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Johnny and Jackie share their recruiting tips during a call. They emphasize the importance of having a recruiting mindset and understanding why you recruit. They talk about the impact of life insurance and how it motivated them to recruit. They stress the importance of following up with potential recruits and helping them get licensed. They discuss the need to build a strong team and teach them how to recruit. They mention using various avenues for prospecting, including social media and referrals. They highlight the importance of belief and conviction in recruiting and sharing personal stories. They also mention the book "The Magic of Comp on Recruiting" as a helpful resource. Good morning. Good morning. Good morning. We got Raul on? Yes, sir. This is Raul. Hey, fantastic. It's Avila, right, Raul? Raul. Avila is funny. No, no. You spelled it the right way. Avila? Avila. I was taking a gamble on one or the other, and I wasn't sure which way to go. I was pretty sure it was Avila, but I wasn't sure. So glad to have you on this morning, man, for the recruiting tips. Good morning. Good morning. This is Larry. Good morning. Good morning, Larry. We got Raul on, getting ready for recruiting tips. We're going to let him go. It's going to be Johnny and Jackie with the recruiting tips. Oh, okay, I'm looking at my notes wrong. Yes, you are correct. All right, fantastic. Yeah, I'm glad you pointed that out. I'm looking at my notes got mixed up here. So we got Johnny on. Good morning, Johnny and Jackie. Good morning. Good morning. Good morning. So I'm going to let you guys run for about 12 minutes with recruiting tips. Give us what you think are your best recruiting tips for everybody. And if I need to, I'll jump in with a question. We'll let you run for about 12 minutes, and then we will wrap it up, and we'll switch over to the main call with Raul and have you jump in at some point with a couple questions for him as we go through the main call. But we'll go ahead and get started if you guys are ready. You ready to roll? Ready. Ready. All right, here we go. Five, four, three, two, one. Welcome to our free call recruiting tip segment with senior regional leaders Johnny Avila and Jackie Cabrera. Johnny and Jackie went from averaging five to ten recruits in 2022 to averaging 50 to 60 recruits in 2023. They will be going RVP with 100 licensed agents in the next 90 days. Johnny and Jackie, good morning. What recruiting tips do you have for us today? Good morning, everyone. Honestly, we started switching our mindset to recruiting. Recruiting is just a mindset, and what I mean by that is you've got to understand why you recruit. When I came into this business, I only understood life insurance, and why is that? Because when Raul Avila, my broker at NSV, when he started Playmerica, I was nine years of age. He sat down with my parents, told them life insurance, and then my dad passed away. So I saw the importance of having life insurance. So when I came in at 22 years of age, that's what I wanted to do. I wanted to sell life insurance. And when I started the business, I didn't really quite understand recruiting because I didn't really do the presentation in the beginning like how it was. I came in as a client, and I saw the impact that that did to my family, so I said everybody needs life insurance. And eventually I started seeing people in the business grow, and I said I was the only one. So eventually I understood recruiting. I found out that you have to follow up with people because Raul followed up with me for four years. He didn't just recruit me the first time he talked to me. He recruited me after many times of following up. And not only do we want to recruit to help more families, but we want to go beyond that. We want to give them the opportunity because not only did he change my life by delivering a death claim to my mom, but he went beyond to recruit me into the business so I could change other people's lives. And what we do basically is we help people do their top 25 list. Not only do we just want to get the list, but we want to make sure that we call right away within 24 hours. We don't just want to get them a recruit under that person, but we want to help that recruit that we recruited them get them licensed because that's how we're going to lock them in. What most people do is they get them a recruit and they don't keep focusing on helping the other recruit. And we want to make sure that we do that right away. We want to teach our team how to build double-digit legs. We first wanted a double-digit because we understood that with one recruit, we weren't going to do much. With two recruits, we weren't going to do much. We know that out of ten people, some are going to quit immediately, some are going to quit later, some are going to hang around. And if you have a good system, one to two will get licensed. And because we understand that, we'd like to teach our people the same thing because we don't want them to get frustrated if they're only recruiting two or three people and then eventually they quit. What we do is we like to recruit them on Zoom, invite them to the office because we want to build that environment. It's a lot easier to build that environment when you have people at the office. So a lot of our recruits come through social media, but we want to go ahead and get them to the office. We want to post about the business, but not only post, but we also want to message people. And the moment you don't post, people think you're out of business, so we're always telling our people keep posting so people know that you're active. So you want to use every avenue. We use every avenue. We prospect in person. We use social media. We use referrals. We tap through. We use the word market. But you want to build those relationships and you want to give people what they want, not what you want. Get very good at overcoming the objections during the presentation so that at the end of the presentation they don't have a lot of objections because it is a lot easier to recruit them at the end of the presentation when you went over everything, how to get your clients, how we get paid, overrides, all that stuff. And most people, they think that it's going to happen right away, but first you have to develop you as a person. We always want to attract who we want, but sometimes we don't develop ourselves. And we tell our people you've got to get better to attract better. And that's our goal. A lot of people think they can't double-digit because they think they've got to go bet the 10 by themselves. Our focus is to get three to five directs and build under them. We have people in our team that are recruiting more than three to five directs, and our goal is to help them get directs under them. And now I'm going to go ahead and pass that over to my fiancée, Jacqueline, she's not only my partner in business, my partner in life, and I'll pass it to her. Thank you. So like my fiancée, Johnny, did mention, right, recruiting is the center of our business. And when I came in, I really didn't understand recruiting as well, right. I only understood the sales side. But I once heard that recruiting is not a skill set, it's a mindset. And I remember someone said this, ask yourself this question, do you believe that this is the best business opportunity in America? I heard that those that love it the most recruit the most, and it shows and it reflects in your recruiting numbers, right, how excited you are about this business opportunity. And, you know, you have to ask yourself that if someone follows you in this business, do you truly believe that this business could change that person's life? I heard that sales is a transfer of belief. And when you're recruiting someone, you're recruiting them to your belief, your belief and your conviction about this business. And, you know, at the end of the day, you have to know that this is the best thing someone could do with their life if they do follow you in business. So whenever you meet with someone, that's what you have to transfer to the person that you're sitting down in front of, you truly have to believe that this is the best thing they could do with their life. And I feel like people could feel that, you know, they could feel that energy from you. They could see it by the way you talk about the business, because at the end of the day, people are not joining Primerica, they're joining you, they're joining your vision, where you're going, right. So one thing that we always do is we always share our personal story, what we did before, what we liked about the business, and where we're going. I feel like that's very important. We take about two, three minutes in the beginning to go over that, because at the end of the day, people want someone they can relate to. They want to know that if they follow you in this business, they're going to be able to change their life, right. So I feel like more than anything, it happens with belief. You truly have to believe that this is it, you know, this is it for them and this is it for you, and I feel like that's one thing that's going to be able to help you recruit more people, right. Obviously, it's a numbers business, like Johnny mentioned, right. We are always talking to people, right, because as you guys know, you can't just talk to one person. You have to talk to multiple people. So prospecting is an ongoing thing, right. It doesn't matter how you do it, whether it's social media, in person, you have to have your radar on, always be looking for people, and have an idea of what person you want to recruit in your organization, right. What characters do you want them to have, what qualities, right. So we're always looking for people, like Johnny did mention. Our goal, what we average every month is three to five directs. Out of those three to five directs, like Johnny said, we help them find more recruits, right, and with the people that we have in our team that have been double-digiting, we help them as well. So I feel like those are some of the things that help us the most, right. One of the books that I read that helped me a lot is The Magic of Comp on Recruiting. I didn't understand recruiting, but when I read that book for the first time, I double-digit in my Primerica career, right. And that's one of the books that I tell our people to read, because most people don't understand recruiting. They don't equal it to money because they don't know the recruiting, what it does, right, which it brings people into your business. You're going to field train them, right. You're going to take them on the field, get paid and help them get paid, right. So those are some of the tips that I could give. All right. What was the big change, Johnny? What was your big change where you were going from five to ten recruits a month to averaging 50 to 60, from 22 to 23? What was the big change you went through there to get those numbers up so high? The biggest change was tap-rooting. We started tap-rooting right away. At first, we're so used to getting recruits for ourselves that sometimes we forget to keep training our recruits. So our goal was obviously helping them go this rate, and by helping them go this rate, they're going to need those recruits. But we started tap-rooting, and we started teaching our team how to tap-root. Not only do you want to focus on KTs, recruiting across the kitchen table, but we also have interviews for those people. As soon as we get off the call, we book those interviews. The upline is the one that books the interviews, and we help the recruit book those KTs. And you're doing that as soon as you get them signed up, the next day, the first 24 hours? What's the process on that? Once you get a recruit signed up, what's the next step? Yes, the moment we submit the IBA and we sign them into their app, the moment we do that, we want to go ahead and grab the list. We want to do a top 25 list. We do two lists. We do an interview list, and we do a KT list. And what we do is as soon as they leave, or sometimes in front of them if they're there, either on Zoom or in person, we will go ahead and call the list so they can see that this business works. Because sometimes the moment they leave, they don't think this business works unless they hear it. And if it's late at night, sometimes we are recruiting people 8 o'clock, 9 o'clock, 10 o'clock. We have to wait until the next day because we don't want to call too late to those people. All right, so you get their names right then, and then you make the calls, you have them make the call, and you get on the phone with them? When it comes to the recruiting, the interviews, we're the ones that make the call. If it's the KT, we teach them the script. And obviously the way they talk to their people, we have them call. Very simple. We say, hey, I know you don't know me, but you know this person. We recently talked to them about our business, and we asked them if they knew of anyone else that was hardworking and motivated, and they mentioned your name. And I want to see what you do for work. Well, I work at this place. Okay, then how long have you been working there? I've been working there for two years. Well, if a better opportunity comes your way, do you keep your options open? Is something better came your way? Yes, okay. Is today or tomorrow better to get on a Zoom or in person? We love to have them in person because we want to keep that in-person environment. Yeah, I think in person, if you can do it, definitely the way to go, obviously. Zoom is a great second option. But, all right, well, to download, thank you so much. To download Johnny and Jackie's recruiting tips and more, visit our website at ydellonwinning.com. Just click on the big hitter link at the top of the website and enter user name, P-R-I-U-S-E-R, and the password, go, go, go. Go, go, go. Both all lowercase. Great job on the recruiting tips. We'll keep you on for the main call. Let's do our check-in with our speakers. We've got Raul on. Good morning, Raul. Good morning, Adam. Raul and my wife is also right next to me, so she'll be plugging in as well. Okay, and tell me her name again. Her name is Noemi Avila. Melanie? Noemi. It's like Naomi. Oh, Noemi. Noemi, okay. All right, Raul and Noemi, and we have Larry on. Good morning. Good morning. Glad to have you guys on. Yes, sir. So we will get going. We will, Raul, talk to us what you're most excited about, what you guys are doing right now, what you're going into the end of the year to make sure you don't have a slump, going into December, getting ready for January, what focuses you have for getting ready for the convention and what you guys are most excited about right now. Yes, sir. Man, we're really excited about the momentum that we have right now. Hold on. I don't want you to talk about it yet. I want to wait until we get it going. Oh, yeah. I'm ready. I'm ready to go, Larry. That's going to be our direction we'll head right out of the gate. So we'll go ahead. Okay. We're about a minute or two early, but we'll go ahead and kick this thing off and get going this morning. The people that are serious about it are on anyway. Here we go. Good morning, Monday morning conference call crew. Welcome to the big hitter call. This is Adam Weidell. It is Monday, November 20, 2023. Let's say hello to our speakers. Good morning, Raul and Naomi. Naomi. Good morning. Good morning, Larry. Good morning, Adam. This is Raul. Good morning, and good morning to Larry. Hey, hey, hey. And it is, let me get this right, it's Noemi, right? Yes, Noemi Avila. Noemi. Yeah. I got it. Okay. And also good morning to Johnny and Jackie who did our recruiting tips. Good morning to Johnny and Jackie. Good morning, everyone. Good morning. As of today, there are 89 RVPs and above with 30 or more in recruits and 50 below RVPs, or 50 RVPs and above with 30,000 or more in premium. There are 44 below RVPs with 39 or more recruits, and 10 below RVPs with 30,000 or more in premium. The top five base shops are five, McGill-Ellis, 71 by 81, four, the Currells, 149 by 92, three, the Finals, 135 by 94, two, Tony and Shelly Narain, 27 by 95, and Andy and Brittany Onstead, 217 by 112. On today's call, we are spotlighting NSD. Raul Avila, and Raul is a former high school math teacher, is now an NSD and just received his fifth diamond. Let's get the call started. Larry, I'll turn it over to you to get it going. Thank you very much. Can you guys hear me? Yes, sir. Okay. Well, good morning, everybody. And what a great time it is to be in America, and I want to congratulate you for the momentum you've got and for taking advantage of this opportunity, because building it the right way will allow you to do something, many things that people in business rarely have the chance to do, and that is to do something big in a big and growing company and a big and growing industry. And as a result, by doing it the right way, setting that foundation, you can go on for decades of rewards for the efforts you're doing now. It's amazingly exciting. You know, they're talking about the Wall Street Journal, Adam, this morning, today or yesterday, about Walmart. They're studying Walmart. Walmart is like a country. It's so big. I mean, there's like 1.3 million people in Hawaii, and there's 1.4 million people who work with Walmart. They talk about the square footage of the stores. It's bigger than a lot of states and countries, just the square footage and the stores combined. And when they started that, the Walmart story was like, let's get this one store going. Let's expand over here. Sam Walton was very aggressive in trying to find out what his company was doing. You know, what we're doing, we're all on this call this morning, we're picking the brains of you guys, you know, like the best and brightest. That's what he did. He would even go to Europe and pick the brains of the big department stores over there. And, you know, he was just trying to, you know, he knew what, you all know that the great ideas don't care who used them, but the people who do are priceless. And so he was looking for the great ideas. And so he stayed on the attack. Once he figured out how to get the expansion going, he stayed very aggressive. You know, he didn't back off. He didn't cool off. He stayed aggressive. It takes a lot of courage to be an expansion leader. But the rewards are incredible. And if you look at how many Waltons there are on the billionaire list now, it will stagger you. And I'm not talking about 1 or 2 billion. You know, those are like the 15th cousins or something. You know, they've got 5, 10, 20 billion. You'd hate to have to drive up to that Thanksgiving dinner with the Waltons, you know, and not be in a Bentley or something, or fly in with your Gulfstream. Because their standard of success, it all came from what Sam Walton did in a growing industry. You know, retail sales is always going to be with us. But he laid a good foundation. He copied the best practices of others in the industry, and he stayed aggressive. And that's what big hitters do. And so I just want to encourage you all to stay on the attack, because the rewards, just like with a Walton and a Walmart, can go on for decades and decades and decades and decades. And so the compounding can never, you know, will never stop if you stay on the attack. And so that's what you guys are doing. Retail services is a much better business than retail sales, because you've got foreign competition and you've got to store the stuff and ship the stuff. And all we do is have a box of insurance and a box of securities that's sitting out there, you know. And, you know, we don't have to have all these warehouses and, you know, trucks shipping stuff all over the place. And it's just words, conversation, ideas, training, and you can go on and on forever, which means you can keep the compounding going. And so congratulations on, you know, making the effort to make something out of nothing. And then, you know, because we all start, we got nothing. And then to be able to take that little snowball you build and compound it and mushroom the thing by building teams underneath yourselves. And, you know, I'm just so excited about what you're doing. I want to compliment you. And it is going to be interesting to hear, like Adam said, what you guys have got going on, maybe that's unique, maybe that gives you an edge, maybe that you didn't do before, but you know these are the buttons we're going to push that's going to allow us to finish a year strong and to roll into the next year strong. We already got it planned out. We're not going to leave it to chance. It's not going to be, you know, growth is, in our world, by design. And we're going to make it happen. And it would be great to hear how you guys plan to go about making that happen because we're all thinking about how can we compound and grow and mushroom and hit a peak, personal best, organizational best by the convention. So it's going to be exciting to hear what you guys have got going on. And so take it away. Awesome. Thank you very much, Larry. Appreciate your words. And we're very happy to contribute to Primerica. You know, Primerica has done so much for me personally, my family. I met my wife in Primerica. I fed my kids through Primerica Income. I've changed my family tree because of Primerica, and I'll explain a little bit about the background of that. And then you guys, you know, doing this Monday morning conference call and your podcast of the podcast of many leaders, the contribution of many leaders, my upline SNSD. Shout out to Coach Michael Pyatt for what he's done in being not only a business partner, a mentor, but also a father figure, and then many others that don't override me that have contributed throughout the years. So whenever we're asked to speak, we don't take it lightly because I know that there's somebody out there. There's a Raul Avila 20 years ago who was a total rookie, completely without any knowledge of how to build a business, without any financial experience, never heard of life insurance before, never heard of what is a mutual fund in his life, just excited to change his family tree. I grew up very – my background is my parents are from Mexico. They came to the United States for a better opportunity, and my parents, their first job here was a great picker here in the Coachella Valley, Southern California. That's the first job that everybody would ever – by the way, the Coachella Valley is crazy hot when it's in the summer. So I always ask my grandfather – it started with my grandfather. I asked my grandfather, why did you move to the Coachella Valley? Couldn't you have chosen San Diego, Los Angeles, where all the nice weather is at? But he said, look, I didn't choose. I just went where there was work. We just needed to find some work, and we found it in the Coachella Valley over here in Palm Springs, California. And so we grew up here, you know, low income. My dad eventually, you know, upgraded his job to be a gardener for Marriott, and my mom upgraded her job to be a caregiver because there's a big retirement community over here in the Coachella Valley and also cleaning homes. So my mom speaks no English. My dad speaks very little English. And I told my parents, look, I worked actually – when I was 13, 14 years old, I worked in the grape fields for three years, starting at age 13. And so in the – you pick grapes in the summer. So it's 120 degrees underneath the shade. It's crazy weather over here in the summer. And I told my parents, mom and dad, I don't ever want to go through this. What do I need to do to change this? Like, I don't – this is not for me. What do I need to do? What do I need to do? And they said, mijo, go to school. Get good grades. Get a good job with benefits, what everybody hears. And that's all they know about success, right? It feels like that's the only thing all middle class, you know, about success. So that's what I did. I got my bachelor's degree. I became a high school math teacher. And when I graduated, I was $22,000 in student loan debt, and it could have been worse. But, you know, good thing I didn't get into more student loan debt. I know it's a lot worse now. I have a brother that has over $100,000 in student loan debt. It's crazy. And I thought, you know, with that bachelor's degree, there was going to be a huge line of employers waiting to hire me, right? Man, I was so disillusioned because it took me six months to find a part-time substitute teacher job. And then another six months on top of that to find a full-time, you know, teaching career. And so I was making back then $42,000 a year as a high school teacher. And one of my coworkers who became a really good friend of mine had been working there for 20 years when I started. And his income was only $65,000 a year. And I thought, oh, my God, this is my future right here. In 20 years I'll be making $65,000 a year. So it didn't inspire me. I wasn't motivated. Obviously teachers don't get paid nothing for the job they do. So I was always looking, Larry. I was always open. Throughout college I joined I think three different multi-level marketing companies. On one of them I actually made like $2. And I was always that open-minded. I thought I didn't know nothing about business, but if they told me, hey, let's go make extra money, let me show you how you can make extra money, I was all in. I think one of them, the one that I made $2, I paid like $500 to join. And then during Christmas break I decided, you know, I read this book called Investing for Dummies. And I don't know if it was that book or another book that says if you want to be good in business, you've got to be good in sales first. So I said, all right, let's go to JCPenney's during Christmas break and learn how to sell watches. And it's crazy how God works, Larry, because, you know, looking back now I could see how God just orchestrated my whole life to be where I'm at right now. And you know what, Larry, we're barely getting started. We're barely getting started. I mean, you know, the future is so great. I mean, you know, we just crossed over $500,000 in income. And, you know, I hear Hector Lamarck's voice, how do you live on that, how do you live on that, on one of the audios that I heard from Hector. But that's how I joined watches. How I joined is the manager at JCPenney, she was already working in Prime America, but she never told me in Prime America. In fact, she wanted me to work on Christmas Day, and I said, no, I'm not going to work on Christmas Day, this is just a part-time gig that I'm just trying to learn how to sell something. And, by the way, I'm already driving to Coachella Valley to be with my family on Christmas Day, and she goes, well, if you don't come back, you might not have a job. And I said, okay, bye-bye. So that was the only job, by the way, I ever got fired, the only job. And the six months that I didn't have a job, by the way, from when I got my bachelor's degree, the six months that I was unemployed with a bachelor's degree that I couldn't find a job, were the only six months that I was unemployed since the age of 13. It's crazy. But she fired me, and three months later she quit JCPenney, went to Prime America full-time, and she told me, Raul, I really admire how you put family first, and I just wanted to call you. And I had never been fired by anybody before. So I should have said, no, I don't want to work with you, or whatever a 20-year-old would say. But for whatever reason, I said yes, and I went to Michael Pyatt's office that day, and I met Mike Pyatt, and this is what blew me away about Prime America. The reason I joined the company was because I saw two things. Michael Pyatt showed his income back then. He was making $56,000 a year. That was, by the way, 22 years ago. I've been with Prime America for 22 years. I started when I was 23 years old, and I saw that income, and I said, wow. I mean, I couldn't believe it. Honestly, I thought it was fake, but I said, if he could teach me how to make $10,000 a month, that's more money than I ever even thought I could make. And the other thing was compound interest. I saw how $200 a month for 35 years, the income increases, I mean the savings grows to $1.3 million. So $84,000 in what do you call it, in principle, turns into $1.3 million. And I just thought that this guy was telling me the secrets of the rich, and I started thinking a bunch of things in my head. I started thinking, why am I not teaching my students this? Why did I not learn compound interest in school? How come, you know, now I know why my family's been broke for generations, and all these things started going through my mind. So I started doing my own research on compound interest. I started showing up to meetings. Big tip, right? We tell our team, Larry, we tell our team that, you know, the lowest level of commitment that you can make is showing up. Showing up is everything. Our willingness to say showing up is 50% of winning is just showing up, right? 50% of winning is showing up, and if you can't show up, if you don't show up to practice, what's going to happen? You're not going to get playing time. If you don't show up to work, you're going to get fired here. If you don't show up, you're just not going to make money. Showing up is 50% because you get to learn knowledge. You get to learn knowledge. You get to understand, get information. But that's not good enough. We tell our new teammates, right, that's not good enough. What we need to do is get you to get experience, get wisdom, right, not just knowledge. You need to put all this knowledge in action. So let's book some appointments. And I'm so glad also, shout-out to Jeanette Martinez. I know she's not listening to this because she quit. Jeanette Martinez is a girl that, a community that used to work at JCPenney has recruited me. Her husband field trained me, and he was a really good field trainer. He got me to book over 30 appointments before I got my license, and 22 of them went through. So I tell new people, don't feel bad if people don't schedule, don't run appointments with you. Don't take it personal. You know, some will, some won't. You've got to learn that business is a numbers game. Out of the 22 that went through, 12 of them got life insurance. So what's the point here? The point is that some are not going to buy, and guess what, that's okay. There's nothing wrong with that. No, you know, we tell our team, no means not now. So follow up with them later, especially once you learn the lingo. They're going to be interested and actually impressed that you're still in the business, that it just wasn't one of these little things that you just joined and quit. And so that's what I did. I booked a lot of appointments, Larry. And 12 of them got life insurance, and check this out, out of the 12 of them, back then we were doing SMART, and seven of my uncles currently have their house paid off, including my parents. My parents, because of Primerica and because I took my trainer to field training appointments, my parents, right now their house is paid off because of Primerica. They have no car payment, no credit card debt. They have over $200,000 saved. That balance has not gone down under $180,000. Right now it's at around $210,000 because they only take out $20,000 a year, and basically they're living off the interest. Amazing, right? What we teach actually works. They get a check from Social Security of $1,200 a month, and they are empty nesters, so they have rental income. They rent part of their house. They get $1,700 a month in rental income. My parents are financially independent because of Primerica. They're not millionaires, but they're financially independent. My dad started his 401k saving for his retirement when he was 46 years old. I started my retirement when I was 23 years old, and my daughters, they're under our payroll. They have a Roth IRA under our payroll. They started their retirement when they were 7 to 11 years old. So, yeah, Larry, Primerica has been one of those things that has changed our family tree. So we're happy to contribute, answer any questions, anything that we could do to help out. Right now, currently, like I said, a bunch of leaders have helped us out. Currently we're plugging in with Gary Kornegay and the Gary Kornegay hierarchy of amazing leadership and the mindset that we've learned to grow our business to be where we're at. One of the reasons that we're recruiting so many people is that we're plugging in to a hierarchy that has a huge recruiting mindset, and the philosophy of recruiting that they have is incredible. So that's a little bit about us, Coach Larry. Talk about the importance of plugging in, having something, a regular big event you can plug into, our manager meetings, you know, full-timer meetings or things like that. It doesn't have to be in your hierarchy. A lot of people, you know, when we ran our meetings in Greensboro, North Carolina, every eight weeks or so, every other month, I mean, we'd have people come from all over the country. I didn't even know they were coming because we'd have like 3,000 people, and I find out 10 years later somebody is a SVP or NSV, and they grew up bringing people to our meetings. I didn't even know they were there. But, you know, it's important. Talk about the importance to you about, you know, the first thing is you've got to get exposed to greatness. That's what regular exposure, that's why I do the big hitter call. I learned from a spiritual growth guy a long time ago that it's great to go to a spiritual growth Bible study retreat. You know, they have the Band of Brothers things. They have, you know, a lot of these things around. And that's great, you know, because you can have lifetime light bulbs go on in those environments when you're away from home. But the thing is that's where your growth is going to come from is week to week to week to week constant exposure. You know, it doesn't rain. In the places where you have lots of greenery, like in Hawaii, you have rain all the friggin' time. You know, up in the northeast, I mean northwest, you know, there's green and everything because it regularly rains. It rains all the time. And so where it rains once a year, that's a desert. You know, it comes down and then it washes off. And so to have a convention as your big event every other year, you're going to have like a desert organization. You know, all this motivation, but it just, boom, you know, three days later it's gone from everybody. But, you know, the way it is with people, we grow gradually. You know, the skin, they say every 22 days your skin changes. You know, the cells in your body are regenerated and everything. You know, the body is not static. It's regenerating all the time. And it's either going to be regenerating things that lead to growth and improvement or you're going to go down. If you don't decide to grow, you know, decide to recruit and train and decide to keep pushing for bigger goals, you're going to start, decay will start to set in. You know, you slow down and then you start to slide down and then you're down. And the trouble is you're down now after you know what it's like to be up. And you also know the work you've got to put yourself through to get back up. And so you can do it, but it's more like drudgery. You know, it's like doing the homework two days late. You know, it's just annoying. And so it's better to keep it going and keep growing. But as you do that, one of the things, an ingredient, I always thought about what is an ingredient? I've got to have an organization to have constant, you know, to drive big, constant growth. And one of those things is a big event, you know, positive. And it's worth, if you've got to fly your hierarchy across the country to get into one, do it. You know, if you can't find one closer. You know, like when Bill Whittle got reorganized and, you know, he had some problems with his upline hierarchy and they put him underneath Bob Stafford. And Bob Stafford said, okay, well, I'll give you some RVPs if you'll come with me. And that turned out good for everybody. But what happened was Jim Coker was part of that group. Jim Coker was like in New Jersey or, you know, around, I don't know, Connecticut, somewhere up there. And Whittle did his meetings down in Louisiana. Well, who's going to go from the big city, the elite city, New York, down to Baton Rouge, Louisiana? Well, Jim Coker did, and he took his people. And guess what happened to Jim Coker? I mean, this guy is sky high in the company. He's got all kinds of positive people. And so, you know, Andrea Burke started plugging into Andy Young up in Greensboro, North Carolina. I mean, Winston-Salem. And what a trip that is. But she was going like, not what it costs us to go, what it's going to cost us not to go for that exposure. So I would challenge everybody to find a big event that you're comfortable with, that has the right messages that you can plug into. It doesn't have to be in your hierarchy. Sometimes it's better if it's not. And so that's one of the ingredients I found is an important thing, to keep growing and keep flooding your people's minds with big vision and motivation to get bigger. It makes it easier for you when you get them back home because they're receptive to growth-type thinking and they're receptive to making the extra effort because they want what they saw at the big event. They want to be on that stage, you know. And talk about how you got involved with Garrett Carnegie and how you see it's important. Because I think people, I think a lot of people right now, they're just out in the desert. They've got to get exposed regularly to the big turn of events, even if you've got to fly across the country to find one and get your butt in your hierarchy going. Go ahead. Yes, sir, definitely. Well, here's the thing about that. This is pretty much how me and my wife have built our career, Larry. And that's why even if we can't, it's so hard to say no when somebody asks. If they feel that we could contribute, we're going to do it. Because throughout our career, we have always been plugging in and getting exposed to something big. Because if we're not exposed to something that, you know, a leader that has what we want to have, which is a big hierarchy, big passive income, ownership, all those great things, a family also, values, then how are we going to get it? We're going to be comfortable. We want to get uncomfortable. We want to put ourselves in a situation where we could have a truth teller that's willing to care about us, but also is not afraid of telling us the truth. Hey, this is where you guys are. Like, for example, throughout our career, the first place we plugged into, and somebody invited us to this thing called the Breakfast Club. And all these RVPs were plugging in, and then the competition was very important. I mean, there's so many things to talk about about what you're referring to. And so how did we end up with Gary? Well, we just asked him. We saw his numbers. We see his people. I mean, it's like, dang, these guys are freaking all sharks, all monsters. And we're over here in the desert, and we're trying to get this thing going. Who would allow us to plug into? And then we asked him, and he didn't even hesitate, Coach Larry. He didn't even hesitate. He said, yeah, sure, let's do it. We'll help you. And so we've been plugging in for about a year and a half. So what happened before that? Well, before that, we were plugging into Susan and Art Carrion. And shout out to them, too. Part of our success is their DNA and our organization. They helped us, I believe, go over $200,000 to $300,000 in income. But then COVID happened, and they stopped doing events, quarterly events. And then we were like, all right, so we need to start doing quarterly events. And, you know, we could do it on our own. We could start doing our own quarterly events. But if there's a way that we could plug into somebody that's doing way bigger things that will expand our thinking, that will get us uncomfortable, that you're a small fish in a big pond, and that's where growth happens. So, yes, so I'm going to pass over the phone to my wife. She has something to say about this as well. Thank you, Larry, for allowing us to speak in this call. It's been one of our goals and dreams to be part of your big hitters call. And the question you asked was about how important it is to plug in and be part of a big environment. To us, it's always been our lifeline. Raul and I live about two hours away from any office currently. So we knew that if we wanted to be big, we had to be around big. And number one characteristic that we still today tell our recruits, Jackie and Johnny touched on it, is show up. You want to show up. You want to show up to every meeting, every possible meeting. Even when people ask me, what's more important, this Saturday training or off night or big event? I'm like, everything. Because what's more important, breathing in or breathing out? Everything is important. The next meeting is the one that's going to get your mind right. And in Primerica, everything is the way you perceive things. If you think you're going to get big, then you're going to get big. And if you put the work ethic behind it, it's going to happen. We believe that everybody should show up early, leave late, you know, sit in the front, take notes. We don't pay attention to distractions because we have to be very conscious that anybody can be giving you a nugget and you can take your business to the next level. And it's super important for us. It started with the carry-ons, the breakfast club, being part of their environment, help us go RVPs. And now with Gary, it's exposing us to big day shops. It's exposing us to big recruiting. And we always wanted to do it, but, you know, more is caught than taught. And if you're around that environment, it's impossible for you not to be moved to want to do also something big. And in regards to recruiting, because I know also Jackie and Johnny touched on it, to us, it is a mindset. It is a mindset. We're not worried about running out of people. What we're worried right now is about running out of time. And I do believe that every person in Primerica, whether old or new, meaning older in the business, new in the business, they all have that window of opportunity, Art Williams would say, that window of opportunity that you either jump on board or it's going to go away. You know, if you only have a certain amount of time that you have that in your heart you desire to go full-time, a certain amount of time that in your heart you want to go for a big run. And it's not impossible for the future, but if you're in it right now, do it. If you're in it right now, if all you want to do is work your butt off and give it everything you've got, do it. Do it, do it, do it. And that is important for us to plug in and understand that time's running out and we've got to get on it, we've got to get focused, and we've got to get serious about recruiting because recruiting is obviously the bloodline of the business, too. It's the new blood. It's the one that's always pumping through your veins. I tell my new people, or my older, my base shop, you know, the new people have got to be our best friends. They don't know anything. We have to be helping them, you know, going over the three rules. Show up. Run your field training appointments. We've got to run 20, you know, 10 to 20 appointments, ideal 20. And I make a point. We send up all the RVPs and we say, how many appointments did you run before getting licensed? 20. How many appointments did you run? 22. How many appointments did you run? 36. How many appointments did you run? 21. So we make it a point that, hey, if you want to go big, you want to be an RVP, you want to understand this business, you've got to go through a lot of field training appointments because in a typical business, you need a big capital, financial capital. In Primerica, your biggest capital is your ability to put us in front of people so you can gain that experience in a shorter period of time and, therefore, after that, build it as big as you want to build it. And I'm going to give it back to my husband, but we're going to – we have to work Primerica like a job until it paces like a business. And what I mean by that is the commitment. Remember the commitment you gave to your boss. Remember the commitment you gave to showing up, the times they wanted to show up, you only had the day off that they wanted to give you, et cetera, et cetera. So now that you're your own boss, we have to be even more as excited and say, you know what, I'm going to give it my all for a certain period of time. If I keep it very honest with you, Larry, it was five good years of us giving it everything in Primerica, early morning, late at night, every opportunity we were in an appointment, every opportunity we had to be around people, prospect people. I mean, sometimes you're going to be misunderstood, and I'm okay with that. We are okay with that because we're not doing nothing other than helping people become better and help people build a business and help people change their life and their family tree through our services, right? We believe we have the best life insurance product out there. We have the best investments out there. We have the best of everything, the best opportunity. I tell people, you come around us and you spend 90 days with us, your life will never be the same. You'll never be comfortable. Why? Because you understand now that there's better out there. So you do want to recruit because you want people to change for the better. For me, I fell in love with the transformation of a person, and to me, that's priceless. That's something that if I could help someone go from, I don't know if I can do this, to, oh, my God, who's going to stop me now, then that is what really, really attracted me about the business. They did it for me, so why wouldn't I do it for other people? So I'm going to give it back to my husband. Yeah, so here's one thing that the problem, Larry, with plugging in to different things, okay? Right now, if you hear, like, for example, Grant Cardone, one of the philosophies, right? It's all about different philosophies, right? Everybody has their own philosophy. And everybody's philosophy makes perfect sense to them. So the problem is that there's some people in primary life, for example, there's a guy, Grant Cardone. Everybody knows about Grant Cardone, right? So Grant Cardone says don't buy a house, like a house for you to live in. He says buy duplexes or buy apartment complexes or whatever he says, right? And then you'll hear another same level type of influencer that says, yes, buy a house, right? Then somebody says don't get in debt, like Dave Ramsey says. Stay away from debt. But then you have that's a philosophy, right? And then you have another philosophy somewhere that says, what? Dave Ramsey's crazy. Don't listen to him. You need debt. Debt is good. So Primerica is very similar. There's all these different types of philosophies. There's a thousand probably more ways of doing Primerica. The problem with some people, Larry, that I see is that they jump around from philosophy to philosophy, and they never lock in and just do the philosophy that you're plugged into because all philosophies work. All ways of doing Primerica works because ultimately what is it all about? Last week's conference call with Omar Lopez and I forgot the other person's name, but they were talking about what? They were talking about making. Bill O'Render. It was Bill O'Render. Bill O'Render. Bill O'Render. Yeah, Bill O'Render was saying, how could I forget, right? Bill O'Render was saying the reason we're here is because we need to get wealthy. This is a for-profit business. I don't care how you do it, just get rich, right? But the problem is that you'll never gain traction if you're always changing your philosophy. You're always changing the way you do things, the way you do business. You do the 30-page presentation this month, and then the next flavor of the month is a five-page presentation. Some people do it through recruiting. Some people do it through field training. Some people do it through securities. It's good to plug in to a philosophy, but make sure you do the philosophy and don't change the philosophy. Wait for the philosophy to gain traction and be contained, contaminated by that philosophy so that you're not always wondering, man, how come my business is not gaining any traction? I just wanted to share that also as well about plugging in to be a coordinator. That's a great point. Great point. I'll jump in here with the mid-call announcement. There's a fine line between mediocrity and greatness. Here are three tools to give you that extra boost this week. Check out Larry's latest blog, The Power of Building Rich Habits and Keeping Them a Part of Your Routine on ydellonwinning.com. Second, check out Larry's podcast. This week's episode featured the co-founder of a company dedicated to the professional training and coaching for high achievers in order to build exceptional leaders and transform organizations. Third, listen to this week's call on our replay line or download the call on ydellonwinning.com. Click on the big hitter link at the top of the page and enter username P-R-I-U-S-E-R and the password GOGOGO. The replay number for this call is 667-771-7907. And the pin is 982755-TOWN. To stay in touch with Larry, 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. All right, building the wealth, building the organization. Raul, talk more about how you guys, you know, you took your mindset of, you know, five to ten people a month to 50 to 60 a month. Talk about how you changed your mindset there but also how you keep your team and your new recruits' mindset to be leveled up with your own so, you know, the speed of the leaders, the speed of the team all the way around and you don't hit any slumps and things like that, especially headed into December and the end of the year, making sure you stay on track for a strong 2024. Yes, sir. I would say there's several things that need to be done. One of them for sure is accountability. Accountability is super important. Are you in touch with your team? Are you in high communication with your full timers? Are you doing your part in growing these brand new babies into maturity? You know, because when you recruit somebody, when you recruit somebody, you can't just ignore them, right? And it's hard. I mean, it is hard, you know, to especially now recruiting people from out of state to build that relationship from out of state. But how do you do it? Well, it's a long distance relationship. If we were in a long distance relationship, let's say my wife lived in Florida and I'm over here in California and we want to make this long distance relationship work. Well, the way that it's going to work is by putting in effort, putting in time, high communication. It's not just about, okay, a short, quick, this is what you do, this is how you do it, all right, so make sure you get it done, book some appointments, call me back when you're done, and then call the next one. You have to pick and choose the people you're going to be investing a little bit more time with and then spending that time so that you could build that relationship with them to help these new babies grow into maturity. But in terms of the full-timers, we have a Tuesday morning full-timer meeting where what we do is accountability meeting with actually anybody that's licensed is welcome. And what we do is we go through the numbers and we ask for goals. We say, what did you bring home from hunting? What were the results? And then the number one gets to coach, and then what are your goals for the week? And then we have weekly meetings, too, Larry. We have almost daily meetings. We meet up on Mondays, Tuesdays, Wednesdays, Thursdays, and then we connect with Coach Gary on Saturdays. And then Sunday night, and then again, we do again Mondays, Tuesdays, Wednesdays, Thursdays from 9 a.m. to 11 a.m. We have a Monday night training from 8 p.m. to 9 p.m. on Monday nights. And we're constantly at the office. We just moved actually five minutes away from our office. We lived about 25 minutes away from the office, which is still pretty close. But we wanted to be close to the office so that any time we could just go, come back, go, come back, if I need to have a team meeting at my house, then I could take them out of the office and have a more intimate meeting here at my house. Why? Because we're in growth mode. We don't want to stay away from the office, the environment at the office. And a huge shout-out to Johnny and Jackie, who are a big component of making the environment high energy, very youthful environment. There's always somebody at the office. Like if you go right now to the office, there's always somebody there. And that's something that is really important to keep the team together, to keep the team united. Obviously out of town, Zoom people, they can't plug into an office, into our office. So we pick and choose also the battles there, too. I'm not saying that everybody should do this, but there are some people that if you send them a text, they don't reply. You give them a call, they don't call you back. Then you know what? Chances of them surviving are so small. So the next time I have a conversation with them, we're going to tell them, hey, look for an office nearby and see if it works for you, if you like it, and we'll network you there. Because the chances of you surviving without returning my calls, without returning my texts, are so small, it's probably not going to happen for you. You need somebody to hold you by the hand and guide you, and then we tell them that, too, Larry. I know it's probably something that's a little unorthodox in Chimerica, like why would you give away? But you know what? If they're not plugging in, what are the chances of them surviving? I was looking at all the recruits that we've gotten from out of state, and, you know, the ratios are a lot smaller for people that make it in business. It's already hard, tough enough, and I've noticed that people from out of town, it's really hard for them to make it. I did the same thing. In fact, you know, people would say, I would, too, if I was as big as you. I said, if you don't get rid of the people that are just going to waste your time, you're never going to get big. And, yeah, I just, you know, they're not going to work with me. Go somewhere else, you know. I just can't have you on my mind. Anyway, Adam, back to you. Talk about competition and the importance of that in the bake shop. You said somebody's always at the office. I imagine you guys are running weekly competitions and things like that. Yeah, definitely. We're always looking for ways to compete. One of the things that just recently Gary's been talking about, he says sales are moved by competition and recognition. So if you have a business that's dull, okay, then it probably doesn't have competition going on or an incentive so that people get recognized at the end of the month, right? So there's probably no competition, no incentive. So there's a bunch of things that you could compete. Competition is super important. What we do is, like, for example, one of the ideas that we could give is a car wash competition, you know. So somebody, you know, put two people to compete against each other. And, by the way, there's people that don't like to compete, and I don't understand that. I don't know how you win without competing, right? You want to win? Well, you got to get in the game. And the only way to get in the game is if you know that there's an adversary, right, there's somebody else that wants to knock your head off, and in order for them not to knock your head off, then you're going to have to compete. And so there's people that don't want to compete, okay, so that's okay. You know, if they don't want to compete, then we're not going to shove it down their throat. But they are going to witness an environment of competition. And, you know, we talk about the reason people need to compete. You know, how did Michael Jordan win so many championships? By being a cheerleader? By motivating the team and telling them, go stick them? No, he was super competitive. He, you know, he created adversaries. I remember a story, I'm reading this magazine right here, it says Celebrating the GOAT Michael Jordan. And one of the things that I read into that you reminded me right now when you mentioned competition is that teams feared Michael Jordan. They feared him so much. They said, guys, whatever you do, do not talk trash to Michael Jordan. Don't even try. Don't do it. Because they knew that if they were to talk trash, the people that did talk trash in the past, Michael Jordan would make them pay. So then it came to a point, Michael Jordan was talking about here, that it came to a point that nobody would talk trash to him anymore. So guess what he did? He created an adversary by, you know, so like let's say he was dribbling the basketball, somebody would go up to him to defend him, and then Michael Jordan would tell him, what did you say? And the guy was like, what do you mean, what did I say? I didn't say nothing. He goes, yeah, I heard you. You're going to pay for that. And the guy was so confused because he did not. So that's the power of competition. What did Muhammad Ali, right? Muhammad Ali, he, when he was young, he tells a story that somebody stole his bike. So every time he would go up in the ring and box somebody, he would look across the ring to his opponent, and he would say, that's the guy that stole your bike. He stole my bike. He stole my bike. And then all of a sudden he would get into competition mode. So competition is super important. Watching cars is a lot of fun, you know, especially in the Coachella Valley during the summer, that's a lot of fun. We have a competition of a water balloon fight, you know. We split all the offices into two different teams, and then the numbers of one team competes with the numbers of the other, and the winner gets to throw water balloons for 10 seconds first. The bucket filled with water balloons, so we did that. Pie in the face, there's one that we just recently heard of that we're going to apply actually tomorrow on our accountability meeting, which is, you know, districts competing against each other, and probably not compliant, but putting a, you know, like, you know, a $10 buy-in, you know, and the winner of all those district leaders wins the pot. The divisions, it's a $20 buy-in. Regionals, $30 buy-in or whatever you want to – whatever you think, you know, should be a good buy-in. REP is maybe $100, and the winner of either team competition or personal production competition wins the pot. Stuff like that, man, because we've got to make it fun. You know, this business is – you make this business fun by competing and talking trash, but not to the point that you're like hating each other. It's like you're nudging each other. You want each other to grow, so you want to compete. Gary Cornegate is big on this. Right now, currently – I'm going to say it out loud, right? Right now, currently, besides Gary and Art, they split two different categories, and one of the categories was just Gary Cornegate versus Art Martinez, and then he put the rest of the ROTs to compete against each other, and right now, believe it or not, we're winning all the other RVPs in not only recruiting but in premium, and that's exciting, but it's also keeping my – what do you say – my ass on the line because I don't want to lose. I want to win. Another way to compete is personal competition. I have – in Primerica, I have a lot of friends, a lot of friends, and, you know, you guys are my new buddies, but there's one guy that I don't like. Just one guy there. I love everybody. I just have one adversary in Primerica, and this guy was poaching my people way back in the days, and I hit him up, and I said, hey, what's going on? I had a man-to-man type of conversation, and he goes, well, Raul, if you were bigger, this would not be happening to you, and that was his response for poaching my people. Can you believe that? So, oh, my God, so the first – as soon as the month end hits, the first numbers I check are his numbers. Okay, he's making $20,000 a month more than me, and little by little, Coach Larry, I've been catching up to him, and now this whole year I make more money than him. I recruit more people than him. Our team does more premium than him. So competition is super important, you know. Let me see if – this is Adam. Let me see if Johnny or Jackie want to jump in with a question. They may be on mute. Johnny, are you on mute? Yes, we're here. Okay, you want to jump in with a question for Raul? We're in the same office, actually, and one of the things that I want to go ahead and ask Raul is, you know, because Raul comes from – Michael Pye is a big securities guy, and a lot of people don't understand that Raul had to go to other environments to understand recruiting. So one of the things that I want to go ahead and ask Raul is when was it when it got him to switch over to want-to-think recruiting? Like when was it when he started seeing the bigger side of it? Yeah, it was – by the way, Johnny, those of you who may not know, fun fact, Johnny's my cousin, man. And obviously he mentioned that we paid a death claim to when his dad passed away, and that's the power of field training, too. When I was going through field training, I booked an appointment with his mom and his dad when he was nine years old. Crazy, right? So make sure that you use these stories also when you're trying to get a new recruit to understand I need to book appointments, right? But recruiting, I mean, you know, back then, even with Mike Pye, I mean, Mike Pye, the reason he has the business that he has is because he's a builder. He's not a securities guy. Michael Pye has always been a builder. He's always been a recruiter. He hasn't done a security sell. I think he mentioned that the biggest security sell that he's ever done is $20,000. So he's not really a securities guy. He just has a lot of people that want to do securities. He's a builder. He's a coach. He's a mentor, right? He doesn't seek clients anymore. He actually has never run a field training appointment with me. I've never been to an appointment with him. He's financially independent. He's the dream. He is the Primerica dream. So he's definitely – I've learned so much from him in terms of building and leadership and how to deal with different people problems, stuff like that. He's a master at that. Every time I have a problem with one of our teammates that I'm trying to deal with, that I'm trying to solve, I always go to the coach. He always has a great answer on how to do that. But big recruiting, the Breakfast Club kind of introduced it in a way. It was just a mixture of too many people. Really, really, when it really, really started, I would say, with Gary Kornegay. I mean, it sounds like I'm just buttering up his mouth, honestly, man. But I can't – I'm just so thankful that he entered into our lives, to be honest, like really, really thankful because ever since we started plugging in, Larry and Adam and Johnny, ever since Johnny has experienced this, he experienced this firsthand. He's actually a huge beneficiary of this, is when we started plugging into the Gary Kornegay philosophy, which he has a philosophy where recruiting never ends. Our numbers went from 30 recruits a month. Yeah, sometimes we would hit 50. Sometimes we would hit 60 recruits in a month. But all of a sudden, people started getting contained by his culture, and our recruiting numbers started growing to 50 to 100 to – I mean, we, Larry, have the NSD record in California for most recruits, 223 recruits in one month. That was this year, and that's because of a philosophy. So how important is it for – and that, right, that's a leading indicator of income. That's why our income grew in the last 12 months over $100,000, which is not explosion status. I mean, we've always been the slow – what is it? Slowly but surely, slow and steady wins the race. That's always been us. But right now, we're going through a growth that we've never gone through before because we have been contaminated by the recruiting philosophy. So that's the answer to that. It's always fascinating on these calls and listening to the guys talk and hearing things like, you just said, you know, we jumped $100,000 this year, but, you know, not that great, whatever. I mean, what other business out there in the world, what other job or career can you get into and be average to mildly excited or kind of making excuses that you only jumped $100,000 in a year? You know what I mean? The environment of this company and the people you're around and the mindset is just mind-blowing. Get out in the general public and tell somebody, we only went up $100,000 this year. They wouldn't know if you were telling the truth, lying to them, making a joke, whatever. But it's so commonplace in the company. It just shows what a high level of income and business and opportunity this company is out there. And it's just exciting and it's good to take a moment every once in a while and go, I only jumped $100,000. Yeah, but you jumped $100,000. I mean, where else in the world can you do that? And no, even if you did jump $100,000, that wasn't the limit, you know, that there's more out there. There's no glass ceiling. There's no end in sight. So I wanted to point that out. But, man, what a fantastic call this morning. Everybody's done a great job. We're going to let people give their final word. Adam? Jackie, I didn't let you. Go ahead, Larry. Let me say something real quick. That point you made is fantastic because you're jumping $100,000 for the rest of your life. Since it did not come from some sales surge or a sales contest, it came from building. And like you say, gradually, slow, compounding. See, that is going to be a $100,000 increase for the rest of your life as long as you keep on going. That's like insane. It's not like something that can be taken away from you. You know, you're gradually raising permanently your standard of living for the rest of your life. And so it's worth fighting for. I'll say that. But one thing about expanding and growing to bigger and bigger levels is expanding your own mind. Expanding the leader's mind has got to expand before the team expands. And so that's why I started the podcast where I could go and bring in insights from people in other industries that have done huge things. And our leaders could get exposed to those kind of insights because they're all transferable. And you mentioned that so have you plugged into the podcast at all there? Yeah, Larry, we listen to your podcast. And what would you tell the people that haven't yet started plugging into that, the benefit of that for you? Well, it's like you are a Primerica rep. You're a Primerica legend. So I'd rather hear you interview these non-Primerica people than listen to all the other because there's a lot of them. And there's some really good ones out there. But instead of listening to them, I'd rather listen to you. I'd rather listen to, like, for example, I know they're not in Primerica anymore, but they have a Primerica spirit in them. You know, what's his name? Brandon Neal and the other guy. They have Ian Prusner. But the point is that I love listening to Primerica-spirited people because they ask the questions that feed back into things that we could layer on top of what we're doing into growing our business. So that's the way I look at it. When I hear your podcast, Larry, I catch things that I could get and say, ooh, I could totally layer that on top of my business. Yeah, and when you get these ideas, it allows you to grow your business, you know. And plus, stay inspired. You know, that's the whole thing with me with doing this call and the podcast and being constantly exposed to high-powered people is you stay inspired yourself. And it's worth the time to do that, you know. And so we're proud. This is kind of a rite of passage that you guys got on the call today, you know, the first time to get on the call, and hopefully it's the first of many, many more times for you to come back as you continue to climb the ladder. And so we're really happy to have you on this time. It's really been fun. So that's my kind of wrap-up there. Adam, back to you. All right, we'll go around and give our final word real quick. Johnny, you and Jackie, give your final word, and then we'll let Raul give his final word. Yes, thank you for having us. Anyone can learn how to become great at recruiting. When I came into this business, I thought I was never going to be good at recruiting. Last year in March, we did five recruits. This year in March, we broke our record, 114 recruits. And it all starts with a belief. It all starts with you manifesting it with your team. Show them your vision. Tell them your vision. And anyone can learn it. It's definitely a skill that people can learn once you start understanding why you are recruiting, not just to bring people on board, but to actually not just make a transaction, but a transformation. But thank you for having us on here. Jackie, you want to give your final word, and then Naomi, and then Raul? All right. Naomi? Go ahead. Yeah, I think my final words will be just have the mindset. And how do you have the mindset? By being around the right environment. What's the right environment? Well, you can look at the leader boards. When we weren't plugging in at the time with big leaders, one thing that I would do as an even smaller RVP, I would just get in my office, and I'm like, okay, who's the top ten? And let me see if there's any archives in Primerica online that I can watch and I can learn something from them. So, you know, borrow people's faith. And that really helped me. And so change that mindset. Also self-develop. A lot of Art Williams' stuff is out there. A lot of your stuff is out there. Bill Larender's stuff is out there. Bill Whittle. All of the OGs that built Primerica on big recruiting. And, I mean, now we have great examples. You know, Mario Arizon, Willie Naranjo. We have big, big hierarchies. We have Cornegay. But listen to Primericans. And they are not just saying or teaching it. They've done it. They're doing it. And that's my biggest take, that you ought to be careful who you listen to. And for me, all Primericans that have done big things are the ones that I want to listen and learn from. And Nita, our final words is just stay active, right? Right now you're going to go through a crazy holiday season. And you've got to compensate that by getting the issues. If you recruit 10, you've got to get 20. If you recruit 20, you normally, if you normally recruit 20, you've got to get, you've got to double, triple, quadruple the amount of recruiting that you normally do so that you could overcome the whatever season that people go through. You know, people go through, you know, right now this week is Thanksgiving, right? They have high communication with your team. Then you have, you know, Christmas and all these things, all these distractions that take people off their game. So the way you overcome that is by adding a whole new batch and maximizing the recruiting and increasing, doubling, tripling, and quadrupling the amount of recruits that you get. So that's it. Thank you so much for having us. Really appreciate that. And, yeah, looking forward to the next one. Take care, guys. All right. Thanks so much, everybody. Great call today. Thanks for being on. Have a great rest of your week. And we will talk to you soon. Have a good Thanksgiving. Go, go, go. See you later. Bye-bye.
