Ever feel like you’re stuck in a rut, struggling to build momentum in your Primerica business? You’re not alone. Many reps hit a wall when it comes to recruiting and building a strong team. But what if you could break through that barrier and fast-track your way to RVP status? That’s exactly what the Builders Panel, featuring insights from top leaders like Andy Onstead, is all about. This session dives deep into the strategies and mindsets that have propelled reps to the top, even when starting from scratch. It’s packed with real stories and actionable tips that can transform your approach to recruiting and team building. Don’t miss this opportunity to learn from the best and supercharge your business. Watch the video now and discover the breakthrough strategies that could change everything for you.
Video Transcription:
All right, ladies and gentlemen.
All right, so you got the best of the best right here.
This.
This panel.
This panel is specifically about building.
So you think about this room, you think about the special things that are going on, and the people we’re going to interview today are all at the top of the top.
So with that in mind, each time, we’re going to just ask them questions.
And each of you will have like, three minutes just to kind of expand on it.
I’m going to start with how many of you would like to have brand new teammate? I mean, how would you like to have a new RVP that got RVP in their first twelve months in the business? All right, let’s talk through that.
Because when we talk about, like, great stuff, Wendy and Rick Burtnick have been in the business.
They went RVP October last year.
Think about that.
Come into a business, you don’t know anything about it, and bam, they’re already an RVP.
Not just an RVP.
They’re averaging 30 in the base, made 15,000 last month.
Their business is on the rise.
And with that, you guys have speed like none other.
And I think the best thing that you guys could probably share with this group is just, hey, how is speed? How are you using speed in your business? And what people, what can people take from that? So you have the number one coach in the company.
That’s a good start, right? But, you know, there’s a really good formula, okay? It’s really all about your work ethic.
It’s about how hard and how fast you are willing to move.
And when you have a coach and an entire team, we talk about the red line bubble all the time.
We have.
Our standards are higher for a reason, right? Because we want to get in there, we want to move fast, we want to build the team.
For me, you know Bill Arunder, right? I named my team after his vision, right? Because he’s always talking about arts vision and keeping it real to the original dream.
And so moving fast is about having a great partner.
It’s about good work ethic.
It’s about finding teammates immediately for your new recruits.
And it’s just.
It’s doing the work.
You gotta do the work.
And you have to get securities license.
So that’s one of the things that we did immediately.
All right? We got all of our licensing and we built from there.
I love it, folks.
You could definitely give it up as a partner.
Rick, you know, you’re.
You’re like, I’m the pretty face.
That’s being funny.
You are pretty face.
It’s all good now.
But seriously, like, you know, now, you know, that’s, you know, wendy’s in there.
She’s doing a lot of the grind, the things that need to get done, making sure she’s leading in that way.
What do you feel is how you’re helping with speed.
So for me, I tell you, we, you have to find the balance.
So where.
Where she’s.
Her strength is maybe my weakness.
My, my strength may be her weakness.
We.
We play off each other.
We figure out, we work together, we hold each other accountable, and that’s.
Hold each other up.
It’s one of those things.
This is a grind.
It’s not a quick get rich quick thing.
You really have to be able to put the work in and want to put the work in and believe in what you’re doing.
I believe, for me, watching her succeed is everything in the world for me.
So everything that I can do in order to make that happen, if, you know, I’m taking on or learning the licensing end of the thing.
So I’m trying to be your licensing specialist at this point and starting to push to help in the business.
Now.
I have a full time gig outside of this, so, you know, all my spare time is spent.
You know, it drives her crazy because I’m always about the numbers and, like, but, you know, all my spare time is doing.
How can I help you? You know, and that’s.
That’s really what.
That’s really all your partners really have to do.
Just be there.
I think that.
And I think this is important for people to understand that what we’re witnessing right now is legendary.
What’s happening right with the onsted team, they’re going to talk about this.
They’re writing a page in the company’s history, and each of the teammates, and obviously, you guys, one of the four rvps, you don’t.
One of the biggest things that I’ve learned is that people think that they have to know everything to be an RVP.
And if you’re listening carefully, you’re looking at success, and you do not need to know everything.
You just need to be coachable, dedicated, and stay focused on your goals.
So great job, both of you.
Yeah.
One last thing.
Go ahead.
So, you know, I joke because it’s like I said, the number one coach on the team helps, but to be very real, we have wonderful coaches.
My coach direct to me is Noah, who just got owned.
Success leaves clues.
Okay.
So thank you, Noah, for everything.
And he continues to be my coach andy onsted, of course, who’s amazing.
No, I agree.
Thank you for saying Brittany.
Sorry.
That is awesome.
That is incredible.
And you know what this business is really about? It’s about developing qualified district leaders.
That is.
That’s awesome, too.
Thank you.
And right now, I’d like to introduce Nikki and Jude tranquil.
Their base is doing 100 by 50 personal averaging ten by 2010 by 20 personal average.
And they have their third diamond and Nikki.
What I would like you to share with everybody, so many of us would love to have an RVP on their team that are doing these numbers.
Great leadership leads by example.
And you’re also known about being fired up, you and Jude.
How do you use both of those things to build people? So really, the first thing is, energy is everything.
So you have to have energy to build this business.
So in order for you to be a great leader, energy is everything.
So if you’re having a down day, you can’t tell your team, I’m having a down day.
You know, go fired up.
You can’t be fired up and having a down day.
Right? So first thing is energy.
We always have energy.
We’re always fired up, even like some of our teammates.
Access.
Do you guys ever have any problems? Yeah, we have problems, but we’re just not going to tell you we have problems.
So that’s the first thing.
And then the next thing is accountability.
Accountability is very important to us.
Every single morning, Monday through Friday, a.m.
We’re on the zoom.
Jude is coaching the team, looking at your numbers.
So, yes, you worked yesterday, but what exactly did you say you worked yesterday, but what exactly did you do yesterday? So we look at the numbers every single day.
And also, red line, we coming for you guys.
Don’t worry, we’re coming.
We’re coming.
Right? We’re coming.
Competition is really important.
Exactly.
So, like, so what? Speaking of competition, so what we do, because we have teammates in different states, so what we do, we look at, like, if there’s someone number one division, we’re just like, okay, we’re gonna knock them down.
So we look at Jersey, we look at Florida, every single state, we’re gonna have some.
We’re gonna have a teammate there.
So we really hold our team accountable because you have to.
And the next thing, you have to make money as well.
So they were talking about standards.
That was really good because we have a standard every single week, minimum one Monday.
Monday, you have the whole weekend to work.
Friday night, Saturday, and Sunday to work.
So when you get the.
When you get the do not reply Monday night, it minimum has to be $1,000.
So every single.
Every single Monday you got to get a do not reply of at least $1,000.
And as our end for our full timers, we stepped the standards up and we said, full timers, you have to make $10,000.
So that’s what we do for our team.
That’s awesome.
So what you’re saying is you got to be fired up.
Your attitude is everything and competition takes the work out of work and that you need to be accountable to what you set up for your standards.
Exactly.
Exactly.
Thank you.
That’s awesome.
All right, so Leighton’s the man.
The man.
So you got Layton Brown and Veronica Valdez.
Listen to these numbers, guys.
60 by 60, talking about a balanced attack.
Leading with personal recruits.
They’re leading the room right now at least, of the reading, excuse me, leading the panel with personal recruits averaging eleven personal a month and have replicated themselves because they have a teammate.
That’s Stacy Burke.
Shout out, doing eight plus a month direct.
So with that said, you know, it’s clear you have created a standard of personal recruiting.
Now you have a team that is following that standard.
What do you attribute that to? The first thing is, like everybody said here, standards, right? So to have standards for your office, you got to be the standard.
They’re looking at you as a standard.
So your team only grows as fast as you grow.
Right.
Everybody know about a law to lid.
So if you’re, you know, your team only does half of what you do.
So if you’re doing 2000 or two recruits a month, your team’s only going to do a 1001 by one.
And nobody gets big or fired up by one.
Right.
You know, so we average eleven by 20,000 personal.
So the worst you can do is six by 10,000 personal because I set the standard and be the example.
You know, I’m in the office every single day, 839 o’clock in the morning, you know, always self improving, always posting the books that I’m reading, you know, and they can see the growth, you know, we can’t control how old we get, but we can control how wise we get, you know, so when people.
Thank you.
So when people, you know, talk to you, they want to follow wisdom, they want to follow where you’re going, they want to follow the vision.
And like you just said, people don’t care about what you’re going through until you go through it.
So when we’re going through something, you know, we understand.
I understand.
I have to grow through it.
G r O W.
You got to grow through it.
So what books are we gonna read? What am I gonna elevate? What am I gonna change to be the change to my office and always talking about them, about being big.
You know, we got people in here.
I think last month, someone on Redline went out doing 200 by 200, and that’s beating the hierarchies, a regional beating the hierarchy.
So that’s the new standard.
Hey, you know, why not go beat them? Let’s find out their name.
You should know who Abby Sharpner is.
You should know who these people are.
So you can go take them out.
And don’t get used to losing.
If you get used to losing, if you lose too often, you can get used to it.
And now you’re living through someone else’s life, you know, it’s time for you to be on the stage.
Time for people that know you by first name.
So, that’s the standard we create.
You know, start with personal recruiting.
You get as wide as you can get.
You know, go four deep, get them licensed, build relationships with them.
And also, too, I think a big thing in our office, and we do, is we do a two minute drill every day.
So we call our teammates every single day so we can be the loudest voice in their ear, because we don’t need you to leave the office.
Like coach Jimmy said yesterday, and your broke auntie that owe you $20, don’t do the business.
You know, why you gonna listen to them? You know, do they have.
I tell my team, one last thing I want to say is, don’t listen to anyone that you won’t trade lives with.
So if you won’t trade their lives, don’t listen to them.
That’s powerful.
That is some great messaging.
Come on.
Come on.
Thank you, Lane.
All right.
I get the pleasure of talking to a big guy over here.
Luan and Jess King, fellow maniacs, averaging 100 recruits a month.
You wear the ring and you put the fun in fundamentals.
As we all know, in maniacs, Team TKO has such an incredible culture, and you both are extremely.
You and Jess are both extremely skilled at rallying.
Tell us how you build that culture and you get people to show up.
That’s a good question.
We only have three people in Jacksonville with us.
Everybody else is everywhere else, but we don’t treat them like they everywhere else.
We treat them like they’re in Jacksonville.
And so when there’s an event if there’s something coming on, I don’t say if you can get there.
If you can.
If you could take off work.
No, it’s.
We got an event and as you see, we got over 60 people here from all parts of the country.
And so the biggest thing for us is, and this is gonna sound a little cocky, but we wanna be the number one team wherever we go.
And so our whole mindset is we gonna show up and show out and you gonna know who TKO is.
So it’s not even about coming and having the fun.
We just coming to show you who we are.
And red line, we coming because we got more than y’all.
And there’s the perfect example.
And again, like Nikki said, competition is what this business, what gives it lifeblood.
So, you know, take that challenge, everybody.
Take that challenge and run with it.
Thank you.
Lamon.
You’re not having fun.
You’re done.
Teamwork makes the dream work.
All right? So now I get the pleasure of talking with Janal and Esther Lewis.
They run an incredible business.
I think the part that I got from talking with you, but also talking with other leaders is how genuine both of you are.
You know, that you just as good gets.
I think one of you was working in bakery baking land at one point before you came here, right? Was that you or is that.
That was me.
Okay.
And she worked with mental health.
Yes.
So, I mean, like, you know, does that, like somebody was saying, are we qualified to do.
We’re all qualified to make the world a better place.
And you guys have been leading with that, you know.
So as far as, you know, finding your strength in this business, it’s important, you know, what is your strength and how do you use it to build? How are you guys doing that? Well, a few years ago, my wife and I, we sat down and we know that, Primerica, when you recruit somebody, the three by three is what we pushing.
And we, like the three by three give you $600 bonus.
Why not pushing a five by five to give 1000, right? Because I remember I used to work at the bakery making $300 a week, right? So.
And when I get here, I’m like, man, a district leader, you’ll make like 500 a client.
And we know that by pushing our people, our new recruit, on getting $1,000 and it sounds good for them, not everybody will do it.
But the one that really have their eyes open, the go getters, they will push and they will go after it.
And since we starting implement this, I mean, I’m telling you, our business our people, I mean, they go after it.
And we have people that have big bonus in our team when we recruit them.
Well, I tell you what, it’s tremendous leadership to know that.
You’re telling me that you used to make $300 a week, right? Which is what, 1200 plus a month? And you guys run a business that’s like a quarter of a million.
Like they’re knocking on the door of a quarter of a million dollars a year.
Yes.
There’s some serious cash flow on this.
I just want everybody to understand that.
So I think it’s great.
Thank you for sharing that.
I think, you know, bonuses and having people focus on their goals and being the leaders that you are, to get people to just focus because life is filled with distractions.
Right? We all know that.
I would say for each of you, we have a few minutes left.
The one question I’m going to ask you is, if you were talking to the newest person in the room, what was it? What one thing could you say? And anybody could step up to this.
What one thing could you say to them to remind them that it’s not that you need to be special to build this business.
It’s not like, hey, you guys are all the chosen ones.
We’re all chosen to be here.
But if there is one thing that you could say that you think would help a brand new person, what would that be? I’ll go first.
The first thing that you got to understand is this business, a numbers business.
And my team know I preach four to five directs a month, just like my coach Alan Abner taught me.
I didn’t listen for a bunch of years, but I finally got it.
And the reason why we figured out why it’s four to five directs a month is you’re going to get a quitter, you gonna get a liar, you gonna get a tryer, and you gonna get a doer.
So if you only getting one or two, guess which two you getting.
The quitter and the liar.
So don’t be surprised when they say, I’m on Zoom and you can’t find them, or I’m coming to the office, and I’m right around the corner, and around the corner was 2 hours ago.
So you put the power back in your hand by getting four to five directs or more.
And so that way you can keep getting those doors.
Great stuff, great stuff.
Does anybody want to add, I’ll say in primerica, that stay as closest to your Upline as possible.
You know, I see so many times even myself, you know, having some success in the business, sometimes we think we can do our own thing and it doesn’t work out.
If you’re brand New into our business, listen to the person that has a lifestyle you want.
You know, my upline is coach Eduard and Gabby.
And they came in and came into the Business.
There’s something called a Pile theory.
So the Pile theory is if someone’s Pile of Money is bigger than your Pile of Money, listen to them.
Right.
And be super coachable.
Right.
And I believe us being recommitted to being coachable is a lot of Business on the way back up.
And I’m so coachable that we got the same car.
You got a Maserati? I got a Maserati.
It’s white.
Mine is white.
Like, you know, I’m gonna start showing my ankles.
You know, cuban, all that kind of stuff.
You know, let’s be super coachable.
Because, you know, coming growing up, we talk about don’t be a copycat, but in Primerica, you copy the right cat.
Well said.
Yeah.
So mine pretty similar to what everybody else is saying.
But at our house, we’re sports people.
All right? So everything for me is.
Is sports.
So, you know, when coach calls the play, you run it.
That’s what you do.
Right.
And so it’s.
To me, it’s more about being more than just being coachable.
Because what you were saying is so true.
It’s not just doing what coach says.
Hey, this is what’s going to help your business.
But it’s the.
The action and the copying.
Right? So be the best copycat in the room.
Music to our ears.
Seriously.
That is this business in a nutshell.
Carol and I can tell you personally, were school teachers and, like, you know, taking care of our family.
Didn’t know anything about anything.
Folks, great job on the panel.
Appreciate your leadership.
Looking forward to a great rest of the school.
Let’s go out there and change the world.
