How to Build a Killer Team to Hit $1M Months Consistently

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Alright, ladies and gentlemen, welcome to this game-changing guide. My name’s Jeremy Haynes, and I’m here to help you hit your million-dollar months. Today, we’re diving deep into the million-dollar-a-month company culture. Now, before you get all skeptical thinking this is some fluffy corporate talk, let me assure you—this is actionable, no-nonsense advice you can implement right now.

I’ve seen too many people get jaded by vague, inapplicable advice on company culture. This isn’t one of those guides. We’re going to break down the exact belief systems, mental frameworks, and operating states you and your team need to adopt to consistently hit those seven-figure months.

So, without further ado, let’s dive right into it.

Key Takeaways

• Million-dollar months are intentional; they require you to act like the top 0.1% of businesses.
• Hiring real A-players is non-negotiable; with the wrong people, you don’t stand a chance.
• Accountability is the backbone of high-performing teams; A-players thrive under it.
• Incentives must align with individual motives; understand what drives your team.
• A grand company ‘why’ unites your team and propels your business forward.
• You can watch the full video on this lesson here on Youtube.

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Million-Dollar Months Are Not a Mistake

Let’s get one thing straight: Million-dollar months don’t happen by accident. Only 0.1% of all businesses on Earth exceed $10 million a year. If you want to join this elite group, you need to start acting and behaving like the top 0.1%.

For those of you already doing a couple hundred grand a month, you’re in the top 1%—congratulations. But there’s a subtle difference between where you are now and consistently hitting million-dollar months.

I recently spoke with a guy pulling in $500,000 a month, stuck at that level for over a year and a half. After watching one of my videos, he realized that with a few funnel tweaks and strategy adjustments, he could break through to million-dollar months.

While tactics and strategies can get you there once, maintaining and exceeding that level requires a shift in company culture. It’s not just about hitting the number; it’s about sustaining it and continuing to grow.

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The Right People: Real A-Players Only

Characteristics of A-Players

First and foremost, you need the right people. With the wrong people, you don’t stand a chance. A-players are machines—they’re money-driven, accomplishment-obsessed, and perfectionists who bias towards action.

• Money-Driven Monsters: They understand their value and expect to be compensated accordingly.
• Accomplishment-Oriented: They judge themselves based on their achievements and are never fully satisfied.
• Bias Towards Action: They move with speed and urgency, pushing the organization forward.
• Perfectionists: They strive for excellence but don’t let it hinder progress.

A-players are people you’re proud to introduce to others. They’re the ones who make you elevate your own performance just by being around them.

I recall working in a team where they bought out a guy for $10 million and gave him stock options. This guy was so locked in, it felt like he was on quadruple the highest dose of focus imaginable—in the best way possible. Interacting with him forced you to elevate yourself.

The Danger of B and C Players

A-players hate B and C players. These mediocre individuals don’t have exceptional skills, aren’t enthusiastic, and don’t push the business forward. They get the job done, but not exceptionally well.

If you have B and C players in your organization, they’ll complain about the A-players pushing them. They’ll say things like “They’re egotistical” or “They’re too aggressive.” The reality is, they’re just not cut out for a high-performance environment.

With B and C players, you get fake data and fake lessons, leading to fake conclusions. They manipulate reality to make things seem better than they are, keeping you stagnant.

Case Study: The Fake A-Player Advertiser

Let me share a story about a client who was stuck at $250,000 a month for three years. He believed he was working with a top-tier advertiser, paying him $7,500 a month. When I audited the ad account, it was one of the worst setups I’ve ever seen:

• Only one video ad: No headlines, no body copy.
• Improper Pixel Setup: The advertiser was optimizing for leads in a call funnel, which is ineffective.
• Zero Best Practices: Broad targeting with no data conditioning.

When the client complained about lead quality, the advertiser blamed the offer, saying it “attracts broke people.” In reality, the advertiser’s incompetence was the issue.

Because this wasn’t a real A-player, the client was receiving fake data and fake lessons, leading to fake conclusions about his business.

Real A-players come with a reputation. When you hire them, other professionals acknowledge it, saying things like “You’re lucky to have that person” or “That’s a baller hire.”

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Accountability: The Backbone of High Performance

Embracing Accountability

Accountability is critical in a million-dollar-a-month company culture. Back when I worked for a famous sales trainer as his first digital marketer, accountability was ingrained in the organization.

• Daily Morning Meetings: Every department openly shared their statistics and KPIs.
• Transparency: If your numbers were down, you explained why and how you planned to fix it.
• Visible Metrics: Weekly line graphs were printed and posted in the office for everyone to see.

This level of accountability might seem intense, but it’s done gracefully. It’s about pushing the business forward and ensuring everyone is performing at their best.

A-Players Thrive Under Pressure

A-players love this environment. They appreciate being held accountable because it aligns with their own drive for excellence.

• Ownership: Each person took full responsibility for their stats.
• Supportive Management: If you needed resources or training, it was provided.
• Realistic Expectations: Targets were based on math and what’s realistically achievable.

B and C players, on the other hand, hate this level of accountability. They make excuses, complain, and resist the pressure. That’s why they don’t belong in a high-performing team aiming for million-dollar months.

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Incentives: Aligning Motives with Goals

Understanding Individual Incentives

Incentives are crucial for attracting and retaining A-players. But it’s not always about money.

• Personal Development: Some are motivated by the opportunity to grow and learn.
• Freedom: Others value flexibility and autonomy in their roles.
• Making an Impact: Some want to contribute to something bigger than themselves.

Using tools like the Culture Index can help you understand what drives each team member. This allows you to tailor incentives that align with their individual motives.

Crafting a Compelling Company ‘Why’

Beyond individual incentives, you need a grand company ‘why’. This is the overarching mission that unites your team and propels your business forward.

Companies stuck at a couple hundred grand a month often lack this grand vision. They’re focused on short-term gains rather than a transformative mission.

The SpaceX Example

Take SpaceX and Elon Musk as an example. Their mission is to make humans a multiplanetary species. This isn’t just about building rockets; it’s about securing the future of humanity.

• Grand Vision: Employees are driven by a mission they believe is both true and possible.
• Collective Drive: Every achievement is a stepping stone toward a larger goal.
• Inspiration: The mission inspires the team to push boundaries and achieve the extraordinary.

This kind of grand ‘why’ pulls the organization forward. It’s not about small, incremental gains; it’s about transforming reality.

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Conclusion: Elevate Your Company Culture

Million-dollar months are within your reach, but they require more than just tactical adjustments. You need to build a killer team of real A-players, foster a culture of accountability, and align both individual and company incentives toward a grand vision.

Remember, success at this level doesn’t happen by accident. It demands intentional effort, the right mindset, and a culture that pushes everyone to excel. Implement these principles, and you’ll dramatically increase your probability of not just hitting, but consistently exceeding, million-dollar months.

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Now it’s time to take action.

• Evaluate your team: Do you have real A-players, or are you settling for mediocrity?
• Embrace accountability: Implement transparent metrics and hold everyone responsible.
• Align incentives: Understand what drives your team and align it with your company goals.
• Craft your grand ‘why’: Develop a compelling mission that inspires and unites your team.

Let’s make those million-dollar months a consistent reality.

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If you love information like this and want to dive deeper, consider joining my Inner Circle Program. It’s a group full of high-achievers aiming to get even richer. We do twice-a-month one-on-one calls, weekly group calls, and four-time-a-year masterminds. It’s a space where we share insights, strategies, and push each other to new heights.

But remember, it’s not for everyone. We’re selective because we only want the hitters—the people serious about scaling their businesses to the next level.

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Thank you for reading. Now, go out there and develop that million-dollar-a-month company culture. Your future self will thank you.