the people quitting, all the people that tell me I've been thinking, the people that, you know, all the crap, all the – it's wild to me, the excuses you get. And I think if you can just stay in it long enough, you start finding the people that are willing to duplicate what you're doing. And that's when it gets fun. I want to give a huge shout-out to our team. Larry, our Bay Shop, we've got nine days of production. Yesterday was the 11th. Our Bay Shop is at $209,000 in premium right now this morning. I'm the dadgum 12th, Larry. And I want to give a huge shout-out to our people because if you look at that, the top seven below RVP, because nobody cares about the crusty old RVPs, below RVP, top seven in the entire universe, top seven in the company, Larry, are all from our hierarchy. And it's so wild to me. And I'm the top seven in premium in the company right now. Out of the top seven in premium, six of them are from our Bay Shop. And I'm telling you, when you get – go look at the boards. You don't need a ton of people. You need a couple people that are crazy enough to get after it like you were willing to do. And I tell my team all the time, Larry, I say, you know what, where you are right now, Brittany and I once were. And where Brittany and I are now, you will soon be. And that's just it. And it's not a bunch of people. I mean, yes, there's a bunch of people I'm talking about. We all know – this is a big hitter's call, Larry. We all know there's actually – and Primeric is made up of a whole bunch of people doing a very little bit and a very little people doing a whole bunch. And I'm telling you, that's that compounding, that's that duplicate, that's that doubling period of your activity in the market. Because if you're willing to stay after it, keep your activity in the market long enough for that doubling period, it starts getting crazy, and you start finding these killers underneath you that are doing these things with you, and it gets so fun. I mean, I'll tell you, it's fun for Brittany and I, but it's just – it's wild what you can do, what the possibilities are, Larry. I'm telling people, like, look, y'all, you did $209,000 premium in the first nine days of the month, because we started on the second, on Super Bowl weekend. Right? I'm like, y'all, we should be at a $630,000 base shop in a month by the time this thing is done. And because once you start seeing those compounding and those numbers, it's really like you said, Larry, if I can sum up everything you said earlier, Larry, it comes down to one word, and that word is belief. Belief. Our people, the numbers they're running right now, they see it, they know it, and more importantly than that, Larry, they believe that it's possible. They believe it can get done. People will go – it's so crazy to me, Adam Weigel, people will go work a job they freaking hate for 40 hours a week, leave their families behind, show up when you're told to show up, ask when you can go to the bathroom like you're on a daggum chain gang, right, like you're in prison. Ask the boss when you can shake the bush and go to the bathroom. You've got to take a break when they tell you you can eat. Then you can go home when they say you can go home. And you'll do that for 40 hours a week, 80 hours every two weeks. And, Larry, let me ask you a question. Do they pay you before you do that? No, no. Tell me all. No. So, Larry, why do the people – Larry, why do the people show up, leave their families behind, go through that, have somebody slum over them? Why do they stay in that long enough? Why do they put up those 80 hours a week, 80 hours of work in those two weeks before they get a paycheck? Why? Do you know? Guess? Larry, what do you think? Yeah. Go ahead. What do you think? Because they believe the person's going to – they believe the job is going to cut them the paycheck. They believe it. Yeah. Yeah. You can't – Larry, the reason people – Larry, the reason people don't build a giant Primerica business, Larry, the reason people don't build a giant Primerica business is because they don't believe they can have it. You can believe a job is going to cut you a check at the end of two weeks, but people don't have belief in themselves that they're going to do the work. And, Andy, it's like this. You cannot live your life without faith, without belief. You know, you sit in a chair, you believe that chair is going to hold you up. You know, you go to work for a company, you believe they're going to be trustworthy. You know, if someone tells you something, you follow through. You can't go through life without belief and faith. And so the thing is, who are you going to follow? And what happens is a lot of – the great thing about what you have done is you've given us a reason to believe that we can do, you know, bigger and bigger numbers than maybe we've ever thought before. And light bulbs should be going on around the country that this is a possibility because I may not be like Andy on set, but I could be one-tenth, you know. I can certainly be one-tenth, you know. I believe that. I believe that. It's hard to believe. And so that's what's so great about the schools. I'm proud. I'm not bothered. I'm excited that you're talking about a school, a big school. We need big schools in this company. You know, we need big events. We need big leaders. And we need people exposed to those things so their belief can get born and they can go to work in a different way. So, yeah, I'm with you, man. You know, it's crazy too. You know, Larry, Adam, I cannot tell you how proud Brittany and I are of our team and these leaders. Y'all don't know who they are yet, but you mark my words. In two, three years, nobody's not going to know who they are. And Suzanne and Justin Stacy and Abby and Bethany Schauffner and Jamie and Jordan Stallman and Jody Wolfong and Megan and Erin Harder and Danielle and Nick Chappell. It's crazy. You know, Larry, the top two, y'all can yell my nerds out there on the call. You can go look at this right now on your POL. The top two below RDP base shops in the country right now are Suzanne and Justin Stacy from our base shop. They're at $91,000 in premium for the month. And Abby Schauffner, you just heard from her earlier, at $56,000 in premium already for the month. But check this out, Larry. You want to know how big we're getting over here? Larry, those two girls and their teams collectively combined for $147,000 in premium. Larry, you want to know what's crazy? And I'm not arrogant. I just hope this comes off the right way. I'm not an arrogant dick. I'm sorry I said that, but it's true. I'm not. But I want everyone to realize the power of compounding and the multiples of building a big base shop. Because, Larry, even if you've got Suzanne and Stacy at $91,000 in premium, Abby Schauffner at $56,000 in premium, if you were to take them out of our base right now, our base shop would be over $62,000 in premium, and we would still be the number one base shop in the country. Unbelievable. And that's duplication. And I hope the big hitters take that the right way. I hope these guys understand I'm not like – I'm saying that because that's the power of duplication and the multiples and the compounding. It's so wild to me. And most people, not the big hitters, Larry, but everybody else, most people what they do in Primerica is they go out and they get their one guy, their one gal, their one double stud, and you know what they do? They take their foot off the gas. Exactly. And they coast. And they coast. Oh, I made it. Let me follow this person around and make sure they've got iced tea. Let me make sure they're okay. Let me tell them how amazing they are. Let me talk to them when they're having a bad day. Let me pick them up. Let me take them to the office. Let me buy them lunch. Like, Larry, when Brittany and I find that next double stud, I get more hungry, I get more obsessed, and I get after it, and I go find me another one fast, fast. And the crazy thing is when you have that and when you've got that drive and that hunger, then you start building a big team. And, Larry, I did put a couple things together for you guys today because I want to kind of stay on track, two points, one in the first half, one in the second half. But really it's about building a big team. And, you know, this is how when you get those studs in there, you've got to follow these seven simple steps. It's going to help all of these big hitters build a massive team. And these fun facts are right from this guy. A lot of these guys, Larry, you haven't heard of. His name was A.R. Williams. I don't know who that guy is. But a lot of this stuff is right from this guy. Number one simple step is people, you have to, you and your team, you have to have a common vision and a common enemy. Back in the day, Larry, that was the whole lot. That was the cash value, right, the trash value. What are you talking about to your team? If I go to your team right now and I say, hey, what are you guys working on right now? What is your team goal? They've got to know that. You have to keep your team going. Your team has to have big goals and a big vision. And it's got to be, Larry, it's got to be so big and scary that no one can do it alone. Because if you're not thinking big enough to fit your other people, people's dreams inside of it, you're missing it. Because you're going to go out and recruit your next dadgum Brittany Onstead, and if you're thinking 30 by 30 and Brittany is thinking 300 by 300, they're already like, well, this isn't the place for me. You've got to be, you've got to have the courage to think so big. The other thing is, Larry, you've got to know the score. I'm obsessed with our team about knowing the scoreboards. I call all my leaders nonstop all day, power calls. And I'm calling and I'm saying, where are you at? Where are you at? I don't care if you're at the dadgum grocery store. I don't care where you're at. I'm talking about where are your numbers at? What's your score? What are you looking at? What are you behind first place at? How many licenses have you got coming through? What's your premium to recruit ratio? Where are you at? You've got to know the score. And the thing, Adam, I teach all of our people is you can't expect your team to win if they don't know the score. And as a leader, what we've got to be doing is we've got to make sure that we're keeping our people focused on, okay, this is the vision. This is our enemy. This is our opponent. What's the score? And we're constantly talking about the score. And then once you've got that, now you've got to have a plan to execute. Right? It's like we know what we want, right? But how do you get it? Like how to? Adam, that's why I love you interrupting my girl Abby Shopper. She's super nervous this morning. She did a great job. But, Adam, you're like, okay. Adam, you're like, Abby, how? How do I get to her? How to, right? Because, Larry, I realized in the beginning you can motivate your people, but if you're going to motivate them, you're going to have to motivate them forever, baby. Your only job is to find the player and introduce them to the game. That's it. And then you teach the winners how to win. If you don't want to win, that's okay. I'll see you on the meeting. But my team, they're going to be number four. They're going to be running the play. What is the play? Realize any championship team, everyone is always on the same page. True. They're always on the same page. And then you've got to deliver for your people. Like, Larry, the people that I hire, the people that I recruit that join, I personally guarantee my people that if you do what I coach you to do, I guarantee you it will work. And then we sprint the district, we train the division, and then we repeat. Let me say that again. Sprint the district, train the division, and then repeat. And then we're constantly coaching our people. Larry, I do not care if you're on East Coast, West Coast, I don't care if it's Hawaii, I don't care if you're daggum Barbados, I don't care where you are, I'm going to wake your butt up and I'm going to put you to bed. I am the loudest voice in their life. A lot of times they hate me, but you know what? Three days later when that cash hits, they love me. And you've got to realize that your team isn't built on appointments and meetings. It's built on the personal touches. It's built on the calling your people, Abby Schaufner, and building a relationship with those people. And you've got to realize when you're calling these people, Larry, when you're reaching out, you've got to be a person. You've got to do what's right by others. Most people, Larry, I found, Adam, they can't get the concept of their people might not want to win. And that is okay. Most people, I say, if they had a big struggle in primary goods because they're trying to get people to do what they want them to do instead of worrying about whether they want to get out of this. Most people are just here to be a part of something. And that's okay. But I'm going to find the winners. Most importantly, Larry, if I can tell you what I believe is the most important thing is you cannot expect your people to run if you are walking. You can't expect your people to run if you're walking because they're always going to look at what are you doing. What have you done? And, Larry, like you said at the start of the call, Larry, for years Brittany and I were in the grind doing it ourselves for years, and you know why? Because now when people call me, I don't care because I'm doing it myself and I've done it myself for years. You've got to lead from the front. That's not some hoity-toity saying, like, what are you doing? You can be up in front of the room clapping and shaking and doing all you want, and guess what? Brittany and I ran almost at $15,000 in personal premium already for the month because I'm going to run and my people are going to follow. Most people, Larry, what they do is most people, they try to find the right people and then build a big base shop. Instead, you've got to build a big base shop and the right people, they find you every single time. That is how we have eight, nine of the top ten in the country. That is how the top seven are all from our team is because the right people, they found us, and those are the ones I lock arms with and we run even faster together. And, Larry, I'll tell you, it's awesome. I love winning. I do. I'm competitive. I don't know if you figured that out yet. I love it, I love it, I love it. But what I love more than that is watching our people win because I know, Larry, their belief is there. And once you've seen the multiples, you can't unsee it. We had three regionals last month, Larry. We recruited 702 process recruits in the base shop last month. We had three regionals do over 200 recruits. And you know what? Larry, let me ask you a question. If you're a regional leader and you're recruiting 200 dadgum people a month, are you ever going to be able to go back to recruiting 20 recruits a month and think that's okay? Never, never, never. Because the compounding and the multiples, it expands the vision and, more importantly, the belief. So I don't know, Larry, that's kind of along the same lines of what you're talking about. Go ahead. Let me just say a couple of things. To reemphasize, nobody wins the Super Bowl if everybody on the team doesn't know all season long, and I'm talking about people in the home office, the secretaries, the assistants, the staff, everybody knows we're going for a Super Bowl. You just don't accidentally wind up in the Super Bowl. And you don't do anything great unless you have everybody in the team focus on it. I used to do this, Andy. I used to call up offices and ask the secretaries to tell me what's going on in the office. And if they didn't say we're going for a record this month, we're halfway there, everybody's excited. If anybody I talked to in that office was not aware of what the office was going for, whoever was in charge was dropping the ball, or they weren't going for something great. If you're going for something great, you're talking about it to everybody all the time. And so that wasn't just one point that you were making, Andy. That was like the starting point. It was like the starting point. And so most people get beat before they even get started. And the thing that you're doing, what people miss is you're teaching the people to do the business, but you're not teaching them how to do it big. You know, the great things about big numbers, you know, trainees doing big numbers is under the umbrella and protection of the RVP, you know, shielding them from the auditors and the expenses and the complications of an RVP position, which they are there. You know, you're answerable to the company and there's things you've got to do. But under that umbrella, before you get there, you get extensive training, extra training that people who come out of these smaller base shops don't get. You get training and experience. You get your DNA developed for doing it big. And so that's what I love about, you know, the idea of teaching your people how to do the business fast, how to do the business big. That's not even a concept in people's minds, but you need to start thinking about it. Once you learn how to start, you know, getting people to district, then start thinking about how can I get them to district fast? How can I get them to the biggest possible district as quickly as possible, maybe with ten people rather than three people? And so anyway, yeah, keep on going. Great stuff. Yeah, and you're 100% right there. It's crazy, and, you know, I used to go to our coach when we were new, and I would – when, Larry, when we were in the suck, as I call it, and when we were in the grind, and when we were working our bums off and nothing was happening, and I'd say, what can I do? What can I do? What can I do? And he was like, you just got to give it time. You just got to give it time. And you know what I found? The only thing that can speed things up is more. More activity, more recruits, more no's, more yes's, more. I could not agree more. And you know what? More is the answer, right? And we've created this culture now. Amen, amen. These people are going so big and so fast. Guess what they're going through, Larry. Like you said, they're going through more training, more skill sets, more of the knowledge of the business, more of the fundamentals, more of learning how to do a policy issue with requirements, more of that, because they're forced to, because it's moving at the speed of light. I had somebody in our base shop, they called me yesterday, they were crying on the phone. Guess what? Nobody cares, girl. I said, you got 60 seconds to bless and release right now, 60. And you know what I told her, Larry? I said, you know what? I said, you're crying because you got so many damn appointments. I said, girl, you're a week in the month, you're a week in the month, and you're 20 by 20, and you're brand new. I said, all that's happening is you're going through six years, six years of pain and growth that Brittany and I went through, you're going through that in six weeks. I'm sorry, but you know what? I don't care because at the end of the day, five years from now, three years from now, two years from now, when you're making $60,000, $70,000, $80,000, $100,000 a month, and you're able to change your family's life forever, you think you're going to give a crap about the stuff you went through and the people that quit on you and all that stuff? Hell no. Hell no they're not, Larry, because you know what? Most people in Prime America, I found most people, they spend all their time shining the trophies of the past. And I'm telling you, I promise you guys, listen, this business is so crazy. When you're able to go all into it and you're able to give it everything you got, it's so bananas what you can do here because the late nights, the struggles, the working your tail off, all the stuff that you're willing to go through through a season, you're not going to remember that. What you're going to remember is the records that you broke, the families you helped, and the amazing things you did together as a team, and you did the impossible. Impossible, you made it possible. And that's what our team is doing right now. It's nuts over here, Larry. It's nuts. Andy, I'm going to say one more thing, then get out of the way, because Adam will do the announcements. I'm going to let Adam get into the show. But, you know, the thing is, what you're saying is so important. We all reach the point where things are not working out the way we want, and we're like beating our head against the wall. You know where that is? You've reached the limit of what you know, and the only way to break that barrier is to keep banging on the door. You know, there's examples like this all in sports. Tom Watson in the Hall of Fame in golf, won all these majors. He went for over a decade where he finished second, second, second to Jack Nicklaus, second here. Second. Second. He just can't win. Second. Second. And then he broke through. And then he won, won, won, won. He almost won a major, British Open, at like 62 years old. You know, the thing is that you've got to knock on the door and you've got to pound on the door before you can break the door down. And the only thing, I'll tell you why this is such an important principle. You know what it is? Don't do overdue. And that's why it's the second chapter in my book. Serial winner. It's just like, you know, it sounds good, just do it, just do it. But you know what's wrong with that? Most people underestimate how much effort it takes to just do it. Larry, you're not a game-best friend. I tell them all the time. I say, Larry, most – come on, Larry. You're preaching to me this morning. Larry, I say most people, they grossly underestimate the amount of effort it's going to take to win before they've even started. Right. And it's so cruel. Because – but if you – I mean, you create it. Andy, let me just tell you this. Let me tell you what we're up against. It's human nature. Any government, any country, any person, any company, when they launch a product, they underestimate how long it's going to take and how much it's going to cost. You know, they're going to build a bridge. You're going to build a skyscraper. You're going to build anything. They underestimate. It's just human nature. So if you recognize that and you say, I can't be satisfied with just doing it, I've got to overdo it, and then you put yourself in a position, you more or less guarantee the best thing you can do, closest thing to guarantee your success is to overdo it. How many people miss five-month contests at Primerica every year by one sale? Five-month contests by one year, one sale. Yeah. I know. I'm the king of overdoing it. And all bad things, too. Good things and bad things. That's my wife. I'm the overdoer of overdoers. And I think that is my only blessing that I have because I'll tell you, most people, the do it speech, I love it, but, Larry, I forget. I think they miss the end of it. What does he say? You've got to do it and do it and do it until the job gets done. Right. Right. Amen. Listen to me. You don't get there by quitting when you're tired. You get there by quitting when it's done. I love it. We've had a great kickoff to the call. Adam? All right. There's a fine line between mediocrity and greatness. Here are three tools to give you that extra boost this week. First, check out Larry's latest blog, Do What You Love or Do What Pays. Second, check out Larry's podcast. This week's episodes feature insights from a young entrepreneur who has built a $110 million company in the world of music, gaming, and digital marketing. Now he has offices in Dubai, London, and Hong Kong. So we are learning secrets and insights from a kid that did it. Third, listen to this week's call on our replay line or download the call on ydellonwinning.com. Just click on the big hitter link at the top of the page and enter username PRIUSER and the password GOGOGO, all lowercase. The replay number for this call is 667-771-7907, and the PIN is 982755-POUND. To stay in touch with Larry Wiedel, follow on Instagram, Twitter, and Facebook, and be sure to follow at Big Hitter Club on Twitter for all your big hitter updates, and be sure to leave your thoughts and comments on this week's call. Andy, plug that builder school one more time. If everybody's got their PINs out, give that number again. Yeah, so the number is you can text the word events to 248-290-6073, and then you should get the link to the event. And then you can also shoot me a message on Instagram at Andy Onsett. Shoot me a follow and shoot me a message, and I'll send you the link. But I will tell you, Adam, the one thing I want to communicate is that it's open to everybody. Like I said, Larry, we're trying to build a giant school where everybody in the whole company gets together, iron sharpens iron. And it is going to be Zoom-friendly as well. So, Adam, we all are streaming it, and anybody that gets a ticket is also going to get a recording of the event after. So we're going to have Bill Arendor, Jimmy Meyer, the Ortiz Family Alliance, Charlamagne, John Lavenasad, Faraj, and Brittany and Andy as well. It's going to be awesome. And that's April. What, Andy? April 5th and 6th. April 5th and 6th. Again, one more time, text the word event to 248-290-6073. All right. Back to the call. Andy, jump in there with some of this other stuff. Yeah, Larry got me so fired up I got distracted. I'm ready to go to work over here, Larry. But, yeah, it's just fun, you know, massive, massive activity and massive action is always, you know, what Brittany and I have been doing. Over the course of time, we've just found people that are willing to duplicate that, and it's just been unparalleled to what's going on. Even, like, you know, so proud of one of our rock stars, Suzanne Stacy. Her and her team, you know, Larry, they're at currently for the month, we're on the 12th, they're at $91,000 in premium for the month. Suzanne has been in the business for less than a year. She was a teacher. She showed up, and this is what I was talking about the last thing I said is most people, they want to try to find the right people and then build a big base shop, right? And I said, instead, you have to build a big base shop and the right people find you. What do I mean by that? Well, Larry, Suzanne was in our business. I had no idea who she was. Didn't ever do anything. God bless you. If you don't want to win, that's okay. I love you. I love you on the meeting. Bill Renner used to teach us what's called a crackpot, right? Everyone can win. It's a matter of when they're ready, so I always put them in the crackpot. What's the crackpot? The crackpot is getting on the meetings, right? That's the crackpot. And, Larry, one day last spring, it was about April, May, May, someone popped up in the chat and said, hey, I kind of want to do this and somebody help me. And, luckily, my wife saw it and was like, who is this person? I was like, I have no idea. She's like, well, you need to reach out to them. And, Larry, if you know, if the wife tells you to do it, I better go do it. So I reached out to this person. Her name is Suzanne Stacy. Super proud of her. She was a teacher. She was making $3,000 a month as a math teacher in Oklahoma. And she said, you know what, I'm over teaching. I'm overworked, underpaid. I don't want to do this anymore. And I said, Suzanne, I promise you. I promise you. If you sell out to massive recruiting, I promise you, you'll change your family's life forever and you won't have to go back to Oregon to fall. So that was in May. In June, she got after it. Massive recruiting. Larry, her first month in June, or May, I forget what Monday was, she made $12,000. Before she went back to school in September, she had made $50,000. She got her watch in four months. She did not go back to school. She went full time. And, Larry, I remember talking to her in the summer. I said, Suzanne, can you believe you made $25,000 in two months? It was crazy. She's like, I just got to maintain it. I just got to make sure I can maintain this. And I said, you've already lost. I said, Suzanne, if you're expecting to maintain what you're doing and not grow and multiply, you've already lost. I said, if you believe it and you follow my system, your numbers will grow every month, month over month. It will not stop. And, Larry, this was back when she was at 30 recruits. Larry, do you know Suzanne and her team, they recruited over 200 people last month, less than a year in the business? Suzanne says she will cross over her ring tonight, 10 months in the business. Ten months in the business to the ring, mom of four kids, all in, $91,000. I'm so proud of that. Larry, these are the stories I live for, is finding these examples. None of the ones that I'm trying to make do it. The ones that want it, the ones that are hungry, I will show them the way. But they've got to be willing to do the work. I love to say, if you ask God to move mountains, you better be prepared to wake up next to a shovel. And, Larry, all we're doing is we've built a big old fat Perry Bay shop, and I'm slowly but surely going through these people and finding the ones that are willing to pick up a shovel. And they're moving mountains, and I'm so proud of these guys. It's not about me. It's not about arrogance. It's not about look at me. I don't care. I don't care. What I love is the belief of our people, what they're doing, and their families' lives are changing forever, and the legacies that they're building. Maxing out minor Roth IRAs, maxing out their IRAs. Oh, my God, I love it. It's crazy. It's the multiples and compounding on steroids. You know, Larry, we're just so blessed and so grateful everything we've got going on. And I'll tell you, when you find that, when you hit that stride, it's all the cheesy crap we've ever heard of. It's water doesn't boil at 210 degrees. Most people, they run around with their business, and they're just in warm water. But if they just cranked it up a little bit, they'd hit that boiling point. They'd hit that doubling period. They'd find that next runner. And I'll tell you, Larry, the business is a lot funner when you're working with runners, when you're working with the right people. Oh, my God. It's effortless. Larry, you ever like going up a treadmill at an incline, Larry, for a long period of time? Have you walked up a treadmill at an incline? You ever done that before, Larry? Adam? Yes. Yeah, yeah. Larry, you can do that for a while. It's going to be a little bit harder at first, yes? But Adam and Larry, Adam, you tell me, Adam, if you run up a treadmill or something with an incline like that long enough, Adam, what happens when you run at the same speed when you take the incline out and you put it back to nothing? Yeah, you've got to boost. How much longer are you going to move the sidewalk? Yeah. Yeah. It's like you're falling forward. Right. It's effortless, and I'm going to challenge everyone, all the big hitters on this call and the people listening to this recording, I'm telling you, I love you all. It's convention season, baby. Hit after it. Hit your speed up. Hit that incline and run and move. I'm telling you, by the time you walk into convention, five months from now, you're going to be falling into massive numbers, falling into diamonds, falling into promotions, and it's going to be so incredible. And, you know, Larry, it's just so wild to me. Whatever you want me to finish up the call with, I will, but I just want to come from a point of gratitude this morning because it was a long time of Brittany and I looking at each other, walking around the house, dealing with all the crap, all the drama, all the hard work. And you know what? We used to say, it's going to happen. It's going to happen. It's going to happen. It's going to happen. We were pouring belief into each other nonstop. It's going to happen. We're going to do it. It's going to happen. It's going to happen. You know what we've been saying the last six, seven months? We've been saying it's happening. It's happening. It's happening. I will throw this in, Andy, one more throw in, is that people hear you say just ramp it up. It's the big season. Go for it. Let me tell you, there's only one way to do it, and that is grow every month. You said it before. You follow what I'm saying. You grow every month. All you can do is pick up the most speed you can by doing what you know to do now. Do more of it. And that will put you in a position to do bigger numbers later. You'll learn things. You'll develop your skill. Your schedule will start to settle down. You'll pick up the pace. But you can't – it takes a while to ramp up. So give yourself time to ramp up. And the way you do it is all you've got to do is grow this month. Talk about that, Andy. Yeah. Yeah. That's why our team name and our hierarchy is really called Redline, because you've got to rev it up, baby. Right? Less love, speed. And it's not even – I'm going to challenge you, everyone. It's not even this month. It's today. You've got to beat what you did yesterday. And it comes down to activity. Most people, they focus on the outcome, the output, the end result, and they forget what work it took to get there. Most people, they want the six-pack in the gym, Adam, but they don't want to go to the gym. They don't want to put in the work. Most people, I see Adam walking around with his extra medium shirt on, Larry, and like, hang, how do I get those big muscles? And I say, well, you – and all they want is the muscles, but they're not willing to get the work in in the gym. Instead, I would challenge everybody to focus on getting the work in. What do I mean by the work? It's the activity. Stripping out. What are you willing to give up to go up? Stripping out all the non-IPAs. I'm not talking about beer, Adam. I'm talking about income-producing activity, the non-IPAs. Stripping that out of your calendar. And doubling down, tripling down, quadrupling down, being a madman. I'm not talking about – people talk about madman cycle. I'm talking about a madman cycle, being a madman, getting after it, and just being obsessed with it one day at a time. And just loading it up. I was talking to somebody, Larry, on the 8th. I'll never forget the 8th, because she said, show me the date. She goes, we don't have to worry about it. She goes, it's the 8th. We're going to do it. I said, can I give you some coaching? She said, yes. I said, that's why I win, because I play every day like it's month end. Every day is the last day of the month. Every day is the last day of the convention. That's why, Larry, you said those people miss those trips by one recruit, one license, one sale. It's because they didn't play every day like it's their last. You've got to redline your business starting right now and have a clear plan on how to dominate in the convention. I'm going to give you all ten tips, Larry, ten tips to redline your business. Number one is you have to have clear goals. This isn't some hoity-toity crap. This isn't a Tony Robbins meeting. This is the big hitters call. You have to have clear goals of what you are going to do and then work like hell to get it. I'm going to challenge everybody. I'm going to give everybody some big hitter homework. After the call, they take 15 minutes today, and I want everybody to challenge me to write down or figure out on paper, what is their team size going to be going into convention? What about their promotion level? How many people are you going to have at convention? What is your monthly income going to be? And once you figure it out, figure out also what freedom that's going to provide for you and your family. And like I said earlier, you have to not make the mistake of thinking too small because when you think small, you believe small, you are going to get small every time. You have to have the courage to think big, believe big, act big, and you will get big. You have to set goals so big they exceed your current capabilities. If you're able to do it right now, that is not a goal, that's an expectation. I'm talking about goals and stop worrying about the how. Understand the who. Who's got my money? Who's got my recruits? Who's that recruit that needs to go three by three? Not district in a month, district in a week. You've got to collapse time frames. You need to think in at 10x, Larry, like you talked about. Most people, they grossly underestimate the amount of effort it's going to take to get in. The reality is it's going to take 10 times the effort you believe it's going to take. That's the reality, that people don't talk about enough. And you've got to be willing to do the work. Number four, you've got to start before you think you're ready. Most people, they try to get all the ducks in a row. If I hear one more person say they're going to get their ducks in a row, I'm going to jump off a bridge. Larry, one time I was training this lady. She said, I'm going to wait until I get my license. Great. God bless. She got her license. I'm going to wait this. God bless. You're going to set the appointments. I'm just mastering the audio again. And then she's mastering the appointments in the audio. And then she's mastering the audio. You know what? I said, what are you doing? It's been three months. And I said, well, I'm just trying to be prepared for if I'm ever in the field to come across something I'm not prepared for. And I said, Larry, I'm not the sharpest knife in the drawer, but you can never be prepared to be unprepared. Most people, they're unwilling to go get punched in the face. Because guess what? There's only 20 problems in Primerica you've got to deal with. And once you figure out how to come across those and deal with them, you're done. It's like a pipeline. It's like a tire on a bicycle or a car or a gas pipe on the back of a dryer. If there's a leak, how do you find it? Well, normally you put soapy water on it. A bicycle tire, a car tire, you put soapy water on it. A gas pipe on the back of a dryer, you've got a gas leak, you put soapy water on it. What happens, Larry, is where that leak is, it's going to start to bubble up. But my point to you is, if there's no pressure coming through the tire, if there's no activity, if you've got no momentum, you're never going to find out where your leak is. So you can be prepared to be unprepared all you want, but it's never going to happen. You can't be afraid of failure. It's okay to fail mentality in our hierarchy right now. The red line hierarchy, we're coming. And we love to fail. We love failure. We champion failure. You know why? Because it's okay to fail. It's not okay not to try. That's it. And when you get a problem, that's okay. You know what I teach our team, Larry, we call it stop, drop, and roll. If you're in elementary school, every single person in school, when you're little they teach you if your clothes ever get set on fire, what do you want to do? You want to stop, drop, and roll. Our team, it's okay to fail. It's not okay not to try. But if you go out there, if you're getting beat up, something's not working, don't run around like an idiot on fire. Stop, drop, and roll back to your trainer. Let them help you. Reach out and react immediately with simplicity instead of stalling and overanalyzing. Stop, drop, and roll. This is hard for a lot of my engineer type people out there. You've got to don't think, just know and act. Y'all know what to do. I don't care what kind of system you're running a presentation. It works because the person above you, it worked to get them there. So if you know it works, why won't you just go do more of that? And you've got to close every – I teach our team, listen, if you don't close, you're done. You have to take the shot and ask for the close. Most people, I found, they're unwilling to ask for the close. They're provincial appointment sitters sitting on appointments all day. You've got to take the shot and go for the close every single time. Larry, Adam, I want you to imagine watching a Super Bowl or a March Madness game or whatever, a basketball game, and I want you to imagine watching a game with the shot clock slowly going down to zero, and the team is down by two points, one point, and they're not even losing. And the shot clock is slowly going down. And I want you to imagine sitting there watching the game and watching that player just stand there and hold the ball and let the buzzer run out. Would you ever see that? Then why are you still holding the ball? What do you have left to give? And like my man said, you can never be satisfied. You've got to be hungry and stay after it. There's a crazy Babe Ruth quote I love, Larry. I'll let you take over here in a second. It's, yesterday's home runs don't win today's ball game. You've got to stay hungry. There's always another level. And number 10 is never, ever, ever, ever, ever take your foot off the gas. Mario Andretti said, if everything seems under control, you are not going fast enough. And that's what I want to leave you guys with, big hitters, and Larry, whatever I can do, but it's time to ramp it up. I'll say it's time to redline the convention. Some of the big hitters, I'm with you. You're not broken. I'm not arrogant. But it's time to blow the dust off. And it's time to get after it one more time. Stay focused, lock it down, and rev this thing up and redline and race the convention, Larry. Andy, this is Adam. I was going to say one thing. You were talking earlier about if your top two people there, and you'd still be number one right now, never, ever be worried about offending anybody by just simply stating the facts. Well, you know, some people, they get butterflies. I know, but you know what, that's the biggest problem in America today is any time you state actual facts and not pretend things, people get upset. People hate the facts. So I would say, I mean, that's exciting that you'd still be number one in this and that, but I definitely wouldn't worry about it. I know you wouldn't come across wrong, but I definitely wouldn't worry about apologizing about it. You're just stating the facts. You state the sun's going to come up in the morning and somebody gets mad about it. That's not true. You know what I mean? You're just the messenger. Go ahead. Andy, great summary there. I've already texted my office to type those up for me and send them to me. The one thing I want to say with the big event you've got coming up in April, April 8th is the Monday after, and so we need to talk about the possibility of having you get back on the call and have a highlight show from that event to celebrate it, because I want to get into celebrating big events as we go into the convention and kind of rev things up. And so coming up, there should be a ton of excitement, and, you know, if you're open to it, we'll call and talk to you. We'd be honored, Larry. We'd be honored to help out. But, you know, you select the people that you want, and, you know, it could be a highlight call to kind of pull and crystallize the success of the event and create, you know, send that momentum forward. So, anyway, so proud of you. Great job this morning, and, you know, a thousand things I could say, but, you know, we've got to go to work. And so, well, great job. And that's like Adam said. That's the facts, unfortunately, Larry, that people don't want to hear. Everyone thinks there's some kind of a magical genie in a bottle floating around. I've heard people – Coach Mario and Franny Arizona told me they heard people say we've got call centers over here. You know what I mean? Yeah. Larry, you know who the call centers are? I'm going to tell everybody the big news. You want to know the secret? You. It's the recruits. It's the multiples. It's the hot markets. Art Williams said he never wanted to talk to a stranger. His job was to recruit people and take them into their hot market. What do we do? Yeah, if anyone has – and if anyone is overwhelmed by what they've heard this morning, let me give you Art Williams' message, and he wrote a book on it. All you can do is all you can do. You're going to be good enough. All you can do is enough. Yeah. All you can do is go with what you know. But go with what you know, and you're going to learn more later. You know, I wrote a book – Bill and I wrote a book about how Bill Arunder found his way to the top, and he said, you may not be good enough today, but you may be good enough. That doesn't mean you're not going to be good enough tomorrow. So go with what you know today and see where that takes you. So anyway, that's my wrap on that. Yeah, we're super excited, Larry. I appreciate you letting us plug a building school. You know, we don't make any money off the tickets. Everything goes back into the school. We're waiting for you guys to see the venue. I know Adam was there. But we really want to, you know, as a regional vice president, you have ownership and equity in the company. So when the company wins and we grow as a company, we win. I love the stock price being way up there. I love it. And my job – I feel like my thing to give back because of all the things we've learned from Art Williams and Bill Arunder is to try to give back and help everybody grow their business together. So we're super excited. Larry, we appreciate you and Adam and Posey as well. My girl Posey. Yeah, we appreciate you guys all so much. We love you. Whatever we can do to help, we'd be honored to help you guys out on April 8th after that event as well for the big hitters call and circle back. But, yeah, Larry, let's just go do something crazy. I mean, even, you know, when I talk to Glenn, you know, we're talking about $150,000 in licenses. I'm like every bit of my core I want to stand up and scream, we should be at $300,000 by convention. Because if enough people, Larry, if enough people get the belief and the core values of understanding the compounding and the doubles and the multiples, it's game over. So I love you guys. I've got to go. Thank you, Larry. We'll see you on April 8th, okay? All right. Thanks, Andy. Thanks so much, everybody. Have a great day. We'll talk to you soon. Go, go, go. Great call. Thank you.