The Dream Team Approach: How Two Partners Built a Thriving Real Estate Empire in the Carolinas

In the fast-paced world of real estate, successful teams often flourish through partnerships grounded in trust, shared goals, and the willingness to learn. This week on *The OT Only Teams* podcast, we dove into the remarkable journey of Fayaz Dossaji and Mike Morrell, the duo behind Dream Team United—a real estate powerhouse covering the Carolinas. Through their dedication to collaboration, learning, and strategic growth, Fayaz and Mike have created a thriving business model that inspires agents across the industry.

From Solo Success to Dream Team United

Fayaz and Mike’s story began at a career night event, where they quickly discovered a shared background in military intelligence and similar goals in real estate. Although they each had small teams, it wasn’t until they merged that their full potential took shape. Building a partnership of this scale required time and trust; they spent months working in the same office, ensuring their philosophies and systems aligned.

“We tried to do as much due diligence as we possibly could before taking that leap,” Mike explained. This patience paid off, allowing them to blend their unique strengths—Fayaz’s knack for organization and Mike’s strategic mindset—into a cohesive team that drew from the best of both worlds.

Scaling with Systems, Technology, and Relationships

At the heart of Dream Team United’s success is their commitment to scalable systems and technology. Fayaz and Mike leverage platforms like Brevity’s AI-powered CRM to streamline operations and drive lead management. These tools aren’t just for efficiency; they’re part of a broader strategy to nurture client relationships and keep their business growth sustainable.

One of their most impactful strategies? Agent referrals, which generated 30% of their impressive 338 deals last year. Fayaz shared his approach to relationship-building: “My job every day is to get one lead that I can then send to one of my agents, and I mostly do that through agent referrals. That’s kind of like my baby.”

Building a Culture of Accountability and Support

Dream Team United isn’t just focused on numbers; they’re equally dedicated to fostering a supportive culture. Fayaz and Mike lead by example, actively participating in challenges alongside their agents—like hosting 50 open houses in 60 days. Accountability is built into their structure through weekly one-on-one check-ins, regular feedback sessions, and a focus on transparent communication.

This commitment to team culture is mirrored in their financial discipline. Fayaz shared how they keep a close eye on expenses to maintain a lean operation. “We’ve been very focused on the P&L, scouring every line item. In the last year alone, we’ve saved tens of thousands of dollars just by being mindful of our spending,” he explained.

The Power of Partnership with Place

In their journey to scale, Fayaz and Mike partnered with Place—a move that brought added resources and support for Dream Team United. Through Place, they’ve consolidated lead generation, payroll, and other business operations, freeing them up to focus on growth. This partnership provides high-level support that aligns perfectly with their scaling goals.

Fayaz and Mike’s recruiting strategy is another standout element of their business model. With a focus on attracting top-level talent and providing ample growth opportunities, they’re committed to creating an environment where agents can build long-term careers.

Vision for the Future: Empowering Agents and Expanding Market Share

Looking ahead, Dream Team United is poised for continued growth in the Carolinas. Fayaz and Mike’s vision goes beyond increasing market share; they aim to build a space where top talent can thrive, with no limits on their potential. “Can you keep top-level talent?” Fayaz posed. “If you aren’t able to give them opportunities where there’s no ceiling, they’ll eventually leave.”

This forward-thinking approach serves as a blueprint for any team looking to succeed in the evolving real estate landscape. By embracing collaboration, leveraging technology, and prioritizing culture, Fayaz and Mike have built a model that’s as inspiring as it is effective.

Whether you’re a seasoned team leader or just starting out, the Dream Team United story offers invaluable lessons in building a real estate empire that stands the test of time. For more insights and to connect with top-performing agents, tune in to *The OT Only Teams* podcast—and discover how you, too, can transform your real estate journey.

Transcription

00:00

Welcome to the OT only teams in real estate.

Faiyaz Dossaji  00:15

My job every day is to get one lead that I can then send to one of my agents that’s convertible, and I mostly do that through agent referral that’s kind of like my baby. And so every day, that’s what I try to do. And last year, we closed 30% of our 338 deals from agent referrals, which is over 100 units came from that alone. We’re owners of the team. Our job is to get people to be successful as quickly as possible. We’ve attracted, and a lot of the teams on this call, you have probably attracted top level talent. Can you keep top level talent? And if you don’t, if you aren’t able to scale or give them an opportunity where there is no ceiling they will eventually leave, because talent always looks for opportunities.

01:10

Here’s your host, Daren Phillipy,

Daren Phillipy  01:15

Hey everybody, welcome this week’s ot only team for real estate agents. And my name is Daren Phillipy, I’m your host, and we got an awesome guest this week. I love having teams that are partnerships on the OT because I think that dynamic of of having two equal partners leading a team and who’s in charge of what, and how does that work, and how do you pick the person, and all of that kind of stuff. Well, you got, you guys gonna love this, because we’ve got Faez and Mike. I’m not even gonna try to say fire as his last name, but we got Faez and Mike on Dream Team united. They’re based in South Carolina, and they have got, well, they kind of do South Carolina and North Carolina. They run a massive team, an expansion team, where it’s in multiple I think there are four different areas, and you get to learn a little bit about their team. But what’s really cool is they’re also in a partnership with place. Now, place is a platform that teams are all about scaling. So if you’re, if you’re not wanting to, like, carry the heavy burden of some of that support staff and systems, place is an amazing organization that you can use to, I guess, leverage a lot of the resources when it comes to running a team. So you’re going to hear them talk about how they work with place, how they scale. They’re going to talk a lot about where they get their leads. And I just love having these guys, because super cool. I love the dynamic. They’re definitely two different talents, and they definitely have two different roles. So if you’re curious on how that works, you’re going to want to watch this episode now. Now pay attention guys. I want you guys in the room. A lot of you guys aren’t coming to the room. We’ve got lots of people listening and watching, but you’re not in the Zoom Room. We’re now doing it at 1212, noon, Pacific Standard Time every Tuesday. So if you’re wanting to get into the room and ask questions to like the Dream Team united, all you need to do is go to only for teams.com and click on one of the join the Zoom Room buttons, and you’re able to jump into the room. But it has to be Tuesday at noon Pacific, and so if you’re on the East Coast, it’s three o’clock, jump in the room. You’re able to participate. The first half is, as you guys know, we we interview the the team. In the second half, you’re able to ask questions. So I want you in the room now. I’m done talking. These guys are great. You’re going to love it, and I will see you guys at the end of the OT. Welcome to OT guys. Super stoked to have you guys. And thanks for tuning in. And I had to chase these guys down for a while. They’ve been on my radar because it’s really cool to run into a partnership. We’ve got Fayaz desagi and Mike Morell of the Dream Team United based out of the Carolinas. Thanks so much for being on here and hanging out with us for a little bit. Super cool dude.

Mike Morrell  04:19

Our pleasure.

Daren Phillipy  04:20

Could you tell us just a little background? Guys, they’re, they’re, they’re based out of Fort Mills South Carolina, and that when you’re in that area, it’s kind of on the border of North Carolina and South Carolina. So you’re basically talking to a team that covers the majority of two states. And so they’ll be your kind of go to team. Last 12 months, they’ve done 338 transactions and 131 million in volume. They’re expanded into a handful of markets. I’ll have them talk a little bit about that. So if you guys can tell us, I love that, you guys are partnership, tell us a little bit about your the background of how you guys came together. Other and a little bit about your team. Yeah. So

Mike Morrell  05:03

I got started in 2014 Fayaz got started in 2015 and we actually met at a career night. He came to the career night I was, I was on the ALC, on the growth committee at that time. So we met and learned that he had come from. He was a government contractor in intelligence, in the military for the military, and I was in the Marines in Intel. So we kind of spoke the same language and got to know each other pretty well as Faus was learning the business and getting into the business before general construction, I had been in New Home Sales for about nine years, so, so I had a little bit more house experience. And then, you know, over the years, we each built a small team. I had an admin. Fayez had an admin. At some point, I believe it was family reunion in 2017 Gary was talking about how shift was coming and how we needed to gird our loins and prepare for the for the coming doom. And we were rooming together a family reunion, and we’re just talking about it and talking about our businesses. And we learned that they had both come from entirely different places. Fayez heart was really in investing, so he had built an investment conglomerate, and that was the heart of where his business was coming from for a while, whereas mine had come from New Home Sales, and I also had a whole mess of kids that played soccer and did all those kind of things. So mine was was a little bit more just sphere based and with and also my price point was a little bit higher than his, and we thought that if we came together and things shifted, we would be better prepared to handle that and grow through it.

Daren Phillipy  06:53

Love it. That is so, so cool. What is your guys’s org chart look like?

Faiyaz Dossaji  07:00

So currently, obviously Mike and I are the team leads. We have a director of operations, we have a director of sales, Director of Legion, and then we have right around seven agents at the hub. We have six agents in our expansions. We do have an inside sales department here locally. We have around four or five people here, and then we have a couple of virtual assistants as well. Love

Daren Phillipy  07:26

it. So this is my first thought. You guys both had teams and you had your staffs. I think the first question would be, what does that look like, merging two teams into one, and how are you able to navigate through the who’s who’s actually in charge of what?

Mike Morrell  07:46

Yeah, so the way we did that, first, we tried to get the advice of anybody we knew who had done it. So we went around and shadowed other teams around around the state and and some further than that, and just got a feel for what was working and what wasn’t working. The other thing we did was, long before we actually emerged, we started working together in the same office, so we all just got into the same space for a couple of months, just to see how it worked, to see it make sure that we all got along. You know, we’d been warned often and aggressively, that partnerships don’t work. That not a good idea. That’s a dumb thing to do. And so we tried to do as much due diligence as we possibly could before taking that leap. And then eventually we just did it, and we found that while we definitely had different systems, in general, I’d say that Fayaz was more organized than I was, but we just took the best of what each of us was doing. I was doing lead gen. He didn’t really, he wasn’t really doing, like the online lead gen thing. So we took the best of what each of us were doing, combine them, drop the things that weren’t working well, and it was a shockingly easy transition. Really, I think we’re fortunate that both of us were willing to concede on things that we weren’t passionate about. We’re willing to let the other one take over things that they felt like were strengths. And it went pretty smoothly, almost

Faiyaz Dossaji  09:17

like, you know, when you open a restaurant, you do a soft opening, right? And the kitchen is trying to figure out how the front of the house works and all that. And you do that, and you test it on your friends and family and those that support you. You don’t test it on the consumer. Just yet, we kind of did the same thing. It was a soft opening for a couple months. You know, at that time, we had a very clear delineation of the money and where it would and would not go. And then, you know, Mike had a at that time, a transaction coordinator who was still our Director of Operations, and so she was helping figure out a lot of what was good, what wasn’t, how to merge things. So that was great. We had some highly skilled to do that. And then. My transaction coordinator at the time, kind of became our first buyer’s agent. So we were figuring out slowly, slowly, and it took us a couple of months. I’ve always been from the school that, you know, I’m not, I’m not trying to recreate or just build something brand new when there’s plenty of opportunities and options out there. So I really was like, Hey, we should go shadow. If we want to be $100 million team, let’s go shadow, because at that time, we were probably around 23 million in both of our production. And I was like, okay, so we started shadowing, you know, 7080, 100 million dollar teams, just to kind of see what was out there. Our team lead at the time was helpful in opening some doors, and some of it was just from our own, you know, friendships in the business around the region. So we went in North and South Carolina. And I still very much encourage people, whether you want to do a partnership or whether you just want to build a big business, go shadow another team. And our doors are always open to people coming in and seeing how we run things, because kind of passing it forward as it was done to us. That’s

Daren Phillipy  11:09

so freaking cool, dude. I love that. Did you guys see each other? Yes,

Faiyaz Dossaji  11:14

100% that was one of the big things. It was like we CV to each other just to make sure that we were in alignment, you know, philosophically and kind of like where we wanted to go. We kind of set out a list of negotiables and non negotiables, and if it anything on the list that we didn’t agree to on the non negotiable side, there was no need to move forward.

Daren Phillipy  11:37

I love it. So what did you guys learn going through that process

Faiyaz Dossaji  11:43

real quick. Scott CV is Career Visioning,

Daren Phillipy  11:46

so let me teach you a little lesson. Scott. Scott likes to ask questions when he’s not supposed to.

11:53

Sorry. Daren,

Daren Phillipy  11:56

he’s just, he’s just, does it without and so gotta be

11:59

quick with me. Daren, you gotta block me out. Fast, mute me fast,

Daren Phillipy  12:03

done.

Faiyaz Dossaji  12:06

So what did we learn? You know, I think we learned that we both were interested in building a big business. We just didn’t know necessarily how to go about it. We were very learning based, you know, we wanted to help other people as well. In addition to obviously helping ourselves and our families, there was also probably like, you know, Mike kind of previously mentioned we didn’t know each other’s businesses as well until we kind of started getting together, and then we really learned, like, wow, his business is completely different than mine, and I need to understand that a little bit more. But honestly, he gets deference to that side of things, and I let him just handle it. There’s no point in me trying to jump in his side of the pool when he’s the expert on it and he knows what he’s doing. Like, why waste my energy on that? Right? And I was kind of doing the same. I knew I had built a business based on something that I was really good at for the last two or three years. And we just kind of have this demarcation, you know?

Daren Phillipy  13:12

Well, you I think the key in this situation, if you look at the six personal perspectives, and one of them is about staying learning based, and when you’re going into this type of partnership, you have to be okay, knowing that your idea and your way of doing things may not be the best idea, and so being learning based, I think, has definitely helped you. So

Mike Morrell  13:37

it was also a benefit that neither of us were absolute trailblazers, right? We’re both completely comfortable following the models of people that have done it before us. You know, standing on the shoulders who people have been successful, and because we were both willing to do that, I think that a lot of things weren’t even a question, like, here’s what the model says, here’s what we’re supposed to do. Let’s just do it.

Daren Phillipy  14:00

Love it. Love it. Little, little side note, CV or Career Visioning is, is a training course that is is taught, and it steps you through the process of who is talent, what’s the best fit for that person into into the roles of real estate and a partnership or a team. Structure, there’s the first of three processes. So if you really are interested in building a team, it’s, it’s key that you’ve, you’ve heard across the board from the OTS in the past, you use the CV, the Career Visioning process, to make sure that you are getting into business with the right people that are in the right spot, in the right seat and and it helps you be on the same page. So love it. Let’s, let’s talk a little bit about lead you got. You got agents are in different parts of the country, in different states, different markets. How are you guys feeding those leads? How do you create leads for those areas?

Mike Morrell  14:58

Yes, right now, our business. This. Tell me about these numbers, but 35% agent referral,

Faiyaz Dossaji  15:03

no. Right now we’re right around 20. Last year, we were 30% agent referral. Right now we’re probably around 26 27% pass we’ve got our past clients and our past client referrals is probably 30 to 35% is coming from that 35% on the high end. So we’re doing really well on that, and looking to grow that. We would love that to be in the 40% our isas right now are probably in the 20 something percent, and we have an ISA department who’s in our database, who’s also doing inbound and outbound, but primarily outbound, with circle prospecting, Fizbo is expired, things like that. And Mike really handles a lot of that side of the business. Love it.

Mike Morrell  15:51

So again, from like Google Local Services is working well for us right now. We do some Google AdWords, all the portals that that we get to, that we pay, you know, after a close, we don’t, we don’t do anything where we pay, like a startup fee or a monthly fee, but for the free portals that will give us the lead and take 25 or 30% after it closes, we were signed up for all of those that we’re aware of.

Faiyaz Dossaji  16:13

Yeah, we thought, we’ve been very disciplined in our I mean, if you look at us from 2017 to even now, again, we sold 338 homes. If you look at our PNL, our lead gen spend is not crazy. It’s actually quite small. So we don’t do Zillow flex, we don’t do realtor we never have. We just don’t know how to do that stuff. Could we? Yes, but this has allowed us to scale fairly organically, uh, profitably, and so we continue to do that. And you know, all you have to do is just stack on whether it’s more agents or more isas or whatnot to then generate more leads. I mean, I wake up every day, and Mike knows this, my job every day is to get one lead that I can then send to one of my agents that’s convertible, and I mostly do that through agent referrals. That’s kind of like my baby. And so every day, that’s what I try to do. And last year, we closed 30% of our 338 deals from agent referrals, which is over 100 units came from that alone.

Daren Phillipy  17:21

That is, that’s fantastic. I know we’ve got, I’ve got some questions on what does that look like? And Fayez, it seems like you are the numbers guy. What percentage of your marketing spend for for leads? When it comes to the mrea book, Millionaire Real Estate Agent book, we talks about the budget model. Do you? Are you familiar with what that percentage is?

Mike Morrell  17:43

Yeah, we’re under 2% I think we’re like 1.8 or something. Yes, it’s minimal. That

Daren Phillipy  17:49

is minimal. That’s That’s fantastic. And then let’s, I’m curious about the ISA department. How many people do you have in there? And you said they’re inbound and outbound. What does that look like right

Faiyaz Dossaji  18:02

now? We have four people in our isa department. We’ve got some vet we’ve got some veterans in there. All of them are local. You know? We’ve got everyone ranging from single mom to one of our interns who then transitioned into an ISA who wanted to be in the real estate world, but didn’t want to do the agent side of things. And they’re doing great. You know, on average, each of them is making 12 to 1820 leads that are appointments on a monthly basis, held appointments. Held appointments. Is

Daren Phillipy  18:39

there a standard for that on, on that Isa, as in, they have to hit the standard or, or, well,

Ivy Beller  18:47

well, gotcha,

Daren Phillipy  18:49

where do you find that talent? How are you able to get those, those people in the ISA department?

Faiyaz Dossaji  18:54

A lot of it has been word of mouth. You know, we’ve had some of the isas actually recruit their friends and other stuff. Sometimes we’ve had agents, people who want to be in the real estate world, but again, our market Center has helped with some people who are maybe looking for more of a salary position, rather than a full commission. So we’re the only team that really in our Market Center offers that kind of love, that that level of compensation that is not an agent or not an admin or ops world. So we get a lot of opportunities we control how much we want to grow in that department or not. Because, admittedly, look, that’s an overhead cost. So you have to be careful on the P and L side that you’re extracting enough leads to justify that existence.

19:46

Yeah,

Daren Phillipy  19:48

what are you doing to what advice do you have for agent to agent referrals? It seems like, I mean, that’s, that’s a fantastic number. And what’s advice? You have for those who are wanting to build an agent agent, it’s

Faiyaz Dossaji  20:03

time. It’s a lot of time. I mean, I was working on it before Mike and I even merged. It was funny, like, when we got together, I was, first of all, it’s through relationship building, right? So I’m really, I love, like, networking. I love, like, meeting people. I love kind of like, so I’m always at family reunion. I’m always at Mega camp. I was always at Spring masterminds, fall masterminds. So I am, like, getting in front of people. My relationships are based more in person, not just digitally. You know, we didn’t have, we weren’t really doing zooms before COVID Anyway, right? So that’s just the way it’s been. And it’s funny, when we first merged, I was like, wow, we’ve got economies of scale. Now. We can have more relationships, and we weren’t doing it as much until we were and in the first quarter after our merger, that was our number one source of business, and we’ve seen how that grows, and now we have a whole team that believes in that process and understands, yes, it’s kind of lower hanging fruit, but it is quote, unquote more expensive, right, paying referral fee. But you know, the conversion rates are usually fairly good.

Mike Morrell  21:14

I’d say the other key to the success there is that FAS is just built out systems of incredible communication with everybody that we send a referral to, or they send one to us. So just on the regular, we’re reaching out and saying, how’s it going with this referral that we sent you? Or here’s how it’s going with the referral you sent us. And I think earning the trust of agents has what is why? I think if you go to some of the bigger referral pages, faz will get called out, you know, six times for anything in the Carolinas, just because he’s built those relationships and consistency over time of giving the updates and really taking care of people. Yeah,

Faiyaz Dossaji  21:50

we’ve, we’ve learned from best practices from other people, but like, I want to treat my referral agents like I want to be treated so, you know, we have very consistent updates. We just, everything is auto plan. Everything is very systemized. And it’s funny, in an hour, we’re actually having a call with another group of people completely just about systems behind referrals.

Daren Phillipy  22:18

Dang well. I could see why they’d want to listen to you, dude. But one, one last question. Then we’ll move on to that you’ve got. How many markets are you in? Expansion wise?

Faiyaz Dossaji  22:29

So we have, and then we have four different expansions, if you want me to like Greenville, spartberg in South Carolina, Asheville, which many of you might have heard about. It’s kind of like in the mountains, beautiful little town there. And then Raleigh, Raleigh Durham in Chapel Hill, which is the triangle, and then Winston Salem in Greensboro, which is the triad. So all really great areas, booming areas in the Carolinas. So

Daren Phillipy  22:56

what? What is your process in building leads in those areas away from the hub, exactly

Mike Morrell  23:03

the same as in the hub. So we do all of our lead gen for all of our markets from here. Same isa team. So in addition to the agents doing their own lead gen, we’re calling FSBOs and expireds. We’re getting the incoming Google AdWords. We’re Facebooking all over the place. But we do it the same, regardless of whether they’re here and what or one of the expansions. Very, very, very cool. Well,

Daren Phillipy  23:26

let’s talk a little bit about the listing side of things. What sets you guys apart from all the others for capturing leads or capturing listings, and how do you list use listings to leverage your business?

Faiyaz Dossaji  23:42

Well, I mean, I think, like, our economy of scale against helps, right, for example. I mean Mike, and he can, he can navigate where our lead gen spend is very quickly and easily. He’s very deep into, like, the data of like, Hey, we’re right now our spend is focused on the buy side. Let’s caveat that, or let’s, let’s pivot that to the listing side of things. I love the fact that we’re able to capture stuff very quickly, whether it’s Hey, valuation leads and things like that. We all do that through brevity. That’s our CRM and that’s our capture model. And then our conversions are very strong because we’ve got people manning the phones consistently. And so whether they’re doing the LP mama or whether they’re doing the 10 days of pain, you know, all that so consistent follow up with some of these leads that our conversion is higher, and then for our agents, I mean, the job is for them to just have it on a silver platter, go get a listing agreement signed, and then come back and we’re listing it. What is

Mike Morrell  24:51

that? Yeah, alto, Mama, location, price, mortgage, yes. Motivation two ways. Yeah, there you go. Our isas are great. What

Daren Phillipy  25:08

I’ve never heard of before. So I like, No, I haven’t. But, you know, I’m a genius. So okay, um, I

Mike Morrell  25:13

was gonna say one of the other advantages that we have in the listing side that I hadn’t even told Fayaz about yet was that, through rivi. A couple months ago, they rolled out AI. So we’ve got Gabby this AI, and the way it works is she has communications, you know, with whatever clients we turn her onto. And she’s amazing. She’s brilliant, like, like, does a way better job of it than I do candidly. And yesterday, we got a text saying, hey, this person’s ready to sell their home. Please reach out to from Gabby, call them up and have a missing appointment tomorrow. Nothing. You’re

25:51

talking about brevity and how they use. Ola,

Daren Phillipy  25:53

I just I muted the wrong person. Fayaz, I’m sorry, could you? Can you unmute I got all excited. I was muting like crazy. I got you

Mike Morrell  26:07

Okay? Ah, sorry, dude, alright. LP, Mama, location, price, motivation, agent, mortgage, appointment and source. So that’s all. Everybody has an eight and a half by 11 sheet directly in front of their desk, so they don’t have to remember that. But those are all the things that we want to know before they set an appointment for our agents, so that they can go in there prepared to understand exactly what the client’s needs are. Love it.

Daren Phillipy  26:36

We will. We will thank Scott for that. We’ll forgive him of asking questions and the wrong section. And thank you, Scott, you’re great. Let’s move into the leverage portion of it. You guys run a large team for other markets, above and beyond where you’re at. So what is it like? Or how do you feed teams away from your hub. What

Faiyaz Dossaji  27:02

was the last part of that question? How do

Daren Phillipy  27:03

you how do you lead team, the part of your team, away from your hub?

Faiyaz Dossaji  27:08

Yeah, that’s that’s a hard one. I mean, one of the things that when we were trying to build an expansion that we’re always told is like, further distance gets, the more the culture dissipates. And one of the things that we were really known for is that people came to us because not only was was it about making money and giving a life for their families, but it was a very culture driven team. And so the further you get away, it kind of dissolves a little bit, right? So you have to be really hands on, like I would like to say, and think that we are owners, and our leadership staff are very like hands on with our people. We’re not one of these expansion models where, hey, we just put a body in a seat somewhere else. Yes, here’s leads. Go convert. We’re very training focused. We’re like our people still come to the hub to do things, and we will also go to their location. So we want them to feel as if they are part, just as much of part of the hub as those here, you know, do, so that’s very important to us. I mean, we’re very hands on with all of our people.

Mike Morrell  28:11

So this week, I’ll be in Spartanburg on Thursday, and I’ll be walking a lot in Chapel Hill on Friday, with an agent who’s not familiar with land. So we’re just, we’re just there.

Daren Phillipy  28:22

And so then you guys are they’re shadowing you. Or, what is that?

Mike Morrell  28:26

No, so, so the one I’m doing on Friday, we’re just gonna go do it together. So I mean, it’s her client. I’m just gonna come along and point out anything that I see, just trying to educate her on some of the land stuff that she may not be familiar with.

Daren Phillipy  28:39

Love it. What, systems you have in place for accountability, making sure that people are hitting their numbers and getting what they

Faiyaz Dossaji  28:47

want? Yeah, our director of sales is, in many ways, charge of that. We have an onboarding program through brevity. It’s a 3060 90 program that we have. You know, it’s pretty intense. You know? The point is that if you’re making it through that 3060, 90 onboarding, then you’re going to come out successful as an agent. But even through that 90 days program, you should have business already coming through. And so there’s a reason why it is structured the way it is, because it’s proven to be successful. And our job, I mean, we’re owners of the team. Our job is to get people to be successful as quickly as possible. You know, we make promises, and not everything is turned out successful, but in general, what we like to think is that our affiliation with place, our affiliation with brevity and many of these great, top notch companies, is going to result in more successful, better trained agents.

Daren Phillipy  29:43

How do you go ahead, Mike,

Mike Morrell  29:44

I was gonna say and so your question was about how we hold them accountable, or how we keep track of the lead gen? I’d say that that’s probably one of our biggest weaknesses through the first three, four years of our business, is that we weren’t inspecting. Your Expectations enough we were talking to what we’d like them to do, but we probably weren’t watching that as closely as we should have been. So what’s changed now is we have brevity as a CRM, and we’re requiring everybody to take all notes in the CRM, to make their phone calls through the CRM, to send their text through the CRM, so now we can put our eyes on everything that’s happening and know exactly what’s going on, and it’s, you know, that’s been a little bit painful to try and teach that new habit, but I think that it’s going to absolutely change our business for the better.

Daren Phillipy  30:30

So you guys have been with place for how long

Faiyaz Dossaji  30:34

march was? Exactly a year. Okay, the

Daren Phillipy  30:37

great part about place is it’s a massive value for your leverage. How do you use place in your leverage, portion of your business? Well, they’ve

Mike Morrell  30:49

taken over things like our payroll, like they pay all of our bills. They’ve allowed us to consolidate we were doing. We’re using Vulcan seven for leads over here, and Mojo for a dial or over here. And we’re getting our we’re doing our lead gen through this company over here, and it allowed us to consolidate all of that so that everything is happening on one place. We can go to one site and see all of our financials and see all of our lead gen and everything. So that’s been the biggest time saver, I think, for us now that we’re place,

Faiyaz Dossaji  31:22

I also think like from a stress standpoint, you know, people are always coming to the team lead for the answers, and sometimes we don’t have the answers. And so I love the fact that our director of operations has this whole operations community that’s very high level that she can now tap into our director of sales. I mean, she’s on a weekly call with Brian gubernick and a bunch of other director of sales at a very high level for myself and Mike. I mean, if I need a text message Ben Kenny or Chris Juarez, because I just don’t have the answers that’s at our fingertips. In fact, we were doing that this morning, you know. So, I mean, I love the fact that, you know, we don’t have to have the answers all the time. And in this very stress laden environment that we’re in, when the market is actively shifting every couple months in different directions, you know, I we have a crutch that we can lean on to be able to say, okay, cool, we don’t have the answers right now, let’s, let’s turn back and see what we can do. I also love the fact that our people have a lot more opportunities for growth. You know, that was one of the big reasons.

Mike Morrell  32:30

You know, we were doing that. We had probably spent the year before we joined evaluating how to do a mortgage, JV, how to do an insurance JV, how to do a title. JV, and now, you know, we’ve had a mortgage company running for three months now is profitable in the second month we were up and going, and we didn’t really have to do anything except say, go and find the agent who’s now sitting in our office. But just everything is just easier. Scale. Scale helps. Wow,

Daren Phillipy  33:00

will you we expand on scale helps, I think that, and then we’ll put the bow on leverage. I think that’s super wise way thing to say, yeah.

Faiyaz Dossaji  33:10

I mean, I that’s one of my words that I always anything, even when we were just starting out, just the four of us, right? Any, anything that we were implementing into the team, systems, processes, lead, Gen, spend, whatever it was I always question. I’m like, okay, cool, that works for us now. You know, as a $23 million team, does that work for us? As a $50 million team, chances are probably not. Okay, cool. Let’s, let’s contingency plan already in advance of like, how we can shift. And so whenever someone brings an idea to us in any department or any agent, I always say, okay, cool. I love your idea. And how can we scale it bigger for us? You know? I mean with plates? I mean, that is a massive, scalable kind of operation that we are now a part of. So whether it’s in our team or whether it’s within place, I love the fact that growth is there is never a ceiling for Lyle

Daren Phillipy  34:10

Gary is always talking about scaling your business and and that’s always how you think big and building a business that, if you’re wanting to like you said, eventually, what does that look like to grow $100 million business, you have to think it, and you have to have systems that can handle that well. Now you’re you’re already there, and place was your answer for being able to scale.

Faiyaz Dossaji  34:31

I also think, like, you know, we’ve always said we’ve attracted, and a lot of the teams on this call, you have probably attracted top level talent? Can you keep top level talent? And if you don’t, if you aren’t able to scale or give them an opportunity where there is no ceiling, they will eventually leave, because talent always looks for opportunities. We’ve been lucky that we’ve we’ve kept we’ve got a lot of our veterans who’ve been with us since the beginning. Have we. Lost talent. Absolutely, I don’t want you to think that we haven’t right, but in general, they know that they have a home here with two team leaders who are always thinking bigger and wanting to give them an opportunity to

Daren Phillipy  35:13

grow love it. What mistake have you guys made that learned from that you could share with us? I’d say the

Mike Morrell  35:20

biggest, one of the biggest mistakes that we’ve made was as we were going through COVID and trying to figure out how to sell real estate during that time, shortly after that, things just got nutty, like everybody was too busy. Everybody had way too many clients. Money was free, and they were just stressed beyond belief. And our job at that time seemed to be like, just, how do we get these people some rest? How do we, you know, how do we, how do we keep them, keep them sane as they’re trying to do this? And our answer at that time was to bring on more people. Was just to hire and the result of that was we ended up with a kind of bloated admin team, and we’re still kind of dealing with the repercussions of that right now, because then when things shift and you’re trying to look at profitability and trying to get your margins where they need to be, but you have a payroll that’s, you know, a little unwieldy. That was one mistake that we made. Yeah,

Faiyaz Dossaji  36:20

I love that one, one mistake that we didn’t make, which I’m really glad, was that we kept our payment, our comp structure, with our agents, very much in line with mrea. And that was, again, what Mike was talking about. We didn’t know any better. We were like, Okay, two dummies follow the model, and we haven’t really had to take back people’s money as a result of that. So when we talk about scalability, there’s a comp structure that is super scalable from a $23 million team to $130 million team, and we really haven’t had to waiver much from that, and we still have profitability. Now, what Mike pointed out, we got out of whack with the spend on that bop side of things, and that kind of tilted us a little bit differently, but the agent side of things was still pretty, pretty good.

Ivy Beller  37:09

Oh, good.

Daren Phillipy  37:10

So good. What do you what do you guys feel like you need to learn over the next 12 months in leading your team?

Faiyaz Dossaji  37:18

You know, I think one of our biggest challenges is always like making sure that we’re loving on our people, like we’re still sometimes we’re he and I are like, you’re never going to need to motivate us to go do what we got to do. However, it’s important to understand that not everyone on our team is wired like us, and that we need to still provide them attention, provide them love, provide them all the things that they need the hands on. I mean, I just Okay, so here’s an example. So place has given us a challenge of doing like, anyone can sign up 50 open houses in starting July 1, all the way to end of August. And one of our top agents, who’s a single mom of two, just signed up for it. And she was like, I don’t know how I’m going to do this. And I’m like, You know what? I’m going to sign up with you. And I’m like, and we’re going to figure it out together, because I want you to feel like you have someone beside you, instead of being the lonely person out there trying to do this yourself. And I’m like, I respect her for signing up. And I’m like, Screw it, man, let’s go. Like, that’s how we as leaders have to step up and really show that we’re willing to get into trenches just like you are.

Daren Phillipy  38:26

Dude, I love that, man, that’s so cool. What do you want to share with your peers to do business like you? What? What? What? Advice? Or,

Ivy Beller  38:37

sure.

Faiyaz Dossaji  38:42

Um, uh, we’ve been very focused on the P, L, like we’ve been, you guys need to scour line item, line, item line. I mean, we’ve saved, I mean, just in, just in the last year alone, I don’t know how many 10s of 1000s of dollars we have saved just from doing that. Some of it was market force. Some of it was with our partnership with place, that that was good. These are all good things. I think you need to make sure that the tenor of your people, you know, there’s a lot of our people are stressed, you know, just kind of making sure that you’re loving on them and and sometimes taking a break is okay. We’ve done some of these things. Like the other day, we had a half advance, and we did it at Mike’s house, and he has a beautiful pool and all that. And it was just like, kind of checking out for like, half

Mike Morrell  39:30

a day. We played, um, we played bubble soccer. You know, bubble soccer is where you get inside the big ball. Oh, yeah. So, so this, I think, is key is one point they played this game where Fayaz stood middle in his bubble, and seven people got around him and their bubbles, and the guy in charge would say, like one in three, and they both charge and smash fast, and they call the other side. So I think giving you. Your agents, an opportunity to smack the hell out of the team lead, I think does a lot for morale as well. That is awesome and decrepit, so I couldn’t do it well, then you’re not

Daren Phillipy  40:10

going to like my next question. And then, by the way, for those who are ready to ask some questions, is when you Scott, this is your cue. You push the digital hand raise, and you’re able to ask them anything after this. So if you guys had a 100 meter race hurdle under actually, it’s a 110 hurdle, who would win the race between you two?

Faiyaz Dossaji  40:36

Hurdle race, a hurdle, I mean, oh no, my hips are pretty flexible from all this yoga. So we’re there. Yeah,

Mike Morrell  40:44

I could, I’ve never been able to run, but I was, you got to run through it, but I was in the Marines so I can shoot them.

Daren Phillipy  40:53

If you’re not, if you’re not watching this, you should have seen Mike’s face, his face. Like,

Faiyaz Dossaji  41:04

Yeah, I bet you, Mike would win, because he’s like, running through Meanwhile, I’m like, trying to live daintily jump over these things.

Daren Phillipy  41:11

Okay, well, then follow up question, who’s got a better shot?

Faiyaz Dossaji  41:14

Oh, no doubt. No doubt.

Daren Phillipy  41:18

Very cool. Yeah, exactly. Well now, now it’s time to open up the the questions to the the people in the room. So Scott, you got your hand raised. I’m so proud of you. Do your thing. First off, thank

41:30

you for your service. Semper Fidelis, thank you. Question for you guys about place, I noticed that your logo got pretty heavy and the question I have for you is about place and the connection with place. I know that there is some sort of commission split or share commission agreement based on the resources provided. How did you decide to work with place? What are the benefits for you as a larger team and a growing team? I’ve had a few agents that I’ve talked to with smaller teams that the place model didn’t work. And so I’m curious is, is there a would you say that there’s a size where place is more applicable? And when did you hit that? And want to get your feedback on that relationship?

Faiyaz Dossaji  42:22

Yeah, I love that question. So I wish that we would have had the opportunity to join place when we were smaller, rather than where we are currently at, because it’s so much harder to break things and reformulate and change the way you’re doing things when you’re our size versus if we were, like a 40, $50 million volume team, right? Again, it’s all relative to your units and all that. I just think, like some of our stuff, we’re ingrained in doing business one way, and it always, I mean, like the Carolinas market has been hot, and that’s probably allowed us to somewhat cover some of our deficiencies, but now we got to kind of break some of that stuff and redo it. And I would rather have been in place when we were smaller, because then you can change and shift faster. You’re much more nimble, versus, like, some of our stuff.

Mike Morrell  43:23

Yeah. And I’d also say that, you know, since, really we’re 5050, partners, you know, they we own half of place, 222, which is the official name of Dream Team united, and they partner with with us on everything across the board. So I think that I wasn’t aware when we first decided to go down this road, just number one, how much autonomy we would have, and number two, how much support we would have. So I feel like I’m a better leader and a better business owner than I ever would have been had I not made this decision. I understand my P and L, you know, death of line that I don’t know that would have gotten there if I didn’t have a scheduled meeting once a month to somebody to review every line of my PNL, you know? So I think it’s been hugely beneficial in that regard. I

Faiyaz Dossaji  44:11

there was something that Ben Kenny said the other day, it’s like, right now, we’re all whether you’re in place or whether you’re not in place, we’re all going through the same market, right in your individual areas. And I feel like those of us who are willing to make the hard decisions now, which I like that place, kind of has that oversight over it, like we really dig into that when we come out of this, it’s going to be like a rocket ship, because we’ve already made the hard decisions. You know, whether it’s cutting costs, whether it’s personnel, whether it’s a new lead generation, strategies and accountability and all that stuff. So I love that level of oversight and accountability, but in the end, Mike and I are still the business owners, right? They’re our partners, but in the end, we still make the decisions. Right?

45:01

That’s perfect. Thanks guys.

Daren Phillipy  45:02

Any other questions there? Scott,

45:07

yeah, no, no follow ups for me, that’s perfect. Thank you,

Daren Phillipy  45:10

awesome. Thanks guys. Ivy, your turn.

Ivy Beller  45:15

Hey guys. All right, so I have a couple questions. First off, thank you guys. You guys are awesome. It is amazing to hear how two teams have come together and then joining the place platform. So I feel like it’s kind of a unique, you know, a unique situation. So my I have a couple questions. I kind of taken back to the very beginning, really, if you’re looking at the next five years, where do you what’s your vision for your team in the next five years, knowing all the different changes that are going on right now,

Mike Morrell  45:53

world domination? No, I think, I think we’re going to keep on the same path. I think we’re going to continue growing. We’re going to continue expanding. I think, yeah, yeah. I

Faiyaz Dossaji  46:05

look at the Carolinas as a very prime spot for where we are. I think we can go deeper at our hub and our expansions have done really well. Like, we’re small, right? We’re not, we’re not, like, I don’t know. We’re not going to have 1020 people at an expansion location right now. We’ve got two or three people, and I kind of love that small nucleus of like minded kind of people. Like, for me, an expansion of like, three to five agents, I think is a really great number. You could replicate that in different areas. But we have a great you know, we’ve had opportunities. Listen, we’ve had opportunities to go to Texas, we’ve had opportunities to go to Georgia, we’ve had opportunities to go to Florida and Virginia. We haven’t taken that because it wasn’t the right fit, even in other parts of the Carolinas, we’re, we’re really focused on aligning ourselves with people who have the same philosophical views as us when it comes to business, right? And so we’re going to continue to grow. Also, importantly, I want to give our agents, both existing and in the future, opportunity to not just make money off commission dollars. You know, the ancillary income opportunities, the stock options and things like that, are big, and hopefully will attract some people naturally to then grow with us. So I think it’s actually an exciting the next five years is going to be very exciting, and

Mike Morrell  47:28

we’re fortunate in that we probably have less than 1% market share in the Greater Charlotte area. So the opportunity here is,

Ivy Beller  47:38

yeah, no, that makes sense. What’s your goal for market share in the main location. I guess Carolina’s

Faiyaz Dossaji  47:44

Honestly, even if we hit 1% okay, it’d be a massive number, because we’re talking about probably, what, five to 600 units.

Ivy Beller  47:53

Okay, wow, right now

Faiyaz Dossaji  47:56

we’re at a third of that at the hub. Okay, so you’re looking at two or 3x in the next five year. I mean, I would love to get that earlier than that, but I think a realistically, in three to four years, we can get at the hub, you know, 400 500 units.

Ivy Beller  48:13

Okay, no, that makes sense. All right, so let’s, let’s, let me flip the script for a second, because you’re talking about building your teams, and I’m really interested. So can we talk a little bit about recruiting? Um, recruiting? So do people, are people gravitating towards you, or are you doing like Team Leader? Are you running ads? Are you talking to your past clients? But how are you finding your talent?

Mike Morrell  48:40

Yeah, I would say that that we’ve experienced all of it. So probably two years ago, we were in a time where we were big fish in this pond, and we were very, very visible in the market center. And at that point we looked like we were having having a good time. We were having fun, we were making money. We were very much out there. And I’d say that’s when we had the most people coming to us, knocking on our door, calling us, saying, hey, we want to be a part of this. I’d say that right now that is, it’s not happening quite as much as it was, and we’re doing a lot more outreach. So either that’s having our team lead whole broker metrics and just call everybody that’s selling from two to 7 million in the Carolinas, or word of mouth with cobrooks and calling them and just same thing team leads to thanking them for the experience. See if there’s an opportunity that we have to work together in the

Faiyaz Dossaji  49:33

future. There’s also a lot more competition local, right? So, I mean, we’ve got a separate game on the recruiting side, so we’ve had to, like, really make sure we’re up in our game. You know, the paid advertisements, it’s worked a little bit. The some of the best stuff for recruiting that’s worked for me is that I’m in a lot of local community groups, whether it’s Facebook groups or things like that. And we’ve gotten some great talent from just our farm or just our local sphere. Here, or from past client referrals and things like that, because they’ve either worked with us or they know about us, and they want someone who’s their friend or family to be affiliated with us, so that your local backyard is going to be a fantastic spot. I think sometimes we don’t give it enough credit, just like we don’t give our sphere enough credit for our business. It’s literally right there, but we don’t actually work it right? I mean, our My farm is right here, within two miles. There’s 800 homes there. We we’re in it all the time, and they know us, and we’ve gotten recruits from it before, so we should continue to do that.

Ivy Beller  50:37

Okay? So a lot. So I’m hearing that those are things that you guys are going to be working on, because I’m taking it that that’s the goal, right? Obviously, to find talent. So then my next question, okay, I have a couple more minutes. Okay, sorry, I don’t mean to monopolize but I didn’t see anybody else’s hand. Read it. Yeah, we

Daren Phillipy  50:53

have one more question coming.

Ivy Beller  50:54

Okay, one more question. I take it you guys go through the CV process. I think I’m ever hearing that now, now you have your team members, right? So how do you cultivate? And I know place has theirs, but I’m I’m interested in if you’re either using the place tactics for accountability, or are you really using your own tactics for accountability. In other words, you’re cultivating the people are hired. How are you holding these guys accountable to make sure they hit their goals. Yeah, we’re plugged

Mike Morrell  51:24

into place. We’re using place lunch. That’s the transition that we’ve made over the past probably six to nine months. Is really building new habits for agents to do all their lead gen through the CRM, and that’s also where we can hold them accountable.

Faiyaz Dossaji  51:39

And Ivy, we had some of our own that we kind of integrated into the place model as well, but place just had more. And so it’s a really strong structure that, you know, can lead to great success. So we’re like, this is one of the reasons why we joined, right? Oh,

Ivy Beller  51:58

yeah, no, I’ve seen it because I know we have a place here, and I’ve seen how they do their accountability. So you do your own, do you do your own one on ones, or is it just does the place

Mike Morrell  52:09

we have a director of sales that does one on ones weekly. Okay,

Ivy Beller  52:12

okay, so they do their one on ones and so forth, okay? And again,

Mike Morrell  52:17

we follow models that, you know, that’s the that’s the kind of business that we have run in general, so we’re really comfortable just plugging in somebody else’s system. If we’re confident that it

Ivy Beller  52:25

works, if it works, it works. No no, I hear you. Ben Kenny is the man, so totally get it. Well, thanks guys. I see someone else raise their hand real quick. So thank you so much for your you know, for everything you’re doing. Awesome. Ivy,

Daren Phillipy  52:37

thanks. Tim floor is yours. Hear me, you bet.

52:42

Okay, my question is, there you guys talked about your lead sources and not paying upfront. I’m super unhappy with my lead sources. Where did you find your lead sources with the splits with no upfront fee?

Mike Morrell  52:55

Yeah, are you? Where do you find them? Send me an email at Mike at Dream Team united.com and I’ll send you a list of all of them. Okay? And where I found them was from somebody else who made a list of all of them.

Faiyaz Dossaji  53:14

Mike is, Mike is head of our R D department.

53:17

Can I get that email again? Mike

Mike Morrell  53:19

at Ike at Dream Team united, com, you guys know about the r, d department rip off and duplicate?

Daren Phillipy  53:27

Yes, right?

53:30

That’s exactly what I mean. Thank you guys. You’re welcome. Yeah.

Faiyaz Dossaji  53:33

I mean, we try not to stress the revenue spend too much. You know, I’d rather our agents work for something in a normal commission environment, rather than we’re paying it up front. You know, yes, we spend on Google AdWords and things like that on the front end, but we’re watching very closely the ROI on

Mike Morrell  53:56

that as well. Tim, are you currently doing GLS? Google Local Services, I’m

Daren Phillipy  54:03

muted and by accident there. Sorry,

54:04

no, sir, I’m not

Mike Morrell  54:07

so that is something we’ve gotten better and better at it, and it’s coming pretty good right now. So that’s you make your Google by Google My Business page, and then you can advertise with Google Local Services, where you just fill out your profile. And the way it works, essentially, is when somebody searches for a real estate agent in Charlotte, several of them will pop up, not the first three sponsored ones, but other ones below that, and those are very often paid Google local service businesses. And we currently pay about $25 a lead for the ones that come through there. We’re getting about 30 a month right now. So yes, we’re still paying for them, and we’re paying for them upfront, but it’s only if they’re qualified leads, meaning they have to be somebody who’s looking to buy a home, not looking for a rental, not looking for directions. And if you dig into that a bit, it takes, it takes a little bit just to get your profile set up right. But once you get there, I think. We’re going to find that that’s going to be a major source of business for us going forward. The other piece of that is you have to have some Google reviews like, like, the highest in your market if you’re going to be getting the majority of those leads. Okay,

55:11

all right. Thank you so much.

Faiyaz Dossaji  55:13

We’re really focused on and getting organic reviews on our Google page right now, right now, I think we’re at 550 some odd or change, and our goal is to get to 1000 so

Mike Morrell  55:27

speaking of which, if anybody appreciated this talk and would like to go to DTU review.com DTU review.com and give us a five star review that would be amazing.

Daren Phillipy  55:40

Awesome questions real quick. You guys are awesome. You’re so kind. Fayaz, thank you so much for taking my call and being willing to do this. I know you guys are busy. You guys have been so kind and shared so much. Not only do we appreciate you, but we want to send you referrals, anybody who’s in this call, or anybody who does hear this in the future, if they want to send referrals to you. What’s the best way to do that? You

Faiyaz Dossaji  56:07

can just reach out to me. You know, my cell phone is 864-621-2160, and my email, the handle is the same as Mike, but just my first name. It’s fauz F boxtrot, alpha India, Yankee Alpha Zulu at Dream Team United com. I love it. I and that’s honestly, guys, that’s what I do on the daily. Like you will be talking to me, and if Mike and I don’t personally handle it, we’re going to get you connected with some amazing, amazing agents on our team. So we love to help you guys. There’s a lot of people coming to the Carolinas, and likewise, hopefully we can return the favor. We send a lot of outgoing referrals as well. It’s, we have a lot coming from our isa department through our database. So we’re, we’re focusing more and more on outgoing referrals around the country. So we’d love to throw some business your way as well.

Daren Phillipy  57:14

Awesome. Well, thank you so much for for being here, guys. I know you got a hard out at 1230 so thank you so much. Keep on rocking it and just I will see you guys. You’re welcome to join our OTS in the future, ask questions with all the our future guests and and thank you for participating.

Faiyaz Dossaji  57:33

Thanks

Daren Phillipy  57:35

guys. Yeah, okay, there you have it. We you have just experienced the Dream Team united. They’re so dreamy, and we learned so much. I love that dynamic, so cool. Both of them bring a little little extra something that that really balances out. So thanks guys for being a part of that. Now I want you guys in the room. I want you to join noon, Pacific Standard Time every Tuesday. But also, what do you guys may need to be getting a little bit of help on building your team or leveraging your team or or scaling your team. These guys talk a lot about scaling. If you need help with that. That’s what I do. I actually want run one of the largest real estate companies here in Vegas. Kello wins the marketplace. And I know most you guys aren’t here in Vegas, but if you’re looking for help, that’s what I do. I don’t cost anything except to have a good attitude. So reach out to me. My number 702-706-4949, because the managers are the greatest. I think we all establish that. And if you’re not here in Vegas, you can still reach out to me. I’m still here to help you out and then also connect you with those who are aware of models and systems of teams. I’m so glad that you guys were here. I hope you guys are finding value in this. We have lots, lots, lots more coming, and that’s pretty much it. Now I can’t wait to see you guys next week, Tuesday. Well, noon, Pacific, standard time till then go out and be too good.

59:11

Thanks for coming to the OT. Remember, you can join us every Tuesday at 1130 Pacific Standard Time on Zoom, gain zoom, access the OT archive and other team resources at only four teams.com See you next week. You