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.

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Creating a course? Here are the 6 ‘ws’ you need to answer to assure you have a course–a good course!

Trainers: Here are some tips on how to gain focus on that great course you want to create–that course that’s been bouncing around in your head for years! In my next few blogs, I’m going to give you some specific tips to make your course truly ‘teachable’. Why? From teaching for over 2 decades, I’ve found many courses are not actually very ‘teachable’. In fact, they are either

1) Streams of consciousness

or

2) Information dump

If you’ve picked up someone else’s course’, and tried to teach it, I’ll bet you know what I mean. Unfortunately, too many times, courses are written from an ‘information organization’ perspective, not a teaching perspective. In fact, because so many instructors have expressed frustration, I’ve just finished a resource on how to write a course (see below).

Gaining Focus for your Course

Let’s look at the 6 W’s that you should answer before starting to create your course: The What, Why, Who, When, Where, What Next of your course, so you can clarify what you want to accomplish and gain focus. As I give you these, take time to answer each of these questions.

What course do you want to create?

That’s certainly okay in a course, but not as a whole course. Instead, you have a ‘persuasive presentation’. Sometimes we want to impart our beliefs to people or make them ‘be’ in some way, but that’s not a course. (Be responsible, be customer-service oriented, etc.) Now, it’s true that can be one of the objectives of a course, but, just getting in front of people and telling them how they should be won’t make it as a course!

Do you see this course as an overview? An introduction? Comprehensive? A series?

Why? What are your compelling reason(s) to create this course? Be sure it’s not just all about you….

Who is this course for? What segment of the population do you want to address? One of the mistakes we make is not narrowing our focus to the level of expertise of our desired target audience.

What is their level of learning in your topic right now?

Who would not benefit from your course?

Do you need to narrow your scope for this course?

Where (type of delivery)

Is this course ‘live’? Is it distance learning? Will it be given as a webinar? Your decisions will direct you to the delivery methods (how you will teach).

Note: If you haven’t taken my Instructor Development Workshop, this would be your first step. Or, you can take the distance learning version, Train the Trainer.

Armed with the answers to the 6 W’s, you can gain a laser focus for your course, and go to the next step of course creation.

Expert Guidance to Write that Great Course!

SSS_coverIf you’re serious about writing that great course, this is the resource for you. Step by step, Carla Cross, who has written courses for Re/Max, Better Homes and Gardens, Keller Williams Realty, GMAC, Royal LePage, and CRB, shows you exactly how to create your course and your outline. And, for those Washington state instructors, she shares tips on how to get your course approved for clock hours.

Check out How to Write Your Course with Substance, Sizzle, and ‘Sell’.

This resource is digital. You will get access immediately.

Bonus: Keys to a Killer Introduction. Most introductions are boring! Find out how to make yours sparkle AND inform. Plus, your introduction should make people enthusiastic about hearing you and adopting your ideas. This eBook and videos will show you how to make your introduction really work for you.

Includes:

2 instructional videos

Challenge: How would you teach this? Without lecturing!!!

In a month from now, I’ll be doing a training on how to make your courses come alive. Why? Because, unfortunately, most real estate courses consist of someone at the front of the room droning on…..and on….and on. Now, I don’t think that’s the instructor’s fault, to an extent. I think it’s the fault of the course writer.

The Challenge: Few Courses Written for the Instructor to Teach

You innocently pick up the course outline (it’s big and heavy, of course), and you start talking. How long does it take for your audience to quit listening and play with their phones? 3 minutes? 10 minutes? Probably no longer than that.

It Doesn’t Matter if You’re an Expert–or an Expert Lecturer

In truth, our attention spans have shrunken–and continue to shrink. So, we instructors just can’t talk through that outline and expect to keep the audience’s attention. But, what do we do instead? In this series of blogs, I’ll show you how to take part of that outline and make it more interesting.

In Most Cases, YOU Have to Also Put in the Teaching Methods

Since few courses have these teaching methods written in, you’ll have to develop the skills to take that boring outline and put in various and varied teaching methods. Find out how to do that in my upcoming course: Beyond the Basics: Advanced Skills to Make that Course Come Alive, coming up April 23-24 (approved for 7.5 clock hours in Washington state).

Divide and Conquer: Using the Task Force

One of the reasons our real estate audiences get antsy is that they don’t like to sit quietly. But, you’ve probably seen the room get out of control if you encourage wild, unabated discussion! So, how do you help them talk and still control the situation? Divide and Conquer. Instead of having them all talk in open discussion, use the small group method. That’s called ‘task force’, because you’re literally putting them into small groups to work on a task they can accomplish.

Here’s an example of how to take the facts in that outline and throw them to the audience to reveal. Think of it this way: Instead of you–standing up in front of everyone and telling, and telling, and telling, you ask small groups to tackle parts of your topic and come up with solutions.

The Example of a Task Force

I teach Instructor Development Workshop, (coming April 9-10 in Bellevue, Wa), which certifies instructors in the state of Washinton to teach clock-hour approved courses. In one part of the outline, the topic is How Adults Learn. I have 3 pages in that outline that innumerate all the ways adults learn, including obstacles to adult learning.

Your turn: If I were to give you that outline and ask you to teach it, how would you proceed? You might just talk through those 3 pages, reading what I’d written. Hate to tell you, but that would be so boring! (And you wouldn’t learn what your audience does and does not know!) Instead, here’s how I do it.

Using the Task Force to Explore ‘How Adults Learn’

Here’s how I teach this section. I divide that topic into 4 areas: How adults learn, the obstacles to adult learning, the attributes of the real estate adult learner, and effective retention techniques.

See the slide from my Insructor Development Workshop I use that gives instructions to the task forces here.

Here are 2 Keys to doing Task Forces:

  1. The tasks must be something that the attendees can accomplish from information they already have
  2. The tasks must be meaningful to what you’re teaching

Task Forces Must be Meaningful: And a Springboard

Look at the last sentence in the slide. That’s my ‘springboard’. I’m asking the attendees to figure out ‘what does it mean to me?” That’s the relevance of the exercise.

In later blogs, I’ll give you tips on using this and other ‘divide and conquer’ methods to make your teaching–and their learning–much more enjoyable! You’ll get great reviews and return customers!

Let me Help your Instructors Put Pizazzz into those Courses

There are 2 ways I can help you: If you’re in Washington state, come to my class April 23-24. Or, invite me to your company anywhere in the US or Canada and I’ll customize a special session for you. I use YOUR outlines and we actually put in the methods and teach them. You’ll get much better attendance at your courses, have excited, enthusiastic instructors, and find it easier to get return business!

Contact me to find out how I can help. Let’s make your courses shine!

Not a speaker? Here are four tips to present like a pro.

We’ve all been there. We’ve been asked to speak for ten minutes to a group of people. Our first reaction is extreme fear. Our second reaction is,

1.Slow Down

Most speakers, amateurs or professionals, speak too fast. Slow down. Pretend you are speaking to a huge room and project your voice to the back of the room. You’ll find yourself going slower and using more inflection (vocal dynamics) . Better delivery!

2. Get Persuasive

There is a process for everything, including crafting a persuasive presentation. It’s simple. It’s the structure of your favorite popular tune: ABA. In other words, it starts with a theme, develops the ‘bridge’ in the middle, (supporting information to your point of view), and ends with the same theme.

Free giveaway in this blog: Click here for my Persuasive Presentation process.

3.Launch with a Great Start

How are you going to begin your presentation? With a provocative question? With a relevant story? How does that beginning tie to your theme? Sit down and write down your beginning. Post the problem, suggest your solution, and build a rosy future for following your recommendations.

4. Bring it Home with a Great Ending

Have you ever been at a presentation that just puttered out at the end? The speaker said, “Well, we’re out of time.” And you thought, “Good”…..Remember, it’s just like a popular tune. Bring back the theme at the end. Close with reminding the audience of the rosy future they will have by following your recommendations. Remember, your job during the persuasive presentation is to persuade. And, here’s my point of view: All presentations that anyone gives should be persuasive. Otherwise, simply read a book!

Let Me Work with Your Trainers to Create Better Presentations

Are your courses boring? Are those presentations great for taking a nap? Are you instructors talking through every outline? And, most importantly, are your courses not filling up? It’s time to invite me to work with your instructor group.

Contact me and we’ll work out the best solution for you!

Share this with your presenters: Click here for my Persuasive Presentation process.

 

Here are 4 ways your meetings go wrong, and a planner to assure they go right.

This month, I’m focusing on the main responsibilities of a real estate manager. If you’re going into management, how are you going to make your meetings exciting, interesting, and participative?

Death By Meeting…….

If you haven’t been in a meeting that went sideways, you probably haven’t attended enough meetings! I just attended a meeting that was almost painful to experience. It went on and on, with little organization. The speakers had no rhyme nor reason to their presentations. And, finally, I wasn’t even sure what we were to do as a result of this meeting!

As I sat there, I thought, “How can I help meeting planners/managers/presenters avoid the mistakes I’m experiencing and plan a meeting that works every time?” I came up with this Presentation Planner and Promotion form. Using it with your presenters will assure that you avoid these four big mistakes:

1. No promotion to your target audience for the meeting
2. No focus to the meeting–no theme, no stated benefits to the target audience
3. Presenters do not have a format from which to create their presentations–so they just wander around in a vast wasteland of facts and figures
4. There’s no call to action as a result of the speaker or of the meeting

Promoting Your Event

So, my Presentation Planner includes a section on promotion. After all, as you plan your presentation, you’ll naturally think:

  • Who is the event targeted to?
  • What are the 3 major benefits to this target audience?
  • What will they walk away with?
  • Where will I promote it?

The planner I created will help you avoid the 4 common mistakes listed above. It not only assures a persuasive presentation, it helps you promote the event, too!

Click here to grab your Presentation/Promotion Planner.

I’m Here to Help You Become a Great Leader!

If you’re new to management, or you’re being challenged in management, I can help. My Leadership Mastery individual, custom coaching program will help you master the major activities of management–stepping you from ‘maintenance management’ to true leadership. Check out my program here. Contact me for a complimentary consultation.

How much time should you spend in these management activities I’ve listed in the handout below?

This month, I’m featuring blogs regarding going into management. Why? I’ve been interviewing for that next great leader. Unfortunately, I’ve found few candidates have prepared at all for management. (Read my earlier blogs for preparation needed).

In my Leadership Mastery Coaching program, I provide several analysis tools to help new managers get started right with the best practices. At the end of this blog, grab my Time Analysis for Managers. Use this to set up your schedule (if you’re going into management). If you’re already in management or managing managers, use this to help managers get their priorities right for success.

Where Managers Go Right–and Wrong

In my most popular book, Up and Running in 30 Days, the new agent’s start-up plan, I divide all the activities an agent could do into two categories: business producing or business supporting. Business producing are those activities where the agent is finding, working with, and closing clients. Business supporting are all the rest of the activities. Where do you think agents go wrong? They spend too much time in business-supporting activities.

Now, let’s compare that to the categories and activities managers do. They also divide themselves nicely into busininess-producing and business supporting. (Take a look at my handout at the end of this blog).

How do You Spend Your Time?

From working with hundreds of managers in my Leadership Mastery program, I see that successful managers spend the majority of their time in business producing activities. The failing managers spend most of their time in business supporting activities. In fact, they become masters of the technical aspects of the business, and spend lots of time preparing and playing technology. (Sound familiar to those of you managing failing agents?) There’s nothing wrong with knowing the technical aspects of real estate and using technology. But, the failing manager focuses and ‘lives’ there.

What’s Your Conclusion?

Let me know how you used this analysis tool. General managers: What did you find when you had a manager use this tool? What changes will you help them make?

Grab my Time Analysis for Managers. Use this to set up your schedule (if you’re going into management). If you’re already in management or managing managers, use this to help managers get their priorities right for success.

Resources (Some are FREE) to Gain those Management Skills

This month, I’m offering some of my management resources free with purchase of other resources. Check it out here.

Rate yourself on your management skills, so you’ll know what you need to work on prior to going into management (or if you’re already in management).

Are you thinking of going into management? Few of us knew the skills–or the level of skill attainment–we needed to succeed in the job. I want to help all of you who want to go into management to succeed at a high level. Thus, these blogs.

For the past couple of months, I’ve been interviewing potential managers. I’ve found that almost none had done any ‘prep’ work to go into the position. Yet, successful managers have developed specific, somewhat unique skills to do their jobs. And, what I’ve found is that these skills must be at least partially developed before we launch ourselves into management–or else we get swamped by all these new challenges hitting us in the face!

In an earlier blog, I discussed the skills we need to have honed prior to going into management. In this blog, we’ll tackle getting those skills in certain areas.

At the end of this blog: grab my assessment tool I use in my Leadership Mastery coaching series to help new managers plan for this skill attainment.

The Biggest Skill Area Managers Need Today to Succeed

What do you think it is? It’s recruiting and selecting skill. Why? Because, there’s so much competition for good agents that a manager just can’t sit back and wait for agents to come to them. It isn’t the old days (although I never was able to do that in my ‘old days!’).

These skills are the same skills good agents use to expand their businesses. That’s why we need to hire managers who have been successful recruiters and selectors. Notice I said recruiters and selectors. I know companies brag about how mahy gross recruits they landed that month or year, but, long-term, it’s those who stay, prosper, and grow with the company that add to the profitability of all.

One of the standards you need to create when you’re hiring a manager is

How successful was that agent as a business getter? What’s the number of transactions you would accept?

How to Get Recruiting and Selecting Skills

Your company may have a course focusing on these skills. If so, take it prior to going into management. Overall, the best courses out there for management are the CRB courses, leading to the Certified Real Estate Broker designation. I highly recommend them. Here’s the link.

What’s Your Agent Track Record?

In addition, if you don’t have a track record of at least 12-20 transactions a year as an agent, in my opinion, you have not developed the skills in recruiting and selecting you will need as a successful agent. It’s my experience that agents who didn’t actively lead generate will carry that habit into management. They will balk at lead generating for agents, and they will fight upper management to the death–and to everyone’s detriment.

Resource (Some are FREE) to Gain those Management Skills

This month, I’m offering some of my management resources free with purchase of other resources. Check it out here.

Grab the leadership skill assessment here.

Managers or general managers: If you’re hiring a new manager, help them evaluate their skill levels and then create a training and coaching program to assure they get those skills before they launch their management career.

Here’s how to find out if management is in your future–and how to prepare to succeed.

** See my prioritized job description of a manager as a handout–along with the number of hours I recommend you spend in each activity.

For the past couple of months, I’ve been interviewing potential managers. I’ve found that almost none had done any ‘prep’ work to go into the position. Yet, successful managers have developed specific, somewhat unique skills to do their jobs. And, what I’ve found is that these skills must be at least partially developed before we launch ourselves into management–or else we get swamped by all these new challenges hitting us in the face!

Skills you need to effectively develop individuals:

  • Lead generation/recruiting/presentation skills
  •  Interviewing/selection skills (both for agents and staff)
  • Coaching skills (along with a proven coaching approach)
  • Training skills
  • Management: Ability to create and implement a business plan
  • Ability to create and implement a training plan as part of your business plan
  • Ability to create and implement a leadership council, for participative management/ develop that leadership
  • Ability to create meaningful office and staff meetings

In these blogs, I’ll make some recommendations to you about how to get those skills. Unfortunately, we go into management thinking either

  1. We have enough of the skills to succeed
  2. There aren’t skills needed to suceed in management
  3. I’ll learn ‘on the job’

The Best Management Training Courses Out There

Are you familiar with The CRB courses? These are offered by an arm of the National Association of Realtors, and are, by far, the best management courses out there.

Here’s the link: https://www.rebinstitute.com/. It’s called Real Estate Business Institute now. I highly recommend the courses.

When to take these courses? Before you go into management! They are offered throughout the United States (and some in Canada). I was an instructor with the Institute for 12 years, and so I know the value of these courses (I also took several of them prior to going into management).

Investigating Management

Have you interviewed at least 5 managers to find out what they do and how they got the skills to do it? If not, start your interviews now. You’ll find a wide range of management descriptions, of course. Some managers will describe what I call ‘maintenance management’–keeping the place running by doing administrative duties and listening to agent complaints. That’s not what it takes today to succeed in ‘active’ management. In fact, I think a great manager can be compared best to a great or mega-agent.

Questions you’ll want to ask:

  1. What’s your biggest challenge in management?
  2. What’s your biggest win?
  3. What’s different from management than you thought before you went into management?
  4. How do you create a real team?
  5. How do you recruit?
  6. How did you prepare to go into management?

Suggestion: Ask for a copy of the manager’s job description. I’ll bet few of them have ever seen one!

Here’s the link to the prioritized manager’s job description.

Another way to prepare to go into management: See my management resources at www.carlacross.com. 

Want to go into management? Try ‘perfect practice’ to get the skills you need BEFORE you jump into the job.

This month, I’m taking what I’ve learned as a musical performer from age 4 to the world of leadership and sales. (And, read my musical quotes at the end of each blog. I hope you’ll get a chuckle!)

Are You Prepared–or Just Hopeful?

My son owns a real estate company, and I help him initially screen candidates for manager and assistant manager. He has created a very detailed job description for any of those applying. Yet, we see two problems:

  1. Most of the candidates do not meet the qualifications the job requires
  2. Even the borrderline candidates have done nothing to prepare themselves for the job

For several years, I was a regional director of now the largest real estate company in the world. One of my jobs was finding and screening leadership. Boy, did I learn a lot! So, with that experience, I’m writing some tips here for those of you who want to step from sales into management (and for those looking for leadership). I’m not going to address the first problem. For example, some candidates just haven’t had job experience of any type in real estate. Although I know there are exceptions, generally, if you haven’t successfully sold real estate, you won’t understand, emphasize and be able to ‘develop’ agents successfully.

The Principle to Prepare: Perfect Practice Makes Perfect

Of course, this principle comes from my world of music. I learned this from my college piano professor.

. That means hundreds or thousands of hours in the practice room, not in performing! (In other words, you have to practice your little heart out before they’ll let you loose in front of discerning people!) It’s drudgery and you wonder what you’re accomplishing. But, this perfect practice pays off when you have to perform in front of thousands and put to use your ‘muscle memory’. When you’re performing all those notes so quickly, you don’t have time to consciously figure out where your fingers should go (just like you do’t have time in an interview to figure out a good interview process!!!!)

What This Means to Your Preparation for Management

Here’s a straightforward job description for a successful leadership-manager:

Find and develop people

Skills you need to effectively develop individuals:

  • Lead generation/recruiting/presentation skills
  •  Interviewing/selection skills (both for agents and staff)
  • Coaching skills (along with a proven coaching approach)
  • Training skills
  • Management: Ability to create and implement a business plan
  • Ability to create and implement a training plan as part of your business plan
  • Ability to create and implement a leadership council, for participative management/ develop that leadership
  • Ability to create meaningful office and staff meetings

How Are You going to Develop Those Skills–Before You Get into Performance?

Go through the checklist/description above. Ask yourself: Have you devleoped those skills? If not, are you going to wait and ‘wing it’ on the job? As a pianist, I wouldn’t dare ever get in front of people to perform without having practiced!

Next blog: Suggestions in how to do that perfect practice in each of these areas.

Managers: Share this blog with those who are interested in going into leadership. In later blogs, I’ll share some analytical tools I’ve developed to help you help others develop their leadership skills.

Just for chuckles:

“I can’t listen to that much Wagner. I start getting the urge to conquer Poland.” — Woody Allen

Polish your presentation skills: three quick, effective tips to make all the difference in your impact.

Managers, trainers, salespeople, and even a�?real peoplea�� present frequently in front of one–to hundreds of people. Unfortunately, most presenters (yes, you become a presenter when youa��re selling!), arena��t trained with the best presentation tools. Instead, they just a�?wing ita��. So, we in the audience (or your clients) are frequently bored silly. It doesna��t have to be that way. Take a look at the three tipsa��tips Ia��ve learned first as a musician, then as a speaker, in front of hundreds of people. These tips will make your next time in front of a few a��or manya��enjoyable, memorable, and equally enjoyable for your audience or client.

Three Powerful Presentera��s Tips

Death by Lecture

  1. Don’t lecture for more than 10 minutes. Adults just don’t have that long an attention span (too much on our minds!). Change it up. Use various “alternative delivery methods”–methods to teach other than lecture. In myA�Instructor Development WorkshopA�course, I help students learn these teaching methods by modeling them so they can observe me teaching. Then, we de-brief on what we did. Finally, each student teaches a short module using creative methods, and the rest of the students provide feedback. (We really only learn when we do something).A�DoingA�greatly increases confidence–and competence.

Question: If youa��re in sales or management: Are you talking through your listing or recruiting presentation because you know a lot? How long will it take until the person in front of you gets a�?glassy eyesa��?

Do Something Else Before You Talk too Much

2. When you want to change adults’ perceptions, beliefs, or knowledge, don’t just start talking to them.A�You may be setting up an adversarial relationshipa��and youa��re too predictable! You may just cause them to shrink more into their beliefs, and to defend those beliefs (have you observed students who live to argue with the instructor?)

How to tackle the ‘old belief’ challenge:

Prepare students or your clients to learn something new. For example: Use a ‘true-false’ or ‘multiple choice’ to start the presentation, or to check learning. I do this in myA�Instructor Development Workshop courseA�in the middle, and ask students how they would have answered at the beginning of the course–and then contrast that with their new perceptions and learning. It creates lots of ‘ahas’ with them, and further cements their learning experience.

Tip: If youa��re in sales: Use a fun true-false survey for sellers to use prior to meeting you. It can have lots of fallacies and misinformation, and will set up your presentation to help sellers get the real facts and make the best decision for them.

Quit Relying on the ‘Screen’ to Talk for YOU!!!

3. Don’t just read from the PowerPoint on the screenA�(and, just as onerous, provide the student with the PowerPoint as the “outline”.) If an instructor does that, I feel I want to just take that outline and leave. I can read, thank you! Too many presenters/trainers rely on PowerPoint to do the teaching. Instead, invest in a a�?pointera�� that allows you to make the screen blank. Remember: YOU are the presenter, not your Powerpoint!

Tip: If youa��re in sales or management: Dona��t just drone on from your presentation manual. (thata��s your Powerpoint in this instance.) Instead, Use questions, handouts, pauses, and summaries to give your presentation contour and interest.

Use that Right Brain of Yours

Effective presenting is much more than just talking. It should be creative. Use all the “attention strategies” at your disposal (that means to get them into your repertoire).

Suggestions to get creative:

Use props, stories, various audio-visual aids, and handouts to control the audience “contour”. I learned this as a musician playing for dancing. You direct how you want the audience to dance by the music you pick, and you ‘contour’ the whole experience (slower to faster, then back to slow). As a great instructor/ facilitator/presenter, you can direct your audience (clients) in an awesome learning experience. It just depends on the skills you bring to the table.

Tip: Adapt your creativity to your presentation to clients. They’ll appreciate your innovative approach and you’ll become memorable–not just another voice!

Ita��s Worth the Effort

A�Most presenters/trainers arena��t in it for the big bucks (where are those big bucks, again?). Theya��re in it to assist others. Gaining and practicing presentation skills helps us give back better. The bonus: Deep appreciation from our audience or your client. Wea��ve even been known to change lives for the better! No amount of money can provide that sense of accomplishment.

Carla’s next innovativeA�Instructor Development WorkshopA�is coming up May 22-23, 2018 in Bellevue. Washington.A�Click hereA�for specifics.

Resources to Present More EffectivelyA�

Take a look at Carla’s comprehensive training resource,A�The Ultimate Real Estate Trainera��s Guide,A�and her presentation resource,A�Knock Their Socks Off: Skills to Make Your Best Presentation Ever.A�A�See all her coaching and training resources atA�www.carlacross.com.

 

 

 

 

 

 

coaching teaching skills

Make your training pay off: four great principles.

This month we’re focusing on training.

How badly do you really want your training to pay off? Recently, I A�reviewed a training program to see if the attributes for effectiveness were there. Most of them weren’t. And, frankly, I think they weren’t there because no one cared enough to assure they WERE there. Why? Because it’s regarded as just too much trouble! That’s the sad truth. But, why do we bother to train if we can’t expect a measurable outcome? What if I could absolutely guarantee you, that, if you put these 4 principles in place, you will see results in your training, turn out productive agents, and have a great recruiting tool. How much would that be worth to you? (I don’t mean how much would you pay for this, but how much effort would you be willing to put into it?)

Here are the four principles/attributes that need to be in place:

1.A�Expectations/Accountability

How will you hold agents accountable to work to be done in the program? What are the ‘rules’? When do you explain the rules? Do you have a commitment letter?

2.A�Work during the course

Do you have the agents completing work during the course? Lead generation, packaging, presentations, etc. If not, how do you know they can do what you taught?

3. Measurable results

Are you having the agents measure their results? If not, how are you going to use the program to recruit? How will you know the program worked?

4.A�Fixed curriculum and highly trained instructors

Do you have a written curriculum with course objectives? If not, are you just wandering around in a wasteland of information?

Are your instructors trained in participative teaching methods? Are you monitoring your instructors so you know they are teaching skills, not just talking or providing war stories?

Grade yourself on each of the attributes above. What did you excel at? What do you need to improve?

How awesome could your training be if it had these 4 principles/attributes in place?

logoHere’s a Program with the Principles Written Into the Training

It’s deceptively challenging to include those 4 principles/attributes above in a training program. Yet, if they aren’t there, your training can’t be effective. Why not look at the unique UP and Running in Real Estate, written by National Realtor Educator of the Year Carla Cross.

This online program is terrific for those hiring 1-4 agents a month, because the agent can start the program at any time, and work through the program, while jumping ahead to needed topics–and going back.

Check it outA�here.

Also: There’s a coaching component, so you can fully support your agent’s success.