Executive TLDR
Build wide for wealth and control; build deep for security and long-term stability.
A recruit is not truly locked in until they recruit, get trained, and get licensed.
Follow the system: Recruit, Field Train, License, Promote — then repeat.
Override income and the RVP contract create exponential earning potential.
Leadership, duplication, and excitement drive sustainable growth.
Video Summary
This high-energy session breaks down the strategy of recruiting wide and deep to create both immediate income and long-term security in your business. The speaker emphasizes that recruiting starts with simplicity — begin with a new recruit’s closest relationships and warm market. However, a recruit is not truly anchored until they recruit someone themselves, creating a “locked-in” layer effect that stabilizes the organization.
The foundation of growth follows a simple formula: Recruit, Field Train, License, Promote — and repeat consistently. Building wide (direct recruits) increases wealth and control, while building deep (four layers or more) creates security and future leadership. The magic happens when both strategies are executed simultaneously.
The presentation introduces three leadership concepts:
Piston Theory – Some people are up while others are down, but the engine keeps running.
Taprooting – Driving energy and leadership from deep within the organization to the surface.
Lock Nut Theory – Creating interconnected recruits who feel accountable to each other, increasing retention and momentum.
Recruiting must be followed by proper training and licensing to generate production and override income. The ultimate goal is leveraging the power of the RVP contract, where income spreads dramatically increase through duplication and overrides.
The message is clear: stay coachable, talk to people, master social media, increase appointment volume, and create excitement around the crusade. Leadership drives duplication — and duplication builds freedom.
FAQs
1. What does recruiting wide mean?
Recruiting wide focuses on personally enrolling direct recruits to increase income and maintain control.
2. What does recruiting deep mean?
Recruiting deep means developing multiple leadership layers beneath you, ideally four levels or more.
3. Why is building wide important?
It increases immediate income, expands markets, and gives you stronger control over training and duplication.
4. Why is building deep important?
It creates stability, leadership security, and long-term override income.
5. When is a recruit truly anchored?
When they recruit someone, get trained, licensed, and begin producing.
6. What is the core system mentioned?
Recruit, Field Train, License, Promote — then repeat.
7. What is the Piston Theory?
Like an engine, some team members will be up while others are down, but the business continues moving forward.
8. What is Taprooting?
Developing leadership and excitement from deeper layers within the organization to push growth upward.
9. What is the Lock Nut Theory?
Creating interconnected recruits who feel accountable to each other, increasing retention and commitment.
10. Why are directs so powerful?
Direct recruits give you the most influence, control, and immediate override potential.
11. What role does social media play?
When used intentionally, it becomes a powerful recruiting and branding tool.
12. Why is appointment volume critical?
The law of large numbers ensures that more appointments lead to greater results.
13. Why must recruits be trained and licensed?
Recruiting alone doesn’t generate income — production does.
14. What is override income?
Income earned from the production of licensed and producing team members.
15. Why is the RVP contract emphasized?
It significantly increases commission spreads and override potential.
16. How do you create excitement in the team?
By teaching the crusade, building belief, and helping others win.
17. What happens if a direct quits but recruits others first?
If you build relationships with their recruits, the organization can remain stable and continue growing.
18. What is the primary leadership responsibility?
Push people upward, develop their potential, and follow the system consistently.
Glossary
Recruiting Wide
Personally enrolling multiple direct recruits to increase immediate production and control.
Recruiting Deep
Developing multiple leadership layers beneath you to create stability and long-term overrides.
Override Income
Compensation earned from the production of team members within your hierarchy.
RVP Contract
A compensation structure that increases commission spreads and leverage through duplication.
Taprooting
Actively developing deeper layers in the organization to stimulate leadership growth and momentum.
Piston Theory
The concept that team members operate at different performance levels, yet overall momentum continues.
Lock Nut Theory
A retention strategy where recruits become interconnected, increasing accountability and commitment.
Law of Large Numbers
The principle that higher activity levels statistically increase the likelihood of success.
Transcript: Woo! Guys, tell me you’re not super pumped up and excited about what we’re learning so far. Right? Now, here’s one thing I’m gonna say. I really hope if you guys can hear me make it back from the food area. Right? Okay. All right. We got to take some notes and be coachable. But guys, this is what we’re going to talk about.
Recruiting wide and deep. And I know Grace tapped into this a bit and talked about the intangibles of a, you know, building your business. But I want to also kind of give a different perspective. I’m a great visual guy. Sorry. Let’s go. You can hear me? Alright, awesome. Alright, so I know I’m a great visual kind of guy, so I want to show you guys this stuff.
So if you get the opportunity, you won’t be able to draw that many circles fast, but take pictures of what you’re going to see, okay? Now, let’s jump right into this. Okay. Recruiting. Okay, guys, going through someone, this is very important to get recruits. And I want you to understand, we talked about this, a lot of people covered this, but going through someone and getting to their warm, hot market.
A lot of people, when they recruit somebody, they don’t really spend the time to just ask very straightforward. Who are the 10 people that you know that are your BFF, the closest people to you? As David came out, was used as an example with us when he was training us. If you got a flat tire, who can you call and they would show up, right?
Start there, don’t overcomplicate this, okay? If you get that, you get a recruit, but here’s the other thing we need to understand. A recruit isn’t a recruit until he or she has a recruit, right? It’s easy to get them on board and you can get them some results, but guess what happens when you show them how to recruit somebody super fast right after that?
You create that locked in layer effect. And I’m going to show you a little picture that kind of shows a great, funny illustration about that. Alright, but again, we got to keep our recruits anchored, and they’re not going to be anchored again until they’re trained and licensed. You guys understand? Recruit, field train, license, promote.
That is it. Rinse and repeat. It’s like the directions on the back of the shampoo and conditioner. Renz and Lather, alright? You guys gotta follow this process. Alright? Become a Crusader, okay? We have to spend time, listen, it’s easy to recruit somebody in the field, sell. But we got to show them why this is a crusade.
We got to teach them the wrongs that are going on there so they can start to learn the crusade because when they become passionate, what do they do? Right? The passion, the crusade becomes like a disease, a great disease, right? You want to get your whole team infected about why we’re out there helping people and what’s going on.
And of course, again, they’re not going to be anchored until they recruit somebody. Now, three ways to build an organization. This is very important. Okay, guys? We’ll I actually have this presentation here. Okay, build in wide. What does it do? It increases wealth, right? You have control over directs, you can field train them.
Wealth is inevitable. You recruit 10 people, you know with the RVP contract, if those 10 people each close the life app, that’s approximately about 12, 000. Granted your QBI is good. Right? But, then this second thing here that’s also very important, building deep, it increases security. I know the magic number that we keep hearing, that everybody talked about is, when you go four layers deep, you tend to find that stud or studette that’s there.
Right? That’s your future regional vice president. Now, of course, if you’re building wide and deep at the same time, now, you got a really well rounded business. Right? You got your directs, and you got their people getting results, and you got everything going for what you need to do. So, primary objective.
Build wide. Be a fanatic about direct recruits. Right? Again, you have more control over the success. But the moment you start going deep, the secondary objective, you want to build deep. Right? Now, you may not have as much control there, but how you treat your direct, the first one, and if they stay, and they become a crusader, they’ll duplicate that easily.
Right, guys? So now jump right into this. The benefits of recruiting directs building wide, of course, like we said, the power of selling hope and opportunity, it increases your income. And of course, the most powerful word here is override, override, override, override, right? That’s why that RVP contract, you’re going to hear a little bit later from the future RVPs, why it’s so important now building wide again, sorry, oops, there we go, increases income and new markets.
You’re in control of guys. I want you to understand something. I want you to take a look at this. Now, you know we always talk about this, metaphorically speaking, we plant seeds, right, you reap what you sow. Now, everybody in here is a planter, right? Assuming you don’t kill plants, right, I mean if you’re not that good with a green thumb, just assume maybe one day you did try to plant something.
Now, you can control the planter, but you can’t control the plant, right? What you can do though, is you can water and fertilize it, it’s all you can do. Nourish it, nourish it, nourish it until it comes to fruitation, right? But, if it doesn’t work out, don’t worry. Keep going. You can plant another plant and keep nourishing it.
Alright? That’s the beautiful part about being that planter. Okay? Now, finding directs. This, guys, you know, this should be straightforward, but talk to people. Alright? I know it’s proverbial, right, when closed mouths don’t get fed, but you still gotta go talk to people like this. You can’t blink them to death and recruit them.
Right? Right? So you gotta get out here and talk. Follow up with your clients. Check in and ask. Hey, listen. It’s one thing when you do a policy, but the best recruit is a client. Right? They know the value of what you’re doing. You explain the value. They say, you know what? I could definitely go to try to make some extra income.
Why not? Give it a try. Updating beneficiaries. Guys, this is big. We write a policy, we move on. But, hey, listen, life happens. Maybe the primary beneficiary, they’re not together no more. So you gotta update it. You just never know who you’re gonna find. People pass away. You need to do these things, but these are ways to do it.
Take advantage of social media. Guys, you heard this. Social media is super, super important. If you master social media, I promise you, 75 percent of us, death scroll. I don’t care how you twist it and turn it, but if you take advantage and you do some micro scrolling, going through people’s pages, other people that are getting success and taking notes from those kind of things, you could turn your social media into a very, very powerful tool.
We’ve already heard too many people be successful around this. And again, talk to everybody. Now I want you guys to see this. This is the power of directs, right? Most definitely you understand, and this is a basic illustration, the control that you have. The more you recruit directs, eventually that leader will be duplicable, right?
So you have a lot of control over that. Layers of leadership is in development here. It’s like a seven layer cake, right? Now, I want you guys to understand this. There’s some three basic theories here. We call it piston theory, lock nut theory, tap rootin theory, which helps you build a hierarchy. Now, I want you guys to understand this visualization, okay?
An engine can only run, obviously, when the pistons, some are up and some are down. I People are just like that. Some will be up while some are down, but overall, your engine and your business will still keep moving forward. You just need to understand that, alright? People go through it, right? Now again, a leg is very important.
A leg isn’t a leg until you have gone four deep. This we already know. But you gotta be good at getting referrals and other people to see the bigger vision. Build an excitement and get in through quantity so that you can find quality and of course the law of large numbers You cannot expect to do one appointment a week and build a super business Right another speaker said that you have to be able to at least have a ten appointments set up a week If you’re even better double that up, you’ll get the results double time Okay, and then teach each recruit like they’re your potential direct now listen to this Grace did say something important inside her presentation.
If your direct ends up quitting but you help them recruit four people, there’s a great chance if you treat each one of those recruits under them like your own, they won’t quit that fast on you. You’ll be able to still teach them and get them going and keep things moving. Okay? Now this is also super awesome.
The power of taprooting. Right? We just turn those directs into all of these other teammates, right? This brings us to something like the Lochner Theory at some point. But you want to taproot. Why is taproot important? It builds excitement from under, within, from pushing the energy to the surface. You’re pushing that energy up.
You want to get the best out of everybody. Business volume, of course, increases income. This is a business at the end of the day, but it’s still a crusade, no matter how you twist it and turn it. And increase the number of people that are accountable to you, right? Build in a new warm, hot markets and you start to create overlapping leaders.
Promotions will be inevitable. If one person sees success, the other will get it as well. Now, this is my favorite picture, I know they always tell me to not use this, but this is what I mean by the lock nut theory. You see, if you recruit one person, and then you get the whole team to eventually follow, well you kind of locked everybody in, the first one’s like, alright, well I got this whole people already, I just can’t quit on them, right?
But we keep this process going, that’s how, and I want you guys to understand something, you see they’re happy, uh, nuts, right? Right? It’s important, make this a fun thing to do, right? Make this fun! But guys, at the end of the day, I just wanted you to understand. It’s the leadership role. At the end of the day, it’s all about your leadership and pushing people up and wanting them to win and following the process.
Okay? So, recruiting does not pay unless the new recruit must be trained and licensed. They must be able to help clients produce on their own. And then, as a recruiter, They get paid in override. Listen, keep calm and override. Keep it pushing. All right. And guys, I’m not going to go too much into this, but this is the power of the RVP contract, right?
And look at these spreads. It makes a huge difference in all of these aspects. And on that note, I’m going to come to the end here. Keep calm and recruit superstars, guys. Thank you.
