Crowning Connections: The Mamba Mindset

“Hard work outweighs talent — every time. Mamba mentality is about 4 a.m. workouts, doing more than the next guy and then trusting in the work you’ve put in when it’s time to perform. Without studying, preparation and practice, you’re leaving the outcome to fate. I don’t do fate.” -Kobe Bryant

Rob Clemons hosted Scott Trembley of Keller Williams, Trembley Group on Crowning Connections Podcast to discuss leadership & growth… with it’s adaptations during the pandemic. Not only did they both quote Kobe Bryant, but the consistant them of out doing the competition, winning the morning and bring along the right people led to success. A favorite take away for Rob: “Results, Resillance, Respect.” – Scott Trembley

Enjoy this episode of Crowning Connections: Mamba Mentality!
Full Episode: https://www.buzzsprout.com/1829238/9869519

#podcast #mambamentality #leadership #kellerwilliams #realestate

Listen In: https://www.buzzsprout.com/1829238/9869519

Rob Clemons
All right, welcome to Crown Connections with Rob Clemons. Today we have Denielle Van Dyke with us my trusty co host. How’s it going Denielle?

Denielle Van Dyke
Great. Totally not nervous at all.

Rob Clemons
Not nervous. She’s never nervous man still ice water running through those veins as they say, right. You know what, you make a great NFL place kicker. You know, I put you on the, you know, 50 yard kick with the game on the line. You’re just nailing it every time. Right?

Denielle Van Dyke
Absolutely.

Rob Clemons
And she she’s a big time sports fan. So that makes sense. Right?

Scott Trembley
Yeah.

Rob Clemons
Right. Couple of Washington fans here. It’s It’s been a rough year folr us.

Scott Trembley
Oh, wow. We’re done.

Rob Clemons
Yeah. Okay. And now we apparently have a Dallas fan on set. Okay, well, this is. Awesome. All right, teaser teaser for later, right. But no, actually, today, I’m really excited about the show. I’m always excited about the show, because it’s just kind of part of my personality. But I will tell you that we’re going to talk a little bit about business building today. Because I’ve been in this industry for a long time, but the building industry, and just general business industry, and we always find common challenges amongst builders, amongst business owners. And they’re usually related to things that we all see out there. Right now, recruiting is a big deal. You know, how are you finding the best talent in 2022? A lot of people still haven’t come back to work right now. And so I’m finding people having to fight so much harder to get good talent and and how do we do that. Profitability. This is always a big one, you know, companies have found ways to make money, but can they get the profitability, they want to? Kind of fun we were just talking about a little bit before the show that, you know, these companies will get to the end of the year and say, oh, yeah, we made a lot of money, in gross, but how that net? Look, it’s not so great, you know? So we’re gonna talk a little bit about that today. Just general growth management, how do you go about that, and a big one that I think we can go to today is talking about technology and business, right? How do you stay ahead of the trends in 2022? Danielle, I know that you and your team, you guys are always working on ways to you know, kind of stay on the forefront. And there’s always a new social media to be on. I mean, this is constantly a challenge, right?

Denielle Van Dyke
Oh, absolutely. And this year is actually our year of knowledge and growth and everything. So we’re putting a lot of time and effort into researching the the new things going on in the marketing world and making sure that we’re staying on top of it.

Rob Clemons
It’s the year of knowledge and growth. Whoa. Gosh, man, no pressure or anything, I feel like I’m gonna have to, like come in with a new Wikipedia fact every day or something like. You know what I mean, I just feel like now I’m inspired. So it’s a great thing. But you know, a lot of a lot of businesses do talk about this, right? We talked about, you know, staying ahead of technology, and, you know, you have different generations, you know, the the Gen Z group, of course, they’re all about the technology. But what about the baby boomers in the group are still working. And you know, we need to be able to find ways to be more efficient all the time. So, with that being said, we’re really, really blessed today to have Scott Trembley from Keller Williams, the Trembley group, with us. Welcome to the show.

Scott Trembley
Hey, man, super glad to be here and excited to just share some knowledge that gained some value as well. Bring some value and talk business, maybe talk a little bit of live talk marketing, talk tech, talk profitability, whatever you guys want to talk about. I’m here for you.

Rob Clemons
I love it. I love it. Well, that sounds great. You know, one of the things that I found a really interesting about doing Crown Connections is we find people who are in the local market, you know, we’re in Myrtle Beach, and it’s one of the most, you know, growth worthy markets in the United States, of course. How long have you lived in Myrtle Beach yourself?

Scott Trembley
So good question. So I came here in 1993. Geez. So was it my academics like 27-28 years or? So been here? I’ve been here for a long time actually grew up in Durham, North Carolina. Okay. And which school East Carolina University. My mom who my mom and I are super close. Growing up, she moved to Myrtle Beach. And, you know, graduate from college. We graduated college, like “what the hell are you gonna do,” right? And then some ago I was getting I was getting the golf business and it’s I came to Myrtle Beach.

Rob Clemons
Nice.

Scott Trembley
And sort of, you know, sort of landed the foundation there. And then then just really started really kind of honing into what I want to do the rest of my life. And I came to it, I came to part of my story is I came to a crossroads. I knew sales was it. And I came to a crossroads where I was looking at the pharmaceutical industry, right? And real estate. And the bottom line was… it’s funny to tell a story people laugh because I went through all the Pfizer interviews and this that the other. I mean suit and tie, five interviews. I mean, just drilling it down, and they’re like, “dude, well, we’ll hire you to work anywhere in the country for us.” You know, at that time I wasn’t… I didn’t have a lot of money. There’s were friends that are like, man, you get the car, you get the salary. You get it, you know, I mean that’s it, man. I mean, “Pfizer, oh my God.”

Rob Clemons
Oh, yeah.

Scott Trembley
And then I’m looking at real estate at the same time, too. And I looked at it right there. And I think this is one thing that people can learn. Coming up any stage in life is like, who are you? And where do you want to go? Like look yourself in the mirror, and, and make good decisions based on who you are and the value that you bring. Because everybody’s different, right? So I was looking at, I was like, “Man, this is… this is like this stability.” Like, this makes the most sense to the masses. And I’m the guy also that, you know, you go into an airport, everybody’s running over there, I’m gonna go to that line by myself, because I get my ticket over there. So I’m gonna go create my own path. And but when I was looking at I was going, the last thing in the world I want to do is go drive around and sit down and hope that a doctor talks to me, right? I want to go build real relationships. And so when I talk about that crossroads, the first word of real estate: Real. That’s what got me. And so now let’s say this, it really offered no money or anything, right? You had to go and just make it happen on your own. But I knew that I could believe in myself and start building real relationships. And, and really just go after it and have just, you know, a high level of integrity doing it, and there’s no limit. And so I took that leap of faith, and that was 24 years ago. And, you know, a lot of things have happened since.

Rob Clemons
Man, you know, that’s, that’s an awesome story. And I really appreciate that. Because sometimes you do find yourself at that crossroads of what do I want to do? Right? And you can find that crossroads at 18. You can find a 28, you can find a 48. Yeah, it’s it’s a thing. But you managed to find success in a business that so many people try to get into right? You go down to Coastal Carolina Association of Realtors, they’re going to tell you I mean, they have new Realtors entering every single day, right? And so what to you made you stand out? Because the common thing I always hear from people, is they say that, you know, somebody says, “Well, I got into real estate.” Well, why don’t you get in real estate? “Well, everybody told me, I’ve got a great personality. And I’d be great at real estate.” And then, you know, a year down the line, they’re not really making any sales, things are struggling. What is the key to being a great real estate agent? You know, how do you get into it and be really good at it?

Scott Trembley
Yeah, so real estate, is like the, you know, the thing about it is it’s a license of flexibility. Right? That’s what gets people in it. That’s what gets people out of it, right? Because they get into um, I got I got my real estate license, license and flexibility and go do it. I won’t make my own schedule. The standard: come in what I want, right? So so here’s the deal. You show me somebody successful. I’ll show you somebody that has discipline and structure into their schedule, and accountability. And so you know, what it takes is it takes hard work, right? You know, it’s like I tell my boys, be the hardest worker, have the best attitude, breathe life into others and be stay humble, right? That’s what I tell my my four boys, hardest worker, best attitude, breathe life into others, encourage others and stay humble. So create it. Get it around folks that created the schedule, and had accountability. And then you got to go to work. Like, you’ve got to figure out how to start generating business, right. So you have to literally decide that you are going to win that morning on that morning. So your entire morning, every day, for as long as you can imagine, we still do that in a business a day is generating business for the business. If you’re not generating business on a day to day your business is going the opposite direction. And so just hard work, being around winners, right? Winning that morning, stay at staying true to who you are, and the consistency. It’s the workout like, you know, to stay in shape, you got to work out consistently, right? So it’s the daily workout plan for a business and it’s not easy. Like there’s that, you know, I have mad respect for anybody that runs a business because it’s not easy, right? It’s not easy, but I’ll tell you what, I have a lot of respect for individuals that take accountability, take ownership and everything they do and are willing to go out there and put in the daily grind. And so just answer your question. Hard work, the daily grind, understand it’s a long putt, not a short putt, you know, I mean, you work on those two footers, but I mean, it’s a 20 foot breaker, right? I mean it’s a long putt I mean it’s a 40 foot and it’s it’s not easy but just stay in consistent and belief surrounding yourself right with others that have are either head of the direction you’re going or have been there right and and one thing I say in my in my today world is is have an unlimited resources towards learning. Absolutely a lifelong learner every day and and I think if you do that and anything that you do, like I always say anybody in life like it shouldn’t be the heartbeat like this in your life or in your business that we’re oh my god did great. Oh, it fell off. Oh my goodness, our agent right? I sold three ohms Exactly. Oh my god. So they forget about Legion and they don’t sell three home for another, another better. 60 days right? Just consistent reputation and repeatable and your business just if you notice something Still going up and down. Right, exactly. I’m going this way, because I’m working the daily grind day in and day out around successful people. And I tell you, I challenge I challenge anybody out there and no matter what career they’re in, just make sure that you make good choices. And you get into an environment where you could win. And you can actually go where you want to go, like, make sure that you’re in an environment that actually, like thrives on that, right. Because if you’re in the wrong environment, it’s just, it’s gonna be an uphill battle.

Rob Clemons
You know, two things that you said that I don’t want to get too far away from. So you mentioned something great. And I love this, I’d love to dive into a little bit about what you do at the Trembley group that gets you to that mindset, right? Yes. But we talked about hard work. And you know, we talked about the Mamba mentality a little bit before we got down. But you know, you talked about hard work. So I would challenge anybody to look at anybody that you really respect. And so often I meet people who say, “Oh, you know, I want to be a singer. I want to get on the I want to be an NFL football player.” And it’s and it’s like, you know, they have these goals, or even something more simple. I want to be a manager of a business. But it’s are you willing to put in the time to be the best at it, you know, and I find that even with a real estate agent, my my recommendation for them will be in look, I come from the home building industry, I’ve got a broker’s license and real estate, I will tell you that if you’re going to commit to it, you know, don’t don’t say Well, I’m a realtor. Now. I can come in at 9am or whenever I want to come in at 7am. Yeah, get your stuff together, start working on your craft, because the great ones seem to always put in that kind of time, no matter what you’re doing, right.

Scott Trembley
No matter what you’re doing. Like we literally so I go back when I was getting started, we had an accountability group, right. So this is how it worked. We wrote and by the way, like $150 checks, were not fun to write back then. And they still aren’t today. But they weren’t fun to write back then. So we all kind of do the dollar checks. But I’m on the wall. Right? There were five of us had to be in the gym at 6:10. So not 6:11. Right, not 6:15-16 or before. We had to be in the office at 7:50 on the phones at 8. You miss any of that. We take your check, and we go to lunch. We go to dinner on it. You have to be right to chat.

Rob Clemons
Oh my gosh. I love Denielle. Hold on. Before we go, Denielle, this is a marketing team. Right hold right here again. Are we gonna do this?

Denielle Van Dyke
Oh? Heck Yeah. Challenge accepted.

Rob Clemons
Her eyes got real big when she says 100. All right. So $150 challenge but no, I love this. So accountability.

Scott Trembley
So So accountability, and, and then. So anyway, back in that world, I was the only one that nobody, nobody ever cashed the check. Right? So it’s it. But it’s like, we love athletes, right? Because athletes understand the grind, they understand you don’t pick up a basketball and start making you know, not 10 free throws, right or you don’t pick up a basketball and start learn how to dribble with your left hand. You to dribble with your left hand, like if you’re right handed 75% More of the dribble with your with the right hand with your left, right. So you can actually learn a trick and you got to do it day in and day out, right. And so another thing we live off of is nothing’s given. Everything’s earned. Right? And so if you can live in that mentality, and you have that type of work ethic, right, and you surround yourself with folks that are traveling in that direction, and believe in that with no excuses and leave the drama in the parking lot, right? I mean, everybody’s got this like, like, look at everything, like every challenge is an opportunity to grow. Right and you get 1% better every single day. Nothing’s given everything is earned. You win that mourning, period. You gotta win the morning. Thank you just absolute studies show that both if you win the morning and you lead generate in no matter what your business is, before 12 o’clock, from eight to 12. Right? You will get more done before 12 than most of America. This is interesting. Before five in one day, most of America before an entire week. Just lead gen in one morning, now exponentially multiply that by four or five days. That’s what if you look at in our industry, but it’s any industry, right? I miss Kobe Bryant, read his story. The guy said meet me at the literally part of his story is the guy said meet me. He said I’m gonna meet you at the gym at 330. The guy thought he was talking about 330 in the afternoon. So he wasn’t there. And he said Where were you? I was and then he got he got to the gym, the guy that was gonna interview him or whatever, watch him watch the train. He got to the gym in the afternoon. There was kids doing all kinds of stuff. He’s like, where’s Kobe. Kobe is like, Dude, it was 330 in the morning, wherever you are. Right, right. Right, right. And then then he then of course, he made it to the gym and he tried to beat Kobe to the gym. And he got there threes. I’m gonna be there right on Thursday. They’re already they’re already they’re already they’re already there training. So it is like we can talk about all kinds of stuff but there’s no substitution for for gaining that incredible knowledge from winning that morning day in and day out. Right? It’s repetitious boredom actually. Right? It is mastering that on a day in and day out, and then you just exponentially start getting better. And you I mean, your competition starts becoming they’re playing for second absolute because they’re looking for the magic pill.

Rob Clemons
Oh, you’re 100% not not understanding all the things that happen behind the scenes. One thing I heard Kobe talking about one time I love this, he said that, you know, he would come into that gym two hours before everybody every day, because he said, Look, I’m working that extra two hours a day. And no matter how hard you work, you’ll never catch me because two hours ahead of you two hours ahead. And the consistency of it. Another thing I talked about is you were talking to Thomas Blackwell author the other day and and Thomas, he’s always quick to to, you know, word it like this, I would say that, I would say normally expect failures along the way. What Thomas would have said is expect opportunities for improvement along the way. But either way, it’s the same thing. What you’re talking about is is you know, people are going through the first resistance you get you think, Oh, well, you know, this doesn’t work out that thing that work. It’s like no, you have to almost expect a failure here, they’re expect that you’re gonna have a challenging or a humbling, right. But then if you can push through it, that’s usually the thing that makes you better. I think that’s part of what you’re saying with the whole consistency of operation, right?

Scott Trembley
Yeah. What’s funny, I was trying to mean, you know, we, we trained a number of different agents, coaches and trainers, that big part of our organization, right, and, you know, be it, be it somebody that’s a top producer or somebody a new agent. But so if we talk about somebody that’s getting into the business, that first 90 days, so I always tell them, here’s what’s gonna happen. Like you’re gonna come in, and like this is like with our organization, because we’re gonna, we’re gonna hold you accountable, we’re gonna push you to be great. If you sign up with us, you sign up to be great. Like average is not an option. Like we just we just delete average, you sign up to be great, right? Yeah. So the first 30 days you can be so excited. Oh my God, these guys are amazing. Love it. The Accountability, man. I’m all over it. I’m making my 25 to 50 contacts a day. This is great. First 30 days. 60 days and going, man, these guys are pretty cool. I mean, you know, I just 25 contacts get in touch me. I don’t know. You know, I mean, I guess they’re all right. Not real sure. 75 days. fork in the road? Oh, yeah. 75 days, like two and a half months. I mean, legs are getting heavy. They’re running those Sprint’s right legs are getting heavier, then all of a sudden, it’s like, do I really want this? Absolutely. And you know what, some go this way and don’t. And the ones that push through just like you were saying they push through right there. They get to that 90 day mark? Oh my gosh, that client I talked to in week one. Now they’re ready to sell their home. Oh, my gosh, their friends are actually buying into like, their fruit starts showing up. And it’s not massive them. But it’s funny. It’s like, how bad do you want it? How hard are you willing to get it?

Rob Clemons
And you know, it’s it’s amazing. I think it’s underrated a lot. Yes. Another thing that you said that I thought was really great is, you know, when we talk about something like, you know, surrounding yourself with good people. And we talked about the gym, right? Yeah, you know, I love the gym analogies. Shout out to the gym listeners here. But but one of the things is, have you ever had a gym partner and talk about accountability, and how much harder you tend to work when you do have that person? They’re 100% It’s amazing. So, you know, I remember I had this group of friends back in college, and we were just so committed to the part of it. Now nowadays, I don’t even need a gym partner. I’m gonna go every day no matter what. But it’s amazing how that can affect you. And we accept that for something like the gym. But what about just day to day life? Who are you surrounding yourself with? You surround yourself with motivated people who are gonna go and get it all the time? Or you have that person who naturally drags you down a little bit? Right? I you know, I’m a big fan of Jordan Peterson. And he talks about, you know, getting people who root for you to succeed. Yeah. So this is part of your group, you need this form your group of people. So yeah, they embrace your successes. Right. So want to lift you up? Yeah. And and of course, who have like minded goals, right

Scott Trembley
to choose? Well, I mean, we talked about healthy competition all the time, right? So I mean, we’re building our organization. We just want we want superstars in every seat. And we want everybody because I mean, you know, everybody’s asked question, what kind of value going to bring us well? How about this? What kind of are you gonna bring us? Right? And so we want superstars in championship mindsets, and every season where we’re breathing life in each other, always. And if you build an organization that way, I mean, it’s one of my principals when we talk about, you know, business principles and stuff, but a plus talent superstars, not 100% of your problems, but most of your problems go away. But if you start if you start, like, you know, you start looking at where you want to go, and then you say you hire based off of, all of a sudden you panic, like you need somebody, then you hire off of what you think’s necessity, but it’s really not. And they bring in a, you know, B minus or C player that’s, you know, draining the system, rather than breathe in life. All of a sudden, things just don’t go right. So I mean, it’s so important to have that kind of breathing life, you know, cultural environment to championship type environment, where everybody there’s a there’s a healthy competition, but everybody wants you to win and so They’re like, Look, you did three and a half million? I did 3.6. I got you, you know, but I You did amazing. Right versus you fell on your face? And I want? Yeah, absolutely. Like, we want to lift everybody up and have champions that are always succeeding. Right? That’s,

Rob Clemons
that’s the beautiful thing. You know, I’ve found and I have my steps to company culture that, you know, we have time to go into today, but it starts off with hiring the right type. Yeah. So you said something that I think any business owner, any manager can probably relate with. You go through the interview process, you hire somebody, and you’re thinking like, you know, hey, they had a great interview, and they did this and this and, and then you get that first week or two. And you’re like, oh, boy, I didn’t really think about this hard enough. And sometimes it’s just not a great fit. How do you at your at your business? How do you go about finding the right person that fits this, this culture that you build? I mean, do you do personality profiles? I mean, how do you just how do you get this? Right?

Scott Trembley
Yeah, so fun. Yes, great question. So we do two personality profiles. Okay. And so we have a kPa key performance analysis, we do a DISC profile. kPa actually isn’t, isn’t an hour test, it’s really just, you know, takes a blood type almost right, this profile is going to give you this go find out they’re a high D, I S. C, right? So we’re always doing that. And then we just literally put them through the interview process of a number of different people on our team. Right to make sure and we’ve, you know, look, let me tell you something, we failed there. We failed there. We we work on winning there more and more often. But, you know, we’re looking for that are three core values that we revamped. So our business whenever the pandemic and COVID hit, we took the time to sort of restructure, revamp and do a lot of things to get just much more efficient and everything that we do, and part of us revamping our keeping our core values simple. So our three core values are results, resilience and respect. And so we talked about I mean, we were trying to find if somebody is results oriented, because, look, if you don’t have results in a business, you don’t have anything, right, we’re we’re like a we’re a blue collar type mindset. We love resilient individuals that can get knocked down 100 times and get back up 101. And they want everybody to respect themselves first, right? And then respect others respect our clients respect the model, respect the environment, right, which is a way to the high energy, high energy environment. But yeah, I mean, desk, kPa. Like we really peel back the onion, we learn all about their, I mean, really, from their star, their mentors, their upbringing and their competitive nature, you know, they’re in anything dealing with sports, how they view leadership, right? How they view had, what type of environment they would thrive in? Where have they thrived before? You know, what’s the hardest week? What’s what’s the most, the busiest and hardest week they’ve ever had? Before? Right? Tell us more about that? Where do they want to go? Like, what is what is a team environment? Like, what does that really mean to them? And and then, you know, what are their what are their goals? What are the career goals?

Rob Clemons
You know, I get a little tip for people because, you know, it sounds like you’ve done quite a few interviews before to when you you know, this is for the candidates that’s ever asked you, you know, what was like your hardest week? Yeah, don’t don’t tell me like, well, you know, so I put a solid 35 hours. Here that stuff is good. You’re like, Oh, boy. All right, where do I go from here? You know, it’s funny, and I can appreciate that. So one of the things I want to talk about is and everybody out at Monarch kjnows I’m a big fan of the DISC assessment. So let me predict you, you are an ID.

Scott Trembley
Well, it’s good. So I’m off the charts D, high I.

Rob Clemons
So, alright, guys. So no, it’s funny, because I’ve kind of gotten to a point where I can almost predict things. And that we’re a big believer in that too. Of course, if for those who don’t know, the disc, obviously, if the C type personalities and make great accountants and, you know, we try to fit the right people in the right spots. A lot of our great salespeople end up having some variation of ind, are you finding this in the real estate industry too, or

Scott Trembley
all the time and I’d say there’s, there’s a little tip too, is it’s one thing, so you got to find the right people, and you got to have the right processes in place to find it. But here’s the thing is you can you can find, and this was this, anybody building business learns this, you can bring in the most talent in the world. But if you know, you don’t have the processes, the coaching and training to back that talent, then that talented person can fail. Right? And so it is most important to get the right person in the right seat. But then it’s like 100% getting that right process and coaching and training around that individual so they can fly like an eagle.

Rob Clemons
I totally, totally agree. You know, one of the things that we look at is I believe that if you have an employee that fails usually it is the business’s fault, right but it could be that you mister on step one, you might just hire the wrong type.

Scott Trembley
100%

Rob Clemons
And a lot of times I know my staff when I go into that final interview and and I kick somebody that everybody just loved, right? It’s it’s because of the fact though that we know that we got to put the right person the right position, and if we don’t, you know, it’s kind of doomed from the start. So that makes a lot of sense. To me, what kind of if you don’t mind me asking 2021? What kind of sales volume Did you guys have over at the terminal group?

Scott Trembley
Yeah, yeah. So we, during the pandemic, we scale, we built the business. So we started, we started five years ago. And we built the business to $100 million business in three years. Just over three years. And so that was like, as fast as like anybody’s out of the country. During the pandemic, and COVID we actually sort of revamped everything we, you know, we revamped some of the team members, right, because we had some wrong peoples in the right seat, right? The infrastructure, the back end the whole time, just got it really, really streamlined. So we scaled it down to about 80 million a year ago, and this year with just eight agents, we did 106 million.

Rob Clemons
Wow, we just agents. And that’s amazing. Yes, yeah.

Scott Trembley
Now we’ve we’ve really, over the last six months, we’ve ramped up everything. So the target this year is 200 million plus No way. And we have all of we have all of the infrastructure, we have the team, we have everything in place to actually exceed that. So we’re excited about

Rob Clemons
it, man. I’m excited like next year, this time, we’re gonna have to have you on here because I’d love to hear how that goes. I’m sure you’ll do it. Yeah. One of the things I was intrigued about, I heard about the 12 days of business, essentially, she put this out right, as we were coming up to Christmas, I’d love to take on it. Anyway, of course, everybody knows Danielle is a big time Christmas fan. So the 12 days of Christmas, the 12 Business Essentials, I love it. Tell me a little bit about maybe some of your favorite parts of that. You know, do you have a couple of best tips from that that you share with us?

Scott Trembley
So I wish Danielle still had a reindeer ears. She put those away because New Year Christmas.

Rob Clemons
Yeah.

Denielle Van Dyke
Looking more professional today?

Scott Trembley
Yeah, so I mean, absolutely. So well. I mean, there’s I’ll drop a few of them. And a culture of accountability and ownership is one. So you kind of start there. Right? So you, I believe, and I think if you it’s not just my belief that if you find a great business owners are great businesses is they have a culture of accountability and owning their stuff. And so at the end of the day, look, nobody’s perfect. We’re all gonna make mistakes, but just own it, learn from it grow from it, right, but have a transparent culture of accountability and ownership. And my asterisk next to that is the accountability ownership is in which our company loves. We believe that feedback is the breakfast of champions. And so what I found was that a lot of companies and this is just what people tell me all the time. A lot of companies say that man, we value everything from you want to hear and want to hear, but they really don’t. But we literally, like, you know, we’ll have a meeting on this Wednesday, and we’ll learn more from our team. What we’re doing right what we’re doing wrong, what we could have done differently. We’ll have a we got this new thing we’re rolling out. It’s called a the Hickey moments, which is the hickeys H Y. K. I., “how you killed it.”

Rob Clemons
Oh, yeah.

Scott Trembley
So it’s kind of fun. But But culture of accountability and ownership. Like if you have a transparent company where you always learn and always go on your own and your stuff, then I mean, there’s the sky’s the limit, right? You can do whatever you want. But if you don’t and then like the last thing we want to see is pointing to thing like I was at 30 Spa, there was a lenders fault. It was inspectors on my teammate over here, they dropped the ball like that we’re in this thing together, like own it, be accountable to it, no excuses. And let’s get further faster because of it. Right. So accountability ownership. Another one of the 12 Essentials is you got to know your numbers. You got to know your numbers, like a lot of business owners don’t know your numbers. And so knowing your numbers is you mentioned it earlier is you know, what’s your true profit number? Not, you know, not your revenue, right? Not your gross revenue? What’s your true net profit? Like, what do you spend, you know, lead gen? What’s your return on investment there? What kind of ROI do I have there? Right? You know, I mean, you got to know the percentages of all of your salaries and your lead gen and you’re different, you’re different sources. Right? You have to understand the p&l. Right, you’ve got to understand profit loss statement, right? And so I mean, a lot of business owners don’t even understand that. Every dollar that goes into the company, like what’s the return on it? You know, in our world, we have inside sales agents. So inside sales agents are generating business every day on the phone and setting appointments for agents. Okay, so we pay our inside sales agents, right, and then they actually get bonused on closings. So we have a lead gen that comes into the company and we are also paying our inside sales agents. So all of that is Legion. What’s the return on every seat? Absolutely right. So you got to track and measure all that and then of course on your buyer side, your listing side. So we’re just really intentional understand that our numbers are getting better and just you know, that find that next detail that we need to do and we track and measure and everybody’s accountable to it. So we have we have scorecards for it.

Rob Clemons
I you know, I love that I use the word intentional a minute ago. Yeah, I think intentional is very powerful. You know, business owners, too often, business managers, business leaders, whatever they happen to be. You make emotional decisions, emotional decisions are rarely the right decision right? Um, so when you make an intentional decision that is based on things like KPIs and things like you talked about, so speaking my language all the way for sure.

Scott Trembley
Yeah. Well, you mentioned emotional decision as to like. So I talked about businesses way, when everybody starts a business, heck, Apple started out in the garage, right? When everybody starts a business, it starts Mom and Pop. It starts Mom and Pop, right. But then some businesses make a decision to actually build a company. And some businesses stay Mom and Pop and then a lot of businesses go out of business, right. And so what we’ve done with the Trembley group is we made a decision through COVID, we’re building a company, right. And so building the company means you have to have an accountability of ownership and accountability. And you have to you got to track your numbers really, really deeply. So you’ve got to be very, very, very, very intentional, you got to have a plus talent. That’s another one of the essentials. You’ve got to have the right talent in the right seat. You just got to have that right. You got it, you got to look at your you got to look at your org chart there. And you got to literally look at me results, resilience, respect to these people had here to the level that you want. And if not, why can you coach them up? Right? Or are they a fit? Yeah, right. So you have to have a plus talent, right? You got to know your numbers. Another essential is your people have to know that you care. They absolutely have to know that you care, which is why one of our really fun but intentional core values is is feedback being the breakfast of champions. How do they know that you care? You listen to them. Right? You listen to them. Back into the business, you got to have processes and procedures, right? You can bring in the most talented people in the world. But there’s if there’s not structure to where they’re going to go, they could fail.

Rob Clemons
Absolutely. Well, I know, that was one of the things here at Monarch, you know, and efficiently. You know, when I when I took over as a GM here. I remember we, you know, I kept coming up with these processes and procedures. I felt like at one point, it was great until they were like, if I see one more process. They were saying stuff like, Is there gonna be a process for going to the bathroom, Rob? And I was like, well, maybe? Potentially. Right. Right. Right. But, uh, but no, that that’s amazing stuff. One of the things that, you know, I think is a lot of fun, is to just look at these measures, because you can also find improvement, you know, it almost becomes a competition in itself. You know, how are we doing on profitability? Can we do better next year? Right? How are we doing on callbacks? And, you know, things that we have to go back and resolve can we do better next year? And this all goes back to how you track your budgets and everything. So I think that’s great stuff. Yeah, man.

Scott Trembley
So we’re like, when you track and measure your numbers, you can see where you went. And you can see the gaps. Yeah. Right. So we’re always looking at like, where we went in, like if your wedding there, right. So when you’re tracking a measure, like a legion source, right, or when you’re generating business, what you do is you figure out, like what ROI you need, you can keep skip, you can actually put more money to that as long as your ROI that you start dropping, right. And so it’s really, really important to know where you win and also where you’re losing. And that’s why you track your numbers is like, you need to know the gaps ages need to know the gaps like in their, their calls to sets the mats to sign the contract. Like where is that agent doing the best? So they’re actually speaking to this many people. They’re on this many appointments, but they’re only getting this many contracts signed, right? Yeah. Yeah, maybe. Maybe it’s meeting them, they’re missing something there. Or they’re putting this many clients under contract, but only this many are getting to the closing table. Right? So maybe they get ahead of themselves. So just tracking and measuring everything is just I mean, it’s got to do it.

Rob Clemons
Kind of makes me think of that old tongue in cheek adage. They say, “Well, you know, we’re, we’re losing profit, but we’re making it up in volume.”

Scott Trembley
Right!

Rob Clemons
It was like, Yeah, we’re selling more, but we’re, you know, but they’ll make up for the loss and profits we’re having on every sale. You know, it’s like, you have to know where you’re going right?

Scott Trembley
Well, man, every our business is full of man, I did this GCI, like gross commission income, and just this volume, this GCI, I’m crushing it, we did 1000 units, we did this and that. But when you look at me, well, you don’t you don’t hear about it. You don’t they don’t they don’t share share their p&l, but a lot of might make any money. You know, and so you’ve got to figure out a way to build an organization that is profitable. It also creates a world that where everyone in the organization can build a big world themselves and thrive, right. So it is it’s a balancing act. It’s really I think, the best companies, you figure it out, right? But you’ve never arrived. Yeah, exactly. Okay, guy, we arrived here and now we’re going to the next level, right? You never have to do you never arrived, right? Nobody’s perfect. You’ve never arrived. But you’ve got to figure out that balance to build that big world. So folks can build a big world you’re going as an organization, which can be profitable, right? So you can build a big world for them. Right? And that’s why you got to know your numbers. And if you’re not looking at your numbers, I look at them on the daily if you’re not looking at at least on the weekly a lot of people say on the monthly nothing Too late. Yeah, yeah. I mean, if you’re not looking at them, then you’re just you’re gonna get behind, right? And this and this and this ever evolving world, we’re in this techie world, this fast moving world, like you will get passed by.

Rob Clemons
Yeah, you know, I want to go there with you. And there was something you were talking about, you’ve alluded to a couple of times, and I want to see how you guys dealt with talking about technology. And talking about staying ahead of the trends. How did you deal with COVID? Because I know on the, you know, at this business here that we’re in, we ran into people during the prime of COVID. I’m talking about when people really didn’t know what it was, and they just didn’t want to meet you in person. You know, we have to find ways to do remote presentations on sales and things. What did you guys do to adapt? That happened during COVID to still make sales? And are you still maintaining that today? Whatever that was?

Scott Trembley
Yeah, yeah. So it’s, it’s really quite simple, but yet intensive? Because I’ve never been to COVID. Right. I mean, I’ve talked to a lot of business leaders and owners during that time, like, man, you know, what are you gonna do? Right? What? So, but you got this. So we were very intentional build a big database up until that time. And so what we did is we just literally virtually, right, virtually, so we’re all we’re literally, we’re on zooms every morning, right? Coaching and training up everybody in organization, but then getting on the phones and having relationship conversations with all of our clients. Not business conversations, right? How are you doing? What can we do for you? How’s your family hold out? We just want though, we’re always here for you. Like, there was plenty of times where, you know, our team did that a lot of different things for folks in the local community. But just having relationship conversations with all of our clients to maintain that database, as we hopefully worked out of this. And what happened was, it’s the fruit of the labor. Right? What happened was, the more we did that, business started showing up. I mean, it slowed down, but then it started showing back up, right, because, man, we’re just real people having real conversations that really care. So it’s not about like, you know, oh, my gosh, what are you gonna do? Are you still gonna sell that house? Right? You still looking to buy? It’s like, you know, Jim, Tom, how you doing? Dude? How can I? How are you doing? Right, Tim? About the family? Like, I mean, I’ve got all these kids who like, what do you do with your kids? I mean, what do you guys do about school? Just getting to know them even more, right? Just building a relationship with your database. And so you ask the question, like, did it translate to the day, of course, like, getting better on building relationships with your database get more intentional. So it even worked during that time, and everybody’s hair was on fire and freaking out, right? And the thing about it is being a leader of an organization, you can be freaking out on the inside, but you can’t freak out on the outside or anybody else to freak out, right? So I just tried my very best to be the constant, there’s stability there, too. So I was in the database to write with them. And we’re all we’re all having relationship conversations and just trying to stay as connected as we could. And we just worked our way right through. And so what that led us into, was learning how to do more virtual conversations, well, relationships that way that we’re using today, and just stay more intentional and connecting that database and becoming that company that we kind of patent sort of a what we call a six star service, which our Director of Client Experience would tell you this five star service is amazing, it means you’re delivering amazing service to every client above and beyond six star services actually anticipating their next need. Being had, right. So we threw all that time, we’ve always talked about it, we sort of just continue to implement that into our business, to the relationships and just bring in what we feel like that service in the business. So we learned a lot. You know, everybody was sort of freaking out. I try my best to not freak out as much as what the rest of world was doing. Yeah, we just worked our way through it. You know?

Rob Clemons
Did you find that people you were having to maximize the game have more more video work and things? I mean, as far as the actual showings, did people show reluctance to go out and even get together and do that walkthrough? Or and? Or was it just like, people were like, Nah, final mask up and go walk through the houses? You know?

Scott Trembley
No, it was it was there was there was a there was video work, there was virtual work a lot of virtual work and and there was a lot of sort of scarcity around the like, can I even sell my show my house, right? And then do I even want to go out and see a house and then and sellers don’t want people in their houses? Buyers are a little reluctant, right? But over time, you know, what happens is, this is this. We’re in the big word real estate. So as crazy as that is, this time the pandemic right? It’s crazy. That is people still have to buy and sell like they their changes are happening in their lives. And so if you get connected, and you build a relationship, what I found is they’ll find a way they’ll find a way. But they’ll find a way with somebody they believe in and they really trust in right

Rob Clemons
Because they still had the need, you know, it’s like the need didn’t go away. Sally just had to find a way to feel comfortable.

Scott Trembley
Right!

Rob Clemons
And get it done. Yeah, yeah. So

Scott Trembley
I mean, it’s like, you know, you’re always on the sell side, you’re always looking to really dive in deeply to the motivation of the client. Right? But during COVID You don’t start there, right? You find like, how they’re doing. And then ultimately, what happens is it becomes a real conversation and you’re find the motivation of the client. And next thing, you know, we had people that want to do real estate via virtually or have the mask on. So yeah, we had to move and shake and, but you know, life’s not a static line, you guys stay

Rob Clemons
fluid. Always gotta gotta be adaptable all the all the time and, and take these challenges and embrace them. And if you can be the best at embracing and handling those challenges might just come out ahead. I know you have more 12 days of Business Essentials, how can people hear this you have a YouTube channel? Or what’s the best way to hear the rest of this?

Scott Trembley
So Instagram, Facebook, we do have a YouTube channel that we’re creating more on right now, but probably go on Instagram and check me out on Instagram. Yeah, the best way to follow

Rob Clemons
those. Yeah, that sounds good. That sounds good. Oh, one or two other questions. So you have any hobbies? What is Scott Trembley like to do in his mean in his downtime? Yeah, man.

Scott Trembley
So I’m a big I’m a big athlete guy. I have four boys. And so really my hobbies now are playing basketball, baseball and football. Right boys, right? Nice to have a beach time. But you know, first thing in the morning workouts, love to read, write love to read and, and my wife and I we do our very best to the we love to get away when we can. Right but outdoors always. Outdoors always. And we’re always I mean, it’s it’s it’s sport. It’s outdoors. It’s you know, competing. And with those boys of mine, I

Rob Clemons
just absolutely love it all. But they keep your hands full for therapy. Yeah,

Scott Trembley
I mean, I look you got to stay in shape to keep up with my thing. Like, like, they’re, they’re getting older, they’re getting quicker, they’re getting stronger. And I’m like, You guys are still like it’s you’re a long ways away from being in a basketball game.

Rob Clemons
I mean, actually, a fun fact, before this happened. He showed us his stomach. He’s got an eight pack. Now. It’s somehow or another he has an eight pack, like this crazy.

Scott Trembley
I did not do that, by the way.

Rob Clemons
And this has been fictitious stories with Rob Clemons. And a couple other quick things. So what’s next for you guys? I know you want to make you know, you talked about the 200 million? Yeah, I heard you got some big news coming up. Can you tease us with that? Tell us a little bit about it.

Scott Trembley
Yeah, man. So we do, we’re getting real close to launch in basically a new company. In this market, it’s also going to be expanded and the company is going to be really kind of everything we talked about baystone. I mean, everybody out there sort of knows about Chick fil A and Ritz Carlton or Disney. Apple, like we talked about that level of service in the real estate industry. So the company is going to have a holistic approach around that level of service in the real estate industry. And we just, we really are super intentional excited about making a huge impact in not only just in the real estate industry, but I think I think the the way our business, the business I’m talking about to be structured is huge impact on all business owners and anybody out there. But what we do know is in this crazy world that we’re in, you know, tech technology companies, big box companies, they’re all doing their thing. But for you to really, really create a space that you want and be relevant, you got to be special. You got to be unique, right? You got to get out there and create your like your your own unique value proposition. So we got a company that we’re launching, in the next we’ll call the next 60 days or so. So be on the lookout for that. And it’s going to be special, and it’s gonna be a high level of service and really one that’s unmatched in our industry. So we’re super excited, man.

Rob Clemons
That’s cool. Can we get you back in about 61 days to come talk about that?

Scott Trembley
Yeah, I’d love to. All right.

Rob Clemons
That sounds really good. We’ll we’re running near the back end of this show. This had been some great information. I think stuff that any business owner can apply to the business. So it’s been really great learning about results, resilience and respect. I love that mantra, It’s very, very cool. And just want to thank you for being on Scott Trembley. Keller Williams, the Trembley group. Great pleasure having you on today.

Scott Trembley
Hey, Rob, thank you so much for having me. And it’s always a pleasure to bring value and learn stuff to so and anytime.

Rob Clemons
Absolutely. And Denielle, any any other thoughts for today?

Denielle Van Dyke
I think Fran is gonna kill us if we don’t tell people to share and subscribe to our podcast.

Rob Clemons
Oh my gosh, yeah. So this this is a place where I was learning. I learned every day I was told that I need to ask people if you enjoy this show, please actually follow us on our podcasts and also tell your friends and on social media or whatever you do. I’ve been told that MySpace is big these days. And this is antiquated thoughts will Rob Clemons. No, just kidding. But no seriously, if anybody enjoyed the show, please continue to listen. We appreciate the viewers and this has been Rob Clemons with Crown Connections.

Scott Trembley
A man. Thank you.

Rob Clemons
Thank you

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