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Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

Author Archive

coaching hand upWhat’s your advice to new agents? I’m working on the 5th (!) edition of Up and Running in 30 Days, the new agent’s start-up plan, and I’m updating technologies, trends,and statistics. In addition, I want to include advice to new agents from successful agents who’ve been in the business 1-3 years. Why? Because this advice will be pertinent, up to date, and I think new agents will listen to someone who’s been there–and succeeded.

I Need Your Help

Do you have an agent in the business 1-3 years, and did at least 15 transactions their first year (not given to them as a team member)? If so, your agent could be featured in my new edition, due out in January 2017.  I will be featuring 5-7 quotes in various places of my book, and it would be great PR for your agent (and you). Your agent will receive a copy of the 5th edition, of course.

Here are the questions I’m asking:

  1. What are 1-3 things you did as a new agent to successfully launch your career?

 

 

  1. What do you wish you had done differently?

 

 

  1. What advice would you give to new agents?

 

 

  1. What technology is absolutely critical for the new agents to incorporate? Why?

 

 

Other comments:

Thanks so much. Please include your name as you want it used, your company name, your email and phone (for contact information so you can get referrals).

Name:

Company:

Phone:

Email:

Specialties:

Number of transactions completed your first year in the business:

Please return this to me by 4.30 so I can include it! Thanks again. Let me know how/if I can help you! You’re doing a great service to those going into the business!

Getting Back to Me

You can forward this to your agent (s) and your agent can write answers as comments. Or, here’s the link to the questionnaire.  Just forward the link to your agent.

In my next blog, I’ll be asking you for your advice to new agents. I’m going to add this to the new edition. It should be very telling, and interesting to see the commonalities of managers’ advice to new agents.

Here’s the link again to the questionnaire. Your agent’s advice will help the industry and certainly help determined new agents!

applause for fansWe’re familiar with ‘fans’ on Facebook (see my Carla Cross & Co. on Facebook. ) But, how do we gain’fans’? It’s one thing if you’re a performer. You may think it’s another thing if you’re a manager. It occurred to me that the words “followers” (Twitter) and “fans” (Facebook) are borrowed from the performance world–a world I lived in for many years. I thought you’d like to get some skills in creating ‘fans’ or ‘followers’–not just how to use these programs, but, more importantly, how to create FF’s–admirers.

What’s ‘Admirable’?

If you’re reading this blog, you’re probably involved somehow in managing people (that includes managing families, too!). So, it would be helpful to know how to create admirers–in the best sense of the word. Why? Admirers do several things for you (and you must do several things for them, of course):

They refer others to you with enthusiasm
They provide ‘positive grapevine’ promotion for you
They help you discover strengths you may not have known you have (think branding)
They see the best in you when you’re sometimes not seeing it in yourself!

What You Need to Do to Create ‘Admirers’

I worked my way through college and graduate school playing piano in bars (I sure learned a lot about human nature!). As a musician, I learned, to have admirers, I had to do 2 things:
1. Play the music they wanted to hear
2. Play the music they wanted to hear the way they wanted to hear it

To do this, I learned literally thousands of tunes and dozens of styles. Now, I was set to gain followers/admirers (and tips, of course!. In other words, you have to make yourself someone that can be admired (when did you take your last true ‘people management’ course?)

What does that mean to you as a manager? You have to figure out the needs that they want filled, and fill them the way they want them filled.

Appreciation: The best Tool to Gain Admirers

There are many ways to gain ‘followers’. The easiest is to lavishly use appreciation. How often do you appreciate? Probably not as often as you could. This is one of the most effective, low-cost, and happy methods to motivate and gain admirers you can imagine. Yet, few managers use this effectively (and I mean to be sincere about it, of course). I’ve created a white paper on the principles of motivation, along with over 25 ways to appreciate. Click here to get your copy.

How do you create fans? Do you think they’re important to you?

Are You Achieving What You Know You Can?

LM CoverYou encourage your agents to get coaching. Or, perhaps you coach them. You know how important having someone ‘see you from the outside’ is. But, how about you? Are you going it alone? I know, from managing so many years, it’s a lot lonelier world than being an agent. Who do you bounce ideas off? Who do you trust as your mentor? Check out Leadership Mastery coaching today.

Sign up for a Complimentary Consultation to see if Leadership Mastery would benefit you. What do you have to lose?

Bonus for new coaching clients this month: $1000+ of Carla Cross’s recruiting, training, and coaching resources FREE ! Includes:

The Complete Recruiter, at $129.95 value–the strategies, planner, and dialogues you need to recruit winners

Your Blueprint for Selecting Winners, a complete interviewing guide, a $79.95 value–free.

Recruiting Objection Busters, scripts and dialogues to counter the toughest recruiting objections, a $40 value

Business Planning for the Owner, Manager, and Team Builder,a $100 value

Operations/Orientation Manuals and Checklists, a $30 value

Coaching Companions to coach new or experienced agents, a $200 value

Advantage 2.0 facilitator guide, a complete training program (a $500 value)

Click here to learn more about Leadership Mastery Coaching.

Click here to schedule a complimentary consultation to find out more about the program, ask questions, and see if it’s a ‘match’. After your consultation, you’ll receive a ‘thank you’ of a 2-pack management audio CD series.

head in the sand a salespersonHere’s why brokers who think failing agents costs them 0 are wrong. Yes, many brokers tell me that unproductive agents don’t cost them a thing.

But,  most brokers don’t realize they are doing irreparable damage to their companies by hiring those who aren’t going to go right to work—and keeping those who won’t work. Here are the 3 biggest consequences to poor selection I see.

1. Stops you from hiring great producers. Likes attract. How can brokers hope to hire that great producer when they have more than 10% of their office as non-producers? I can see it now. “Sure, I’ll come to your office. I’m a top producer, and I just love to be dragged down by those non-producers. It will be my pleasure to waste my time with them.” Not.

2. Kills your recruiting message.
Do you have a training program? Do you use it to recruit? Here’s the real message: “We have a training program. All our new agents go through it. We don’t get any results from the program, so it really doesn’t work. But, join us.” You can’t possibly show how successful your training program makes your agents because your training program can’t possibly get results—poor people in and no actions and accountability required.

3. De-motivates your agents to provide referrals to you.
Your outcomes and hiring practices speak more loudly than you could possible speak. Why would one of your good agents possibly refer someone to you when your good agent doesn’t see those you hired starting right out and making money fast?

If Your Market’s on Fire, You May be Kidding Yourself
In a fast market, ‘accidental sales’ buoy poor agents and make them look as though they were actually selling enough real estate to be a ‘median’ agent. But, be aware: When the market turns, so do the agents’ ‘mirage’ of decent production. So, it’s best to hire with purpose (using a stringent, professional interview process). Then,  put agents right to work with a proven start-up plan.

Please Tell Me What You Think
What do you think a non-productive agent costs the company? In my next blog, I’ll give you some line items that will probably double what you think a bad hire costs. Let’s see what you think first. Poor hiring practices really, really hurts brokers—both financially and emotionally.

Are You Hitting your Ceiling of Achievement?

You encourage your agents to get coaching. Or, perhaps you coach them. You know how important having someone ‘see you from the outside’ is. But, how about you? Are you going it alone? I know, from managing so many years, it’s a lot lonelier worldLM Cover than being an agent. Who do you bounce ideas off? Who do you trust as your mentor? Check out Leadership Mastery coaching today.

Sign up for a Complimentary Consultation to see if Leadership Mastery would benefit you. What do you have to lose?

Bonus for new coaching clients this month: $1000+ of Carla Cross’s recruiting, training, and coaching resources FREE ! Includes:

The Complete Recruiter, at $129.95 value–the strategies, planner, and dialogues you need to recruit winners

Your Blueprint for Selecting Winners, a complete interviewing guide, a $79.95 value–free.

Recruiting Objection Busters, scripts and dialogues to counter the toughest recruiting objections, a $40 value

Business Planning for the Owner, Manager, and Team Builder,a $100 value

Operations/Orientation Manuals and Checklists, a $30 value

Coaching Companions to coach new or experienced agents, a $200 value

Advantage 2.0 facilitator guide, a complete training program (a $500 value)

Click here to learn more about Leadership Mastery Coaching.

Click here to schedule a complimentary consultation to find out more about the program, ask questions, and see if it’s a ‘match’. After your consultation, you’ll receive a ‘thank you’ of a 2-pack management audio CD series.

Beatles laterWhat in the world do the Beatles have to do with real estate pros success? A lot, I think. We’ve all heard of Paul, George, Ringo, and John—but, does the name “George Martin” ring a bell? Maybe. Martin was the record producer who discovered and molded the Beatles, adding his classical musical background to the Beatles’ creativity to produce the Beatles’ unique and ever evolving sounds.

As a musician myself, I’ve always marveled at how the Beatles put classical musical aspects into their rock ‘n roll. Well, guess what? They didn’t do it by themselves—they melded their talents with Martin. George Martin just died at age 90, and many articles are being written about his collaboration with the Beatles. As I read these articles, I was thinking, “These life and performance lessons are absolutely applicable to us real estate professionals.” So, I culled five life and performance lessons we can learn from their association. I’ve put the first two lessons in my previous blog, and here are the last three.

Take your presentation apart and rebuild it with new elements.

You know the great ballad Yesterday (see, you’re humming it in your head!). But, did you know McCartney originally sang it with just acoustic guitar accompaniment? Martin added a string quartet, and that’s how that mellow, full, ethereal sound was created.

Have you gone outside your comfort zone with your presentations? Have you gotten some coaching to polish and improve? Have you polished your recruiting presentation recently?

Think outside the box—for a change.

Martin took his classical music background and added Souza marches and a calliope to Sgt. Pepper’s. But, he didn’t just add them—he cut the tapes in pieces, turned them upside down, and switched the phrases to provide a somewhat chaotic, yet captivating mosaic.

Are you thinking outside the box? What have you done for the first time this year? What have you done differently? How are you keeping your business fresh and exciting?

No one succeeds alone.

As you can see from these examples, Martin’s genius and the Beatles’ creativity resulted in something that had never been heard before—and will never be replicated again. But, what would they have been without each other? The Beatles would have been just another English rock ‘n roll group, and Martin would have been just another successful record producer. They melded their talents and were both flexible and adventuresome in trying new approaches.

Who’s your partner in success? Real estate agents like to think they do it all on their own. But, studies show that virtually no one succeeds alone. Yes, someone may be the ‘front man’ (or woman), but there’s a partner behind the scenes, making everything better.

Remember to thank that partner now and then. It could be your manager, the owner, a trainer, a coach—or your family.

Now, take these five life lessons to make your real estate career even more spectacular!

LM CoverAre You Achieving What You Know You Can?

You encourage your agents to get coaching. Or, perhaps you coach them. You know how important having someone ‘see you from the outside’ is. But, how about you? Are you going it alone? I know, from managing so many years, it’s a lot lonelier world than being an agent. Who do you bounce ideas off? Who do you trust as your mentor? Check out Leadership Mastery coaching today.

Sign up for a Complimentary Consultation to see if Leadership Mastery would benefit you. What do you have to lose?

Bonus for new coaching clients this month: $1000+ of Carla Cross’s recruiting, training, and coaching resources FREE ! Includes:

The Complete Recruiter, at $129.95 value–the strategies, planner, and dialogues you need to recruit winners

Your Blueprint for Selecting Winners, a complete interviewing guide, a $79.95 value–free.

Recruiting Objection Busters, scripts and dialogues to counter the toughest recruiting objections, a $40 value

Business Planning for the Owner, Manager, and Team Builder,a $100 value

Operations/Orientation Manuals and Checklists, a $30 value

Coaching Companions to coach new or experienced agents, a $200 value

Advantage 2.0 facilitator guide, a complete training program (a $500 value)

Click here to learn more about Leadership Mastery Coaching.

Click here to schedule a complimentary consultation to find out more about the program, ask questions, and see if it’s a ‘match’. After your consultation, you’ll receive a ‘thank you’ of a 2-pack management audio CD series.

beatles youngWhat in the world do the Beatles have to do with real estate pros success? A lot, I think. We’ve all heard of Paul, George, Ringo, and John—but, does the name “George Martin” ring a bell? Maybe. Martin was the record producer who discovered and molded the Beatles, adding his classical musical background to the Beatles’ creativity to produce the Beatles’ unique and ever evolving sounds.

As a musician myself, I’ve always marveled at how the Beatles put classical musical aspects into their rock ‘n roll. Well, guess what? They didn’t do it by themselves—they melded their talents with Martin. George Martin just died at age 90, and many articles are being written about his collaboration with the Beatles. As I read these articles, I was thinking, “These life and performance lessons are absolutely applicable to us real estate professionals.” So, I culled five life and performance lessons we can learn from their association. Here are the first two, and I’ll continue in my next blog.

  1. Keep improving your team until you are working with the best.

Martin urged Beatles’ manager Brian Epstein to replace drummer Pete Best with Ringo Starr, who he felt was a better drummer. Is your team the strongest it can be? Who’s holding you back? Who’s hindering your best performance? Who do you need to replace? I know, as an ensemble musician, you never play any better than your worst player! 

  1. Start every listing, buyer and training presentation with an attention-getting ‘hook’.

Quit that boring droning that begins most presentations! Instead, do what Martin suggested: Start with a ‘hook’.   Martin suggested Paul McCartney replace the first verse of Can’t Buy Me Love with the ‘can’t buy me love’ intro. That’s the hook, and we never forget it, do we? Do your listing/buyer and training presentations start with something attention-getting, or do you ‘ease into’ your presentation with banal comments like ‘I’ll keep this short’ or ‘we’ve got a lot to cover’. Stop being banal and get creative with your opening (we practice this in my Instructor Development Workshop and I teach this in The Ultimate Real Estate Trainer’s Guide).

Applying these Principles with your Agents

Are you working with the best people? If not, why not? What do you need to do with your recruiting, selecting, and retention to upgrade your team so you all do better?

LM CoverWho’s On your Side? Who’s Supporting You?

Owners and managers: Are you as profitable as you deserve to be? If you’re selling AND managing, you’re finding yourself going 6 ways to Sunday! If you’re not satisfied with your results, consider Leadership Mastery coaching with Carla Cross. This is not a ‘cookie cutter’ program. This is a completely customized owner/manager program focusing on recruiting, coaching, training, leadership, delegation, and staff management. Why not hone your skills with Carla as your guide and support? Get your best sources of recruits, a great recruiting plan, AND a failsafe selection process to pick winners.

Sign up for a Complimentary Consultation to see if Leadership Mastery would benefit you. What do you have to lose?

Bonus for new coaching clients this month: $1000+ of Carla Cross’s recruiting, training, and coaching resources FREE ! Includes:

The Complete Recruiter, at $129.95 value–the strategies, planner, and dialogues you need to recruit winners

Your Blueprint for Selecting Winners, a complete interviewing guide, a $79.95 value–free.

Recruiting Objection Busters, scripts and dialogues to counter the toughest recruiting objections, a $40 value

Business Planning for the Owner, Manager, and Team Builder,a $100 value

Operations/Orientation Manuals and Checklists, a $30 value

Coaching Companions to coach new or experienced agents, a $200 value

Advantage 2.0 facilitator guide, a complete training program (a $500 value)

Click here to learn more about Leadership Mastery Coaching.

Click here to schedule a complimentary consultation to find out more about the program, ask questions, and see if it’s a ‘match’. After your consultation, you’ll receive a ‘thank you’ of a 2-pack management audio CD series.

 

 

interview with clip boardIs your selection process ‘seat of the pants’?  I think it’s a big problem today in the real estate industry. Do you? Let me know your feedback about the comments below.

I’ve already provided you one ‘whack up the side of the head’. That ‘whack’ was about recruiting. Here’s another ‘whack’ for managers. This ‘whack’ is about selection–or the lack thereof by the real estate industry today.

Before I start: Where does the ‘whack’ come from?  My dad used to say when my sister and I were behaving badly he thought we needed a ‘whack up the side of the head’. Don’t worry. He didn’t actually do it, but we did pay attention when he said it, because we knew it was time to stop, look, and listen—and change our behavior! It’s time, I think, for brokers to get that ‘whack up the side of the head’, too.

Selection ‘Whack’:  That ‘Give Everyone a Chance’ song is so played out.

It’s time for us brokers to get serious and re-vamp our selection process. Start thinking of your potential recruits as ‘candidates’. It helps us use a selection process to actually screen candidates, not just sell them on us. Other businesses have used stringent candidate screening processes for years. We are about the only industry left that doesn’t use a planned interview process. The ‘on fire’ market covered a multitude of sins. However, our less than skilled business practices don’t work for us when we need real workers and when our clients expect a high level of service.

Recommendations:

Get and use a planned interview process.

Spend at least ½ of the time you have with a candidate asking questions and listening.

Ask the right questions (questions about their pasts). Practice those questions and keep a list of them in front of you. Do you know what ‘past based questions’ are? They’re like a crystal ball. See Your Blueprint for Selecting Winners for exactly how to craft them–and lots of examples.

Use the hiring ratios great companies use: Hire only one out of five candidates at minimum and one out of ten to create a quality company. Do these ratios this frighten brokers? Sure. It means we must become skilled recruiters. Businesses hiring service people use hiring ratios of one to twenty.

Ask yourself: Would you hire a secretary with the interview-to-hire ratios you hire agents? Do your agents have as great an impact on the perception of your company from the public as do your staff?

Create a ‘mutual expectations’ dialogue to assure that agent sees the value in your training, coaching, and start-up plan. “You never have another chance to make a first impression” is the truism here.

Bottom line question: Are the agents you’re hiring tough and good enough to deal with the discriminating client of today?

Tell me: If you believe real estate managers aren’t being as selective as they need to be, why?

Have you Polished your Selection Process?

Blueprint_Ebook_DisplayFor an 8-step ‘sure-selection’ process, plus those fantastic ‘past based’ questions, see Your Blueprint for Selecting Winners, and update your selection process to find more winners with less effort.  (all online, so you get immediate access, and can start using it with confidence today!)

Mar
01

Are You Gutless about Termination?

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man ponderingThis month, I’m featuring leadership. Part of leadership is to know who to hire–and when to fire. How to let someone go fairly–with grace–is a huge challenge for many managers. This challenge just came up again. I was just asked by an association of real estate companies to do a leadership webinar on standards. Before I do a ‘live’ presentation or a webinar for a particular group, I use my Pre-Conference Survey to find out exactly what their needs are.
(Note: If you do presentations for ‘outside groups’, consider making a pre-conference survey so you find out their exact needs, cultural specifics, and market differences. It makes a huge difference in your ability to deliver to their needs). This was the question that stood out most to me in the survey.

Question: How Do You Terminate Someone Fairly and Effectively?
Do you believe that the person who is failing knows he/she is failing? Of course they do. And, the longer they fail, the further down their self-esteem sinks, the further their confidence shrinks, and, finally,

the person simply quits working!

They still may be employed/contracted with you, but, they aren’t doing the things necessary to move their job forward. So, it’s not fair to simply let them continue failing. Nothing will change. You must step in.

The ‘One Last Chance’ Conversation and System
I’m a huge believer in game plans and systems for situations. That means you are fair with everyone. One of the reasons managers don’t want to fire is that they are afraid they will be unfair–or perceived as unfair. The way to take away those fears is to implement a system to give each person one last chance (this is after you have tried your normal coaching and training methods).

What’s in the One Last Chance’ Conversation
Here are the steps to terminate someone fairly and with grace.
1. Call the meeting. Do not engage in small talk. This is serious; it has no social aspect.
2. State that the person has not met your standards (minimum expectations). You DO have those in place, right?
3. Tell the person you will provide them one last chance.
4. Show them the performance system you will use (something like The On Track System to Success in 30 Days).
5. Get agreement that the person will use the system.

Make The Time Frame Short
I have been snookered by the best of them! I’ve learned to make the time frame no more than 30 days. You want that person to go right to work. You also must reserve the right to terminate at any time.

Good News: They Will Let Themselves Go 50% of the Time
You will find that many people are just waiting for you to provide that last chance, so they can face the fact they really don’t want to work. They will let themselves go.

When You Terminate
You have given them a fair chance. You have been straightforward. They have not gone to work. All you have to do in your termination conversation is to state just that. 95% of the time you will get no argument. In fact, they will thank you for being honest with them. Using these five pointers will allow you to let them go with grace, and relieve your mind that you are fair in your termination guidelines.

How do you terminate? Or, do you terminate or just let them fade into the sunset?

small LM CoverAre you Confident in your Leadership Skills?

We’re always urging agents to get a coach. But, what about you? Do you have a performance coach you trust? Just think what you could accomplish if you had the skills, technique, and confidence in what you thought was right–to manage effectively. Why not find out about Leadership Mastery Coaching? Just sign up for a complimentary consultation to match your needs to your coach, and find out if this unique performance-based program is for you. Click here to find out more.  (And–this month, sign up for Leadership Mastery Coaching and receive $1000 worth of resources–systems and training to run your business).

 

Feb
23

More Recruiter Mistakes to Avoid

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man on groundIn an earlier post, we explored 5 of the 10 biggest mistakes I’ve seen real estate recruiters make–and, admittedly, I’ve made. After all, I started like most of you–here’s your desk, here’s your phone……you know the drill…

So, here’s the rest of my list. What did I leave out? Why are we selecting so many who fail to make it in real estate?

6. Recruiting agents without the necessary skills or motivation to be
successful

There are the agents that fall over at the first objection (and there are many, even though they tell us they’re tenacious!) We keep beating our heads against stone walls recruiting agents who are deficient in the two skill sets we say are most important to real state success: technical (computer) skills and sales skills. We hire them, and then we pour thousands of dollars down a black hole trying to train them to do the things they won’t or can’t do.

Why not hire agents who already have technical and sales skills? In my program, The Complete Recruiter, I ask managers to make a list of the skills and qualities they feel are critical in the agents they hire. Please do that. Then, create questions that bring out whether an agent has the skills and qualities you need.

7. Talking too much in the ‘interview’ process

Well, it’s not really an interview process to most managers. It’s actually a talk marathon, where the manager talks to the would-be agent until the agent gets tired and agrees (or not) to join the company. That’s what dozens of agents have described as their ‘recruiting interviews’. Your first hour of the recruiting interview should be contoured like this: The interviewee talks ¾ of the time. You talk ¼. What are you doing while the interviewee is talking? Asking questions and listening. What are you listening for? Whether or not that interviewee has the necessary amounts of the skills and qualities you want. How do you assure you’ve got the complete story? Probe around that one idea until you’re completely assured that the interviewee has sufficient strength of that trait or skill.  The Complete Recruiter has lots of tips on mastering sales skills for recruiting. This is just one of them.

8. Selling all the features and benefits of the company in the same way to each recruit

That’s simply because the manager didn’t ask good questions at the beginning of the process. If he had, he would’ve discovered what needs the agent wanted met. Then, he would’ve designed his presentation to meet those needs.

9. No recruiting plan

About three years ago I was the head writer for the CRB (Certified Real Estate Broker) People Management course. This course includes recruiting, selecting, training, and motivating agents for high productivity. I was excited to teach the course the first time, and was thrilled that there were about sixty managers in the course. I found that most of them had been in the business over ten years.

I wanted to create something where they could share recruiting experiences and ‘wins’, so I decided to do a little contest for ‘best recruiting campaign.’ I introduced the contest the first morning, and waited for the entries. There were none. At the beginning of the second day I asked the students if it was a dumb contest, or what seemed to be the barriers. They told me that none of them had a recruiting plan, much less a campaign!  How could you implement your recruiting ‘moves’ without a plan of action? We pound into our agents heads the idea of business plans. Yet, we don’t have plans for the most important of all our activities—recruiting. If you’re among the 95% of managers who don’t have a plan, I’ve provided a simple, straightforward method of planning in The Complete Recruiter.

10.  No system for agent follow-up

You’ve interviewed the agent. The agent doesn’t join that day. Now, what happens? In most companies—nothing! You need a contact management system. You need a contact plan. You need materials, and you need strategy. Finally, you need someone to run that plan. Hire a competent assistant and let that assistant engage your plan. This agent follow-up is really a part of your overall recruiting plan. You expect your agents to do it, and you need to do this, too, with your potential recruits. Remember, follow up until they ‘buy or die’!

It doesn’t take a masterful recruiter to win all the awards. All it really takes is determination and persistence. And, when you look at the few managers who actively recruit, you know that merely taking a stab at in  a consistent manner will win you many recruits.  Start now!

CompleteRecruiterHow is your Recruiting Plan Working?

Well, shall we be honest? You probably don’t have a plan. At least, that’s my experience in training and coaching thousands of owners and managers. If you don’t have a plan, how do you know what to do each day to find, select, and recruit those you really want? How do you measure how you’re doing? The Complete Recruiter has it all: the plan, the dialogues, the systems. Get it this month at a blazingly good price, too! Find out more here.

slide 1 Excerpts 2016 NAR profileDo your agents have what buyers value? Do you know what buyers value? Every other year, the National Association of Realtors does a survey of thousands of buyers and sellers to find out their demographics and their opinions on real estate agents. These surveys, I think, are well worth the cost of Realtor membership! Why? Because they give us valuable insights into what buyers and sellers think is important, and they give us third party facts to share with buyers and sellers.

I have used the results in these surveys in my listing and buyer resources, so that agents have proof of the claims they say are true. In the next few blogs, I’ll be sharing with you a few of the invaluable nuggets of information from the National Association of Realtors’ 2015 Survey of Buyers and Sellers.

Watch for the videos: In the next week, I’ll be making 2 videos explaining 19 big takeaways from this survey. I’ll post the video AND the PDFs of the videos so you can share them with buyers and sellers.  I’ll show you how to use these statistics and facts in your presentations and help your agents be more effective.

buyer satisfactionHow satisfied do you think buyers are in specific agent skills and qualities?

Highest valued by buyers was honesty and integrity. That’s good news for newer agents, because honesty and integrity has nothing to do with time in the business and everything to do with your ethics and character.

What do you think buyers were most dis-satisfied with?

Negotiation skills! Why? It could be because agents promised more than they delivered. Or, it could be that they just aren’t very good at negotiating. How practiced are you? Have you taken negotiation courses? Do you have a goal to increase your negotiation skills?

How can agents (and managers) prove they have the skills and qualities buyers want?

You Can’t Brag But You Need to Stand Out–How?

marketing you 3 DMisunderstanding how to make yourself stand out can cost you thousands of dollars. You know you need to differentiate yourself from the ‘pack’, but how and when?

What NOT to do: Never, ever try to put your testimonials, statements, or accomplishments within your presentation. It’s too late, and will just get in your way–and come off as bragging. Instead, follow the instructions in Marketing YOU. Share your talents and skills with potential buyers and sellers in the right way. See more here.

Managers: Order this month, and you’ll receive your own instructions on creating your ‘Book of Greatness’ for recruiting.

 

 

 

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Carla interprets the NAR survey for 2015 on buyers and sellers. See what sellers are looking for. Educate sellers with these facts.

slide 1 Excerpts 2016 NAR profileGrab the PDF of the presentation too. Click here to get it.

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