Ever feel like you’re stuck in a recruiting rut, struggling to build momentum in your Primerica business? You’re not alone. Many reps find themselves spinning their wheels, unsure of how to shift from a selling mindset to a recruiting powerhouse. But what if you could change that? What if you could ignite a fire in your team and create a culture of growth and leadership? That’s exactly what Daniel Trombley and other top leaders dive into in this powerful panel discussion. They share the secrets to building distribution, developing new agents, and promoting regional vice presidents. It’s all about creating a winning mindset and a strong team culture. This session is packed with insights and strategies that can transform your business in 2024. Don’t miss out on this must-see moment. Watch the video below and discover the breakthrough tips that can take your business to the next level.
Video Transcription:
This a panel discussion, focusing on strategies for success and leadership within the company.
The panel consists of successful members of Primerica, each sharing insights and experiences.Daniel Trombley starts by emphasizing the importance of impact through building distribution and developing new agents.
His goal as a Regional Vice President (RVP) is to promote other RVPs, helping more people and ensuring a strong 2024.Jose talks about maintaining a recruiting mindset and highlights the importance of keeping the “light of recruiting on.” He stresses the necessity of switching from a selling mindset to a recruiting mindset, as it solves most problems in the business.Dan Romaigh advises focusing on being the leader you need and being a person that others can rely on.
He emphasizes the importance of self-discipline and personal development in being able to effectively lead others.Vance shares his long-term experience in Primerica, focusing on recruiting and team building.
He stresses the importance of being coachable and following leadership.
He also mentions the significance of creating an identity for your team and always seeking to recruit more people.The panelists agree on the importance of recruiting, building a strong team culture, and being a leader that others can follow.
They also emphasize personal development, being a good follower, and maintaining a consistent focus on growth and development within the business.
The session ends with appreciation for the panelists’ contributions and insights.Welcome, guys.
You guys excited about this panel? You ready to answer some heated questions? So there we go.
We got his team here, right? Vance, your team’s representing the steamrollers.
They’re excited.
I don’t know if the rest of you are, but they are.
Okay, so we’re going to dive into this panel.
So we’re going to kick it off with Daniel Trombley here.
Like I said, daniel and his wife are about to click over 200,000.
Is anybody excited about that for them? I’m excited about that for them.
So, Daniel, when it comes to explosive results in 2024, okay, you’re going to walk us through our first question, which is, what culture points are you focusing on with your team, with your base shop to build and sustain momentum in this new year? Is this on? There we go.
Yeah, that’s a great question, Kayla.
Truthfully, one of the biggest things that our organization focuses on is going to be making an impact.
And for me, one thing I realized very early on coming into this business was that there’s only so many hours in a day, there’s only so many people that you can physically talk to on your own.
So the best way, the most effective way to have the greatest impact is to build distribution.
Right.
It’s to bring on new agents into the business, develop leaders, get them licensed, duplicate your scalp, your skill sets, your abilities into them, and just kind of keep doing that over and over again until you produce regional vice presidents and then they open their own offices.
And right there, that’s the biggest focus that we have at this point.
For me, as a regional vice president, my one goal is to promote out other regional vice presidents.
And through that process, we’re going to help a lot of people in the process, and we’re going to have a massive 2024.
That’s amazing, guys, give it up for Daniel.
All right, we’re going to take it over to you, Jose.
Okay, so, same question for you.
When it comes to building and sustaining momentum, what’s the messaging that you have right now with your base shop? Thank you.
This is a great question, but before I get started, I would like to thank John Lavin, the coach of coaches Shalmo, my RVP, and in Shalom’s hierarchy.
So we have a slogan that’s saying that keep the light of recruiting on, because when people come in, so they come in with a selling mindset, but we let them know, you don’t need a market to win here.
You need a mindset.
And that mindset is recruiting.
And before I finish.
I would like to thank my team, my regional leader, which that is Raul, and my daughter.
So I’m very excited.
Yesterday, my daughter, she told me, daddy, I want to study business.
Now.
It was like yesterday, I was in the office with her, only I didn’t have a team.
So when I played a video, she said, daddy, there’s nobody in the room.
Only two of us.
Last night, she said she want to study business to dream in the business.
Yes.
When you come here, people come here with a selling mindset.
They want to make extra income.
It is good, but I always tell them that.
So you have to switch it to a recruiting mindset, because we truly believe that recruiting solves all the problems.
Okay, thank you.
So good.
We’re hearing some golden Nuggets today.
We’re hearing about recruiting.
We’re hearing about promoting rvps.
Dan Romai, we’re going to change up the question for you.
So what’s one thing that you would share with people today that the one thing that if they could change this going into 2024, it would give them kind of a new outlook or a greater success if they’d give up this one thing? Yeah.
So I’m really big with our team, and they’ll tell you, I’m really big with them on being the person that you wish you had and becoming the leader that you need.
Because if you can’t lead yourself, you’re not going to be able to lead other people.
And I think one of the biggest things that shifted for us was about a year ago, we started a Bible study for our team before our wake up call every day.
So, like art said, God, family business.
We put God first in our business and made it optional for our team.
It’s so much bigger than just the business.
Right.
But it did a lot for our team.
It put that on the forefront.
Right.
But the other side of that is me.
Andy would tell us all that.
They’re telling me all the time.
People are like, be a person.
Treat them like people and not just recruit them and hope they figure it out.
Spend time with them, get to know them, develop the relationship.
And so you just have to be able to lead yourself first, do what you say, but then also show up for your people every day.
If you’re recruiting people and then the next day they can’t get a hold of you, they’re not going to stick around.
Right.
And so you have to develop that personal, that self discipline to be able to spend time with your people and get in the trenches with them and help pull them out of the tough times that they’re inevitably going to have.
At some point 100%.
That’s such a good answer.
Give it up for Dan, guys.
Give it up for Dan.
Vance, obviously, you have the microphone now.
We could let you go because we have a lot to learn from you, sir, but $600,000 earner.
When I think about this, you’ve been here, Vance, you said, for 36 years and you’ve got 27 rvps.
Obviously, those of us on this stage right now, we’ve got things to learn from you.
Talk to us a little bit about when you think of your culture that you’ve built.
Okay, what are you talking to your team, your organization, about as far as sustaining and growing momentum in this new year? Awesome.
Thank you.
Great question.
First off, it’s Vance and lethal.
Stay our incredible partner of 36 years, lethal, my wife.
We were very fortunate.
They say you can’t choose your parents, but you also can’t choose your upline.
And were fortunate to have been recruited into the maniac hierarchy.
And the message and the culture has always been about recruiting.
It’s always been about team building.
It’s always been about being coachable and following the direction of your leadership.
And so many times people get in, they want to reinvent the wheel.
And this business has been around for a long time and look at the sex that it’s had.
So you don’t have to change anything.
What you need to decide to do is that you’re going to recruit.
And a lot of times we stop recruiting because we recruit someone and they’re not the one.
And we think it’s recruit.
No, you just have to keep going.
The bottom line is that in any business that requires self motivation, 20% of the people do 80% of the work.
And so you just need more people.
The answer is, always need more people.
When you go to ask your vice president, how many went to your vice president and said, I have a question for you.
How many of you ever done that? Right.
The answer is, go get more people.
Now tell me the question.
Right or wrong? Right.
It’s, we need more people.
The systems are in place, and then on top of that is you have to build an identity for yourself and your team.
My wife and I, were steamrollers when it was just the two of us.
And we had a vision of what.
Because we walked into a big event like this and we saw a sea of maniacs and we’re like, we want to build that and to build that.
Just so you know, to build a team below you have to be a part of a team above you.
Plug into your leadership and forgive yourself for what hasn’t happened already.
So you listen to the numbers on the stage yesterday, and if you’ve been here a while, you’ll be like, oh, my goodness, forgive yourself for what hasn’t happened and start afresh.
Go get some new people and let’s get after and let’s go build and cheerlead partnerships.
Cheerlead RVP promotions, cheerlead rings, cheerlead everything.
And big things will happen for you and your team in 2024.
Wow.
Give it up for Vance, guys.
That’s awesome.
Daniel trombly, we’re going to come back to you.
When you think about coaching your team, your base shop, and you’re talking about a habit that they should give up going into this new year, what would you coach them on? Yeah, that’s also a really good question.
Right? New year, new me.
But obviously, I could give you guys a list of habits that a lot of people have.
But here’s the biggest thing I would ask yourself.
The question is what you’re doing bringing you closer to your goals, or is it taking you further away from your goals? And that’s something that you need to be honest with yourself about.
And if it’s not, it needs to be eliminated.
Right? It’s literally that simple.
And for me, coming into the business, I was a student of the business.
I studied the business in every aspect that I could.
And for me, it just made sense to eliminate listening to music and replacing that with audiobooks.
It made sense to, instead of watching tv, study for my securities exams.
And the biggest thing is I try to lead by example, right? I try to show my team, like, this is what I’m doing, this is what’s helping us to achieve the success that we have.
And these are the things that I’m focusing on.
Instead of telling them, you need to be doing this, I’m going to show them what I’m doing and show them the way through that.
I love that.
That’s so.
And, you know, we’ve heard coach Mario say a lot of times he talks about giving up alcohol until you’ve achieved your goal or giving up.
Put him and Franny put something on their screen that said, my dreams and they had to take it off every time they’d watch tv.
So that’s so great.
Daniel Joseph, we’re going to ask you this question.
What would give someone a slight edge this year if they start this? What’s going to give them a slight edge.
So that going into 2024, they’re like, competing with people like you guys, these guys on the stage based on their habits.
All right.
Thank you for the question.
The thing is, you have to focus on recruiting.
Recruiting all the time and identifying your players.
Okay.
But there’s a coach in NFL, I like him a lot.
And he was asking about his winning mindset, and he said, in order for you to win the championship, you have to win with your best players.
Not the best players, your best players.
So as a coach, you have to identify your best players because the people you have in a team will determine your ability to win the game.
Okay.
And do not panic.
Do not panic.
So prepare for the worst.
Expect the best and prepare for the rest, the worst.
So you got to understand that bad stuff going to happen.
Bad stuff going to happen.
We all pray God to have a great business.
So when difficulties happen, as a leader, you don’t have to panic.
So that’s a test.
Okay.
Our God, I truly believe my God, is a responsible God.
So sometimes when things happen to you, this is a test to see if you are serious about this opportunity.
So when people come to my business, I’ll let you know.
Listen, something can happen, but stay attached to your goals, to your why, and everything will be fine for you.
Thank you.
Thank you, Joseph.
So, Dan, you’ve shared a lot on social media about your 75 hard challenges.
Okay.
Talk to us a little bit about that slight edge, that winning edge, because you’ve kind of focused on these 90 day runs.
Share with us a little bit about how you coach your team on that.
Yeah.
So that whole idea of the 75 hard whatever, it doesn’t really necessarily matter what you do.
Just whatever you decide to do, actually do it, and it’ll change your life.
At the end of the day, it’s about you showing up and winning for yourself because you just build a habit of winning.
I don’t know if you’ve noticed, but Bill Belichick and Nick Saban both just retired within hours of each other.
They both have dynasties.
They almost can’t lose.
And it’s just a habit that’s been built over time.
They don’t just show up and win.
They work for years, a lot of times getting their butt kicked, honestly, before they get to finally where they get to go.
And then now all of a sudden, you see, like, the tip of the iceberg.
You don’t see all the stuff below that.
Right.
You build a big business when it’s 1130 after a builder school, and you’re like, crap, I got to get my walk in still and I still got to read and take a cold shower.
And I’m like, crap, I don’t want to do this stuff.
But I know that’s why we’ll be million dollar earners because I’m willing to do that stuff for sure.
Right.
And it’s just like, we all have things that we don’t want to do on a daily basis.
I don’t want to call people and set three appointments a day just like you don’t want to do it.
But I know that’s the way.
Right.
The obstacle is the way to get to where you want to go.
And so you avoiding that obstacle.
I heard it said one time that the battles that you won’t fight, you leave for your kids to fight.
Wow.
And so the things that you’re trying to avoid, you not getting financially free, you not getting out there and doing what you need to do, you not changing the family tree and going out and doing the things that are required for you to win, you’re just leaving that for your kids to have to deal with.
And that’s really selfish.
Right.
And so if I can take that burden on and give them a head start, the battles that they get to fight, they’re going to be bigger than the battles that I have to fight.
And they’re going to have some firepower to be able to do that in a sense of, like, monetary resources and coaches.
And they’re going to be able to change the world because I made a decision, and my wife Taylor, because we made a decision to go and change our family tree.
Now they have opportunities that they otherwise wouldn’t have had, and it’s just the ripple effect from that.
You can’t.
So what I’m hearing is that results compound, whether that’s positively or negatively.
And every day we’re showing up and making those right decisions to become the person we want to be.
Yeah.
We talk to people all the time about compound interest and the rule of 72.
It is the same way in your mindset and how you work and how you get out.
Like, you’re going to start day one, you’ll be like, okay, I did two workouts and I read ten pages.
Like, I didn’t make a million dollars yet.
Right, Vance.
And then they quit.
It’s like, what on God’s green earth? This is not a lottery ticket, right? This is an IRA and you have to invest every day.
So good.
That’s awesome.
Thank you, Dan.
Vance, this question wasn’t sent to you by text, but I know you’ll be prepared to answer it.
The rest of these guys on the panel have.
Well, I guess Dan Romai has promoted an RVP.
The rest of us are learning and looking at how do we promote regional vice presidents? So talk to us a little bit about the culture of building a base shop as a regional vice president and then promoting regional vice presidents, how to identify them, those types of things.
Awesome.
Great question.
The bottom line is, when it starts with the leadership, it starts with your intention.
And we learned a long time ago that the reason to become a vice president is not for the 110 plus bonuses and override, which is great.
It’s to promote vice presidents for freedom.
And so when people come into your team, they want that as well.
See, we find that.
I don’t know what the number is.
75 or 80% of our rvps in Primerica have never promoted a regional vice president.
And that’s a shame, because the bottom line, we got to vice president, our goal was freedom.
How many have a goal of freedom? Right? Yes.
Our goal was freedom.
Our goal was ultimately to work ourselves out of a job.
And people that come in have that same goal.
And so we need to share with them that when you become a regional vice president, first of all, we let them know that’s our goal with them in the beginning.
Our goal is to get you to regional vice president.
Now, that may not be their goal in the beginning.
Okay, just like maybe it wasn’t ours, but being.
Having a culture and seeing other vice presidents and understanding the power of the vice president contract, eventually, people are going to want to become regional vice presidents.
And so you talk about it all the time.
You make it clear of what they need to go out there and go do.
And you believe in people, and that’s probably the most important thing.
And that’s the building relationships with people as you go through the good times and the bad times, because there’s the ups and the downs, and you have to be there for your people, and you have to recognize them, because people work to their belief systems.
And so you have to constantly feed belief into them.
And as you do that, the winners will pop up and they’ll go.
We look at our team.
We’re so proud of all of our team.
Two of our leaders got the $100,000 ring yesterday.
And Giselle and jonathan.
And jonathan was given the answers as far as what it took.
But I want to recognize Giselle because she’s the lead agent, and she’s just awesome and outstanding.
Also, I want to recognize Mike and Fab because they came from Kansas and Tornadoes and storms got them here after the recognition.
So congratulations to them and their upline, Sonya lease and Dr.
Jim and Yvette Valet who promoted them to 100,000.
And what I did there, yeah, was recognition for our team.
But that’s how you promote rvps, by recognizing your guys, by taking the spotlight off you.
It’s not about Vance and Letha.
It’s about our people.
It’s about what they want, their goals, their dreams and our job.
And your job to promote rvps is to help people get what they want.
And you will get what you want for sure.
No doubt about it.
So good.
Awesome.
Vance, we’ve got 1 minute left and we’re going to actually wrap up with this question.
We’ll let you answer first, Vance, share with us what makes somebody a great leader, which you already have given these golden nuggets, but what makes somebody a great leader? And if you’re in the base shop right now, how do you become that great leader? How do you activate that? Okay, real quick.
Okay.
The bottom line is to become a great leader, you need to be a great follower.
See, so many times people think that leadership is stepping outside their leadership.
No, we follow the direction of our leadership.
We followed Jim Meyer from day one.
And when you do that, you find other people who will follow you.
You’ll build a team.
And ultimately the goal is to build a team that’s generational.
Will we all agree? Right.
For you to build a team that’s generational, you have to have developed leaders.
Regional vice president that way your children, our son, Vance Jr.
Is here in our business too, and they are going to inherit what we build.
So you don’t want to leave them clients.
They’ll have the clients you want to leave them leaders, rvps hierarchies.
And that’s how you do that to make that happen.
Thank you, panelists.
Guys, give it up to these amazing leaders.
Thank you so much, panelists, for talking to us today.
