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Before anything else, it’s important to recognize that you’ve already gone through the system yourself.
From the moment you got started — going through licensing, onboarding, training, roleplay, field training and eventually getting released — none of that was random. You were being guided through a structure that’s been built to take someone from brand new to producing as efficiently as possible.
At the time, it probably just felt like “the process.”
Now that you’re stepping into leadership, your perspective shifts. You’re no longer just going through the system — you’re learning how to plug other people into that same process, so they can succeed the way you did.
A lot of new leaders get overwhelmed because they think leadership means they now have to do everything themselves — onboarding, training, explaining the business, answering every question.
That’s not how this is designed.
Our system is built with specific roles that handle different parts of the process so that nothing falls on one person. You have people in place whose entire job is to make sure your recruits are supported at every stage.
When you understand this, leadership becomes a lot less overwhelming. You’re not stepping into a role where you have to figure everything out — you’re stepping into a system that already works.
As a new leader, your role is actually much more focused than most people expect.
You are not responsible for being the expert in every part of the business. You are not responsible for training every detail or walking someone through every step.
Your primary responsibility is to create opportunities and stay connected to people.
That starts with:
Once that interest is there, your job is not to carry them the rest of the way — it’s to plug them into the right part of the system at the right time.
When someone is interested, your job is to get them into the interview process — not to feel like you have to run everything on your own.
Our interviews are structured as group interviews led by higher-level leaders, where the opportunity is presented clearly and consistently. This allows your recruit to hear everything the right way, without you having to figure it out yourself in the beginning.
After the group portion, there are breakout sessions, where you’ll have the opportunity to connect directly with your recruit one-on-one — or in a small group if you brought multiple people in that day. This is where you can build a more personal connection, answer any final questions, and help guide them through their decision.
Once someone says yes, this is where the process becomes very streamlined — and where many new leaders either try to do too much or step away too much.
After the interview, the next step is getting them started with licensing. This can be done right there on the spot (in the Zoom chat while they’re with you), or shortly after the interview. The goal is to move quickly while they’re still engaged and committed.
From there, you’ll notify Jai on who is moving forward.
Jai will then take over on the backend by:
At that point, your recruit is officially moving through the same structured process that you went through.
They’ll be guided through:
All of this is already built out and handled.
Your role is not to recreate the process or manage every detail — it’s to make sure your recruit gets started quickly, stays engaged, and doesn’t fall off as they move through the system.
Even though the system is doing a lot, your role is still extremely important — it just looks different than most people expect.
You are not the system. You are the bridge to the system.
What your recruits need from you is not perfection or constant instruction. What they need is consistency and connection.
That means:
The system provides the structure, but you provide the relationship — and both matter. When you step back and simplify everything, leadership through this system is actually very straightforward.
The flow looks like this: