Randy Schwantz, Author at Randy Schwantz Site

Confidence in Sales: If They Can Do It, Why Can’t You?

Randy Schwantz on November 27, 2025

Years ago, over 30,000 people did something outrageous: they walked barefoot across hot coals at an Anthony Robbins Fire Walk seminar. Why? To crush fear. To unlock power. To break limits.

So I asked myself a question that changed everything:

“If they can do it, why can’t I?”

I walked across that fire. And in that moment, everything shifted. I stopped seeing limits. I started seeing possibility. I realized that if others had already done it…then it wasn’t impossible. I just had to commit.

That simple question has driven my life ever since.

Confidence Isn’t Magic. It’s Earned.

Confidence in sales doesn’t come from hype. It comes from effort, preparation, and repetition.

Want to outperform the top producers in your agency? Want to command a room, land bigger accounts, or close with certainty?

Do what the best are doing.

They’re not guessing. They’re students of the craft. Obsessed with learning. Relentless about execution.

You want confidence? Do this:

Study your industry harder than your competition.
Manage your time like it’s your most valuable asset (because it is).
Take control of your finances. Know your numbers.
Own your unique value—your difference is your edge.
Master your sales process so thoroughly it becomes second nature.

Confidence is a feeling, yes—but it’s grounded in knowing. When you walk into a pitch knowing you’ve prepared more than anyone else… that’s unshakable.

Stop Watching. Start Doing.

Here’s a truth most won’t admit: too many producers get caught in “spectator mode.”

They listen to the podcasts. Attend the workshops. Read the books. But when it’s time to make the call, ask for the intro, or close the deal…

They freeze.

Because knowing about something isn’t the same as doing it.

Confidence grows when you act.

Every time you step into discomfort, your confidence muscle grows. Every prospecting call. Every proposal sent. Every “no” that you push through.

The more you do, the less you fear. The less you fear, the more you win.

Success Feeds Confidence. Confidence Fuels Success.

The more you grow, the more your confidence compounds. The more confident you become, the more success you attract.

They don’t teach this in textbooks. But it’s the truth:

Confidence is built through discipline, not pep talks.

Want to break out of your rut?

Start setting micro-goals. Hit them daily.
Track your progress. Measure your wins.
Celebrate momentum, not perfection.

Write This Down: If They Can Do It, Why Can’t I?

This is your mantra. Your battle cry. Your daily reminder that you’re capable of more than you think.

Others have closed big deals, built seven-figure books, and led top-performing agencies. You can too. But you must:

Be willing to fail forward.
Be hungry to learn.
Be consistent with action.

If they can do it, why can’t you?

Answer: You absolutely can. Now go prove it.

Why Off-the-Shelf CRM Tools Kill Organic Growth (And What to Use Instead)

Randy Schwantz on November 20, 2025

Imagine this real-world exchange between agency owners:

“Charlie, what CRM are you using?”

“Salesforce. Our IT guy said it was the best.”

“Cool. Is it helping your producers close more?”

Cue the awkward silence.

Sound familiar?

This is the danger of relying on off-the-shelf CRM tools: they give the illusion of progress while hiding the real problem—a broken growth engine.

Over 1,000 CRM Options… And Most Are Dead Weight

There are thousands of CRM and pipeline tools on the market. Big names like Salesforce and Microsoft Dynamics dominate because IT departments default to the “safe” choice. But here’s the truth:

IT departments don’t grow agencies. Sales leaders do.

When was the last time your IT team had to:

Fire an underperforming producer?
Train a rookie on how to beat the incumbent?
Run a high-stakes renewal meeting?

Exactly. Yet they’re the ones picking your agency’s sales tech?

That decision… to go with a generic CRM… could be why your agency is stuck.

Want Growth? Start With the Right Questions

Before you buy another “smart” platform, ask yourself:

Are your pipelines bone-dry?
Are closing ratios stuck in the mud?
Are producers leaning on price because they lack sales confidence?
Are introductions and referrals rare?
Do producers plateau after a few years?
Are sales meetings a waste of time?
Is onboarding new talent a nightmare?

If you said yes to just two or three of these, an off-the-shelf CRM won’t fix it.

Worse, it might actually hide the problem longer.

The CRM Trap: Shiny Object, Zero Impact

Generic CRMs act like a data bucket. You toss in names, maybe add some notes… and wait. But it does nothing to:

Teach producers how to prospect.
Motivate them to level up.
Build real competitive advantage.
Fuel actual organic growth.

What Steve Jobs Would Build (If He Ran an Insurance Agency)

He wouldn’t build a faster CRM. He’d build organic growth technology:

A system that integrates goal setting and accountability.
Tools that train and motivate producers.
Built-in sales meeting frameworks that drive results.
Onboarding workflows that ramp producers faster.
Differentiation built right into the process.

This is more than a CRM. It’s a growth engine.

Replace the Tool. Reignite the Fire.

Off-the-shelf CRMs are safe. They look good on paper. But they won’t transform your producers or your bottom line.

Organic growth technology isn’t just smarter software. It’s a system designed to:

Get producers hunting again.
Arm them to beat the competition.
Drive revenue growth without adding headcount.

Motivate producers. Outperform the competition. Grow your agency.

Share this article with a colleague who’s still stuck in CRM purgatory.

It’s time for a smarter solution.

The Painful Truth About Insurance Client Referrals—And the 5-Step Fix That Works

Randy Schwantz on November 13, 2025

Why Most Insurance Client Referrals Fall Flat—And How to Fix It Fast

What could be better than landing a new prospect through a glowing recommendation from a happy client?

Seems like a no-brainer.

But here’s the painful truth… most insurance client referrals go nowhere.

Why? Because they’re vague. Impersonal. Toothless.

“Julie’s great!”

“I think this guy can help you.”

Statements like these don’t move the needle. They don’t build trust. And they sure don’t open wallets.

So what if you could turn every lukewarm intro into a story-driven, lead-generating machine?

You can.

It’s called Red Hot Introductions®.

Stop Chasing Referrals. Start Orchestrating Them.

If you’ve been burned by the traditional referrals game, you’re not alone. The old model puts all the pressure on your client… and offers zero control.

That’s where SODAR comes in. It’s a simple 5-step framework to guide your clients in telling your story your way.

The SODAR Method for Red Hot Introductions®

1) Situation

“Remember when we first met, Paul? What was going on that made you reach out to us?”

You’re jogging their memory, bringing back the pain that made them act. That’s the start of a powerful narrative.

2) Opportunity

“What made you think we could help? What stood out about our approach?”

This gets your client articulating your unique value—in their own words.

3) Decision

“What tipped the scales for you to hire us? What sealed the deal?”

You’re planting buying signals into the referral story.

4) Action

“Once we started working together, what did we do that made the biggest impact?”

Now you’re reinforcing execution and delivery.

5) Results

“What were the measurable results? Did we move the needle in revenue, productivity, or peace of mind?”

Boom. You just transformed vague praise into a mini case study.

Here’s What Happens Next

When your client introduces you using this story-based structure, your referral isn’t just another cold call with a name-drop.

It becomes a warm invitation backed by results, clarity, and emotion.

And yes, you can coach your clients to do this.

Better yet, you can give them the script.

Want to Land More Clients Without Cold Calls?

Grab your copy of Red Hot Introductions® today.

Stop hoping for referrals.

Start engineering them.

How to Hire Insurance Agents Who Actually Produce: The Proven 3-Part Recruiting Story

Randy Schwantz on November 6, 2025

Still Struggling to Hire Great Insurance Producers? Here’s Why…And What to Do About It

You’re hiring. Candidates are flooding the market. Seems like a slam dunk, right?

Wrong.

If you’re like most agency owners I talk to, you’re still getting burned in the recruiting process.

You post job ads, run interviews, even onboard some folks, but the needle barely moves. The results?

Subpar producers, wasted resources, and the creeping belief that maybe the real talent just isn’t out there.

But here’s the harsh truth… it’s not them. It’s your recruiting story.

Most agency owners have no system, no vision, no compelling reason why someone amazing should say yes to them.

Let’s be honest: “Come work for us, we sell insurance and we’ve been around for 100 years” just doesn’t cut it anymore. Not in today’s competitive talent market.

And when your pitch is uninspired, guess what you attract? Uninspired candidates. Mediocrity in, mediocrity out.

So how do you attract killer talent?

It starts with this: A Powerful Recruiting Story

Nick Saban has one. So does Dabo Swinney. Coach K too. All hall-of-fame leaders know how to tell a story that inspires recruits to say:

“Wow. I want to be part of that.”

You need that same clarity, that same conviction. A message that makes great candidates see themselves winning inside your agency.

Rusty Reid, CEO of Higginbotham in Fort Worth, Texas, nailed this.

In 10 years, I helped Rusty recruit 34 producers. 29 of them crushed it. Together, they grew $17.5M in renewable revenue. Why? Because Rusty had a dialed-in, three-part story that sold the dream.

Here’s how to build yours:

1) Sell the Industry

Rusty made insurance sexy. Seriously. He painted a picture of producers as trusted advisors who got a front-row seat to how businesses run and make money. He explained the power of renewable income. And he framed the industry as a rare chance to out-earn doctors and lawyers without the debt or degrees.

Takeaway: Show candidates how insurance sales is a path to freedom, wealth, and long-term impact.

2) Sell the Agency

Rusty didn’t just talk about commissions. He shared how the agency was designed to help producers win: top-tier training, real coaching, and a culture that supported performance. He answered the one question every candidate is secretly asking:

“Why should I choose YOUR agency over all the others?”

Takeaway: If you don’t have a sales culture, a playbook, or a vision… build it. Then sell it like your agency’s future depends on it. Because it does.

3) Sell the Leader

Rusty made it personal. He let candidates know: I believe in producers. I invest in their success. I’m all in on helping you win.

And that’s the part most leaders skip. They hire a recruiter or slap up a job post, but never answer the ultimate question:

“Why should I work for you?”

Takeaway: Be the leader top producers want to follow. Commit. Inspire. Be seen.

Here’s the Bottom Line:

You do deserve amazing producers. But if you can’t clearly communicate why someone great should join you, they won’t. Period.

So build your story.

Craft it. Rehearse it. Live it.

Because the right story doesn’t just attract talent…

It creates belief, inspires action, and builds the kind of team that grows empires.

And if not now, then when?

Build a Performance Mindset That Actually Gets Results

Randy Schwantz on October 30, 2025

There’s a reason some people grow fast and others stall for years.

It’s not talent. It’s not luck.

It’s mindset. Specifically, a performance mindset… one built on truth, clarity, and execution.

This isn’t about hype. It’s about getting honest with yourself and choosing habits that lead to real growth. Whether you’re a new producer or an agency leader, this applies to you.

Pain Is Telling You Something. Are You Listening?

Dry pipeline? Weak close rates? Team coasting?

That’s not random.

Those are signals… telling you what’s broken. The problem is, most people ignore the signals and pretend it’s “just a phase.”

If you’re serious about performance, step one is to acknowledge what’s not working. Denial slows you down. Awareness speeds you up.

Clarity Beats Hustle

You can’t outwork confusion.

Vague goals lead to vague results. If you don’t know exactly what you want, whether it’s a $1M book or the ability to save $100K a year, you’re operating without a target.

When goals are clear, problems become easier to solve. The path reveals itself.

Ask yourself:

What do I really want?
What’s in the way?
Am I acting like it matters?

Success Is a Loop… Not a Lightning Strike

Performance isn’t a one-time thing. It’s a cycle:

Set meaningful goals.
Spot what’s in the way.
Find the root cause, not just the symptom.
Design a solution.
Take action. Adjust. Repeat.

When you run this loop consistently, you stop reacting—and start directing.

Stop Running on Emotion. Build a System.

The top producers and firms? They don’t rely on adrenaline or inspiration.

They run systems.

Prospecting systems
Follow-up systems
Relationship systems
Feedback systems

When you treat your business like a machine…and constantly refine it… you get reliable results. And that frees you up to do your best work.

Ambition Without a Plan Is Just Noise

Want to make $500K a year? Buy a second home? Build a $2M book?

Great. But wanting it isn’t enough. You need a plan that makes the goal feel real.

That means getting specific:

What’s the income target?
How many accounts or clients does that require?
What’s your close ratio?
What prospecting volume supports it?

When the numbers get clear, the excuses get quieter.

Choose Feedback Over Comfort

Growth never happens in comfort.

If you’re serious about performance, you need feedback loops… not cheerleaders. You need people (or systems) that will tell you:

When you’re off-track
When your effort isn’t enough
When your thinking is too small

It’s not about being hard on yourself. It’s about not settling.

Final Thought: Own Your Outcomes

A performance mindset isn’t positive thinking… it’s ownership.

You define the target.
You diagnose the problem.
You choose whether to adjust or avoid.

There’s no hack. Just choices.

And if you make the right ones often enough?

You win.

Why Real Accountability Builds Stronger Sales Teams (And Wishful Thinking Doesn’t)

Randy Schwantz on October 23, 2025

The expectations you set on Day One will echo for years… whether you want them to or not. I’ve seen new producers arrive shiny-eyed and determined, only to fade out in months, or even weeks. After enough of those wipeouts, you begin to see the same pattern:

no defined destination, no roadmap, no way to measure speed.

Everyone just “grinds hard” and hopes something sticks. But hoping doesn’t build legacies.

The Wealth-Building Lens Nobody Teaches

This isn’t a checklist game. This is a mindset shift. Your first job is to swap out today’s hustle for a long-term trajectory. Don’t live quarter to quarter. Start with 30 years. Yes, 30. Most people groan at the idea…they say, “I haven’t even sold a policy yet. How can I see year 30?” It’s absurd until you realize…

those who never envision that far ahead rarely have anything substantial by year three.

So here’s what I do with every new producer: build their 30-year career timeline, anchor a three-year savings plan, then layer in actionable 12-month goals. Once that’s in place, the daily tasks take on meaning. You won’t just survive… you’ll produce.

You’ll wonder why anyone settles for “I’ll just figure it out.”

Why So Many New Producers Drift

Skipping this foundational goal work is where most derail. The usual… no real goal talk, no measurable expectations, just vague hopes. Then you tack on a generic “sell more this year” target. Result? Confusion. Even the most motivated person loses direction when they don’t know what “winning” looks like or how to fix course when things go off.

Worse… no KPIs. No real scoreboards. If you don’t measure, you reward the loud talkers… not the ones delivering. That destroys agency morale and drains growth.

What Happens When You Do It Right

Flip the script. Agencies with crystal-clear onboarding, transparent performance tracking, and public reporting see new hires stay. They ramp faster. The culture shifts. Everyone stops asking “Are we good?” because they see whether they’re good.

Accountability isn’t blame. It’s clarity. It’s the tool that lets you catch slips early, before someone mentally checks out.

Habits vs. Weaknesses — Choose Wisely

Some will push back. “Let’s just sell first; we’ll deal with the money later.” I get it… but if you wait a year to start thinking wealth, you’re already a year behind. Commission is not just income; it’s the building block for your long-term future.

Skip goal habits, and weak habits cement. But nail your savings and KPI routines early, and they become second nature. No one wonders if they’re ahead or behind… it’s built in.

Anchor Today’s Actions to Tomorrow’s Wins

From Week One, link every phone call, meeting, task, and follow-up to that 30-year vision. You’re not just dialing; you’re investing in your future. That’s why your 12-month goals must be specific and quantifiable…no wiggle room.

And here’s the kicker. You make it real with accountability contracts. You don’t just promise yourself. You put it in writing. You let someone else in. “I’ll try my best” becomes something you can’t hide behind.

Objections Increase When Goals Get Real

Expect pushback. “Why set KPIs? I’m just trying to survive.” That’s the safe road. But clear targets give rookies permission to make mistakes, knowing they’ll get feedback early… not when it’s too late.

If you wait to measure until you’re in trouble, it’s already too late. Real accountability from Day One reveals problems when they’re solvable.

Let Systems, Not Promises, Set the Standard

Here’s the shift… when you combine long-term targets, 12-month goals, and daily KPIs, your culture changes. No more vague pep rallies or cheerleader speeches. You get clarity, fairness, and performance that scales.

Don’t skip this. Decide Day One. Define the KPIs. Build in accountability. Because if you don’t, you’ll pay for it.

And if you do… you’ll build something real.

Crush Prospect Bias with the Lighthouse Sales Framework

Randy Schwantz on October 16, 2025

Your Prospect Doesn’t Hate You…

They Hate Being Disappointed Again

Before you even speak, your prospect has you pegged. Another smooth-talking insurance agent pitching policies they don’t understand and can’t control. Their eyes glaze over, their walls go up—and your chance at a real conversation disappears.

So how do you flip that bias?

With the Lighthouse Sales Framework—a three-act, 90-second story structure that instantly separates you from the herd and positions you as a trusted guide in the chaos.

Act 1: The Storm

Open with a truth that hits home. Call out the broken system.

“You know what I’ve noticed? Most companies treat insurance like a fire extinguisher—they buy it, mount it on the wall, and pray they never have to use it. Then the fire comes, and no one knows how to pull the pin.”

This externalizes the problem. You’re not the enemy… the system is. And now, it’s you and the prospect against a broken model.

Act 2: The Principle

Drop your philosophical bombshell. This is your belief. The why behind your approach.

“That’s why we built our practice on a different belief: insurance should reduce uncertainty—not add to it. Which means before we ever quote a policy, we map every operational risk in your business—the ones keeping you up at night, and the ones you don’t even know exist.”

This isn’t a feature. It’s a belief that triggers trust and curiosity.

Act 3: The Proof

Tell the scar story. A real moment where you or a client paid the price for doing it the “traditional” way.

“I learned this the hard way. A client once saved $8,000 on a policy—only to eat $340,000 in damages when their broker missed a major gap. That’s when we knew: our job isn’t to sell coverage. It’s to uncover what you can’t afford to be wrong about.”

That’s not just a pitch… it’s a proof point backed by pain. Vulnerability builds believability.

Stop Pitching. Start Positioning.

The Lighthouse Sales Framework doesn’t erase prospect bias… it turns it in your favor. By leading with shared frustration, conviction, and proof, you bypass resistance and earn real attention.

Want to stand out in the first 90 seconds? Build your lighthouse story. Then go shine.

How to Build Your First Million-Dollar Producer in 48 Hours (Without Waiting for Talent)

Randy Schwantz on October 9, 2025

Let me say it straight: If you’re still waiting for the perfect producer to walk through the door, you’ve already lost.

The idea that Million-Dollar Producers are born, not built? It’s corporate sedative. A myth sold to keep you passive… compliant… and tied to average.

You don’t need to be a therapist, a cheerleader, or a babysitter. What you need is a system. A fire-starting, no-fluff, results-first system to take one underperforming or average producer and turn them into a Million-Dollar Machine.

Let’s kill the myth. Let’s crush the comfort.

Step 1: Pick Your Killer

Forget roundtables and team consensus. You know who it is.

That one producer who’s been circling greatness but hasn’t broken through. They’ve got grit. They hate losing. But they’ve been stuck.

They don’t need another pep talk. They need a challenge.

Action: Write their name down. Message them today… “I picked you. Let’s build a Million-Dollar win together. We start now.”

You just sparked a fire they’ve been dying for.

Step 2: Kill One Comfort Rule

Every agency has them:

No cold calls on Fridays.
Let’s wait for Q4 to push.
We celebrate “effort” over output.

Burn that. Today.

Pick one policy, habit, or sacred cow that protects mediocrity. Make a spectacle of destroying it. Let your team feel the shift.

Example… “Starting now, Friday is the new front line. First producer to book three decision-maker meetings gets a $200 steak dinner on me.”

Fear loves comfort. Kill comfort, kill fear.

Step 3: Set One Ruthless Outcome Goal

Activity tracking is a joke. Nobody got rich checking boxes.

You need one non-negotiable outcome this week. Something sharp, visible, and binary.

Example… Book 5 meetings with qualified prospects by Friday. Or it’s a miss.

Then tie it to immediate, emotional payoff:

Win? Dinner, bonus, public praise.
Miss? No more hiding. One-on-one accountability.

Visibility = Pressure. Pressure = Performance.

Step 4: Install the Daily War Room

15 minutes. No fluff. No excuses.

Every day, same time, same agenda:

What was your win?
What blew up?
What’s your next move?

You’re not coaching. You’re building a soldier. The War Room is your boot camp.

Put it on the calendar. Miss a session? You become the weak link.

Step 5: Build the Public Scoreboard

If no one sees the numbers… no one cares.

Create a simple scoreboard that tracks:

Revenue generated
Pipeline built
Meetings booked

Make it public. Weekly updates. Color-coded. Name-specific. Live.

You want hunger? Make winning visible.

Let the rest of your producers feel the heat coming off that one player who’s now in motion.

Bonus: Declare War on Average

Post this in Slack, on your wall, or better yet, say it in front of your team:

“Million-dollar producers aren’t found. They’re forged. And we’re done managing potential. We build, or we burn it down trying.”

This isn’t culture-building. It’s warfare against mediocrity.

What Happens Next?

When your hand-picked producer starts closing deals, pushing past limits, and setting the board on fire… something magical happens:

The rest of your team will chase. They’ll compete. They’ll ask, “What are you doing differently?”

That’s when you’ve won.

Because you didn’t just create an MDP. You created momentum.

Let’s get dangerous.

The Good Cop Bad Cop Hiring Strategy That Reveals the Truth About Every Candidate

Randy Schwantz on October 3, 2025

You Thought You Hired a Rockstar… Until They Ghosted You

They crushed the interview.
Said all the right things.
Seemed hungry. Confident. “Coach me up and I’ll produce,” they said.

Then reality hit.

No calls made. No deals closed. Excuses. Silence. Vanished.
And you’re left wondering, “How did I miss this?”

You’re not alone. Agencies everywhere are plagued by the illusion of a great hire—only to get burned weeks or months later.

The Problem? You’re Playing Solo in a Two-Person Game

Hiring is not a one-person sport. If you’re the only one making decisions, you’re doing it blind.

You need two perspectives:

One to pull talent in
One to pull the truth out

That’s where the Good Cop Bad Cop Hiring Strategy changes everything.

Why This Hiring Strategy Works

We’ve all seen the scene in a crime drama…

The bad cop leans in, slamming the table:

“I’ll get the truth out of you if it takes all night.”

Then the good cop strolls in with coffee and compassion:

“Help me help you. Let’s figure this out together.”

It’s not just TV.
It’s psychology.
And it works.

Apply this same dynamic to hiring and suddenly, you’re no longer guessing. You’re getting the truth before you get burned.

What’s the Role of Each Cop?

The Good Cop: The Magnet

This is your recruiter, your relationship-builder.
Their mission: attract top-tier talent and sell them on the opportunity.

They make your agency irresistible.

The Good Cop Does 3 Things:

Create a list of high-potential candidates.
Craft a compelling narrative about why a career in insurance is meaningful, lucrative, and worth their time.
Tell success stories about real people who made it big with your agency.

Two Powerful Good Cop Phrases:

“We don’t have any openings, but we’re always looking for someone really good.”
“I’d hire you on the spot if I could, but we have a process — and I want to get you into it.”

The Bad Cop: The Truth Extractor

This is your screening assassin.
Their mission: interrogate, investigate, and expose reality.

Are they just talking the talk—or can they actually walk the walk?

The Bad Cop doesn’t care about “vibes.” They care about facts. They don’t get wowed by personality—they want proof of potential.

The Bad Cop’s 6 Brutal Truth Filters

Can they handle rejection?
If not, they’ll fold the second they hear “no.”
Are they resilient?
If not, they’ll quit when it gets hard—which it will.
Can they build relationships under pressure?
Sales is friction. Can they be trusted when it gets real?
Are they smart enough to learn quickly?
If not, training them will be a nightmare.
Are they economically driven?
If money doesn’t motivate them, production won’t either.
Are they coachable?
If they resist feedback, they’ll crash and burn—and blame you.

Why You Can’t Play Both Roles

You cannot be both the warm recruiter and the ruthless interrogator.
If you try to wear both hats, the candidate will mirror your energy—and give you half-truths.

Split the roles.
Good Cop recruits. Bad Cop evaluates.

And if you’re thinking, “I don’t have time for two people,” — consider this:

How much does ONE bad hire cost you?
Lost production. Burned leads. Cultural poison. Time wasted.

Now multiply that by every wrong hire you’ve made.

This strategy pays for itself.

Why Most Agencies Hire Wrong

Stats don’t lie:
The success rate of hiring a good producer in the insurance world is about 30–40% at best.

Why?
Because most agencies don’t have a process.
They rely on gut feel. And gut feel gets manipulated.

Good Cop Bad Cop is not just a gimmick. It’s a framework that forces clarity.

You’ll finally know:

✅ Who’s ready
❌ Who’s full of it
✅ Who can grow
❌ Who will ghost

Real Talk: Are You Willing to Be the Bad Cop?

Being the bad cop doesn’t mean being a jerk.
It means being unapologetically committed to the truth.

You push—not to break them, but to see what they’re made of.

You dig—not to be right, but to protect your agency.

You press—not to intimidate, but to reveal.

How to Get Started with This Strategy

Pick your team.
Who’s your recruiter? Who’s your interrogator? (If you’re solo, partner with someone—even temporarily.)
Script your roles.
Don’t wing it. Good Cop and Bad Cop should each know their part in the process.
Build the filters.
Use the 6 Bad Cop Criteria in every interview. Make it non-negotiable.
Commit to the truth.
Don’t fall for charm. Don’t get desperate. Follow the system.

Final Word: Hire with Eyes Wide Open

Too many agency owners hire like it’s Vegas—pull the lever and hope it works out.

The Good Cop Bad Cop Hiring Strategy changes that.

It gives you control, clarity, and confidence.

And when you finally build that team of resilient, coachable, hungry producers?

You won’t just grow. You’ll dominate.

Finish the Year Strong: How to Reignite Your Drive in the Final 100 Days

Randy Schwantz on September 25, 2025

105 days. That’s all that’s left in the year.

But here’s the truth: what you do in these last 100 days could be the difference between coasting into 2026 with regret or charging in with momentum, pride, and purpose.

If you’re like most, Q4 brings distractions: holidays, fatigue, maybe even disappointment in goals you haven’t hit. But this isn’t the time to go soft. This is your moment.

“Good times make people soft. Hard times make people strong.” — Tony Robbins

Let that land.

Step One: Reconnect With the Struggle That Built You

Think back to a time when you were broke, scared, exhausted… and still showed up. Maybe it was selling vacuums door-to-door with rejection at every turn. Maybe it was raising a family on $500 a week. Or living on $10 a day and praying the car wouldn’t break down.

You’ve been through hard. You’ve done hard.

So why let a little business turbulence or a few unanswered emails throw you off?

Tap into that version of you. That inner toughness isn’t gone. It’s just been lulled to sleep by comfort. Wake it up.

Step Two: Cut the Noise, Focus on the Signal

Ask yourself:

What are the 3 highest-leverage actions I can take right now?
Which accounts are close to closing?
What Q1 seeds can I start planting now?

Most people confuse static with signal. They get caught up in drama, distractions, or tasks that feel urgent but aren’t important.

Be ruthless in your focus.

Step Three: Declare a Bigger Standard

The problem isn’t just effort. It’s what you’re settling for.

You can write $25K-$40K accounts all day long. But you’re playing small by drowning in $1,500 clients that suck your time and kill your energy.

Declare your new standard. Say it out loud. Write it on your mirror. Tell your team.

“Faith is taking action in the face of the unknown. Courage is taking action in the presence of fear.”

Do you want 2026 to be different? Then decide differently now. Act like the person who already has the business, the income, the impact you want.

Step Four: Prospect Like Your Future Depends On It—Because It Does

Q4 is not a time to relax. It’s when the serious players double down.

Want to avoid a dead pipeline in January? Start now. Your future commissions, growth, and lifestyle are being decided by what you do today.

Step Five: Be Clear. Be Bold. Be Better.

If you can’t articulate why you’re better than your competition, you won’t win.

Sharpen your pitch. Nail down your “wedges” (unique value props). Be able to say, “Here’s what we do. Here’s why it matters. And here’s what your current provider is missing.”

Don’t blend your value into a smoothie of vague promises. Be specific. Be visual. Be powerful.

The Final Word: Decide Who You Are

Your goals won’t happen by accident. They’ll happen because you decide to show up and own the rest of this year.

So here’s the call to action:

Reconnect with your grit.
Cut the noise.
Declare your standards.
Prospect with fire.
Communicate with power.

This is your comeback quarter. Finish the year strong.