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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.

Archive for Motivation

Managers: You motivate others. Who gets you up when you’re down? That’s a really important question for us managers. Why? Because we’re expected to be the ‘cheerleaders’ for our associates. So, if we’re down, we can bring everyone down.

Have you ever gotten poison oak? In Oregon’s Willamette Valley, where I grew up, poison ivy seemed to be waiting in the woods ready to attack me each time I ventured out of my yard. Getting poison ivy meant itchy skin, at the least, and, at its worst, it meant a face swollen to the point where my eyes were just slits. That will get you down. In fact, I’d look in the mirror and wonder if I’d ever look like me  again.

During one particularly horrible bout with my enemy, poison oak  (you can tell I really hated this stuff), I remember riding in the car with my mother to pick up my sister at school. (I couldn’t go to school with the poison oak raging, but I was probably driving my mother so crazy that she let me take this little trip). We got near the school, and I forgot I had this grotesquely swollen face for a moment. I waved at a friend. I got a stare back. Turning to my mom, I asked, “Will I ever get over this?” Of course, as good moms do, she replied, “Of course, sweetie. It’s just temporary. You’ll look like your cheery little self real soon again.” And, of course, after a couple of weeks, I did resemble me. (But I still hated poison oak…)

What do you do when your mom’s not there?

We managers have many varieties of poison oak waiting to attack us as we venture into the ‘woods of management’ each day. An agent leaves us, a call from an unhappy seller, a letter from a new homeowner, saying, “What is your company going to do about our pest infestation problem?” I’ll bet you can think of 25 others! Sometimes you wish your mom could just sit with you in your office each day and say, over and over, “It’s okay, honey. They don’t dislike you, they just have a problem.” Sounds far fetched, but, the real question is, “Who gets you up when you’re down?”

An Industry-wide Problem

It’s not just us brokers who seem to be fighting more ‘poison oak’ every day. It’s all of us in the industry. As agents capture more of the commission dollars, they’re more ‘on their own’. They’re fighting more of their own battles, with less management help. There’s less ‘broker supervision’. Now, to independent people like you and me, that sounds great. We don’t need someone standing over our shoulder telling us what to do. But, there’s a downside to no supervision. When we do something right, there’s no one to congratulate us! And, since most of us in this industry thrive on recognition, we’ve given up a chance to get it from an ‘authority’.

The biggest desire of a human being is simply recognition. 

On the other hand, when things go wrong, with less interest and guidance in how we’re doing, we’ve given up the chance to let someone who cares about us ‘pump us up’ when we’re down.

How do you respond to barriers? How quickly can you bounce back? Tell me your strategies and share them with our readers.

Let Me Motivate Your Agents While I Train Them

As a manager, do you have a lot on your plate? I know. I managed for over 2 decades! Why not let me train and coach your agents, while I motivate them to high goals? Check out my online training/coaching/accountability program, Up and Running in Real Estate. Along with 25+ training webinars and dozens of checklists/documents to guide your agents, I’ve also built in lots of motivation and accountability. Check this unique program out here. 

Motivation: Does it come from the inside or outside?

There are two ways to get that motivation, that appreciation, that support you need. We already discussed ‘going outside’ (see the earlier blog). But, there’s another method. That’s the method so few of us use: Going inside. We shy away from acknowledging our own efforts. Why? Perhaps your mom (as mine did) told us not to brag. It was unseemly to be immodest.

Not about Bragging

Acknowledging yourself is not bragging. It is not only positive, it is absolutely critical to do if we are to be effective leaders. We must use all the methods as our disposal to keep ourselves ‘up’, so we can be models for those who follow us.

Going inside. Someone you can always count on. When I was in college, I remember going sailing with a group of people. It was a gorgeous day. We sailed around the large lake, enjoying moderate winds. Then, about 6 o’clock, we decided to sail back to the dock. Problem. No wind. We had no choice but to wait for that wind to bring us back. (or use the little outboard motor, which the purest ‘captain’ was loathe to use.)

Frequently, we count on others to ‘sail us back to the dock of positive attitude’ when we’re down. Like the wind, though, they may not be there when we need them!

Draw a Different Conclusion

Actually, though, we have our own outboard motor on board–our own minds. We have the ability to change our minds about things (especially we women, men say…). We have the ability inside us to re-draw a conclusion about an event. For instance, we managers get ‘down’ when the agent we thought we were going to hire went to another agency. We can look at it as a loss, or as an opportunity to learn from the experience. If we’re good at managing our attitude, we’ll call that agent to find out what attracted that agent to the other company–and learn from the experience.

What’s your best way to get motivated? How do you you ‘tap’ those inner fires of motivation?

A Training/Coaching Program Online with Motivation Built In

As a manager, you have a million things to do. You’re expected to be ‘up’ all the time. It’s challenging to provide the motivation — the attitude–needed to keep those agents keeping on. So, I’ve built in motivation in my unique online training/coaching/accountability program, Up and Running in Real Estate.

Take a look. Let me help you train and motivate your agents to great success fast! Click here to learn more.

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, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional ‘carrot and stick’ motivational methods just don’t work for us today. It’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 Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’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 there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—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

About  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,  says about autonomy: The art of the art {of autonomy} is picking your limits. That’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?

About  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 can’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 it’s in the arts, sciences, or business.                                                                                  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. Click here 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. 

 

Apr
04

Create your ‘Fans’!

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applause for fansCreate your ‘fans’! Yes, you want to create those who think you’re wonderful! Why? Because they are loyal and they are your best recruiters.

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?)

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.

I appreciate you and your support and comments on this management blog!

marketing you 3 DHow to Create Fans and ‘Market’ your Brand

How do you create trust? How do you differentiate yourself? How do you prove you really are what you say you are? In this market, everybody and their brother tells potential recruits and clients they are the best. You can’t afford to be one of the crowd! And, it’s more believable when others (your ‘fans’) tell potential recruits how wonderful you are.

This resource shows you, step by step, how to gain trust and differentiate yourself in a graceful, effective manner–a manner that’s comfortable for YOU. See it here.

 

 

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? There’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 don’t seem to be able to re-light those fires of desire. You’ve tried being supportive and empathetic. You’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 Doesn’t Work

As a coach, I’ve been working with management teams to save and re-generate the careers of experienced agents. One of the biggest mistakes I’ve seen managers make is to try to help these seasoned agents through support and empathy. That’s just not enough. And, it’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 “inspiration”.

Just think what would happen if you could get that seasoned, slumping, ‘stuck’ 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

I’ve created a two-step approach to re-ignite your seasoned agents. In the next few blogs, I’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 ‘carrot and stick’ motivational methods just don’t work for us today. It’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 Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’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 there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—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

About  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,  says about autonomy: The art of the art {of autonomy} is picking your limits. That’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?

About  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 can’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 it’s in the arts, sciences, or business.                                                                                  Teresa Amabile, Professor, Harvard University

More about effective motivation today: I’ve taken these new motivational techniques straight to the real estate industry with my new speaking presentation, 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 ‘carrot and stick’ motivational methods just don’t work for us today. It’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 Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’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 there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—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

About  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,  says about autonomy: The art of the art {of autonomy} is picking your limits. That’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?

About  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 can’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 it’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.

coaching hand upHave you made someone’s day today? Many times, we’re so caught up in our challenges and putting out fires we forget to give a little time to appreciating the positive actions others take. Yesterday, I got a very touching card in the mail from my friends at the Northwest Chapter of the National Speakers’ Association. I’ve been a member of National Speakers’ Association for over 2 decades, and have been very active in our chapter, although I’m not now. Even though I know only a few board members, they all took the time to write me a note for a challenge my family is experiencing. It not only made my day, it made me feel as though I had made a positive impression on their lives at some point!

So, if you want to lift yourself up, take the time to lift someone else up! It not only will make that person feel wonderful, it will make you feel wonderful.

Motivation and Appreciation

As managers and trainers, we know the need to motivate. Yet, most of us aren’t students of motivation. No need to memorize psychologists’ names or read thousands of pages on motivational theory. To motivate best, you just need to apply this key principle:

The best positive motivator is appreciation

What do you appreciate? I don’t mean necessarily trophies in front of thousands! (Some people hate that one!) I mean those little things. Why appreciate to motivate?

Behavior that’s rewarded is repeated.

How often do you appreciate? Much more than you think! (When is the last time you heard someone grumble because they were appreciated? Not!)

One minute action for the day: Make a list of the different ways you motivate by appreciating. Now, tally the number of times you have motivated someone using one of your appreciation motivators this week. How high can you go? The more you appreciate, the better behavior you get.

For a list of 25 ways to appreciate, plus basic principles of motivation, click here.

Upping your appreciation motivation gets you something we managers yearn for: Appreciation for our hard work…..

Let Me Help Motivate your Agents to Greatness!

logoManagers have huge responsibilities. I know–I did that job for almost 2 decades! Let me help you. Up and Running in Real Estate has lots of positive motivation and encouragement built right in. It also has a coaching component, to make it easy for you to track your agents’ progress. Take a look. I’ll help you guide your agents, train your agents, and motivate your agents.

coaching hand upDo you think you can coach everyone? You may want to think again! At the end of this blog, I’ve included an evaluator to use with your potential ‘clients’ to see if they are actually coaching potentials.

I’ve been coached and have been a coach most of my life (first music, then real estate). But, I don’t believe that all people can benefit from coaching. Most managers and coaches will tell you everyone needs a coach. After all, no great performers move past their ‘ceilings of achievement’ without a coach. I certainly know that as a pianist.

But, not everyone can benefit from a coach. Why? Because some people aren’t very ‘coach able’. Another way to say it is that they aren’t ready to be coached. So, before you waste your money on coaching (yes, I’m willing to say it!), let’s explore what it takes to benefit from coaching.

What It Takes to be Coach able

There are 15 questions on the coach ability evaluator. But, in this blog and the next are 3 attributes I believe you need if you are to get the very most from any coaching experience.

 How Strong is your ‘Why’?

Why do you want to be coached? How motivated are you to break through your ‘ceiling of achievement’? Why is that important? Because your coach can’t provide you with the all the ‘fire in the belly’ you’ll need to keep on keeping on (although many coaching clients expect their coach to find a motivation that’s not there…..).

 motivation cycleHow the Motivation Works

Let’s look at how motivation works. First, you have an unrealized discontent. Maybe you have been schlepping along at 5, 10, or maybe even 30 transactions a year. But, at some level, you realize you are working way beneath your potential (step #1). So, you start looking at others who started in the business about the same time as you (#2). You see they are attaining more results faster. Then, you start looking around for a coach (#3). You take a big breath, take out your checkbook, and start working with a coach (#4). It’s not easy. It means doing things you have avoided doing, changing beliefs, expanding your horizons—and just plain working hard.  But, it’s worth it, because you’re seeing results (#5).

I just took myself through the motivational cycle. For years, I’ve tried to lose weight. But, I just didn’t have that ‘fire in the belly’. For some strange reason, this time, though, I found it! In February, I paid lots of money to a weight-loss program (yes, I believe that if you have appreciable ‘skin in the game’ you’re more likely to stick with it). At the same time I hired a personal trainer. Talk about baptism by fire! But, the combination of my own motivation and the environment that I      placed myself in has attributed to my continued motivation—and I’ve lost 40 pounds (and have about 15 to go, but, it’s kind of a piece of cake (woops) now.

My question to you:  How motivated are you? Is the environment you are in motivating to you? Challenging? Encouraging?

Want to see if your potential ‘clients’ will be good coaching clients? Click here to grab my Coach Ability evaluator.  In my next post, we’ll explore 2 more big determinants of coach ability.

What have you found determines coach ability? When have you been wrong about the coaching potential of one of your agents? How can we avoid that?

Feb
03

You Hired Them…Now What?

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men shaking handsYou hired them. Now what? Too many managers wait to get their agents into action until after training school. But, do you want them sitting around for weeks or months?

Here’s the situation: Your agent started in the business Tuesday. You have sent the agent through your orientation process, but your training program doesn’t start for another week. What do you do? Well, here’s what NOT to do:

• Tell them to ‘just see the inventory and get acquainted’ (they’ll think that’s the job description and some have been know to inspect the inventory for years before they would talk to a human being prospect!)
• Give them your own activity sheet that you used upteen years ago–to keep them occupied
• Give them nothing and see what happens—the other agents will probably keep them busy with administrative work (!)

Watch Out for the Truisms

Truism number one: Only about one out of a hundred new agents is a ‘natural, talented’ salesperson, who will figure out how to prioritize activities on his/her own

Truism number two: In the absence of a precisely, well-thought out prioritized start-up activity plan, most salespeople will create a plan for a ‘slow start’; they’ll form hard-to-break bad habits, scheduling easy-to-do, low pay-off activities—because they’re easier and non-threatening

Here’s What to Do

Use a preliminary start-up plan that has the same priorities as the business plan you’re going to teach and coach them to during their training period. (You are going to start them with a proven start-up plan, aren’t you? And, you’re going to coach them into doing that plan until it becomes habit, 30-90 days, aren’t you?) Why use a preliminary plan that has the same priorities as your chosen business start-up plan? So the agent doesn’t get conflicting priorities. And, remember, in the face of conflict, we all take the easiest way out. That’s not good for fast income!

Here’s what to look for in a preliminary-to-training activity plan:

• It has the same priorities of business activities as your training start-up plan, so your agent ‘gets the picture’ of success from day one
• It gives your agent meaningful activities to complete prior to starting your training program
• It doesn’t require anyone in the office training that agent—until your training program starts
• It forms the basis for first-day coaching, if you want it to
• It takes advantage of your affiliates (mortgage, title, inspectors, etc.) who want to form relationships with your agents—to teach them the basics of the technical aspects of real estate

Consistency Equals Productivity

Your job as a manager/trainer is to create—or choose—a preliminary plan, a start-up plan, and a training program that all present the agent’s job description in the same manner with the same priorities—so your agent has a clear roadmap on how to succeed every day. Doing so assures you have to hire less new agents to meet your recruiting goals, you’ll have more success that you can promote to recruit, and more real dollars will flow to your bottom lines—and theirs!

logoYou Don’t Have to Wait for Training School!

60% of new agents expect a sale within 2 months (that’s according to my survey of hundreds of new agents). How are they going to reach those expectations if they aren’t out lead generating in their first week in the business? Why not use the proven start-up plan that gives them the what, the how, the how much, the why–and the motivation. Up and Running in Real Estate is all online, and ready for your agent to start anytime. Check it out.

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