No BS Guide to Real Estate Domination
Inside the Success of Tiffany Hilbert: Leading a High-Performing Real Estate Team
In the fast-paced world of real estate, building and leading a successful team is no easy feat. However, Tiffany Hilbert, a powerhouse in the Rochester, New York market, has managed to do just that. With an impressive 292 transactions and $72 million in volume in 2021, Tiffany’s team exemplifies the power of strategic leadership and a relentless drive for excellence.
In Episode 38 of The OT Only Teams in Real Estate podcast, host Daren Phillipy sat down with Tiffany to delve into the inner workings of her team and uncover the secrets behind their remarkable success. From navigating team dynamics to leveraging technology and systems, Tiffany shared a wealth of insights that any real estate professional can learn from.
Building a High-Performing Team
Tiffany leads a team of 15 members, including five agents, with clearly defined roles. Her leadership structure includes key figures such as Charles, the director of inspiration and motivation, and Karina, the director of operations. Understanding the power of delegation, Tiffany made a strategic decision to step back from day-to-day listing management, allowing her team members to take on greater responsibilities. This move not only increased efficiency but also created growth opportunities for her agents.
Lead Generation Strategies: Zillow Flex & Sphere of Influence
One of Tiffany’s standout strategies is her approach to lead generation. Her team sources leads through a balanced mix: 60% from their sphere of influence and 40% from online platforms like Zillow Flex. To manage and convert these leads effectively, they leverage technology tools such as Follow Up Boss and YLopo.
Tiffany also ensures that her team members are responsible for adding leads to their personal databases. This practice fosters ownership and accountability among agents, encouraging them to build and nurture long-term client relationships.
Establishing Strong Team Standards
To maintain consistency and productivity, Tiffany has established clear team standards:
- Contribution to the team’s database – Every team member is expected to add value by ensuring leads are properly documented and nurtured.
- Active participation in team events – Regular team meetings and events help build cohesion and reinforce shared goals.
- Coaching and accountability – Tiffany implements performance improvement plans (PIPs) to ensure agents are meeting expectations and continuously improving their skills.
Overcoming Challenges in Lead Management
Managing a large volume of leads presents its own set of challenges, particularly when working with Zillow Flex. To address these challenges, Tiffany recently hired a virtual assistant (VA) dedicated to managing leads and ensuring smooth operations. Additionally, her team follows a structured commission scale based on volume, motivating agents to perform at their best.
Another unique aspect of Tiffany’s leadership is her philosophy on team dissolution. Unlike many team leaders who retain leads when agents leave, Tiffany believes in allowing agents to keep the relationships they’ve built. This fosters trust and long-term loyalty among team members.
Cultivating a Winning Team Culture
Tiffany recognizes that success isn’t just about numbers—it’s also about team culture. She has cultivated an environment where team members feel inspired, motivated, and valued. Her director of inspiration and motivation, Charles, plays a key role in maintaining high energy levels within the team.
Recruiting is another critical component of Tiffany’s success. She actively seeks top talent, rating potential agents based on their skills and cultural fit. Hosting recruiting events and maintaining a strong brand presence further enhances her team’s ability to attract high performers.
Looking to the Future: Growth & Profit Sharing
Tiffany has ambitious plans for the future, aiming to close 810 transactions by 2025. To achieve this, she is focusing on:
- Leveraging her team even further – Delegating more responsibilities to trusted team members.
- Implementing profit-sharing opportunities – Creating additional financial incentives for top performers.
- Developing a succession plan – Transitioning out of day-to-day operations to focus on long-term growth and stability.
Leadership Lessons & Personal Insights
Throughout her journey, Tiffany has learned invaluable leadership lessons. She emphasizes the importance of:
- Listening to team members – Understanding their challenges and addressing concerns proactively.
- Holding agents accountable – Implementing structured coaching and improvement plans.
- Maintaining a work-life balance – Recognizing the importance of personal well-being in sustaining long-term success.
Final Thoughts
Tiffany Hilbert’s success story is a testament to the power of leveraging, strong leadership, and a commitment to continuous improvement. By implementing strategic systems, fostering a strong team culture, and maintaining clear standards, she has built a team that consistently delivers exceptional results.
For real estate professionals looking to scale their businesses, Tiffany’s approach offers valuable lessons. Whether it’s optimizing lead generation, building a solid team structure, or focusing on profit-sharing and growth, her insights provide a roadmap for achieving long-term success.
As the real estate industry continues to evolve, leaders like Tiffany Hilbert prove that with the right strategies and a dedicated team, anything is possible. Tune in to The OT Only Teams in Real Estate podcast for more inspiring interviews with top-performing real estate teams!
Transcription
Announcer 00:00
Welcome to the OT only teams in real estate.
Tiffany Hilbert 00:15
I can’t control what a buyer or a seller wants to do if they’ve got a relationship with Jessica on my team, and she leaves. How am I going to hold a gun to her and say, Well, you owe me money on that the next time they buy the house, or if they call, you got to make sure they call me. I mean, come on, this is in high school. This is real life, right? And so I don’t have the right to own that lead. They worked it. It’s their right. Definitely having an admin in place before you make any other hires, so important, and then just kind of building as you go, bringing in those buyers agents, getting really good at what you do first, I think, is important as well.
Announcer 00:54
Here’s your host, Daren Phillipy,
Daren Phillipy 00:58
everybody. Welcome this week’s ot only team for real estate agents. My name is Daren Phillipy. I’m your host, and it’s this one you’re gonna love like always I called, I called Tiffany Hilbert a handful of months ago, and every single time I was calling her, she was water skiing, or she was on the boat, and she was doing cool things. Well, just so you know, she does 290 units, and 72 million volume, $72 million in volume in greater Rochester area in New York. And I’m like, How does someone run a massive team, and then she’s playing all the time, and so I had to work it around her schedule to be able to get her to come. But she was able to come to work and get to work, and she’s going to share with you guys some great stuff. Number one, she shares about some real conversations, hard conversations, if any of you guys had your teams and you’ve had to have those fierce conversations, hard conversations, Tiffany shares with us her experiences of of how she was able to address some issues head on, and that I thought that was super, super valuable. She also spoke a lot about creating a win, win atmosphere, Win win with when it came to her and her team members. And so you guys going to love it. She’s got a little bit of that tough New York in her. And this, this woman, is a very powerful, powerful leader in the industry. And I’m glad that we were able to get Tiffany to be on the OT. Now, you guys do know I don’t do this as a hobby. I do this because I want you guys in the room to learn from other teams that are doing massive business, but the only way you can learn is to be in the room. Well, you could learn by listening to it, which is fine, but it’s way better to have this kind of conversation, a back and forth. And so I’m inviting you to go to go to only four teams.com on Tuesdays at noon Pacific. Click that join the Room button and be a part of the conversation. You’re able to ask Tiffany how she’s able to do what she does, I’m telling you, being in those rooms the best thing you’re able to really ask pointed questions and address some issues that are pertaining to you. So do that. The other thing is, well, you guys like me, just like I got it, you’ll be friends, but show visible proof by pushing that like button or that follow button or that subscribe button on however you’re getting this information. And then if it has the ability to do some bragging man, daren’s really a genius. I sure love him or man, that the stuff that’s shared on the OT is amazing, and I love doing it. Will you do that too? That would be super cool. Um, that’s helping me out. Um, alright, I’m done talking. I’ve driven you guys nuts. Let’s just get to Tiffany, super excited to have her, and I’ll see you at the end of the OT. Alright, guys, super stoked to have you today. Thanks for showing up. And I’d like all you guys being here. It makes me happy. Uh, we’ve got Tiffany Hilbert from the Hilbert team. Hilbert from Rochester, New York. Every one of my interactions with with you, Tiffany has been so cool. From Leave me alone, I’m trying to go get on my boat to all, all the other times that we’ve we’re trying to connect. So thank you so much for being here. Um, right on you. You run an awesome team. Oh, thank you so Tell Tell me little I can do a little bragging, and then you can go and do tell me a little bit about your team. But in the last 12 months, the my numbers say that you closed 292 Transactions, and $72 million in volume up in Rochester. So run a great team. Tell me a little bit about your team, about your business, and we’ll go from there. Sure. Hi
Tiffany Hilbert 05:10
guys, thanks for taking some time out. I’m excited to be with you all. I am out in Vegas often. My son lives out there, so maybe you’ll be getting some referrals from me, and never know. We love your referrals here in upstate New York. Um, alright, a little bit about myself. My team will give you a little back story. My husband’s the OP of color Williams here in the Rochester market. He brought kW to Rochester in 2009 at that time. I was kind of off his mama. I did all of the background stuff for the Market Center, and we had a small team called the Hilbert group, and I did the marketing in 2016 kW started to just blow up. Here. We’re getting too big. And we just took my husband out of selling, and I was like, hey, you know what? I’ll take over. The team had never sold anything in my life. Team imploded, literally imploded. Everybody quit, except for the admin. So we started like ground zero. Somebody called me a soldier too, and that was in 2016 so since that time, just progressively every year, you know, change things up, gotten bigger and bigger, and now we’re pretty well oiled machine. I’ve got, right now, there’s 15 of us. I’m the ring maker. I’ve got an ISA, but I also like to call my director of inspiration and motivation. He does a lot of coaching with the team. He’s an amazing guy. His name is Charles and full time marketing director. I have a director of ops. Her name is Karina. She runs the back office. She’s my go to chick. She runs all the buyer side transactions as well. We have a Strategic Services Coordinator. She’s also my listing coordinator for the team. She handles contract to close, listing to close gets everybody that you know revved up and ready for the listings to take those on. We just hired a VA from cyber backer. I’m kind of excited about that. He’s going to be an ISA. He’s working pretty closely with Charles. So we’re excited about that. And then everybody else, our buyer and listing agents on the team.
Daren Phillipy 07:07
Very cool. I love it. We’re going to talk about, I’d like to talk about that VA on the leverage portion. But if you’ve got, you’ve got five agents on the team, is that right? Five
Tiffany Hilbert 07:17
agents, as far as selling, 1-234-567-8990, and then I have Dan. How could I forget Dan? He’s my director of sales. He’s my lead sales guy. So there’s nine of us, including myself. Would be 10 selling the other well, and Charles sells a little bit too. But the other three do not. They’re strictly administrative on the backside.
Daren Phillipy 07:40
Gotcha. So are you able to do they do buyers and sellers both or Yeah.
Tiffany Hilbert 07:44
So what I did back a few years ago, I decided I needed to leverage because I was handling all the listings, which was like, Yeah, you know, I’m only I can do it well, that became, like, abundantly clear that I couldn’t do it all, and I was starting to really stink at it. So a couple years ago, I started to leverage it out. I had Dan taken over some of the listings we did that him and I were leveraging. And then last year, I was like, We gotta leverage some more. So I had a huge mid year retreat where we talked all about listings. I went through from top to bottom, exactly what you need to do. I wanted to give opportunity to the agents on the team. Plus, I wanted to stop listing so many houses, and so they all had to do a bunch of trial runs. And now I’m leveraged. It’s amazing. They’re all going out, listing and working with buyers. It’s giving them a little bit of life back, because listings are a lot easier than buyers are, as we all know. I don’t know if you know if you know that Rochester, New York, has been in the top like, five cities for the past, I don’t know, five years in all of the country for, like, affordability. We’re all over the news constantly. And actually, we’re number I just did a little thing on it and Instagram, and was on realtor.com I think, I think we’re either number two or number three in the world, most affordable Cities to Live. Holy cow, Pittsburgh, PA was number one.
Daren Phillipy 09:07
So quick. So I don’t mean to get off on this tangent before I get into the lead side. So is that a, is that a town that you can cash flow, or is that a kind of a like a buy and hold or or flip
Tiffany Hilbert 09:19
or you can cash flow. There’s a lot of investors that have tried to break into the market. The problem is, because inventory is so low and there’s an abundance of buyers being an investor and trying to break into our market right now is really super tough. You’re going to pay premium dollars and a lot of the ROI on it doesn’t make sense. You know, like, I buy and flip, I don’t buy and hold for me. Personally, we’ve been wanting to do some projects as a team as well, but we just have not been able to get, you know, purchase the property at the right number that’s going to make the most sense for us. I’m not looking to buy and make 10 grand. I’m looking to buy and make 100 grand. You know what I mean? Like, that’s just kind of my business model. When I when I do a flip, when I do a flip. Thank
Daren Phillipy 09:58
you for the little commercial. So I wanted to go back into that was just sounds too interesting. Let’s talk a little bit about before we started, you were talking about this year. Your goal is really to close in 2025, to close 810, transactions yourself, which means the majority of your transactions are done by your team. How do you feed your team on leads? Okay,
Tiffany Hilbert 10:19
so we’re big Zillow flex partners. I’m sure everybody’s familiar with the Zillow platform that they have. The FLEX program, we pay for no leads up front ever. All of our lead payments are paid out as referrals in the end. That’s a business model that I’m sticking to. I’m not spending that money at all. About 60. 60% of our business is sphere of influence. So everyone on the team is encouraged to bring their sphere to the team. The other 40% is online leads, or team based leads that are given out. So to your question, they’re encouraged to work their sphere. Sometimes they make a little more money when they’re working their sphere, but they’re also encouraged to work the third party, because we have a sliding scale for that as well.
Daren Phillipy 10:59
So how do you work? Let’s break those up into two things. So your work, your sphere of influence, and someone a team, they go and contribute their database, their their contacts, to your system. What does your system do to create leads?
Tiffany Hilbert 11:15
So we’re with follow up boss, which we love, command we I hate to say, I mean, we just use it for opportunities and for referrals. That’s about all we use it for, but follow up. Boss has been amazing. We also use the Y Lobo system. My marketing director is pretty brilliant, and we’ve got a pretty robust website. She does a lot of amazing leads on ads online as well. Our name is very well known in the Rochester market. So we have tons of referrals that come into the team through mine and my husband’s sphere in our database and our name. So those are some of the big things that we do, and me personally, stepping out of the business is allowing me to refer more of my own personal sphere to the team. So like you and I were talking earlier, it’s kind of a slam dunk. It’s like they don’t even have to go and sell themselves. It’s just go and take the order and make it happen. So
Daren Phillipy 12:05
how do you get your name known in a town like Rochester?
Tiffany Hilbert 12:10
So our name, Hilbert name, so his dad and his sister started in real estate back in the late 70s, early 80s. Me and my husband met in college, and he went to get his real estate license while we were in school. As soon as they’re graduating, he started selling, and it was called Hilbert Realty, started selling. And he’s very visionary. He was checking out kW for a bunch of years, and he just decided, You know what, let’s open up. Let’s open up the franchise here in Rochester. So he did that while he was president of the Real Estate Board, that definitely catapulted his name quite a bit more. He was always a top producer within our industry, in our area. But I think really being involved in the board level really helped him tremendously. And then once we brought kW to the market, you know, to our local market, that really changed things up a lot, and now, you know, the name is just really, really respected. And you know, I told my team I go use my name if you’re not getting response, cc me in the email. Guess what? You’re going to get a response.
Daren Phillipy 13:17
So, so what are some of the things that you do with your database to stay on top of mind.
Tiffany Hilbert 13:24
All right, so obviously, we’re constantly online marketing to them. We have monthly newsletters. We do a lot through the Y local system with the seller experience that has been really, really helpful. It’s just constantly sending them new updates on what their home is worth. We do a lot of client well. We don’t do as many client appreciation parties as we should, but we do some. We’re not great at those. I have to say, my own personal database is an absolute mess right now. That’s one of my biggest things that I have to work on in order for me to pass What’s that you’re still a good person. I try, but, you know, it’s like, that’s one of the biggest things. And when I need to do is I need to time block in my life to actually get to it and not get derailed and sidetracked from it, because there’s just gold sitting there, just sitting there, you know? And I think, you know, our Isa, we just have so many leads. It’s been really hard for him to get back in touch with past clients. And so having this VA on board is going to help a lot with that as well. We have a lot of different contests that we do. We started a YouTube channel. I mean, we’re just constantly doing new and different little things perfect.
Daren Phillipy 14:33
So, so you sounds like you use y Lopo as as one of your main tools to engage with your database. For those who haven’t used ylopo, what do you do with that? What does that?
Tiffany Hilbert 14:46
We don’t use it a ton. We don’t use it probably as much as we should. The big thing that we use it for, we don’t allow them to write any of our ads on our listings. We found that they don’t do well. We do better when we run our own ads, but they have an incredible. They have a website. So a follow up boss, you don’t have a website attached. So our team website is Team homer.com that’s designed my marketing director. That was her big push during COVID. She designed a really amazing site that she did through Wix, and then we have it connected through command for the actual property search. But ylopo has its own individual website. So when we’re setting people up just automatically through our system, they’re looking for houses they’re on. It’s called Rochester house owner.com it’s what our website is attached with y Lobo we get to see every time they’re on, they’re looking at a property similar to command it’s just a little more robust, and the seller experience is just incredible. What they get to see and what they’re fed back and forth, perfect.
Daren Phillipy 15:44
Let’s talk a little bit about the the Zillow FLEX program that you’re on. You get those leads, they come in and they work through it. And obviously, that’s a long game plan with a lot of those, right? How do you how do you navigate and work those leads to make them
Tiffany Hilbert 16:03
turn into deals. So actually, Charles, my director of motivation, inspiration, or ISA, the Zillow FLEX program, is his baby. That is his program. He’s 100% responsible for success or its failure. He is every month, at least once or twice, he is on with our Zillow flex consultant talking about numbers and metrics brings that back, and it equates to what we need to do as a team to change things up. The thing that I incorporated this pasture was a sliding scale for those that want to work Zillow flex leads. It’s a great way to fill your pipe, right? Because what I do as a team, I’m a little different than some teams. I’m not a pig with leads. I don’t keep them for myself. I like to help my team build their database. So once they are afforded the opportunity to work with a third party lead, such as a Zillow flex lead, they’re in that relationship with them. I’m not. So once they finish that transaction, they get to add that person to their own personal database. So that allows them to build their database, to stay in touch, to hopefully sell them more and more properties, family, referrals, things like that down the line. What we did last year to encourage people to be more engaged with the Zillow FLEX program is we started a sliding scale based on production. Is based on volume sale volume with Zillow flex. Once you get to a certain volume, you could move up a little bit in percentages with commission.
Daren Phillipy 17:27
Gotcha, yep. Now you said something interesting. So if I’m on your team, I’m in and I’m rocking the Zillow flex, and that’s kind of my thing. I now get to add that to my database. Now I’m done with the Hilbert team, and I decide to go and do my own thing that come with me. Does it stay? It? Does
Tiffany Hilbert 17:46
It’s a gift. Very cool. Well, is it, though?
Daren Phillipy 17:51
Well, I mean, it’s a value proposition that you bring into the table. You know, that’s unique, right? And I think
Tiffany Hilbert 17:56
it’s important. When you are building, we can talk about team standards for a minute, right? So when you’re building team standards, you need to have what that team dissolution looks like as well. So an agent, when they come on the team, they know when they when, and if they leave the team, what that’s going to look like. Because it’s never fun. It’s always messy. You know, cleaning up the database, it’s always messy. It takes a while to do it. And, you know, I can’t control what a buyer or a seller wants to do if they’ve got a relationship with Jessica on my team and she leaves, how am I going to hold a gun to her and say, Well, you owe me money on that the next time they buy a house, or if they call, you got to make sure they call me. I mean, come on, this is in high school. This is real life, right? And so I don’t have the right to own that lead, they worked it. It’s their right? I don’t know. I’m just of a little bit different mindset on that. Well, it’s a relationship. Well, we’re
Daren Phillipy 18:49
definitely going to use that as a sound bite. This is in high school. This is very high school,
Tiffany Hilbert 18:54
right? Take the drama, leave it at the door.
Daren Phillipy 18:58
So cool. Anything else you want to share with us on leads before we move in to the listing side?
Tiffany Hilbert 19:06
No, I mean, leads are leads, right?
Daren Phillipy 19:08
Leads are leads. Let’s talk about listings. What do you do you’ve got a great name. What do you do to leverage that name and that branding in your market,
Tiffany Hilbert 19:27
I got, we get a lot of referrals from agents outside of our area. So our online presence is huge. I just, I just grabbed a listing from somebody that had their property listed with a different agent, a REMAX agent and another kW agent referred them to me. They’re like, what are you doing? You need to be working with this girl. Our name is huge. Our success rate shows been in the marketplace for over 35 years. So it’s just very well known and in our community, in our little niches, like everybody on the team lives in. Different parts of Rochester, and everybody’s just constantly talking about real estate. I mean, I can be sitting in a bar at a happy hour, and that’s how I got an estate listing in and buying the house and flipping it and making $200,000 on it, just from talking to the dude sitting next to me, right? So it’s about conversations, talking to people, and not being a secret agent, making sure people know that you are a real estate agent and that you know what you’re doing.
Daren Phillipy 20:25
Let’s talk about leverage and your team, and you talked about standards. Ivy’s not here, so she can’t ask her standard questions. So I’m going to go ahead and ask Him for what are the standards or expectations you have of the people who are on your team?
Tiffany Hilbert 20:37
So a third of your business needs to come from your sphere of influence, right? You have to bring if you’re going to get that, there’s a minimum of 24 transactions to be to be considered a full time agent on the team. The expectation is that you’re at every one of our team huddles, every one of our client appreciation parties. The expectation is that you are going to help the team in any way, shape or form that you possibly can. There’s so many contacts per week that we want you to make. It’s the basic things right? Like when we have our team planning event and our mid year event, it’s expected that you are there. You just make every effort to be part of that. And you also coach twice a month as well. I coach everyone on the team once a month, and Charles coaches everyone once a month as well. Perfect.
Daren Phillipy 21:23
So when, when it comes to the expectation, that’s the closing that’s the rear view mirror, what is the windshield expectation? When it comes to the activity? Do you have any expectations there for appointments? Or
Tiffany Hilbert 21:37
yeah, you know what? That’s That’s one of the things that I I’m not a Gestapo on that. I’m not Hitler, I’m not like I should not say that word. You do not have to be in the office between eight and 11 making phone calls. I’m not going to do that. So I can’t make you do that. You want to succeed in this business, this is what you have to do. Another standard we use CTE, so every week, they have to report the numbers into our CTE system. That way, when I’m sitting down and coaching with them, I can see what the little scorecard person is, as far as where it’s filled, how many appointments they’ve been on, how many contracts they’ve written, to how many have actually been accepted that status so important, if people aren’t tracking it, you need to track it. How many contracts have you written? How many of you actually won? Because if there’s somebody that’s winning at a 38% and somebody that’s winning at 15% Well, that’s a huge spread. So you know, what’s the problem here, this 15% acceptance rate? You’re doing something wrong with your contracts that you’re writing. So we know we need to coach around that to help them build and design a stronger offer.
Daren Phillipy 22:35
So do you struggle with agents that don’t do the activity to get that result, that they’re needing to hit that standard? Yes, you struggle with that. Yeah,
Tiffany Hilbert 22:48
a little bit. So we have a pip, which is performance improvement, and it’s laid out in our standards. You know, if you’re not hitting the metrics, and I lay everything out, I know exactly how many units they want to do, so then I show them how many they need to actually complete in quarter 123, and four, right? The 2030, 30, 20% so they understand that seasonality, if they’re not hitting, hitting those marks entrance to the PIP, which is basically a 3060, 90. It’s just really, it’s just kind of just, it’s like Big Brother looking over the shoulder. What are your activities? What are you doing? What are you not doing? Well, we know what you gotta do. You gotta double down. You gotta make calls. You gotta do the things you don’t want to do.
Daren Phillipy 23:30
Yeah, there’s such a, I struggle with it too. There’s such a, it’s I want to be, I guess, a leader of the people and let them have that flexibility. And we’re, we’re adults and and you’re the, you’re the one who wants the goal, and, you know, all the things that come along with that. And at the same time, when I’ve allowed that long leash, I found that sometimes those standards aren’t hit, and it’s and it’s a difficult balance between, the two, you know, and and so I guess that’s that’s where for me, at least when that, when I have those, we call them cash, cash calls, cash conversations, or the pips, where you have that heart to heart, I have the relationship with them. We talk about their their what the purpose or the reason why they’re doing what they’re doing, and and that I’m on their side to help make that happen. But that’s a struggle for me, at least
Tiffany Hilbert 24:27
it is. And, you know, it’s sometimes, it’s a it’s a deep, personal thing that they have going on. And if you’ve created a relationship with them where they feel comfortable and sharing that with you, it’s amazing, right? Like, I mean, I had one girl, she’s just like, tip, I’m 10 grand up to my eyeballs and credit card, and I’m losing sleep. I can’t it’s just it’s blowing my brain up. I’m like, Here, here’s a check for 10 grand. This is what the payment plan is going to look like for you to pay me back. I want to alleviate that and take that off of you so you can concentrate on the things that you need to do.
Daren Phillipy 24:59
What am I. Yeah, what a blessing. And that is awesome leadership. But, well,
Tiffany Hilbert 25:03
you know, but you know, I have the ability to do that, right? So it’s important for me to do that. I have another agent right now that really could use my lifeline, but she’s being too proud and she doesn’t want to take it. And again, she’s in credit card debt, and I shared with my team. I go look at guys I know y’all, y’all think that’s been super easy for me and Chuck, but me and my husband lived on a credit card for six months, and we were so fiscally irresponsible. We took our kids to Disneyland on a credit card. We got back, and this is when I was a stay home mom. I go, honey, when’s the next closing goes, oh, like, in a month and a half, I’m like, what i i gotta pay the mortgage. Well, that was bad. I mean, it was just a it was a bad situation. He represented a builder, and that builder decided to just tell him, like, this is how you’re gonna do your business. And he goes, I’m out. So he locked the builder, and that was a huge percentage of his business. It’s best thing you could have ever done, but we were so fiscally irresponsible. And I think until that happens to you, it’s really hard to understand what it’s like and the and the pressure that it has over you as a person. Yeah, you know. So if I can help them in a way, and it doesn’t you know, in that person that I lent the money to, she decided to leave the team because she was dangled a carrot somewhere else, and they wrote a check for a balance of what she owed me. She goes, I quit. Thank you. That’s, you know, you’re showing me your character, but that’s okay. It’s better to see it then than later.
Daren Phillipy 26:36
So true. So true, you know, so um, you’ve got a big name in town. How do you add people to your team? Are you? Are you looking for them? The talent? Do they come to you? Because I think with your team, you probably have to protect your your your expectations, your your brand, and all that kind of stuff. So how do you add talent to your team? Yeah,
Tiffany Hilbert 27:00
I’m very careful about who we bring on the team. It’s a circle of trust. There’s a lot of things that happen in our office walls that I don’t ever want to have leave. You know, often my husband will come and he’ll be talking to me about Market Center stuff that nobody needs to hear. But walls have ears, you know? And I talk long and hard about the circle of trust? Yeah, I’m picky about who I bring in right? They have to have the right they have to be of the right mindset and culture and be willing to be part of that. We’re constantly trying to recruit and bring new talent on, for sure, all the time.
Daren Phillipy 27:35
So how do you do that? Are you? Are you calling purposefully in town? Great. So
Tiffany Hilbert 27:39
one of the big things that we have everybody on our team do is they rate every single agent that they’re in a transaction with on a scale of one to five, five being the best, one horrible. So they rate them. And then what we’re trying to do is like we’re having a recruiting happy hour in November. So I’m having one of my affiliates pay for some cocktails and some appetizers. We’re inviting these agents that are part of our brokerage. I want to help everybody build their downline as well to come and have a little happy hour, just meet the team, meet other fellow agents, meet a couple affiliates, and hopefully get a great conversation. Like, you know what you need to be over with our team, and this is one of the reasons. Why
Daren Phillipy 28:17
do you CV them after they come to the happy hour? Or do you follow the CV process?
Tiffany Hilbert 28:24
Um, at the happy hour, I don’t follow, not, not at it. No, no, because, yeah, no, afterwards, oh, god, yeah, I’m totally on. You know, I have a phone first we go through a phone conversation. If I feel like it’s even worth my time to sit down and speak to them, you know, pretty fast, right to five minutes, whether it is or it’s not, before I do that, I have them do the kPa. I’m a big follower of kPa. I love the kPa. It’s not a it’s not a do all. It’s not the, you know, it’s not the absolute Bible. But man, oh man, it tells you a lot, and it really helps our conversation when we’re meeting with these agents as well. I kind of lead off the first meeting, and then I have Charles and Dan kind of take it from there on the second meeting. Because I think it’s important for me to step out for these agents to talk to other people that have been on the team for a while, that have had success, so they can hear their story. For instance, Dan’s been on my team for six years. He came on my team. He was only making $30,000 and he was ready to quit. Now, he makes close to a quarter million or a little bit more, and we’re talking an average sale price of 250 right? I mean, so it’s a lot of transactions, but the point being, the value is there. He’s not going anywhere. His hope and dream is to take over the team and people see how much he does, how many transactions he does, so him, speaking with these other agents that we potentially want to bring onto the team speaks volumes.
Daren Phillipy 29:48
Let’s our last part I want to talk about when it comes to leverage was you said you’re, you’re, you’re positioning yourself to be basically seventh level and out of out of the day to day. You. In the next year and a half or so, what are some of the steps that you’re taking to position yourself to be seventh level?
Tiffany Hilbert 30:07
Man, I wish there was a book written on there on this there is not so. Number one, my database, my database has gotta be 100% because we need to know exactly where every person comes from. So when I do step out of the day to day, and one of my clients reaches out to somebody else in the office and needs to be known that, oh, that is a golden lead from tiffs database. We got to handle that with kid gloves, right? Like that’s number one super important to me, because I’m just going to constantly be feeding referrals, making sure you have the right person in place, and making sure I have the infrastructure in place, right? I started having conversation about a year and a half ago. My coach helped me a little bit with it, but having conversation with the people that want to take over the team and what that’s going to look like financially, I started doing a little profit share with a couple people on my team. I share my financials with the people that are important to me on the team. It’s not important for everyone to understand them, but it’s important for the people that matter to really understand the financials. Like, when I can say every single transaction is costing us $2,537 they understand that. Like, you can’t complain about a split. You can’t complain because you only made X dollars on this $200,000 transaction. We lost money on that, right? So them understanding what a cost of sale is, what an expense is, what profit is, what that gross looks like. I mean, that’s like having that high level conversation with people. So knowing your number is super, super important.
Daren Phillipy 31:35
Did you look internal? Or you? Did you have are you looking external when it comes I
Tiffany Hilbert 31:39
am looking internal. Yeah, somebody has raised their hand and said that they want to. Are they the right person? Time will tell, you know, they it has to be done a certain way. I mean, right now my sales, I am not taking any commission on any my sales. When a commission comes in, it goes into the team, into my team, you know, my company, right? And then I’m just paying myself a monthly stipend at the end of the year. Profits are what’s left for me. You know, I know what my magic number is, that I want to be netting every year after my succession. And I think what I’m going to do is for the first five years, you know, each year it’s going to be less and less than just kind of weaning myself out kind of be acting as a fairy godmother to kind of swoop in when there’s crises, emergency, when I’m needed, you know, monthly looking at the books, making sure they’re on target. Things are staying where they need to be. So I don’t need to step back in. Because I once I’m out, I do not want to step back. Yeah,
Daren Phillipy 32:37
no, I’ve from our conversations, and I know you’re an avid skier, too. I do know that once you’re out, you’re out, yes
32:46
out. So,
Daren Phillipy 32:49
so what have you learned over what have you learned over the last 12 months from leading your team?
Tiffany Hilbert 32:57
I learned this really important to really, really listen to them and really try to understand what their frustrations are, instead of just trying to sugar coat or glaze over it. I think that’s really important. This year has been an incredible struggle our market. It’s been really, really competitive. I mean, there’s still multiple offers on properties. It’s changed a lot. Don’t get me wrong, it’s changed tremendously, but they’re still, I mean, they were dealing with 2030, offers on a property, right? Like, I mean, you have to be willing to give a point of blood in your first child in order to win some of these houses, you know? And then learning how to really rate a buyer, like, are they really worthy of my time, right? So that I, I’m about them tracking their numbers. So I, you know, I said, Wouldn’t it be great if you tracked how many houses you showed to this lead and how many miles you drove and how many offers you wrote? Are they worth your time anymore, right? So I mean that that’s something that I’ve been trying to help them learn. What was your question? What other things have I learned this year? Yeah, I think that’s a big one. I think I’ve got some some members on my team that are really into buying and holding, which I think is amazing. I’m really trying to help them with that, helping them understand that I even have a standard on my team, what that looks like, as far as commission and split and what they’re allowed to do, and as far as from the financial side of things. So there’s no surprises. I think it’s important that you learn to really get down into the nitty gritty with the team too. It’s reality check time. I mean, it’s not an easy time.
Daren Phillipy 34:42
I’ve found that across the board, from all the agents and the team leads that I’ve been talking to over the last year on the OT is is a lot of the team leads are getting back in and back into activity and and kind of being being with the troops as they’re navigating through. Way. Yeah, what do you what do you feel like you need to learn in the next 12 months when it comes to leading
Tiffany Hilbert 35:07
your team? I need to learn how to figure out my exit plan. That for sure, I need to figure out the whole I want to create some more value for my team, not exactly sure what that looks like, but I just want to create more value so it’s never really an option, like they don’t really want to leave. You know, even if they have a lot of sphere of influence business, I want it to be where this only makes sense for me to stay put. Doesn’t make sense for me to leave. But, you know, some people will self select themselves to lead the team. They’re not into the accountability, right? They don’t want to be held accountable. And if somebody is not living up to the standards and and they can do better on their own, then I will cut them loose. I’ll be like, Look at they’re not expecting me to say it’s time for you to go on your own, but I think you’re going to, you’re going to make more money being on your own than being on the team and not living to the standards and not doing the activities you’re just not you don’t want to do it. So, you know, go off and do your your few units that you want to do and make a little more money. The other thing that I’m working on, like I had said, is potentially working on a profit and expanded profit share opportunity with the team,
Daren Phillipy 36:23
very cool. And find that book that is actually written about seventh level, or write it yourself.
Tiffany Hilbert 36:32
Man, it’s, it’s a tough it’s a tough one. You know, we had a mastermind this morning. There was about eight of us, rainmakers, and the one girl, I mean, she’s got five kids. She owns a laundromat. Her husband is a chiropractor, she has a daycare, plus she has a team, and she hasn’t sold in five years, and her team is tanking like tanking. She’s in tears. I said, Can I be candid and on a scale of one to 1010, being she’s like, Oh my god, Tiff. Give me your 20. I go. Girl, be a mom. You got five kids, you never get that opportunity again. Number one, and then pick one of those things is your passion, and just pour back into it. You’re, you’re you’re just pulled in so many directions. How can anybody be great at any of those? You know, I think a lot of times, especially for women, we think we’re, you know, we want to be superwoman, and we want to be able to do everything, but you also have to know where your limits are. Such great
Daren Phillipy 37:22
advice. I went to Mark King when he was our president, and I told him I was struggling with a couple of things, leadership here, and also being the team leader and wearing so many hats. And he had no interest in talking business at all. But he answered this one question. I said, What do I do? And he said, can’t chase two rabbits. And that that that said a lot to me, and so I figured, I also asked Jason Abrams one time, same struggle. And he said, find out the one thing that you do and make sure that you’re able to cover all the things by doing the one thing, and so by not chasing the, you know, two rabbits. Okay, what rabbit do I need to chase? And what rabbit Can I chase that will cover all the things, or the most of what I need covered. And so for me, it’s interviewing and spending time with top teams that that’s if I do just that one thing, it makes me better. It helps my agents, helps all the other kind of stuff. And so I love that advice. What advice do you have to other big teams that you can share with us? I
Tiffany Hilbert 38:36
think leveraging as much as you possibly can is important. I think looking for opportunities to purchase a home and keep it as a team home, as far as flip or hold, whatever that might be, I think, is huge. Like I said, really listening to your team members. I think suggesting your agents on your team that need to have a business coach to get a Maps coach. It’s very daunting at first. When you hear that whole coaching word, it can be very scary. You’re like, I don’t need this. I don’t need this. Oh, it’s going to cost me X dollars. Well, I think that it’s well worth the investment, because it definitely right in my ship. Three and a half, four years ago, when I started coaching, it changed. You know, it just, it helped make me who I am, as far as a leader. I mean, I live with a coach, my husband, right? Like, we talk, eat, sleep, breathe, real estate, that’s all we do, right? And I was like, I don’t need anybody. Well, damn it’s good thing I did, because I needed an outside perspective, you know. So I think that’s important. And you know, if you have pain, know that there’s other people that have pain, being a leader, having a team. Yeah, it looks it looks so great from the outside, but let me tell you, I’m up at five. Sometimes I’m up at four. My brain’s clicked on the. Middle of the night, right? Like yesterday, I stayed home because I didn’t feel good. I worked 10 hours. I got more done in 10 hours at home than if I was at the office, right? But I said to my team, I go, guys, I’m not feeling all that great. I’m just gonna lay low at home. It’s hard. It’s hard to, you know? And then the other thing is, trust who you hire. Trust your team. So what we did this year is we went away for four weeks on our boat. It was the best thing I could have ever done. The team kicked ass. They wrote names, they took tons of contracts. They did it seamlessly and smoothly. And I never worried about it, because I have the right people in place. Oh, so I think, you know, kind of testing that’s important too, especially as you’re working on your exit out. I was
Daren Phillipy 40:40
just saying that, that that experience, four weeks on a boat that is a total test drive for you, stepping out, yeah, see the holes, you see the leadership, you see the all of that stuff. What is so smart? I’m sure you did it by accident, but probably taught you so much.
Tiffany Hilbert 40:58
No, it was totally on purpose. No. I mean, no, the trip was the trip was planned. It was definitely a way for me to test my leadership. You definitely know who’s the real players who steps up? Right? Like, who’s who’s giving it their all? For sure,
Daren Phillipy 41:16
so good. Okay, we’ve got, we’ve got a crew of us in here, I’ve got one more question that I’m going to hit. So if any of you guys have a question, push your digital hand. Raise your digital hand, while I get really down and and find out, out of all the places to go skiing, where is the best place to go skiing and why
Tiffany Hilbert 41:41
Val Colorado baby is my favorite. I love it. I’m a Lindsey von freak. She signed my race suit. I have a picture with her. She’s always been my idol, old enough to be your mom, and the chick is just she, she gets down, she gets back up. She is an absolutely incredible athlete. There’s a run named after her, Lindsay’s run. Veil is just a little slice of heaven on earth. I love it so
Daren Phillipy 42:05
good. I’ve never been to Vail. I did live in Utah, in the mouth of Cottonwood Canyon, where I was able to ski solitude and to melitude is my favorite but my favorite part of living there is I went skiing down solitude, and within 20 minutes, I was sitting in my hot tub because I was just at the mouth of Cottonwood Canyon. So amazing. That’s
Tiffany Hilbert 42:29
amazing. No, Utah is fantastic. And I love just flying into Park City. You know, you can just flying into Salt Lake, you can. You’re everywhere so quick
Daren Phillipy 42:37
that town is so cool. Yeah, it’s awesome. Okay, well, good, good enough for that. Ozzy, thank you for chatting with me. By the way. Ozzy, I’m ready to hear something great.
Speaker 1 42:47
Tiffany, thank you so much for pouring into us. I appreciate your time. Quick question, two quick questions. First one, if you had to start your team all over again, would you rebuild it the exact same?
Tiffany Hilbert 42:59
Oh, my God, that’s an amazing question. It’s a good question. I would totally build it differently, because when I built it, I hung on to somebody that was with us when my husband was leading the team, and I’m a completely different leader than my husband, completely right. I held on to our admin that decided to stay, when everybody else quit, when he stepped out of selling because nobody liked my style. She was terrible. I’ll be honest with you, she’s the one person that I actually asked to leave the team because she was just dead weight and I waited too long. So I think that when you know somebody is in the right culture or they’re not a good fit. And when people on the team, you hear the mumblings and the rumblings about that, it’s really important to investigate what you expect. And I mean, because nobody likes to let go of anybody, right? But I had to let go over and it was like a freeing moment. And everybody was applauding me on the team. They were psyched, not because they didn’t like her, it was just that it was bringing the whole temperature of the team down the culture, right? Yeah, I would probably I just dove in head first. I mean, I was just like, I might take over. I might do this. Yeah, I know what I’m doing, but, I mean, so definitely having an admin in place before you make any other hires, so important. And then just kind of building as you go, bringing in those buyers, agents, getting really good at what you do first, I think, is important as well. Instead of, like, just, there’s a lot of agents that get into real estate, they’re like, Well, I’m just going to build a team, and not having any clue, because they haven’t been in the the ground, doing the work ahead of time, right? They haven’t looked at the models and the systems and what’s available. I mean, the mrea is written for a reason. I mean, you know, there’s a lot of stuff in there that’s old, but, man, you can just take it and tweak it. There’s so much. There’s just, it’s there for you. It’s it’s been written, it’s been done. Yep, be. Besides that beginning phase, no, I think I would have kept doing things about the same Cool.
Speaker 1 45:06
Thank you for sharing your your point of view on that. My second question is, I want to kind of dig into your Isa. I think you said you call him your chief inspiration, or something like that. What
Tiffany Hilbert 45:20
was director of? Yeah, he’s director of inspiration and motivation. What’s
Speaker 1 45:24
his What’s his job? Role, what’s his responsibility? What is he? What’s he in charge of?
Tiffany Hilbert 45:30
No, he’s basically lead management. So before I hired him, every single lead that came into the team, I was the first person to touch it nightmare, right? I mean, if there’s 1015, 20 leads that come in a day, I was a person that was taking those talk about zero life, right? Like that was my first huge leverage. So that’s his job, right? There is take all the new leads coming in. What he does is what, you know, he has a conversation and he kind of tease them up, and then we decide who on the team is best suited to work with that particular lead. We’re not in a round robin situation whatsoever. You know, if it’s someone that’s in their 60s, they’re probably going to work better with somebody that’s older on the team, as opposed to somebody in their 20s. I mean, that’s just an example, right? But, I mean, we just really, he does a good job filling them out to understand what their situation is. If they’re an investor, we have two people on the team that are great agents to work with investors. A couple other ones would stink at it, right? So we want to set the lead up with the right person so we get them to contract. So that’s his number one job, but he has to update all of our third party sites. He coaches everybody on the team. Once a month. He does a lot of scripting and role play. He goes back and calls old weeds. He also goes back and calls past clients. And right now, what his big job is is, as as we hired this virtual Isa, he’s coaching him and getting him up to speed to our standards of how we want him to handle phone calls. And then he’s deciding on which pools of our database. We want that VA to be calling and talking to so he’s got a big job.
Speaker 1 47:05
Yeah, he’s definitely, he’s definitely an important part of the team right there. And if I may ask, if you can share is he paid a salary plus like a 10% bonus on any successful closing or something.
Tiffany Hilbert 47:19
So he’s on salary, and then he gets 10% bonus on a buy side, 50, 15% bonus on a list side. The reason why I added an extra five on the list side is because listings are so important. I’d rather you chemistry on the listings than the buyers. We can always find buyers and that vague. I call that 10 or 15% of VIG, any referral fee we pay out our team name. We call it a VIG. The team and the agent split the VIG. The team does not absorb the whole thing. Neither does the agent. It comes off the top, okay, and then it splits. Come after that. I
47:54
appreciate that. Thank you, Tiffany.
Tiffany Hilbert 47:56
I appreciate Ozzy. Do you have a team?
Speaker 1 47:58
I’m starting one. I got an admin and showing a buyer’s agent. So it’s me, other people, great. I got that, and I’m I want to make sure that I start with the best models and kind of like what’s tried and true. So I appreciate Daren for and you do for sharing what’s working for you guys.
Tiffany Hilbert 48:17
Absolutely. Good luck, my friend. Hang in there. Yeah. Little
Daren Phillipy 48:21
side note, Ozzy has been running a team for a while, and when it comes to vas, he’s kind of the expert. He during COVID, left his house like three times and ran the most profitable business he’s ever ran, and it was through a multiple VAs and a showing assistant. And so if you’re, if you’re wanting to learn what to do and how to lead, a va Ozzy is a great resource for that. He’s all about. Doesn’t touch it at all, and those VAs do kill a job for him. Yeah,
Speaker 1 48:55
I did really good with the virtual assistants for the admin side, but I haven’t been having much success for the ISA side. That’s why I was wanting to dig into Tiffany’s model right there with it, with her Isa. So thank you for that. Yeah,
Daren Phillipy 49:10
yeah. My like, right
Tiffany Hilbert 49:12
now, what? Oh, I’m sorry. Right now, what Charles is doing with him? He’s on zoom with him, and he’s doing recordings. So he’s listening to him, he’s watching his inflections as he’s speaking and talk, and kind of giving them some different scenarios, and listening to a scripting and making sure that he’s responding to some of these pushbacks that he might be getting from these buyers and sellers with the right response that we’d like to, you know, the right direction we’d Like to see
Speaker 1 49:40
him going, Oh, that’s smart. Like coaching, coaching him in real time, with the little nuances and the details. So he sounds kind of like what you guys already sound like.
Tiffany Hilbert 49:52
He doesn’t know our market. He doesn’t know anything about the United States. He’s never been here, right? So it’s important for him to understand where these people are coming from. It’s. Important for them to understand how competitive this market is. You have to know your audience. You have to, you know, kind of be a student of it. So Charles is, you know, teaching them up really fast.
Daren Phillipy 50:12
So your first isa VA,
Tiffany Hilbert 50:17
this is our first. Va, yeah, birth, if so.
Daren Phillipy 50:20
My experience from my isa VA is interaction a lot throughout that training process, every single day, touching base, accountability, I made a mistake of, again, too long of a leash, and found that the conversions just weren’t there. And so, yeah, I do know that VAs are amazing, and if you have great communication, it changes everything. I’ve got one of our our productivity coaches, she has a VA that’s a massive rock star and carries so much weight and value and stuff. So that’s that’s super exciting when you when you have that so
Tiffany Hilbert 51:06
are they using? Cyber backer, yeah. Cyber backer, great,
Daren Phillipy 51:08
yep. Last question, then we’re gonna let, we’re gonna wrap things up. And this triggered me from when Ozzy asked the question, you’ve gone through lots of experiences and certain mistakes or steps, we learn a lot from what’s a mistake that you’ve learned from that you’re like, I’m so smart from that. What can you share with us some of the mistakes and what have you learned from it? So we don’t step in the same I’m
Tiffany Hilbert 51:38
a high D like, off the charts. Maybe you couldn’t tell that from this conversation. Great.
Daren Phillipy 51:44
I mean, that’s supposed to be a good thing, right? Well,
Tiffany Hilbert 51:47
I don’t know. Man, I’m like a freak. My husband calls me a freak, but being a Heidi direct to the point I’m a driver. A lot of times we let our like our emotion, we’re driven by the emotion. Mm, hmm. So sometimes, all of a sudden, that emotion comes up in me, like I had somebody lead the team, all right? So I had somebody lead the team, and the way she did it was horrible, like, for how I felt, right? She been married for three years. I helped her through some really tough times. It was that girl that I lent money to, right? She literally just came in with a bag with all of her stuff, dropped it next to me, and she goes, I need to talk to you. I mean, it was obvious she was quitting, right? Leaving the team the way she did. It was so unprofessional. So not business like. I lost my cool on her and I met I was just like, it was horrible, the way she left, right? It was just bad. I felt horrible. I learned that, wow, if I be a really good leader, I gotta be a really good leader. And how somebody leaves your team shows how you are as a leader, right? When things go sideways and you have to have these stern conversations, your team is watching how you take that and how you react to it. So that was a huge learning thing for me. The other thing is, what was your question? Again? I’m kind of getting sidetracked. I know when
Daren Phillipy 53:17
you when you make, when you a mistake that you’ve made, that you learn from that you can share with us.
Tiffany Hilbert 53:24
Probably not leveraging fast enough was a big mistake too. Just thinking that I had to take everything on, especially my own personal clients, like thinking that I had to take everyone on, like that’s just like not thinking clearly, you know, like knowing that you have people on your team that are fully capable of doing it, and once you start handing that off, it is such a great feeling, right, because I am not going out and showing houses that I No thank you.
Daren Phillipy 53:57
Dying to ask another question. Go ahead. Oz, yeah, yeah.
Speaker 1 53:59
Now I got triggered, and I gotta so with that one lady that left like that, you said she was with the company for three years, did you say? Did you see signs of, did you see signs throughout, like, the first year, the second year of how she was that type of unprofessionalism? Or was this leaving like a sort of complete surprise, she
Tiffany Hilbert 54:22
had mentioned that she was thinking about leaving, like, six months before that, to be a solo agent, because she needed to make more money, and that she was the one that had $10,000 hanging over her head, right? I go, Hey, here’s a check. So to me, I was like, Okay, I’m buying her. I’m buying time to keep her on the team, right? Anna’s going to give her an opportunity to leverage her brain off of that, to go out and sell more real estate, to hopefully be able to pay all that back in a timely fashion and get her ship right sided. She got swayed, come to find out, by a local lender that worked with a different team, there was some inside, underhanded stuff. Went on that I found out, and trust me, I called out president of the bank, and he came over and met with me. Never happened again. But let me tell you, I mean, like you have to know your audience and again, like being in the industry and knowing your players, knowing your affiliates, knowing the people, the decision makers, having that influence and understanding where people are coming from, it helps a lot when you’re dealing with stuff without that was totally out of character, what she did, that’s why it blew me away. It was not in a business manner whatsoever. So and a lot of people on the team took it really bad too, and if I had taken it, if I had taken it better as a leader, the triple the ripple down effect would have been completely different with the team, right? But I got too emotionally involved in that where I should not have, if that makes sense,
Speaker 1 56:00
yeah, that makes sense. It sounds like people change, and she went through a time in her life where she was maybe not the strongest, and there was this outside influence made her change character. And yeah, by surprise, caught leadership by surprise. That makes sense.
Tiffany Hilbert 56:16
Yeah. So speaking about emotion, so the one thing I say to my team is, Do not be tied to the outcome. Do not allow yourself to be tied to the outcome of this transaction. Allow yourself to have zero emotions with this because the deal may die and you have to just move on. You can’t sit there and say they shoulda, coulda, woulda us, because a lot of things are out of your control. Just don’t be tied to that out. You know, don’t have that emotional part to it, right? Allow, whenever I’m sitting with the listing with a seller, I’m like, Look at my job is to get you as much money as I possibly can and make this experience as easy as we can. It’s not going to be fun. I’m not going to lie to you, Mr. Seller, selling a house is not fun. But I know you have a lot of emotional feelings around this house. I’m going to allow you to have those emotions. Allow me to handle your your bottom line right. Let me make sure I’m looking out for your financial well being. A lot of times you say things like that to a buyer or seller, it makes them feel like, okay, this is cool. I can be emotional.
57:18
Thank you for sharing. Yeah,
Daren Phillipy 57:20
Tiffany, you’re so cool. I appreciate you hanging out with us. There’s, there’s people who are going to watch this that are dying to send referrals up to Rochester. What’s the best way for them to send it to you?
Tiffany Hilbert 57:32
Tiffany [email protected] baby.
Daren Phillipy 57:36
Okay, so could you say that? So it’s just first name, last name at KW, yep. You got it? Okay, perfect. Well, we’re going to send you a bunch of referrals. I’m so glad that we got to be friends, reciprocate. I’m going to call you tiff next time I see you, because we’re tight, tight, like that. Yeah. Now you can
Tiffany Hilbert 57:54
pet peeve if somebody calls me tiff the first time they meet me, I’m like, Oh no, no, no.
Daren Phillipy 57:59
Oh well, I met guy usually.
Tiffany Hilbert 58:06
So it’s like, Laura. It’s like, Hey Laura, how are you right? Like, we never met, but Hey Laura, yeah,
Daren Phillipy 58:13
yeah, I’m usually Lauren or Lori or whatever else. Well, you’re so cool. I appreciate it. Thank you for everything that you shared. And guys, I will see you guys next week, 1130
Tiffany Hilbert 58:28
Pacific, that’s it. Take care. Thanks guys, bye. Guys, thanks, Tiffany. You’re welcome. Alright.
Daren Phillipy 58:35
Well, you gotta love Tiffany. She is awesome. She got lots of experience, and I love that story, and I love that she lives her life by design, and she’s really turned and created a business up there that draws a lot of talent. Now I want you guys to know that I’m here to help I want to help you grow your team. Want you to improve your team, and I just want to be a resource for you. And I’m here in Las Vegas. I run one of the largest real estate companies here in Las Vegas, Keller Williams and marketing, and I want to help you in your business. If you’re here in Vegas, call me 702-706-4949 and I’d love to be that resource for you. Now, I know most you guys aren’t here in Vegas. I say it all the time, and guess what? We could still be friends. I could still help you. All you need to do is call me. We’ll do the thing, and then if we need to, I’ll connect you with some some people in your area that know the models and systems of massive teams. And that’s it. That is the OT. That is how we do it. Every single week we learn more. Gosh dang it. It’s amazing, and we got more to come. I’m so excited to have you guys here. Thank you for taking your time out of your day and listening to the OT, participating and sharing the good news. Is keep on doing it, and until next time I see you,
Announcer 1:00:04
do some good. 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.
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