April 14

Vlad Katz on How To Make Team Leaders Wildly Successful

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YOU ARE NOT HERE TO MAKE A DIFFERENCE... YOU ARE HERE TO MAXIMIZE IT!

So how do you do that? How do you maximize the difference you want to make on this ball of fire we call Earth? Well... I don't have "the answer", but I do have an answer: you achieve Time Freedom and help others walk the same path.

Why Time Freedom?

It's simple. When you can do what you want to do, when you want to do it (and assuming that you agree with my statement above about difference maximization), your thoughts and actions will naturally flow towards your passions instead of how to close the next sale so you can send your kid to college. Of course, we do what we have to do in order to provide for ourselves and our loved ones! But what if we didn't? What if you had the assets and cash flows sufficient to cover your lifestyle? What would you do then?

How do we achieve Time Freedom?

Again, it's simple. We transition from the left side of the CashFlow Quadrant to the right. That's where both financial and time freedom live. Yes, it's that simple... Just not easy.

If you're interested in this journey, please google/read Cashflow Quadrant and send me a message, email, text, or a carrier pigeon.

And now for some traditional bio language:

Vlad is obsessed with helping business owners get from their point A to their point B on the way to their point Z.

Vlad is a real estate entrepreneur and a business leader. He is a highly sought out speaker and presenter on all things real estate brokerage, agent recruiting, and profitability.

Prior to joining eXp Realty, Vlad was the CEO of the Five Doors Network - one of the biggest real estate expansion organizations in US. In his tenure at Five Doors, Vlad and his team returned the company to profitability and created a path for growth.

Prior to that, Vlad had a successful career at Keller Williams, starting as a top-producing agent and assumed the role of Team Leader (aka CEO) of the newly-launched Keller Williams Legacy in 2014. Under his leadership, the Legacy Market Center grew from 59 associates to over 400 in less than three years— becoming the fastest-growing real estate office in the nation and the number one real estate office by size, units, and volume in the Baltimore Metro Area.

Prior to his career in real estate, Vlad was an Economist for a major U.S. Government Agency, a small business owner and an adjunct professor of Management. He holds a degree in Economics from St. Mary’s College of Maryland and a Master of Business Administration from the University of Maryland in College Park.

[Podcast Transcript Using Artificial Intelligence]

Umar Hameed 0:01
Are you ready to become awesomer? Hello everyone. My name is Umar Hameed, I'm your host on The No Limit Selling podcast where industry leaders share their tips, strategies and advice on how you can become better, stronger, faster. Just before we get started, I've got a question for you. Do you have a negative voice inside your head? We all do, right? I'm gonna help you remove that voice and under 30 days guaranteed not only remove it, but transform it. So instead of the voice that sabotages you, there's one that propels you to much higher levels of performance and success. There's a link in the show notes. Click on it to find out more. All right, let's get started. Hello, everyone, welcome to another episode of the No Limit Selling podcast. And today we have the great black cats coming back to us second appearance on the show. And before we bring him on the show, let me just remind you that we're working on this project. This is my life's mission to make the world a happier place. And one of the ways we're doing that is getting videos where people just share in 10 seconds, 12 seconds, who they are and what makes them happy. And the idea is that when other people see those videos, they go, You know what, I could do that because happiness is all around us. But people are looking at the shadows, not the light. I want you to look at the lights, send a video, donate it to the project, so the world becomes a happier place. And one of the happiest people I know is Vlad Vlad, welcome to the show.

Vlad Kats 1:23
Thank you, sir. It's great to be back. And I love that project, you will have my video.

Umar Hameed 1:30
That is awesome. And you know what's kind of interesting is when people see someone truly just sharing, no one has said, you know, what makes me happy is buying a new car. No one's ever said that. And no one said, you know, it's all about like, last week, it was a gentleman saying, you know, what makes me happy is when I hear my grandkids laughter. And it's like everyone can relate to that. So the last time we interviewed you were at Keller Williams, and you had the distinction of being the number one recruiter worldwide for bringing people into the Keller space. And so you are like one of the movers and shakers. But since 2020, you move to exp, and you had zero agents under you, how many agents are in your team right now?

Vlad Kats 2:13
I've been blessed Umar, we're approaching 300, as of this morning was 284. So it's pretty fast growth. And yeah, just blessed to be around great people in my life there.

Umar Hameed 2:26
And part of the whole experience whether it was at Keller Williams, or here, I suspect in other parts of your life is not so much. You know, how can Vlad win is like how can I empower other people to win, and through their success is one you probably get joy and two, you get compensation as well. But it's always been about empowering other people. And the byproduct is you getting richer as well to statement.

Vlad Kats 2:51
Very true. And in fact, I Umar I've tried. I've tried to live the other way where I'm like, I'm gonna win at all costs, I'm gonna win at all costs. And I it may have been my hyper competitive this back as a young kid, and you know, adolescent, adult, all of that. And I had a mind shift, probably about a decade or so ago, where I realized that my purpose is to help other people win. And so that I create a game in life that I call everybody wins. Now, everybody includes everybody, including me. And when I see other people win, not only does it give me great joy, but depending on the game that I've created with those people, I went one way or the other, and focusing on other people winning has been freeing.

Umar Hameed 3:44
Yeah, it's See, I think life is all about intent. A good example is when you have somebody dating and all their friends have found their partners and gotten married, they left by themselves is super desperate. And any woman within a mile radius just says No Get away from me. And because the intent is about them, and then they just give up and say women suck. That's it. I'm not dating and that weekend at the supermarket, they meet someone because the intent was totally different than just being themselves another human being. And the same thing in business is your intent goes a long way

Vlad Kats 4:18
in surrendering yourself for for a greater good. Yeah. I think is a is a is a product of that or is a byproduct of that. Like I, I've noticed, like when I look at let's say social media or, or just like when I'm talking to people, there's so many people that are walking through life, waiting for somebody to fill their bucket. Yeah. And what I've learned in life is that the only way to have your bucket filled is to fill somebody else's.

Umar Hameed 4:50
Absolutely. I think that clicked

Vlad Kats 4:53
it just it again, it's freeing that that level of simplicity in my life is freeing.

Umar Hameed 5:00
what's kind of interesting is, you know, I can go get whatever I want practically. And that would feel good for about two minutes. But if I help somebody out in a small thing, pick up their groceries, help them get a house or whatever it happens to be, from the smallest to the largest. The satisfaction I get out of that is like 100 times more than me winning whatever. I think that's how we're built. And we train ourselves to be selfish, when we don't need to be is if we're generous and help everybody around us. The byproduct is you're happier, more fulfilled, and you just attract more good things in your life as you go along.

Vlad Kats 5:39
Amen.

Umar Hameed 5:40
All right, brilliant. So what I wanted to explore with you today, because you work with a lot of agents, you've been an agent. And at one level, real estate is a really simple business, except for the mindset piece. And that is the thing in almost every element in life that gets in the way. So what I want to do was a really fast round of I'm gonna give you my hypothesis, where team leaders struggle, and give me an example of somebody struggling and how you help that particular agent don't name names, unless it's Michael shift, and we're going to.

Vlad Kats 6:12
that did never struggles. He's perfect skis.

Umar Hameed 6:15
So one of the areas is people go, Okay, I'm a good realtor, I need to expand, I need to bring other agents in, and they make a mistake in who they bring in, they bring in the shiny object, this guy's a really high performer, and we want the numbers, I'm going to bring them in, tell us about an agent that you help that was doing that, where it doesn't work out well, and how you coach them to do better.

Vlad Kats 6:37
Omar, you know, I've had the privilege of serving real estate professionals being a real estate professional serving real estate professionals now for over, you know, over a decade and a half, so that if I start naming, there's going to be a lot of people because of course, we're not going to name anybody. Right. Right. So the challenge that you just described is, is an epidemic in the real estate industry, right, like no pun intended. And it's, it's, it's everywhere. And I think that is where I come in into those types of conversations, when I'm advising the people that I'm working with or have worked with. For me, it starts with creating a level of clarity, and simplicity, going back to your point, right, that this real estate businesses is very simple, that then almost eliminates the chances for making the mistake that you just described, which everybody makes. And the really cool thing about making mistakes. I know it's a weird thing to say, Man, really cool things about making mistakes is that you can actually look back at it. And you can isolate what you did incorrectly, rather than just talking about concepts and life, right? Because then it's a you don't have anything contextual, to like relate to. So what this what the challenge that you just described, what it starts with, is lack of clarity of what of two things one is, why do people join your organization and should join your organization? And then two is an ideal agent profile. Yeah. Okay. So very first thing, and this is critical, this is critical. They're the number one reason I learned this long time ago. Number one reason people join your business organization. Number one, not the only one, but number one is to reach their financial goals. If anybody else, if anybody tells you they're joining for their number one reason is not that our job is to inspect it, because the number one reason is that. And there's two reasons why people leave your organization and they're all intertwine. One reason people leave your organization is because they're not reaching their financial goals. Right. And the typical example that I give is, you know, think about your, you know, the operations manager on your team or your administrative assistant. Let's, let's, let's call him Mike. Okay. And Mike loves working with you. And Mike's, you know, like, he's an advocate and all of that stuff. Let's see how long he lasts as soon as you stop paying him. Absolutely. Not long. Yeah. All right. So Mike may still love you. But he's not reaching his financial goals anymore. It makes sense for him to leave. Okay. And he will. Second reason people leave your organization is they do reach their financial goals, but they don't associate their current success and their future success with your environment. And this is when you bring somebody in and you him off the street, and you teached him everything that they know and now they're making 100, 150 grands, and then one day you coming to office they're like Okay, Omar, I'm out of here. But you're like, man, like you've made more money than you ever made. Okay? Most likely that person, let's call her Susie, Susie is like, Man, I made 150. But how much could I have made? If I was on my own? Or how much could I have made? If I was with my own team? Or Omar Vlad or Mike is not great. Like, I made 150. In spite of them. Yeah. And that's what typically happens with people. So when I when I sit down with a top performer, who has a team or is building a team, and we look at successful, successful people that have left, right, and those that have failed, that have left, they can usually just point very quickly to one of those two reasons. Okay, Oh, that's how all three have one thing in common, and that's their financial goals.

Umar Hameed 11:04
Absolutely. So going back to a team leader, building a team, I think the first fundamental thing they need to know. And this is somebody looking from the outside in having worked with a lot of realtors is when you know who you are, and what your values are, and what you want to build, and not like what you should build because you went to this seminar, and there was like a guru on stage. But when you uncover authentically who you are, that gives you a lens to look at the kind of people you want to bring into the organization stuck around that, like, how true is that statement?

Vlad Kats 11:34
I would say that, that's 100 plus percent true, because and I think that all of us have fallen into this trap of pretending to be somebody we're not. Yeah, and, and I think it's uncomfortable sometimes for people to do their own soul searching. And like, it's actually not even like most people know who they are. They just, they're just uncomfortable. They think that they should be somebody that they're not. And they think they shouldn't be that guru on the stage, or they think they should be fill in the blank. And they go, they go through life. I was there, right? I'm recovering, shooting all over themselves. Yeah. And when you bring people into your organization automatically, you should all over them. Now. The values that you possess, okay, regardless of what they are, this is not a judgment call, right? This, like, they will spill, and you can expect them to spill in, you want them to spill into your business organization. So it just makes a lot of sense to be really honest. So like, here's how it plays out in real estate, okay. Somebody somebody's value, let's say, is crazy work ethic. Right? Like, which, again, this is not a judgment call and values, okay? But like, there's plenty of people in life that are walking around with their value without being transformed or working with a professional like, you're like you right, like, of looking at it, like their value is like, workaholic 24/7 being on call, okay. And, like, if you want to the way I look at it if you want to, if I want to know somebody's values, I don't have to talk to them, all I have to do is just observe them. Right? That makes it simple. So if somebody so this is where I see all the time, Umar in real estate, somebody's work values clearly like work, work, work, work. And then they advertise an opportunity or a position for administrative six, then assistant with a term work life balance. Yep. I'm like, Are you nuts? Like, and? And they will, they will interview people that clearly cannot keep up with them. Right? Who are who are they setting up for failure is three entities themselves, their organization and that human being?

Umar Hameed 14:16
Absolutely. So knowing yourself is critical. So one of the areas that are challenging for realtors is doing the activities they need to do. So as a team, we say, okay, these are the activities we need to do. And then some people don't do them, then the team leader has to figure out how to handle that situation. So walk me through that because nobody wants to be the bad guy. And you're not being the bad guy. So you've got like this mindset, that's not right. So take it away. Vlad

Vlad Kats 14:43
Oh, my God, this is it. This happens all the time, right? Because people get hung up on activities and performing the activities are not performing their activities. See, in my experience, people jump into action when there's a clear line between action and them getting what they want. Okay, let me be clear and them getting what they need. So yeah, team. So team leaders are leaders of teams, right? Like people in leadership positions, because they don't get the first thing that I mentioned is that number one reason people join your organization is to reach their financial goals. As a leader, we must know what our people's financial goals are. Because any action that they take or don't take is going to be in line with a goal, not a wish, or a dream. So how does this play out? Somebody comes, you know, a new agent comes on the team. And, and, you know, a lot of team leaders talk about standard, we have a standard of 20 contacts a week or 20 contacts day or five contacts per day, whatever it is, right? They actually don't mean it's a standard, because if it's a standard, somebody who doesn't reach it, they should be removed. It's kind of like a guideline or like, a wish, but that's a sign that you don't I hope, I'm not being too cynical here. But if somebody comes on and says, like, okay, we're, you know, everybody does five contacts per day, and then an agent doesn't do it. Okay? Well, the reason agent doesn't talk to five people per day about real estate, which is a very simple to your point, which I love, very simple action, because this business is very simple. The reason they don't do it, nine times out of 10 is because two things, one is they were never trained properly on how to do it. And what that actually means. Second, is it's they don't see a direct link about how they those five contacts per day, get to them, making 80 grand a year that they need in order for Johnny and Lucy to go to private school. And for that, and for their spouse not to have to work or whatever it is that their goals actually mean, not what they are.

Umar Hameed 17:09
So let me challenge you there. Because there's a lot of realtors that see that direct connection, more connections I make, the more money I make, there's, there's math behind it, but because they're not trained, or because they have fear of rejection or whatever, they don't do that. And that becomes comes back to the team leader to help diagnose and either help fix or find a resource to help fix it, or ask them to leave. But those conversations don't happen often enough. Because the leader it from my point of view has a responsibility. If I got you to join my team, it's I'm taking a bit of responsibility for you as well to guide you in the right direction to get the goals that you want to achieve despite yourself. So frame it look at it from the despite yourself phraseology like is that a true statement? And how do you navigate that?

Vlad Kats 17:57
I would change it. So everything you said is on point A, I will change it a little bit the responsibility to a lot of responsibility. Again, people join your organization to reach their financial goals in the sales organization. That is almost always true. I hate to talk. I hate to talk in absolutes. Okay, just given some of my beliefs, but it's almost always true. Okay. And as a leader of the person, if you're playing the game that I'm playing in life that I know you're playing in life is that my job is to make sure you win, or at the very least my job is to help you win, then you are taking a lot of responsibility. See, when somebody failed on my team, I failed, right? It wasn't Oh, Susie didn't know what she was doing is like, Oh, hold on a second, I failed and showing her the way. Okay, so to bring back to what we were talking about, is the leader or even the manager, by the way, the term management is giving evilized in real estate space. Really, that has been my experience. If other people don't have experience, it's totally on me. But there's been so much talk about leadership that people forget about management. The management is a huge component of leadership. In fact, when somebody starts in your organization and don't know what they're doing, forget leadership. What they need is a lot of training and management. Yes, they need to be shown what to do. They need to be told where to go. It's kind of like you know, when I had a personal trainer for getting my my physical shape into shape. The last thing I wanted is to come in at 7:30 in the morning, and have Johnny real name. Okay, have Johnny, tell me asked me. What do you think we should do today? Do you know how fast I would stop paying the guy? Okay, but I share with him my goals like I wanted to like I remember those conversations like that. Chronic back problems for back from my rugby days. Like I, you know, I wanted to be able to play with my kids and pick them up no matter what my age was and their age. And Johnny's like, Okay, we're gonna work on Reum core. And then I came in and he told me every day what I needed to do for those 30 minutes, there was no question and answer type of stuff, there's just do this, this and that. Okay, now getting back to real estate. So like the first I would say, six months, somebody being on your team, he better be more management and training, then leadership.

Umar Hameed 20:36
makes perfect.

Vlad Kats 20:38
Now, when I see if somebody starts working with me, or you know, a great team leader, like Michael shift that I know, you know, brought up, you know, like, jokingly, well, we're talking about it, but it's actually a really good example, see somebody like Mike, who's been in real estate for 20 years, he already knows what the person needs. And it's very easy to like, it's everybody has a fear of rejection, I have a fear of rejections, I just have the tools to overcome it, because I've been doing this for much longer, right. So when somebody comes in, that person better be trained by a professional, like, let's just say you with NLP, or like an LPC and prac, and all of that, that helps people overcome the fear of rejection, not because they asked for it, but they don't know what to ask for, when they're just getting started. So it's, it's, it's on the leader of the team, my opinion, to, to foresee the challenges that the person is going through half. And then and then supply them with tools of people's coaches, trainers, whatever you need to overcome them before they become real challenges. Like if somebody comes in right now Almighty, I don't have a team, but if I started restarted my team, like, like I would, first thing I would deal with is everything that's gonna get in their way of being successful.

Umar Hameed 21:59
Absolutely. And kind of going back to your conversation around leadership and management. So in my ideal world, this is how it kind of relays is a leader is someone who builds so much trust with the people that they are leading, that the people will go on a journey with them. And they'll leverage their trust, because they don't have enough on themselves to go on that journey. And part of the leaders responsibility is to create really strong processes that people can trust in the leader in the processes and each other. And those processes is where the management part comes in to develop the processes. And the leadership comes back in again, to get people to be self accountable, to follow those processes without somebody having to babysit them. And I think that's why management has gotten such a bad rap is, oh, we want them to be magical, that we don't need these processes. No, you need a process that you can you need a good process. And through actually doing the process is where you figure out what the kinks are, you improve the process. And then you kind of embed that in your bones. This is how you get a high performance team is that process is internalized. And when you've got a bad team is when you don't train them properly, the process changes and you change your goals because you know what you're doing. And then there's not trust in the processes of the leader. And then you have like a mess.

Vlad Kats 23:20
It very, very well said it again, that happens all the time. I think all in the context of this leadership conversation. See, the only thing I add to that is I look like lead. Most people look at leadership and management as a concept. To me, it's all skill. See its leadership skills, its management skills, its training skills. By the way next to skills you can put processes to your point. Love that. Right? So there are so many folks. And this goes beyond real estate. That I would say that's how organizations fail is when it's all based on leadership skills. Now, don't get me wrong, leadership skills are very important. There's only so far you can go. But that's where, you know, some some folks spend so much time and vision casting and inspiration they try to become Tony Robbins, right. And they forget the management skills and the management processes in the training skills in a training process that all work together is as a leader, you got to have all three or have access to all three. Like look, I know for a fact my management skills and management processes were weak. So what did I do is I brought people that naturally had higher level or more training and management skills and management processes. Right. When it comes to training, mindset training. That's the last thing I would want to get into. That's why we have professionals like yourself, right? Like I don't have to Become an expert in, but I know where to go. And when people are leaders in any organization, especially in real estate, when they focus too much on that soft kind of stuff. And they forget that the rubber meets the road on the hard stuff. Absolutely,

Umar Hameed 25:17
I think it's the mindset piece allows people to execute on the process with more enthusiasm and certainty. But you could have the most motivated people in the world, if they don't know, the right process. They're not going to get anywhere.

Vlad Kats 25:32
They won't, then you're you're constantly in business, not in, in helping people achieve stuff or in helping people take action, which is how we got to this right, but rather, in inspiring and motivating. Now, it's important, it's all a part of that, right. But as a real estate leader, you're in business of serving your buyers and sellers and investors. And you want to align yourself like the people on the team have done the standard that's the case. And so when that when an agent doesn't take action, the leader first place they look at should in my opinion, is looking in the mirror is where did I fail in helping them in the step would me get in the way I loved talking to people still do in terms of like, okay, so you want so not only do you want this, by the way people confuse this is one thing I learned on this journey is people confuse goals with hopes and dreams. Right?

Umar Hameed 26:35
So tell me how do they confuse those?

Vlad Kats 26:37
Well, so let's say let's pick up Nancy, you know, what's your goal for 2022? Oh, I want to make 100,000. Oh, okay. And how much did you make last year? 32. Okay, great. Okay, understand. So right there, I'm starting to inspect their goals. Right. Okay. And you know, Nancy, tell me, tell me what, you know what will happen when you make 100 grand, blah, blah, blah, blah, blah. Okay. That's great. So I can see that that's important to you. And let me ask you this, Nancy. If, if you made 90 This year instead of 100? Would you be happy? Oh, yeah. 32? What if you made anything? Yeah, yeah, that'd be amazing. I just made them. Me, too. Let me ask you this. What if you made 53? Well, that's almost double of last year. IPRA. Okay, so let me ask you this. What if you made 40? Well, let me ask you this. At which point, would you be looking for a full time job? Oh, if I made anything less than last year. So like, right there in this like 30sec 60sec conversation, I inspect the inspect the goals to figure out like, what the actual what is the person? How much is the person actually willing to take action, because action between making 32. And action between making 100 is very different. And absolutely not surprise where people are like, man, they told me I talked to team leaders like I you know, I just talked to my colleagues in in, in the Midwest, you know, a very large team. And it's kind of like, man, like, they're just not doing it. And then like, what are their goals? Will they will they tell me they will they want to make 100? And I'm like, Hey, how much did they make? Well, they sold three houses in the first quarter. I'm like, Okay, tell me about their income. While they're on pension there, you know, I'm like, No, their goal is not 100 grand. There's 100 grand, you're expecting them to take actions in line with 100 grand goal, they have a 30k goal. And they're taking, they're there. They're on track.

Umar Hameed 28:51
So let me tell you why I love that. So we go back to intent. Again, like your intent is not to humiliate the person, your intent is to get an epiphany themselves. Because this whole exercise isn't about you getting the right person hired, because you have a sense of that. My hypothesis is your intention is for them to realize, wait a minute, no, this is not something I will kill for it. Again, this is more like a wish, which is a huge gift to people. And sometimes when people realize it's a wish, then all of a sudden, they have to go back and rethink and go, no, no, I think I really want to do this, what would I need to do? And most people are gonna go, you're right, I should stay in my job and not do this. But that's also part of leadership is Leadership isn't telling people. It's oftentimes getting them to get their own epiphany. And if they can get their own epiphany, it becomes real and they take action on it versus Yes, you said that I'm gonna go for it. thoughts, comments?

Vlad Kats 29:42
Okay. Amen. And as a leader, as a leader of a team, I get to discriminate based on I know it's a strong word, but I get to discriminate or on who is next to me. Right? see so many people let in people into their tribe into their, into their team into whatever you call it, right? And they don't, they, they don't have clarity on why those people are with them. And so they cannot have clarity on how to get people get to where they're going. And then they throw their hands up and people leave in disgust. Okay, so, you know, we cannot discriminate on sex or creed on on like, you know, color like, all right, but we can discriminate on goals and see if if I am building an organization that's going to help 1000 clients in a year, I want people in next to me that have goals that are in line with that. Right. And if somebody wants to be part time, and just make some extra money selling houses, that's great. They're like I can, like, there's no judgment on it. But that's just not the place. This is not the place for that there's right and I may say, like, look, that's amazing, I think your grand kids or think your kids are gonna benefit, like, you know, three grand a month is gonna be amazing for this. This is just not the environment for that. But let me recommend you go here, let me recommend you go there, people are so grateful when you tell them what you can or cannot help them with. And by the way, that goes back to you know, one of the questions that you asked earlier is like, the answer was this. You know, oftentimes team leaders or leaders of teams lie to themselves when it comes to values, they also lie to themselves and in turn to other people on what it is that they want. And what they do, before they know it they have they have something that they don't want. Well, no kidding, because you weren't clear on what you want it.

Umar Hameed 32:09
Absolutely. So Vlad before we part company, what is a mind hack that you would recommend that would help people be more efficient, be happier, be more successful? What's one simple technique that you use? That's really effective?

Vlad Kats 32:23
Talk it out with someone? So oftentimes, especially top producers, talk to themselves and run out Yes, yes, by themselves. Okay, and then, you know, first I think that's kind of weird.

Umar Hameed 32:40
You know, what's genius about that, and stupid about that the same time that you can have a performer like that can talk to themselves, and come up with a dumb decision. But they can talk with a colleague, and they'll call they will not say a word, because they sing the same things out loud, all of a sudden, they get their own epiphany. It's like, and they know the answer. So I'm not sure how that works, because he said the same things, one internally, one with another human present, and we get insights externally as opposed to internally any idea why that works.

Vlad Kats 33:10
You know, Umar I? I don't, I don't, but I do know that one of the if, if it led me that. I am just formulating an opinion on this, because I have not asked myself that question. Yet. It's like it. And by the way, this is an example of that, right? Like what I just mentioned, is, is the way I would edit what I said is talk to a person that you know, is going to be a sounding board is going to be a sounding board and not a parent.

Umar Hameed 33:46
Absolutely 100%. And here's why I think it works is that we have a set of rules that we run our lives through, most of them are unconscious. And one of the rules is when you're talking out loud to someone else. another human being is that you're looking at it from a different lens. When it's internal, you got a different lens and everything sounds rosy and wonderful. And when you go the other one, it's not that you're smarter, you're just using a different set of rules unconsciously come out, and you go, Oh, I used to do tech support for Hewlett Packard. And sometimes I was a genius and this is what I did. The person called in I said hello. And they as they're telling the problem, they would go Oh, and solve it themselves. And they thought I was genius. I didn't do anything other than say hello so thank you for sharing that I think that's overlooked and really powerful. So on the project Vlad what makes you happy?

Vlad Kats 34:35
Oh my god, that was such an awesome like, you know, start it the first thing they came up to me and I'm gonna have a listen. But the first thing is wrestling with my six year old. I love it. It like when I've been blessed with three girls. I joke that you know, God has a sense of humor. Luckily, so do i but it's like my six year old. She loves roughhousing and like Sometimes she, like I just like the laughter and giggling and when I tickle her just puts an automatic smile on my face. It just brings a totally different energy.

Umar Hameed 35:12
Thank you so much for sharing that, Vlad. Here's why it's a joy having you on the show is this always strategic thinking? Simple, actionable advice that people can listen to and start using right away? Thank you so much.

Vlad Kats 35:27
It look thank you for allowing me to make a contribution to your listeners. I know Look, you're you're way past 200 episodes. It's like the difference that you've been making with with sales professionals and real estate professionals have been nothing short of amazing obviously, I know some of the people that you work with and made a difference. So it's, it's an honor and thank you.

Umar Hameed 35:47
We'll see you on Episode three together

Umar Hameed 35:49
if you enjoyed this episode, please go to iTunes and leave a five star rating. And if you're looking for more tools, go to my website at nolimitsselling.com I've got a free mind training course there that's going to teach you some insights from the world of neuro linguistic programming, and that is the fastest way to get better results.


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