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.

Archive for failing agents

Why not assure more of your new agents are successful fast?

This month is ‘training’ month. So, I’m writing blogs to help you train your agents to more production. In this blog, we’ll focus on your would-be agents–you know, the ones you’re interviewing right now.

Why Not Put Them to Work While They’re in Pre-License School?

Why aren’t your agents getting prepared to sell real estate while they are in pre-license school? Okay. I know. Until they are licensed, they can’t do the things licensed agents can do. But, they can do many things. And all those things get them ready to hit the ground running. At the end of this blog, I’m providing you my great checklist, 30 Things to Do Right (In Pre-License School) Now to Hit the Ground Running.

What The RE Schools Say about Preparing Agents to Sell Real Estate

Dearborn Real Estate Publishing has published my books for a long time. They work with real estate schools, and publish many books to help pre-license students pass the licensing tests. They just started doing a survey with real estate schools. The 2018-19 survey just came out.

You know that from hiring these people! In fact, I think we managers and new agents would say that pre-license courses do little to prepare people to sell real estate. And, in truth, that’s not the job the Departments of Licensing expect them to do.

We Lose Lots of Time Because They are Not Prepared to Start the Business

You know the drill. We hire that new agent. We spend the first 1-2 weeks with them getting the ‘orientated’. We have checklists to assure they get their keys, join the Realtor association, etc., etc., etc. How long do you estimate it takes the new agent just to get those orientation checklists finished? 2-4 weeks? In some cases, they never finish them!!!!! Not only that, they probably think that finishing those checklists assures they are going to be successful agents. Ha!

When Do Your New Agents Start Lead Generating?

My studies show that new agents want to make a sale their first month in the business. But, when do you think they start lead generating? Do you know? I believe they put off the inevitable as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work you have them doing as licensees, the worse their habits become and the less money they make!

A Different Method to Get Them a Check Fast

Instead of waiting until they are licensed, why not get them prepared to sell real estate while they are in pre-license school? They can do things like

  • Decide on the database/CRM they want to use and learn how to use it
  • Populate their databases with 100-300 potential clients
  • Prepare an email/hard copy note/letter to all those in their database saying they’ve joined_____________ real estate company

30 Things to Do While in Pre-License School

In fact, as I was writing my new eBook, What They Don’t Teach You in Pre-License School, I started thinking about how we could really prepare agents to sell real estate–lots of real estate. That’s how I came up with this checklist. Click here to get it.

How to Recruit with the Checklist

Here are a few suggestions:

  • Offer this checklist to all your new licensee candidates
  • Offer this checklist for your Career Nights
  • Offer this checklist in your ads (newspaper, Craig’s List, Facebook, etc.)

I’m Taking It a Step Further

In the next few weeks, I’ll be launching a pilot program to train would-be agents in the basics and get them ready to sell real estate. I’ll be telling you more about it soon. Wouldn’t it be great if you could hire someone you were 90% sure would be successful selling real estate–and was prepared to work to do so?

Save Time! Give Those Interviewees the ‘Scoop’ Here

Would-be agents have a million questions (!) and can take many hours of your time. Instead of answering over and over, give them this eBook and you’ll be able to get to an in-depth interview faster–and discover the talented ones, too! Check out What They Don’t Teach You in Pre-License School, now in its 2nd edition. Save time and hire great ones!

What’s changed about motivation–and how to take advantage of it…

Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get out agents back out into the market.

Motivational Methods Must Change

In his book,A�Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional a�?carrot and sticka�� motivational methods just dona��t work for us today. Ita��s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesna��t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberga��s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when therea��s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if youa��ve tried motivating your kids with moneya��or threats (the carrot and stick).

I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

Best Motivators to Motivate Others

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

  1. Autonomy
  2. Mastery
  3. Purpose

Questions to Ask Your Agents to Get Them Excited Again

AboutA� Autonomy

Are you in charge of your own business, or are you waiting for someone else to tell you what to do?

Do you expect your manager to make you go to work, or are you self-directed and self-starting?

Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes,A� says about autonomy:A�The art of the art {of autonomy} is picking your limits. Thata��s the autonomy I must cherish. The freedom to pick my boundaries.

My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?

AboutA� Mastery

Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

About Purpose

What excites you so much you cana��t sleep at night?

Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether ita��s in the arts, sciences, or business. A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A� Teresa Amabile, Professor, Harvard University

Our Coaching Helps You Motivate

Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program.A�Click hereA�for a complimentary consultation.

Great Topic for a Convention/Management Retreat

Yes, the desire and need to motivate is very strong today with managers. But, they need new information and new motivation methods for those millennials. Why not invite Carla to your next convention or management meeting and let her help your managers help more agents?

Greatest Motivational Method in the World!

Behavior that’s rewarded is repeated.A�

 

coachingHave an unmotivated agent? Tips to light ’em on fire!

Do you have any seasoned agents in your office who have lost their fire? Therea��s probably no challenge for a manager today greater than that of rejuvenating your experienced, valued agents. Even though your market is better than it was, these seasoned agents just dona��t seem to be able to re-light those fires of desire. Youa��ve tried being supportive and empathetic. Youa��ve even given them leads. Nothing has seemed to work. What are you going to do to retain these agents, motivate these agents, and get them back into the fray?

Before We Start: What Doesna��t Work

As a coach, Ia��ve been working with management teams to save and re-generate the careers of experienced agents. One of the biggest mistakes Ia��ve seen managers make is to try to help these seasoned agents through support and empathy. Thata��s just not enough. And, ita��s actually demeaning. Yes, some empathy is needed. But, my observation is that it too often drifts into sympathy. Instead of motivating these seasoned agents to get back at it, these well-meaning but misguided managers are sympathizing the agents into a deeper

You Can Fill the Motivational Void Left by the a�?On Firea�� Market

As a manager, you have the ability to not only provide an atmosphere, along with a platform, to motivate that agent back into the business, you can go much further than that, to a�?inspirationa�?.

Just think what would happen if you could get that seasoned, slumping, a�?stucka�� agent back into the business with fervor. The whole attitude of your office would improve. Your coaching would work. Your training would be well attended. Your bottom line would look much healthier.

Two Steps to Create an Awesome Motivational Office

Ia��ve created a two-step approach to re-ignite your seasoned agents. In the next few blogs, Ia��ll show you exactly how to not only motivate those agents, but go way beyond motivation to inspiration.

Before I give you my approach, let me ask you to think about what motivates you. What re-lights your fires of desire? How have you noticed your seasoned agents ‘checking out’? Do some observation and research before you read my next blog post.

Want to Be Approved as a Clock-Hour Instructor in Washington–and Learn from Carla?

IDW_coverGet approved for teaching real estate clock-hour approved courses. Receive 15 clock hours of continuing education credits. Learn from the only Washington’s only National Realtor Educator of the Year. Gain invaluable strategies; worth so much more than just clock hours or certification!

New! Bring the course you want to teach and we’ll apply new teaching methods for you. Get strategies to be the engaging, creative instructor you know you are!

2018 scheduled courses:

May 22-23, 2018 in Bellevue, Wa.. A� A�A�A�Click hereA�for more information and registration.

Fall course: Oct. 23-24, 2018 in Bellevue, WA. (registration link to be included later).

Need to get approved as an instructor right away?A�Order our distance learning courseA�A�Train the Trainer. Fulfills the same requirements, has the same curriculum, has 15 clock hours. Take this course at your own speed and fulfill the requirements to become a Wa. state approved clock-hour instructor.

Your knowledge of my part of the business helped me to recognize ideas I can use in title insurance and escrow.A�Judy Williams, Chicago Title

Carla is fantastic! I will always be appreciative.A�Kim Emmons, manager, John L Scott, Maple Valley, Wa.

Instructor is 100% competent. Her passion, professionalism, and knowledge of the subject is passed on to her class.A�Mike Kerwin, Keller Williams Realty

Bonus: 30% discount on 3 of Carla’s training resources to attendees.

Space is limited. Don’t miss this opportunity!A�Click hereA�for more information and registration.

 

do itHow good is your agents’ start-up plan? (Or, do they have a start-up plan?!)

This month, I’m featuring excerpts from my new 5th edition of Up and Running in 30 Days.

{Click here to see the updates in my fifth edition of Up and Running in 30 Days.}

You know what your training will do for you. So I hope you are convinced you also need to implement a business start-up plan to put all that information in perspective. But watch outa��there are more poor ones than good ones out there. As a CRB (Certified Real Estate Broker) instructor for 12 years, I taught thousands of owners and managers nationally. I saw plenty of poor plans managers shared with me. (These were the plans they were giving their agents, too.)

Commonalities of Poor Plans

  • They are laundry lists of busywork activities interspersed with activities that actually make you money, so the agent doesna��t get any evaluative perspective to self-manage.
  • They do not prioritize lead-generating activities, so the agent thinks all types of lead generation have equal payoffs.
  • They do not have methods of setting goals, keeping track of results, and analyzing results to make changes quickly. (Up and Running provides sales ratios so you learn how many specific actions it takes to get the results you want.)
  • They do incorrectly prioritize actions. For example, as a high priority, they direct the new agent to a�?see all the inventorya�? before doing anything else. The rationale is that ita��s very important to see all the inventory to build a knowledge base. It is important, but only as it relates to working with buyers and sellers. (Ita��s the means, not the end.) But new agents dona��t want to do the high-rejection, high-risk activities such as talking to people. So they gladly see all the inventory until it becomes their job descriptions!
  • They do include plenty of a�?busyworka�? as equal priority to lead generatinga��such as a broker having an agent visit a title company to learn how it operates. This keeps the agent busy and out of the brokera��s hair! Also, the new agent loves the broker for a while, because the broker isna��t asking the new agent to do those high-rejection activitiesa��those activities that lead to a sale!

Bottom line: No would-be successful agent in his right mind would continue doing this type of plan any longer than he had to, because the successful agent recognizes the plan is a poor one.

* Big Idea: Be very critical before you commit to any start-up plan. It is prioritizing your mind! The start-up plan you may love because it keeps you out of sales activities isna��t the plan that is going to love you back (get you the sales you want). What you do every day becomes your job description.

An Effective Start-Up Plan

Here are the six attributes of an effective business start-up plan:

  1. Does not give equal weight to all activities
  2. Provides an organized activities schedule with certain activities prioritized first because they lead to a sale (in Up and Running, these are called a�?business-producinga�? activities)
  3. Includes an organized activities schedule with certain activities prioritized seconda��and explaining why (In Up and Running, these are called a�?business-supportinga�? activities)
  4. Provides a road map for a continuing plan (remember that a�?plan for lifea�??)
  5. Builds in the a�?whya�? of the plan structure, so you learn to self-manage
  6. Has a method to measure and make adjustments in your plan as you progress
  7. Has a coaching component, so someone can coach you effectively to the plan

Managers/trainers: How well did your start-up plan score? Why not try using a proven plan that gets much better results faster? You’ll increase your retention and your profits!

Up and Running_5e largerAre You Using the Best Start-Up Plan for your New Agents?

Does your plan have the detailed, prioritized checklists needed to assure a great start? Does it have built-in inspiration and motivation? Does it have dozens of tips to control the attitude? If not, you need Up and Running in 30 Days. Just out in its 5th edition, it’s the most successful book for new real estate agents ever!

Click here to see the updates in my fifth edition of Up and Running in 30 Days.

 

 

man and woman at tableDo your agents try to ‘tell’ their clients everything, or do they show them with credibility and evidence? If you’re not teaching your agents to ‘back up their mouths’ with the credibility of visuals (3rd party sources, statistics, graphs, etc.), you’re not helping them create trust and rapport with their clients!

This month, I’m featuring excerpts from my new 5th edition of Up and Running in 30 Days.

{Click here to see the updates in my fifth edition of Up and Running in 30 Days.}

Here’s one about the credibility/visual issue:

This week, Ia��ve asked you to start organizing your seller and buyer visual presentations. Why? Because I want to give you every bit of support, every bit of guidance, every bit of added edge I can to ensure you convert leads to customers and clients. Creating visual systems does five things for you:

  1. It makes you look credible and professionala��we believe what we see, not what we hear.
  2. It is a self-teaching toola��youa��ll learn how to counter those objections and how to present to buyers and sellers 100 percent faster with these tools than without them.
  3. Youa��ll learn how to best organize your presentation to flow smoothly.
  4. Youa��ll learn the visuals that best counter the common objections.
  5. It is a great confidence-building toola��you will never feel like youa��re out on a limb without the answers to sellersa�� and buyersa�� questions.

Trying to give a professional presentation without the visuals is like trying to play a Mozart sonata just by listening to it. Trust mea��as a musician. It cana��t be done. Not only is it very difficult to remember what you wanted to say to a buyer or seller when youa��re under stress, it just isna��t nearly effective for you. I know because Ia��ve had agents do listing presentations in class for other agents with visuals and without them. The agents without visuals were voted worse presenters and not as credible as those with visuals!

Youa��re Going to See and Hear the Good, the Bad, and the Ugly

When you talk to agents in your office about presentations and objections, you are going to be amazed. Some of the information you get will be very good. Some will be very outdated. Some will be outright wrong or bad. What may be stunning to you is the lack of substantiation for what agents tell you. Even though wea��ve been teaching agents for years to a�?put your visuals where your mouth is,a�? most agents just think they can talk people into anything!

* Big Idea: Put your visuals where your mouth is.

Up and Running_5e larger

Are You Using the Best Start-Up Plan for your New Agents?

Does your plan have the detailed, prioritized checklists needed to assure a great start? Does it have built-in inspiration and motivation? Does it have dozens of tips to control the attitude? If not, you need Up and Running in 30 Days. Just out in its 5th edition, it’s the most successful book for new real estate agents ever!

Click here to see the updates in my fifth edition of Up and Running in 30 Days.

 

 

Up and Running_5e largerI just received my copy of my 5th edition of Up and Running in 30 Days, the new agenta��s business start-up plan. Dearborn Education, a division of Kaplan, Inc., has published this book since its first edition. Ia��ve put lots of updates in this 2017 edition, including advice from successful newer agents. Rather than my trying to convince you of these principles myself, herea��s what theya��ve said:

On Training

Herea��s a quote from Kyle Kovats, who was recently chosen as one of the finalists for the a�?30 under 30a�? honors from the National Association of Realtors.A� These select nominations are agents chosen because they are under 30 and very successful in the business.

Kyle advises: a�?Find a broker who has a comprehensive training program. Ask if you can speak with agents who have gone through it to get the agentsa�� perspective on whether it was helpful.a�?

{Note: Up and Running in 30 Days has tips for you new agents in choosing the right training programa��a training program that actually assures you launch a great career).

The Importance of Coaches and Mentors

Therea��s a lot more to success than just attending even a great training program. Read this from Merrilee Prochaska, a�?I wish I had understood the importance of a mentor/coach before I began.a�?

{Up and Running in 30 Days discusses the trend toward coaches, and provides guidance in choosing the right coach for you.}

On What They Wish Theya��d Done Differently

Ita��s not all a smooth ride! Here are some comments from Cerise Paton, on what she wishes she would have done differently: a�?Followed up more and more consistently; understood the time and discipline and numbers needed for lead generation and lead conversion; recognizing the time it took to build trust; going on more appointments, failing more often, and getting better, practicing presentations with friendsa�?.

Gary Richtera��s comment on what he would do differently could apply to most new agents: a�?Contact all of my sphere and ask for business.a�? Gary admits he was reticent to ask them all for business.

On Prioritizing Your Activities and Lead Generation Sources

Dona��t take my word for it that clearly prioritizing your activities as business-producing or business-supporting is key to success. Hear it from Gary Richter, who used Up and Running in 30 Days to start his career. He says his priorities are big reasons hea��s succeeding now: a�?I am cognizant of my daily activities and recognized them as either business producing or business supporting. I spend the majority of my time on business-producing activities.a�?

And, Diane Honeycutt states, a�?Take the advice in this plan and be sure youa��re not a a�?secret agenta��! Develop a work plan and stick to ita�?.

Herea��s what Kyle Kovats, that great a��30 under 30a�� nominee, said: a�?Get out there and just do it.A� Try different forms of prospecting and see what works. An ounce of action is more powerful than a ton of planning.a�?

Gary Richter advises: a�?Get off your computer and go out into the areas. Focus on business-producing activities.a�?

More great advice from Kyle Kovats: a�?Be relentless. Follow up with handwritten letters rather than the generic form letters/cards most agents send people. Be unique.a�?

On the Importance of Client Relationship Management Technology

When I asked those agent and team leader contributors what technology is important to incorporate, herea��s what they said:

a�?CRM and lead management toolsa�?a��Diane Honeycutt

a�?A really good and easy-to-use CRMa�?a��Cerise Paton

a�?A good CRMa�?a��Chris Cross

So, dona��t be like the majority of new agents (and even seasoned agents who put off capturing all those leads in a database and then, even better a CRM!) Start using a database, or better yet, a CRM your first week in the business.

On Spending Money for Leads

Herea��s some advice from one of those Top 30 Under 30 finalists, James Pierce: a�?Don’t pay a dime to sites like Zillow, etc.a�?

From Cerise Paton: a�?You will get a lot of calls to sell you leads, google placement, banner ads, shopping carts, you name it. Dona��t do it. It either has no value, orA�you’reA�not ready for it, or you cana��t afford ita�?

Tip for managers: As you read these comments, ask yourself, a�?How is my training, coaching, and business start-up plan keeping my new agents on track?a�? What needs to be changed or refined so I get better results?a�?

How about YOU?

Are you following these principles? How many have you rejected or violated in your first few months in the business? Why? Success isna��t always easy, but it always has patterns and leaves clues! Dona��t try and re-invent the wheel. Follow a proven plan with assured results and you will be wildly successful!

Take a look at what’s new in Up and Running in 30 Days:A� updates in 5th edition.

coaching hand upIt’s getting toward the end of the year. It’s time to coach again, so I’m featuring coaching tips this month.

Here’s how to motivate the ‘tough case’ agent.

Do you have any seasoned agents in your office who have lost their fire? Therea��s probably no challenge for a manager today greater than that of rejuvenating your experienced, valued agents. Even though your market is better than it was, these seasoned agents just dona��t seem to be able to re-light those fires of desire. Youa��ve tried being supportive and empathetic. Youa��ve even given them leads. Nothing has seemed to work. What are you going to do to retain these agents, motivate these agents, and get them back into the fray?

Before We Start: What Doesna��t Work

As a coach, Ia��ve been working with management teams to save and re-generate the careers of experienced agents. One of the biggest mistakes Ia��ve seen managers make is to try to help these seasoned agents through support and empathy. Thata��s just not enough. And, ita��s actually demeaning. Yes, some empathy is needed. But, my observation is that it too often drifts into sympathy. Instead of motivating these seasoned agents to get back at it, these well-meaning but misguided managers are sympathizing the agents into a deeper

Motivating in an On Fire Market

Do agents actually slump in a great market? Of course. They sit around and watch others’ success and wonder what’s wrong with them. But, in my experience, few have the ability to analyze what’s going on and actually make a plan for effective change. As a manager, you have the ability to not only provide an atmosphere, along with a platform, to motivate that agent back into the business, you can go much further than that, to a�?inspirationa�?.

Just think what would happen if you could get that seasoned, slumping, a�?stucka�� agent back into the business with fervor. The whole attitude of your office would improve. Your coaching would work. Your training would be well attended. Your bottom line would look much healthier.

Two Steps to Create an Awesome Motivational Office

Ia��ve created a two-step approach to re-ignite your seasoned agents. In the next few blogs, Ia��ll show you exactly how to not only motivate those agents, but go way beyond motivation to inspiration.

Before I give you my approach, let me ask you to think about what motivates you. What re-lights your fires of desire? How have you noticed your seasoned agents ‘checking out’? Do some observation and research before you read my next blog post.

LM CoverOur Coaching Helps You Motivate

Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.

coaching-standing-in-the-light If you’re coaching: Are you really motivating? This month, I’m focusing on coaching. Why? Because we have one more quarter to reach our goals. Coaching is proven to help all of us stay focused and get what we really want!

Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get our agents into the market with confidence–and tenacity!

Motivational Methods Must Change

In his revealing and surprising book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional a�?carrot and sticka�� motivational methods just dona��t work for us today. Ita��s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesna��t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberga��s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when therea��s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if youa��ve tried motivating your kids with moneya��or threats (the carrot and stick).

I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

Best Motivators to Motivate Others

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

  1. Autonomy
  2. Mastery
  3. Purpose

Questions to Ask Your Agents to Get Them Excited Again

AboutA� Autonomy

  • Are you in charge of your own business, or are you waiting for someone else to tell you what to do?
  • Do you expect your manager to make you go to work, or are you self-directed and self-starting?
  • Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes,A� says about autonomy: The art of the art {of autonomy} is picking your limits. Thata��s the autonomy I must cherish. The freedom to pick my boundaries.

My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?

AboutA� Mastery

  • Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

About Purpose

  • What excites you so much you cana��t sleep at night?
  • Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether ita��s in the arts, sciences, or business. A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A� Teresa Amabile, Professor, Harvard University

More about effective motivation today:A�I’ve taken these new motivational techniques straight to the real estate industry with my new speaking presentation,A�Light ‘Em on Fire: Newest Motivators to Inspire your Team. Email me for information on bringing this inspiring presentation to you.

LM CoverOur Coaching Helps You Motivate

Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.

motivation signIf you manage someone: Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get our agents into the market.

Motivational Methods Must Change

In his revealing book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional a�?carrot and sticka�� motivational methods just dona��t work for us today. Ita��s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesna��t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberga��s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when therea��s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if youa��ve tried motivating your kids with moneya��or threats (the carrot and stick).

I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

Best Motivators to Motivate Others

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

  1. Autonomy
  2. Mastery
  3. Purpose

Questions to Ask Your Agents to Get Them Excited Again

AboutA� Autonomy

Are you in charge of your own business, or are you waiting for someone else to tell you what to do?

Do you expect your manager to make you go to work, or are you self-directed and self-starting?

Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes,A� says about autonomy: The art of the art {of autonomy} is picking your limits. Thata��s the autonomy I must cherish. The freedom to pick my boundaries.

My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?

AboutA� Mastery

Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

About Purpose

What excites you so much you cana��t sleep at night?

Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether ita��s in the arts, sciences, or business.

Teresa Amabile, Professor, Harvard University

What changes have you seen in what motivates people? The signs are all around you!

LM CoverOur Coaching Helps You Motivate

Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.

man ponderingThis month, I’m focusing on helping you retain your new people.

Managers: What’s your retention rate for new agents under 6 months in the business? Do you know? Do you have a goal for it? Now, I don’t mean how many agents you hire who stay in the business no matter what they do! That’s not profitable to you! If you don’t know your retention rate now, figure it out. But, drop out those who are staying in your office without production–just because you don’t ask them to leave!

How Much Money Is Low Retention Costing You?

Do you know how much money it’s costing you if you have too low a rate? What rate do you think is reasonable to expect? In another blog, we’ll discuss the line items that you should use to figure your retention rates.

I’ll bet 90% of managers can’t answer all the questions above. Although no manager would ever tell me he/she hires just to see what sticks to the wall, in reality, that’s what much of the hiring still looks like today.

One View: Hiring Everyone Is Just OK

If you think that’s true, then, what’s it costing you in management and training time? Management and training turnover? It doesn’t take too many agent failures to make a manager give up. I know. I’ve coached many of them. Managers need to feel that the agents they hire are going to work, so that the manager’s time and expertise is respected and rewarded. Is your hiring expectation supporting your manager, or not?

What’s it costing you in your ability to recruit winners? Agents know the ‘aura’ and culture of an office. Don’t kid yourself. If you load your office with non-producers, you’ll get to be known, as an office was known when I started managing there–as the office that ‘you go to if you don’t want to work’. What are agents saying about your office? What do you want to do about it?

Three Things You Have to Have in Place to Get your Good Hires a Sale Fast

Obviously, you have to have a great screening/interview process. But, for now, I’m going to assume you have just that. So, here are the three things you have to have in place to get those agents a sale NOW:*

(My study, that I show in my ebook for would-be agents, What They Don’t Teach You in Pre-License School, revealed that over half the new agents (under 3 months in the business), expected a sale in their first 30 (yes, 30!) days in the business!). So, your 3-step system has to have that as a goal. Why? Because your agents, whether you know it or not, are mentally out of the business in 3 months if they haven’t gotten a sale.

1. A thorough on-boarding system

Take a look at your first 3 weeks in the business for your new agent. What is that agent doing every day? Do you have checklists? Processes? Someone dedicated to coaching them through those first 3 weeks? In my next blog, I’m focus in on that on-boarding system you need. Studies show that ‘workers’ success and loyalty, plus their retention, is cemented–or not–in the first few weeks they’re in your office. Is your on-boarding system a ‘loyalty-glue’ maker?

2. Someone completely dedicated to guiding them through the onboarding and business-start up systems

Do you have a coach specifically dedicated to assuring your new agents get on track and stay on track? That coach may be you–but someone has to do it. You’d be amazed the number of times I hear newer agents tell me that there’s no one dedicated to coaching them to a start-up plan? Why? Isn’t each new agent hired worthy of that dedication? Or, if not, why were they hired? (remember that ‘throw them up against the wall’ approach?)

3. A specific, accountability-anchored business-start-up plan supported with training modules

Imagine your new agent sitting at her desk. How does she know what to do each day to get that sale quickly? Does she have a specific business start-up plan supported with training so she knows how to do the work? If not, she is just floundering, trying to pick up ideas from those agents who stay in the office–because they’re not working with clients! How would you rate your start-up plan?

How did you rate yourself on the 3 systems above? What do you want to work on first?

logoDon’t Reinvent the Wheel: The Start-up Plan, Training, Coaching, and Accountability is Here

It literally took me years to put together this unique online program, Up and Running in Real Estate. Why not let me take a huge burden off your shoulders and provide you 2 of the three things you need to jump-start your agents? Take a look at Up and Running in Real Estate and the companion Coaches’ Corner. You’ll reap many more rewards for a small investment, and find it easier to recruit winners.