Sam Bendix, Partner at Chicago Pacific Founders, returns to share his framework for capital raising using motivational interviewing. He explains how it uncovers real motivations and qualifies prospects faster—without a hard sell. We cover how it applies to investor meetings, deal sourcing, hiring, and beyond. A practical framework for better conversations and better results.

[00:00] Sam Bendix, Partner at Chicago Pacific Founders, shares his capital-raising framework using motivational interviewing.

[00:28] Alex praises its use in candidate interviews, prospecting, and deal origination.

[00:58] Framework inspired by Sam’s wife, a dietitian, helping patients change behavior.

[01:53] Sam realized it draws out investor motivations instead of pushing a pitch.

[02:51] Ideal for hesitant prospects or those juggling priorities.

[04:13] Helps quickly qualify whether someone’s worth pursuing.

[05:37] Sam uses it on intro calls with LPs at the contemplation stage.

[06:33] It’s flexible — works even outside of work.

[08:30] Four stages: Engage, Focus, Evoke, Plan.

[10:15] Key question: "What led you to take this meeting?"

[12:09] Use “change talk” to uncover real motivations.

[13:59] Always leave with clear next steps.

[15:50] Similar to AIDA — build rapport, qualify, find the why, plan action.

[17:15] Real-life case study: reframed a real estate pitch to win infrastructure LP interest.

[22:28] Even a "no" reveals future opportunities.

[25:22] ORS method (Open questions, Reflective listening, Summarizing) is critical.

[27:17] Reflect objections back to build clarity and trust.

[28:13] Alex draws parallels with talent assessment — most firms hire for now, not the full journey.

[30:40] Exceptional execs have frameworks. If they can't articulate their playbook, you can’t scale them.

[32:07] Too many firms wing it with clients while being structured with candidates — both need frameworks.

[34:29] Sam praises Alex’s consultative approach to hiring — problem-finding > solution-pushing.

[36:55] Knowing the why behind hiring helps tailor the search to real business needs.

[39:47] Ideally, firms would hire 3 execs per hold period — one for each phase. Instead, you need one who can run the full race.

[43:10] Negotiation tips: frame your goals around the LP’s goals.

[45:35] Use three steps: Reflect objections, Reframe as shared objectives, Confirm buy-in.

[48:27] Book recs: Negotiation Genius (Harvard), Start with No (Jim Camp), and Quit (Annie Duke).

Sam’s open to connecting on LinkedIn.

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Got feedback or questions? Email Alex at alex.rawlings@raw-selection.com. Until next time—keep smashing it!