Master of Operations™ · Cohort 1 · Work in Waves™ + Master the Wave™
A three-month, co-created operating system for your agency — designed with your team, not dropped on them. It hands every person on your team up to four hours of their day back, so that when 2027 counts you're running calm, focused and unstoppable instead of reactive, fragmented and exhausted.
First 10 agents to enroll and pay take 50% off with code TGREARLY · 30-day money-back guarantee
Read this before anything else
This program is built exclusively for State Farm agents. Every example, template, workflow and play in it comes from running a State Farm agency — the compensation model, the AA28 timeline, the service load, the team structures, the systems you actually work in. If you are not a contracted State Farm agent, this is not for you, and we'd rather tell you now than take your money. A version for other business owners will come later; this page isn't it.
The honest problem
You already know the shape of your day. It interrupts itself. The call breaks the task. The task gets restarted three times. At 6pm you're spent and can't quite name what got finished. Your team feels it too — they worked ten hours and can't point to what they produced.
We call it the Chaos Tax™: what your agency pays every time somebody switches gears. Lost focus. Lost accuracy. Lost warmth on the phone. Lost momentum. Lost morale. Nobody sends you an invoice for it, so it never shows up in your P&L. But you pay it every day, out of the same payroll you're already writing checks for.
And when the day feels out of control, the instinct is to add — more hours, more people, more hustle. Adding people to a broken day doesn't fix the day. It just breaks more of them.
The Chaos Tax™ is optional. But only if you change the shape of the work.
What Master of Operations™ is
Master of Operations™ is the operations half of The Great Reinvention™. Each program gives your team back a chunk of the time they currently spend on service — and they stack.
Month 1 · about four weeks
We change the shape of the working day — yours and your team's. Instead of a day that gets chopped into fragments, work gets sorted once, grouped into batches, and worked start-to-finish without interruption. Everyone knows what they own, when they own it, and what "finished" looks like.
You get those two hours a day back in month one, just from cutting out the switching. Nothing has to be optimized or documented yet.
Months 2 and 3 · about eight weeks
Now we make the work itself better. We capture the best way each job gets done, turn the repetitive parts into templates, build the training off the back of that, put the right person on the right work, and set up the check-ins that show you a problem while it's still small.
This is also what makes it stick — so the gains survive someone quitting, someone joining, and someone changing roles.
What would you do if every person on your team had two extra hours a day — every day — to spend on the things that actually move your agency forward?
And what would you do with four? Half their day, taken out of reactive, fragmented service work and pointed at whatever you decide matters most.
The two-hours and four-hours figures are based on a team member whose day is close to all service. Your own numbers move with your service-to-sales split — you can run them further down this page.
What you're actually buying
You can buy training anywhere. Training is the thing you get excited about, take four pages of notes on, file in a drawer, and never implement. That is not what this is. Every enrollment in Cohort 1 is the full package:
Facilitated live sessions across the three months — taught, worked and questioned in real time, not watched passively. Every session is recorded and yours to keep.
Regular open sessions to bring your actual agency, your actual bottleneck, your actual awkward team member — and work it through out loud.
Text and email me directly. Not a ticket queue, not a bot — me. When you're stuck at 4pm on a Tuesday, that's when the answer is worth something.
Where a one-on-one is the right way to unblock you, we book one. Recorded so you can hand the relevant part to your team instead of re-explaining it.
A private space with the other agents building this at the same time. Same contract, same timeline, same problems — probably the most undervalued line on this list.
Full access to the software the whole system runs on for the length of the program — where the buckets, the plays, the delegation and everyone's daily view actually live.
The worksheets, frameworks, checklists and session recordings that come with each module. Yours, downloadable, reusable inside your agency.
The fast-track library. Included at no extra cost, and entirely optional. Details below.
Included · completely optional
The ABCs of Service™ is my own agency's operating system, packaged up — the buckets, the patterns, the plays, the templates — with the agency-specific bits stripped out so any agent can pick them up. They are literally the same pieces my team runs on.
It exists for one reason: speed. If you're happy to take a whole system off the shelf instead of designing one, this is the low-effort route. Load it in, change the names to match your office, and weeks of design work turn into an afternoon.
It's also completely optional. Plenty of agents will want their own — their own buckets, their own words, their own plays that match how their office already thinks. The program teaches you to build all of it, and the effort to do that is smaller than you'd expect. You get full value either way.
Take my system as it is. Take it and change it. Or build your own with me as a sounding board. All three work.
Two questions · about fifteen seconds
Answer these two and the rest of this page runs on your figures instead of ours. Nothing is stored and nothing is sent anywhere — this all happens in your browser.
Your payroll spent on service
80% of your payroll goes to service work — and it's carrying the Chaos Tax™ on top.
Work in Waves™ · month 1
25% of that service time comes back, from cutting out the switching alone. That's 8 hours a week for every person on your team.
Both programs · by month 3
Half your service time back: 16 hours a week each, or 64 hours a week across the whole team.
These are the dollars you currently spend on time that gets handed back to you. What you do with that time is your call — and it's the most valuable call you'll make this year.
The trade
Because that's the deal on the table. Here it is with nothing hidden:
You put in
Use the ABCs of Service™ library and you're closer to 10. Build it all yourself and you're closer to 20.
You get back
Not once. Every week from here on — for every person on your team, and for every person you ever hire into it.
On your numbers that's $50,000 a year after month one, and $100,000 a year once both programs are done.
Put those two boxes side by side. You spend 10 to 20 hours one time. Your team gets 10 to 20 hours a week back — each — for as long as your agency runs. There aren't many trades in this business that look like that.
This is where agents flinch, so let's kill it now. Months two and three are about capturing how the best version of each job gets done — and the fastest way to do that is not sitting down to write documents.
Record a short video of someone doing the job. AI turns that into a step-by-step guide with the screenshots already in it. You read it over, fix what's wrong, done. What used to be an afternoon of writing is now about ten minutes — and you've got both the video and the written guide to train from. Months two and three ask for small, regular slices of your attention, not big blocks of your calendar.
The objection worth taking seriously
They would. So we don't do that.
This is not a system that gets applied to your team. It's a system co-created with your team. The process is deliberately consultative, and that design choice is the single biggest reason it survives contact with a real office. When people help build the thing, they don't resist the thing — they onboard themselves into it and then defend it.
Your team isn't the obstacle to the change. Handled properly, they're the engine of it.
There's a harder truth underneath the well-being case, and your team can handle it: the business has to adapt. The economics are shifting, and an agency that arrives at 2027 running the same fragmented way it ran in early 2026 is an agency under real pressure — which puts the jobs inside it under real pressure too. Being part of this adaptation is how a team protects itself. We'll show you how to have that conversation transparently, early, and in a way that pulls people toward you rather than pushing them away.
What you do with the time
This is the part agents underestimate. Getting the time back isn't the win. The win is that you finally get to choose where it goes. Here's what each choice looks like on your numbers.
Choice one
Right now about 20% of your team's time goes to sales. Move the time Work in Waves™ frees up into selling and that becomes 40% — you'd double the hours you sell in, at 2.0×. Finish both programs and it becomes 60% — triple today's selling hours, at 3.0×.
Same team. Same payroll. Same phones. An hour that goes to service this week goes to sales next week instead — and the follow-up that never happens today starts happening.
Choice two
Imagine every person on your team had two hours a day in 2026 to get better at their job. Role-playing the calls. Practicing the pitch. Working through objections until the answers are automatic. Learning the products they currently avoid quoting. Watching each other's best calls back.
On your numbers that's 64 hours a week across your team, available for exactly that.
Then 2027 starts. Close rates are locked in. Objections don't rattle anybody. Every marketing dollar you spend converts higher because the people answering the phone are simply better than they were a year ago. You can't buy that in December 2026. You can only have built it.
Choice three
Or you keep the money. Run leaner, don't replace the next person who leaves, and the payroll you're no longer spending stays in your pocket. On your numbers that's about $8,333 a month — and over the 17 months from next month to the end of 2027, roughly $141,667.
Debt paid down faster. Reserves built. Or just the breathing room to make 2028 decisions from strength instead of pressure. And notice the shape of it: you pay once, and the saving shows up every month for as long as the system runs.
You don't have to choose today. You just have to be the agent who gets a choice.
Why the calendar matters more than the idea
Here's the arithmetic nobody enjoys. Your 2027 performance sets your 2028 compensation. So the capacity you build — or don't build — in the back half of 2026 is the capacity you carry into the year that decides your income.
The proving year. Whatever capacity your team has when it starts is roughly what you get to compete with. You can't rebuild a system in the middle of game day.
The payout year. Compensation shifts against your 2027 numbers. Agents who spent 2026 tightening operations show up with margin. Agents who spent it reacting show up with debt.
That's the whole reason Cohort 1 is running now instead of later, and why we're moving at the pace we're moving.
Fit
Full transparency
Cohort 1 is deliberately early. The material is real, tested in my own agency, and worth the money — but it is not yet sanded down. Some sessions will be delivered live before they've been prettified. Some resources will arrive the week you need them rather than the month before. Some of the software you'll be using is still being built out around you.
That's a trade, and I want you to make it knowingly. Every month spent making this beautiful is a month you don't have the system running. Given what 2027 does to your 2028, I'd rather hand you something rough that works in August than something gorgeous that arrives in January.
So the agents I want in this first cohort are the ones who'd make the same trade — people who want the value now and can live with the edges being unfinished. If that's not you, wait for a later cohort. No hard feelings.
Before we talk price
All of this comes from the two answers you gave earlier. You can change them any time.
Service payroll freed
Once both programs are in — half your team's service time, back.
Selling hours, multiplied
If you point that time at sales: from 20% of your team's time to 60%.
Skill-building time before 2027
Time your people can spend getting sharper — practice, role-play, product knowledge — so 2027 starts with a better team than 2026 had.
Kept by the end of 2027
Run leaner from here to the end of the proving year and this stays in your pocket.
Every month you wait
What the same decision costs you if you make it thirty days from now.
What you pay
One fixed cost. The capacity arrives every month for as long as the system runs.
Based on your inputs: $250,000 annual payroll, 80% of team time on service. These figures show what the freed-up time costs you in payroll today. They're illustrative, not a promise — what you actually get depends on which choice you make and how well you implement.
Enrollment
Both options are the complete bundle — Work in Waves™ and Master the Wave™ together, with the full package of access. The only difference is how you pay.
The first 10 agents to enroll and pay take half off with coupon code TGREARLY. It's already applied on both buttons below — you'll see the discount at checkout. When the tenth seat is paid, the code stops working.
$2,997
$1,498.50
One payment · saves you $1,000+ against the payment plan
Full price $2,997. Shown with TGREARLY applied.
$1,333 / month
$666.50/mo
Three monthly payments · $1,999.50 total
Full price 3 × $1,333 ($3,999). Costs about $1,000 more than paying in full.
We do plan to sell Work in Waves™ and Master the Wave™ separately in the future — you'll be able to take one without the other. That isn't how Cohort 1 works. For this first cohort the two run as one continuous build and are sold only as the bundle, with the two payment options above. If you want just one half, watch for a later release.
The guarantee
I've set the guarantee window to match how long it actually takes to know. Here's the honest timeline:
Days 1–14
You design the system for your agency, bring your team into it, and get it implemented. Their feedback starts arriving almost immediately — that's the point of co-creating it.
Days 15–30
Two weeks of the system operating in your live office. By day 30 you'll know whether the day feels different, whether your team is behind it, and whether the time is coming back.
If you get to the end of those 30 days and you don't feel you've received value — and you don't believe Master the Wave™ will build on it — ask, and I'll refund you in full.
One condition: a short exit interview. Not to talk you out of it. If it didn't work, something broke in the implementation and I need to understand what, because that's how the program gets better for the agents behind you. Tell me honestly what happened, and the money goes back.
If I haven't proven it to you in 30 days, I don't want your money.
Cohorts
This runs in cohorts on purpose. A cohort gives you a start date, a group moving at the same pace, live sessions where people ask the questions you were too polite to ask, and enough gentle pressure to actually do the work in month one instead of month four.
There are cohort options available — more than one intake, so you can pick the start that fits what's already on your calendar. Once you enroll, you'll be asked which cohort you want, and you'll get the schedule and joining details straight after checkout.
Cohorts are capped so the office hours and 1:1 access stay meaningful. Earlier cohorts get more of my attention per agent, not less.
Straight answers
It's the range I've seen consistently — mine and other agencies'. Work in Waves™ takes about a quarter of service time back purely by removing the switching. Master the Wave™ takes about another quarter through better ways of working, templates and better role fit. The messier your day is right now, the bigger that first number tends to be.
Less than you'd think, and not all at once. The design work is yours. Their part is the conversations where you build it together, and then learning the new way of working — which mostly replaces work they were already doing rather than adding to it.
Three months of full access is included. Carrying on after that is a separate, straightforward decision you'll make near the end — nothing is auto-charged as part of this enrollment.
No. This isn't a headcount-cutting program — it's a capacity program. It gives you the option to move people onto work that contributes to compensation instead of just absorbing hours. Some agents will use the freed-up time to run leaner; others will use it to grow. That call stays yours.
The full amount you've paid, refunded, if you ask within 30 days of your cohort start and do a short exit interview. If you're on the payment plan, the remaining payments stop too.
Everything is recorded and available afterward, along with the resources for that session. The live rooms are where the value concentrates, but missing one won't derail you.
No. If you can use the systems you already use every day, you can use this.
Not for Cohort 1. Everyone gets the full package, because the agents who only buy training are, in my experience, the agents who never implement.
Master of Operations™ · Cohort 1
Four hours a day, back, for every person on your team. $141,667 on the table between now and the end of 2027. And 30 days to decide whether any of that is real.
First 10 to enroll and pay: 50% off with TGREARLY, applied at checkout · 30-day money-back guarantee
Calm, focused, unstoppable.