Want Another $300–600k of Mitigation Work in the Next 12 Months?

Stop letting your business run you. Take the first steps to regain control with scorecards, leadership meetings, and smart delegation.

Not long ago, I had a new client . . . a restoration business owner who told me he was frustrated.

He had finally hired a sales rep after months of doing it all himself. Big relief, right? Except it wasn’t. The rep wasn’t getting traction. A few jobs trickled in here and there, but nothing close to what he expected.

So I asked what the onboarding looked like.

“We gave her a list of agents and property managers to visit, a stack of business cards, and told her to get out there and make some connections.”

That’s it.

No role-play.
No training on how to actually have those conversations.
No cadence or follow-up plan.
No strategy around who to target and why.
No objection-handling.
No accountability.

Just a hope that somehow, she’d figure it out.

This is extremely common. Restoration owners bring in a rep, give them vague direction, and then get disappointed when results don’t materialize.

But here’s the thing: it’s not always the rep’s fault. A lot of these folks are capable. They want to succeed. They just haven’t been shown how.

That’s why I built the Restoration Sales Academy.

It’s not magic. It’s just structure of clear, repeatable steps to get reps into action with a plan. It gives them the tools to build real referral relationships, not just drop by with a box of donuts and hope for the best.

One of the reps who went through the program did over $1.2 million in their first year. That’s not typical, but it’s possible. What’s much more common? Reps doing $300,000 to $600,000 in mitigation work in year one. And if it’s a full-service company, that usually drives a whole lot of reconstruction revenue too.

Most of the reps who join RSA have some basic sales experience but zero restoration experience. So I teach them the language. I show them what matters to decision-makers across different verticals. I help them step into the role with clarity and confidence.

They stop sounding like amateurs and start showing up like professionals, which is rare in this space. And that’s what makes them memorable.

We cover:

• How to get past gatekeepers
• What to say to open up conversations
• How to follow up without being annoying
• What to do when someone says “We already have someone we refer”
• How to handle “We can’t refer anyone — we send to corporate”
• How to create a consistent route and actually stick to it
• How to measure progress in a way that matters

Sending a rep out with no structure is like hiring a carpenter and handing them a hammer with no nails, no wood, and no blueprints.

They might be talented but you’ve got to give them something to work with.