Business Pathway – Pillar 4: Leadership

BUSINESS PATHWAY – PILLAR 4: LEADERSHIP

AGENT CONSULT SCRIPT

“Lead Strong or Lose Slow”

INTRO

Let me give it to you straight:

If you’re overwhelmed, constantly stepping in to fix mistakes, or chasing your team to do the basics—you don’t have a people problem. You have a leadership system problem.

Leadership isn’t about being liked. It’s about clarity, structure, and accountability—so your team knows exactly what matters, how to win, and what happens when they don’t.

You built your business on hustle. But you scale it with leadership.

Let’s go through the five areas where leadership breaks down—and how to fix them fast so your business stops depending on you for everything.

VALUE POINT 1: “Confused Teams Aren’t Lazy—They’re Under-Led”

Stat:

70% of team performance is tied to clarity and consistency of leadership. (Gallup)

What to do right now:

Level 1 – You’re still the center of everything:
  • Set one clear weekly target. Example: “Book 25 appointments.”
  • Run a 10-minute Monday huddle. Format: goal → why it matters → what happens if we hit/miss
  • Assign ownership by name. Example: “Maria owns follow-ups. James owns lead sheets.”
Level 2 – You have people, but performance is flat:
  • Post a team scoreboard. Track 2–3 simple KPIs.
  • Weekly 1-on-1s (15 minutes): wins, blockers, next moves
  • Shift your identity. Ask: “Am I building leaders—or patching holes?”

Agent asks: “If I asked your best team member the #1 goal this week—would they know it? Would it match yours?”

VALUE POINT 2: “You Don’t Get the Standards You Want—You Get the Ones You Enforce”

Stat:

80% of team problems come from unclear expectations or lack of follow-up. (Inc.)

What to do right now:

Level 1 – No written standards:
  • List your top 5 non-negotiables. Example: show up early, log leads, confirm follow-ups
  • Roll them out in your next team meeting. Don’t ask—declare.
  • Red light check-in weekly. Ask: “Where are we slipping on these?”
Level 2 – They know the rules but don’t follow them:
  • Turn it into an SOP. Step-by-step how-to for key tasks.
  • Practice it live. Role-play key conversations or tasks.
  • Use consequence-based leadership:
    • Missed once = feedback
    • Twice = retrain
    • Third = replace

Agent asks: “When someone breaks the standard—how long before you address it? And what happens next?”

VALUE POINT 3: “If No One’s Accountable—Everything Falls Back on You”

Stat:

High-accountability cultures outperform by 400% in profit and productivity. (McKinsey)

What to do right now:

Level 1 – You’re not tracking clearly:
  • Pick 3 KPIs per role. Make sure they know their number—and responsibility.
  • Make the numbers visible. Whiteboard, tracker, CRM.
  • Assign results, not just tasks.
Level 2 – You track, but nothing changes:
  • Run weekly scoreboard reviews. Format: hit, missed, next move
  • Apply pressure and praise: High performers = recognition; Underperformers = redirection
  • Start win-streaks: “Who crushed it this week?” every Monday

Agent asks: “If we looked at your team’s scoreboard—would it show growth, coasting, or survival?”

VALUE POINT 4: “If You Don’t Train It—You Can’t Expect It”

If your people weren’t trained on how to do it, and they’re messing it up—that’s not on them. That’s on the system.

What to do right now:

  • Pick one task this week and write the SOP.
  • Block 15 minutes for practice. Role-play the most common mistake.
  • Coach the system, not just the person. Ask: “Did we follow the process?”

Agent asks: “If you stepped out for two weeks—what breaks first?”

VALUE POINT 5: “Build the Team, or Stay the Bottleneck”

If you're still doing it all—you're capping the business. If you've hired—but there's no system—you’re still the bottleneck.

What to do right now:

If you’re solo or overworked:
  • List your highest-value actions. Everything else goes on the “delegate next” list.
  • Hire by task, not title. Start with follow-up, scheduling, or admin.
  • Use a 30-day ramp-up: Week 1: watch → Week 2: try → Week 3: co-own → Week 4: own
If you have 3–10 people but no structure:
  • Define roles + results. “You own this task. You own this number.”
  • Start PPFs (Personal, Professional, Financial goals)
  • Build a monthly rhythm:
    • Week 1 = KPIs
    • Week 2 = skills
    • Week 3 = PPF check-in
    • Week 4 = recognition

Agent asks: “Are you building people—or just hiring bodies to carry the weight?”

LOCK-IN COMMITMENT

You’ve now seen the 5 systems of real leadership:

  • Clarity
  • Standards
  • Accountability
  • Training
  • Team growth

“What’s one move you’re ready to commit to this week to lead stronger and grow faster?” (Pause. Let them answer.)

“That’s exactly what we’ll help you implement inside CP4.”

CP4 TRANSITION (with embedded objection handling)

This is exactly what we do inside CP4.

You get four private sessions with a leadership strategist who helps you:

  • Clarify roles and targets
  • Install scoreboards and expectations
  • Build growth plans for your people
  • And stop being the one carrying the business on your back

A lot of owners think, “I don’t need leadership help—I just need better people.” But once we install real structure, most teams step up fast—because they finally know what to aim for.

Others wonder, “What if this doesn’t apply to me?” That’s the best part—whether you’re solo, hiring, or leading 10 people—these sessions meet you exactly where you are.

And if you’re thinking, “Can I afford to do this right now?” Let me ask—how much longer can you afford to keep cleaning up problems that better leadership would prevent?

Let me walk you through how the four sessions would be mapped to your exact leadership challenges and team goals.

Do you need any other information before we get you signed up?

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