For leaders whose teams won’t duplicate

They join excited.
Two weeks later, nothing.

You’ve seen it enough times that it doesn’t surprise you any more. They sign up, they tell everyone, they’re keen. Week two goes quiet. Week three you’re chasing. By week four you’re wondering whether it was them, or the timing, or something you did.

it’s not Another Zoom. Another PDF. Another training

it is One of five things, and they only work in order

3 min Nine questions will show you which one it is

Show me where it breaks

Three minutes Free No sign-up to start

If this sounds familiar

It isn’t the people. You’ve had good ones.

Do that eight times in a year and you haven’t built a team. You’ve done eight starts and you’re back where you began, only more tired. Every one of them cost you the same week: the welcome, the calls, the checking in, the hoping.

And the part that actually gets to you is that you can’t point at the moment it went wrong. There wasn’t one. Nobody quit. They just faded, and nothing has ever shown you when.

So what does everybody reach for? Another training. Another call. Another document. As if the reason somebody stopped is that they didn’t have enough information. Almost nobody stops because they didn’t know. They stop for one of four other reasons, and more knowledge does nothing for any of them.

So try these two. Most people get the first one straight away.

How many people joined your team in the last ninety days?

Roughly is fine. Nearly everyone lands on this one in a couple of seconds.

How many of them did something in their first week?

A conversation. A post. A first customer. Anything at all.

If that second one stopped you, that’s the whole thing right there. You’ve been trying to fix a drop-off you’ve never actually been able to see.

Show me where it breaks

What’s actually going on

Five questions. They only work in order.

Ask them in this order about anyone who has gone quiet. The first one you answer no to is where it broke, and it is the only one worth your energy. Everything past it stalls until that one is sorted, however good the person is and however much training you throw at them.

Do they get it?

Can you say what actually became of the people who joined? If you can’t see it, you can’t fix it.

Do they want it?

Wanting the result is not the same as wanting to do the work. Sometimes this is the honest answer, and no amount of training touches it.

Do they know what to do?

Out of your head and written down, somewhere a new person could follow on their own. This is the only one more training ever fixes.

Can they actually do it?

Knowing and doing are different things. People stop because the first step cost more than they had that night, not because they stopped caring.

Are they doing it again?

Whether small, early effort gets seen and said out loud. That’s what keeps somebody going once the excitement wears off.

The scorecard walks all five, in order, and stops at the first one you fall down at. That’s the only one worth your energy, and it’s usually not the one you thought.

And if the answer is that software won’t help you yet, it says so and offers you nothing to buy. That happens at two of the five, and it happens a lot.

Find out which one

Why I Built This

My Story

Brett Davis

Founder, Duply

13 Years in the Field

CEO Level Consulting

16K+ People on Stage

2× Teams Built From Zero

I’ve spent thirteen years inside relationship-led sales businesses. I built teams from nothing and took two of them to the top. I’ve stood on a stage in front of sixteen thousand people, and I’ve advised at CEO level across three international market launches.

And everywhere I went, I saw the same problem.

Good people working far harder than they should have to. Leaders burning out trying to be the system themselves. Companies spending millions on product and almost nothing on the thing their field actually runs on.

Nobody was asking the obvious question — where's the actual duplication system?

Not a checklist. Not a PDF. Not a Facebook group. A real system that works whether their leader shows up that week or not.

I built this because you can’t fix something honestly until you’ve looked at it honestly, and that has to include being told when nothing on offer would help you yet. Three minutes. It’ll tell you which of the five you stop at.

— Brett Davis

FAQ

Questions
people ask

Anything else you’re wondering.

Five things, in order. Whether you know what’s happening. Whether you want it enough to carry it. Whether the path is written down. How hard you’ve made it to start. And whether anyone notices. They only work in that sequence, so the first one you fall down at is the only one worth doing anything about.

Anyone who’s responsible for other people’s results. Team of four or four hundred, doesn’t matter. It points at one thing instead of handing you a list.

About three minutes. Nine questions, one at a time, all about what’s already happened rather than what you’re planning to do.

Your own figures written back to you, a read on each of the five, and the first one you stop at with something to do about it this week. There’s no overall score. The five run in order, so averaging them would hide the only one that matters.

No. Whether you're just starting out or leading a large team, the scorecard shows you exactly where to focus first. In fact, the earlier you get your systems right, the faster your team grows.

If software would help where you stop, you’ll see what that looks like. If it wouldn’t, you’ll be told so and offered nothing. Either way there’s a free twenty-minute call at the end, and there’s nothing to buy on it.

They join excited.Two weeks later, nothing.