Your Belief Stack:  What You Believe Matters

by | May 4, 2026

Every real estate organization has a tech stack.

Your tech stack includes the tools and technology solutions that power your business.

You can’t compete without technology enablers, and the highest performing companies have this part of their businesses wired.

What if you looked at your beliefs in the same way?

Mark Johnson suggests that beliefs are connected to results in following way:

Circumstances trigger thoughts.

Thoughts cause feelings.

Feelings cause actions.

Actions cause results.

In many cases, you can’t control your circumstances. There is much that is out of your control.

But you can control your thoughts about those circumstances.

If your thoughts are influenced by doubts, negativity, and lies, they start a chain reaction that leads to poor results.

If your thoughts are instead connected to a set of beliefs that are based in truth, optimism, and reality, then positive results are achievable.

A belief stack is a consistent way of thinking about your life and your business.

It’s a set of principles and ideas you know to be true despite what your circumstances and the naysayers are telling you.

Your belief stack informs your feelings, changes your actions, and leads to the results you hope to achieve.

How Do You Develop a Belief Stack?

Mark recently published a second edition to his popular e-book Updating Your Belief Stack.

This e-book that will walk you through this process.

It starts with focusing on just one goal (e.g., improving your recruiting results) but can be expanded to multiple professional objectives.

By completing this step-by-step guide, you’ll be on your way to changing both your beliefs and the outcomes you hope to achieve.

Download your copy now and get started on improving your results!

 

The Simple Psychology of Real Estate Recruiting [2nd Edition]

Unlock the secrets of effective real estate recruiting. Revised to include actionable frameworks for sharper execution and to help you turn psychological theory into a repeatable recruiting system.

The Attrition Variables

The Attrition Variables

While these attrition constants still have the greatest influence, there are some emerging attrition variables worth noting. People also tend to leave companies when: They feel like they’re not doing as well as others in their peer group outside the company. They feel like they’re not as far along as they should be at a certain point in life.

The Attrition Constants

The Attrition Constants

If you’re not focusing most of your retention effort on these issues, you’ll miss the mark. If you’re not focusing most of your recruiting effort on exploiting these weaknesses among your competitors, you’re missing the best opportunities.

The Persistence Mindset

The Persistence Mindset

A leader equipped with this mindset can have a profound effect on the life and career of each individual they engage. It works because an agent is getting a real-time glimpse of what it would be like to work on your team. But it only becomes believable when it is persistently applied over time.