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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 Presentations

trainer hand in airThis month, we’re focusing on training. Why? Because you can recruit your heart out, but, if you’re not developing each agent to his/her potential, you’re not retaining! (and you have a revolving door……)

By the way, check out my website for a free coaching product ($100 value) as my thanks to all you trainer/coaches.

“Oh, no. I’ve been doing EVERYTHING wrong!” That’s what one of my attendees groaned after I explained the training calendar evaluation tool I created to help trainers assess their training programs. Too often, I see training programs thrown together from various cobbled (and ripped off….) sources. Sure. You can do that and call it your training program. But, it makes for a disjointed, shattered ‘picture’ of your company and culture. And, it doesn’t work to get what you want—more production and profits.

Here, I want to share an analysis tool I created that will help you see the good and challenging parts of your training program and tune it up to really make a difference in your company.

Do You Really Have a Training Program?

When asked this question in a National Association of Realtors’ survey, the majority of the brokers said they did have a training program. But, what does that mean? What does it encompass? How would I know you had a real program? Here are the three questions to ask yourself to see if you really have any type of cohesive, coherent training program focused on the results you want:

1. Is your training program a part of your business plan?
2. Have you created a training calendar so you know what you’re doing and when you’re doing it?
3. Could I look at your calendar and see exactly why you had scheduled those events—and that they had cohesiveness to your ‘big picture’?

Evaluate your Training Program Now

The training calendar evaluation tool I mentioned above is invaluable to see how effective your training program really is—and to target the changes you want to make so you’re training with purpose.

At the end of this blog, I’ll share it with you. First, let’s walk through it.

What Kind of Training Are You Offering?

Look at your training calendar. If you don’t have one, simply take a 3-month calendar and write in the training you’re providing.
What’s the ratio of business-producing vs. business supporting training modules? When I see some training calendars, I can see why their training is not increasing productivity. All their modules are concerned with business supporting subjects (technical knowledge): home inspections, the law of agency, websites, social media, etc. That’s all nice, but what does it directly do with creating productivity? Here’s the path to a sale:

Lead generation

Interviews/qualifying buyers and sellers

Listing homes/showing homes

Selling a home/listing sells        $$$$$$$$$$$$$$$$$$$$$$$$$

If you want to increase productivity and profits, your training calendar needs to reflect your training in these business-producing areas.

What are you training to that will make a real difference in your productivity and profits next year? Put that in your business plan.

What Does Your Profit and Loss Statement Tell You to Train To?

Take a look at your P and L. What’s your ratio of listings sold to sales? Do you like that ratio? Would you like it to be different? Do you want more sold listings? If so, start training to that. When I took over a failing office, I saw the ratio of listings taken to listings sold was a miserable 30%! So, I started action-focused training on the whole listing process. I had them role-playing their hearts out. I did a listing presentation play-offs  In short, I trained them specifically to change that ratio for the better. By the end of three years, our ‘conversion’ ratios were 85%–the highest in the area.
What is your training accomplishing? What do you need it to accomplish? Want can you measure?

Who Are You Training?

We segment our markets when we design our marketing plans. We need to segment our ‘market’ for our training plan, too. In this case, our ‘market’ is our agents. When I ask seasoned agents about whether there is a training program in their company, they say ‘yes’. It’s for the new agent. What? Are those seasoned agents in the office chopped liver?

Click here to grab the training calendar evaluator.

Tell me: How would you rate your training, on a scale of 1-10, 10 being fantastic? What can you do to improve it?

girl with mirrorRecruiters: What’s your ‘attractiveness’ quotient? Being ‘attractive’ to desires recruits is a powerful magnet effective recruiters develop. I don’t mean attractive in a physical sense (although you want to be clean, dress reasonably, and smell good…)  I mean the traits and skills you bring to the table that your desired recruits want.  What do I mean by ‘magnet’? Those attributes, qualities, talents, and skills, that agents are drawn to. The market’s hot, and good recruiters are getting appointments like mad. What makes one person be able to hire great agents with ease, while other recruiters find it difficult? Effective recruiters have, purposely, developed magnets. You can, too.

The Steps to Develop Powerful Magnets

1. Identify your strengths.

Look beyond the normal things managers talk about. I know you have some special talents and skills from ‘the rest of your life’. What are they? One of the best recruiters I know has figured out to get right to agents’ hearts—to find out their fears and their aspirations. Although this came naturally to her, she has also taken several coaching and self-actualization classes, and has worked hard to translate what she learned to her recruiting strategy.

2. Attach the benefits of those strengths to your recruit—keeping in mind the needs you are filling for that particular recruit.

By doing this process, you’ll have the information you need to design a full presentation that takes advantage of the trends, makes it easy for you to become a master presenter, helps you reveal and explain your magnets, and gets you the recruits you want.

Who determines what’s really “attractive?”

Agents. Managers are usually long-term real estate “pros”. They assume their company features are the best attractors to desired agents. Problem: These features are valued by managers, but they may not be equally as attractive to agents. Second problem: features are not benefits. As you are rattling off the features of the company, the candidate is sitting across from you, thinking, ‘What does that mean to me?’

Example: For years, a large company in the area told prospective agents they could make more money by affiliating with that company because, “We have meetings daily.” In reality, the meetings had become poorly attended, boring, and resented by the agents. The only “beneficiaries” were the managers, since they could more easily keep tabs on the agents if they required the agents’ bodies show up at the desk at 9 A.M. daily! As agents became more independent, and competition from other companies increased, the meetings, which 30 years ago had been team-builders, became outmoded. They actually were a deterrent to recruiting! If these managers had taken the agents’ perspective, they could have avoided using a worn-out, ineffective presentation.

Be sure the features you’re promoting are of value to agents–and that you attach a benefit! Wow–use sales skills……

Big idea: YOU—your talents, your skills, your personality—are the biggest magnets imaginable. Build them to exceptional strength!

Question that will determine how well you can recruit: Do you rely on company features to ‘sell’ the recruit? Or, are you digging deeper and attaching benefits to being with your office, your agents, and you?

Here’s Help in Developing those Magnets

small CompleteRecruiterMy Complete Recruiter takes you through the entire recruiting process, helping you organize your recruiting materials, develop effective scripts, and create great magnets and presentations. In addition, I even have a 5-step Recruiter Planner. (Do you have a recruiting plan? 95% of managers who want/need to recruit don’t have a plan……). This month, The Complete Recruiter is on sale for $59.95 (half price). Can you compete against those who have their recruiting act together? You will be able to, by putting these strategies to work right now! Find out more here.

hands of keysAre you getting the best performance from your agents? Is there something you can do to get better performance and results?Have you ever considered that you have the power to do that?

Recently, one of my coaching clients (an owner of a real estate company) asked me, “Why do some trainers and coaches get great results and others don’t–but seem to be working as hard?”

Great question, huh? In fact, if we trainer/coach types knew that answer, we could build our systems so that we assured great performance! We don’t talk about ‘performance’ in the real estate industry. But, isn’t that the key to more production and profits? If the agent doesn’t do great lead generation, do exceptional presentations, and use exceptional performance skills working with and closing clients, the agent fails — those are all performance issues.

To get some insights, then, into performance,  I went back to my ‘former life’–that as a musician and piano/flute teacher, and thought, “Why do some piano teachers create great performers–and others don’t?”

Why Use Piano Teachers as the Analogy….

I use the analogy of the piano teacher, because it’s easy to hear differences in sloppy and great performance. I’m sure you’ve heard 2 people play the same piece of music. One plays it accurately and one just kind of slops through it. Or, some piano teachers’ students drop out, unmotivated to practice, while others stay motivated, challenged, and achieve high performance–even if they don’t seem to have great talent.

Five Proven Components for Great Performance

From having taken piano lessons since age six, gaining a degree in piano performance, and having taught piano at the grade, high school, and college level, I’ve had an opportunity to see the great and the not-so-great–both teachers and performers. Here are the five components I’ve discovered make the biggest difference in great performance.

1. Great piano teachers screen in and screen out.

They don’t let just anybody take lessons from them. Trainers and coaches: What’s your ‘screen in’ process? Do you have one? Do you have a list of questions you ask? In our coaching company, we have a prescribed list of questions we ask potential clients (and we unfortunately have to turn down some). I even have a Coachability Assessment I provide potential clients. Click here to request your copy.

2. Great piano teachers set expected standards (minimums) during the screening process–not after the lessons start!

Those standards include: Amount of practice each day, recitals attended and played in, going to lessons, etc. What do you expect of your clients? Make a list of at least 5 standards now–and get the ‘mutual expectations’ agreement in writing prior to letting them into your program.

3. Great piano teachers figure out the ‘competency levels’ they want their students to attain–and when they expect them.

How good do you expect your students to get in that one-month training program you’ve been doing? Do you even measure skill levels? Which skill levels to you measure? How? Do you have your students practice their listing presentations until they reach the level of competency you believe the real client expects? What an eye-opener! Make a list now of 5 skills and the level of competency you want your students to attain in your training program. You’ll see your outcomes go way up just by doing this.

4. Great piano teachers get better performance because their excellent students motivate other good students to excellence.

Have you ever gotten yourself into the situation where you felt like you were way above the other people in your group? This isn’t an ego thing–it’s just a ‘I don’t belong here’ thing. Likes attract. Good performers motivate other good performers. Excellent performers stay. Are you creating a self-motivating group–or, are you creating a situation where your good performers will leave for a team that is ‘more like them’? This goes back to those ‘screen in’ and setting competency principles. I know we all feel challenged when people don’t appear motivated. Here’s one of the secrets to fire them up!

5. Great piano teachers provide lavish praise–when deserved.

Behavior that’s rewarded is repeated.

If you have competency levels, you have a way and a reason to praise. Your students/clients know when they have reached those levels–and can expect praise, too! In fact, strong students/clients will ask you for praise. Write down the 5-10 methods you use to appreciate and praise good performance. If you can’t get to 10, figure them out.

But, what about the method? The specific coaching, the training? Yes, the method is important, but the coaching/training techniques above are much more important. I’ve heard some great performers and some poor performers all playing the same kind of music from the same method. At the same time, great methods should have some ‘built-in’ features that assure the trainer/coach is achieving these 5 principles.

Principles, System, Coaching–Putting it All Together

From talking with prominent trainers, managers, and coaches, we’ve pinpointed a need for all those training and coaching today to get the coaching they need to turn out great performers. These are the systems I’ve integrated into my training programs, such as Up and Running in Real Estate. Are you integrating these 5 performance points into your coaching and training?

 

Oct
14

Why You NEED a Training Calendar

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Why do you need a training calendar? Do you have one now? You need one for several reasons.

1. Organize your training as part of your business plan for next year

2. Have a time-saving guide to implement the training you need for your company to move forward

3. Use the training calendar to recruit (internal AND external)

Next week, I’m doing my live version of Instructor Development Workshop.  As a bonus, I’m going to share my training calendar analysis tool. (And you can grab it at the end of this blog, too).

small write outlineWhat percentage of real estate trainer/managers organize their training events on a calendar? From my experience, less than 20%. In fact, I doubt most managers make training a part of their business plan! Yet, training is the second-most important component to move our productivity and profitability up (recruiting the right people is #1).

Problems with Most Training Calendars

Before you read this paragraph, if you don’t have a training calendar, grab a calendar and write down the training events you intend to do next year. Now, let’s take a look at the 3 biggest problems with training calendars:

1. They don’t focus on the training events that can change the profitability and productivity of the office (too many ‘technical’ courses, and not enough sales courses)

2. They don’t focus on training events to meet the needs of each of your career life cycles (new, growth, and maturity)–they are skewed to one group of agents–usually new)

3. They don’t consist of measurable training, so you know what works

Take a look now at my analysis too, Your Training Calendar.

Question for You

What did you learn from your analysis?

trainer

Check out my training resources here.

penguins focused on goalsHow can you put some pizzazz in your career nights? Are they dazzling, informative, and truthful? Or, do you just plow through the material and hope, at the end, you’ve ‘covered the material’? Career Nights are one of the 11 methods of finding recruits. Why not optimize your chances of finding more winners?

Here are three ways to assure your Career Nights involve, provoke, and capture the attention and imagination of your audience.

1. Help them discover their own business attributes

Are you using some analytical tools that help the attendees discover if they would be a ‘fit’ for real estate sales? In my new eBook, What They Don’t Teach You in Pre-License School, I provide some analytical questionnaires for would-be agents so they can discovered whether they would love real estate sales.

Point: It’s much more interesting talking about yourself than hearing others talk!

2. Provide them a solid job description

But, don’t just hand it out. Instead, work with them in listing business-producing or business supporting activities. Help them prioritize the activities that make them money–and cost them time. What They Don’t Teach You in Pre-License School has a job description for a successful real estate agent.

Point: Most agents never get a job description, and end up doing many things that don’t make a difference in their careers.

3. Help them discover their ideal job

In the pre-license book, I have them answer a questionnaire that helps them discover their ideal job. The truth is that some people will love selling real estate, and many won’t. Wouldn’t it be better for everyone involved to figure that out prior to making the decision to go sell real estate?

Point: We don’t need more licensees. We need more people who will love selling real estate and be compelled to do it well!

What do you include in your Career Nights that makes it exciting, involving, and truthful? Is it helping you choose winners?

This month, when you order my eBook below, I’ll include the documents from the eBook ready to use in your Career Nights.

Save Time and Make your Interviews Work for You

what-they-dont-3d_coverSee more about that eBook here. There are dozens of ideas you can incorporate into Career Nights, your interviews, and your recruiting packages.

 

 

audience sleepingIf you’re presenting in front of 2 or hundreds, you must wonder at times whether your delivery is interesting. Too often, we drone through the subject, stop to tell a joke or two, and just trudge through the trenches of information until the clock tells us to stop!

Are your students nodding off as the day goes on? Do you frantically wonder how to keep their attention—all day? The answer is not what you think it is. Recently, I taught my Instructor Development course to real estate professionals and affiliates. I’ve taught this course for about fifteen years. Here’s the biggest misconception students come in with:

If I just learn how to be a more captivating speaker, I can keep the students’ attention for hours on end.

NOT! In today’s frantic world, the person in front of everyone cannot hope to hold students’ attention for more than 10 minutes at a time! If you think I’m wrong, just count the number of commercials in a TV break. These commercials are down to about 15 seconds apiece. The images go by so fast you can scarcely count them. In fact, we’ve become a society of easily distracted, multi-tasking, not very focused beings (watch pedestrians—or drivers—in action with a cell phone…..).

The Focus Doesn’t Have to Be On You at All Times

So, what are you going to do to ‘hold’ students’ attention? You are going to implement some teaching methods called

alternative delivery methods

Alternative delivery methods: all those methods used to teach that are NOT lecture. Examples: Town hall, task force, case study, role play, action plan.

Don’t know how to use these? Here are two resources

slide one1. My new video series) Check out my complimentary 5-part video series (short videos) on how to use these methods (and how to put together a great workshop). See them all on my UTube channel

Give your Students some Credit

People who lecture their way through a day (or days!) either

Just don’t have any repertoire of alternative teaching methods

or

Just don’t think the students can be involved with theirs and others’ learning

How to Teach through Student Involvement–the Second Resource

Instead of talking through each point you have on your PowerPoint slide or in our outline (boy, is that riveting!), use town hall, task force, case study, and role play to teach. If you’re not comfortable switching out of ‘lecture’ style, take an Instructor Development Workshop* or see my resource, The Ultimate Real Estate Trainer’s Guide to learn those methods, and practice using them in class.

You’ll find your students know much more than you think they do about what you’re teaching. You’ll be able to clarify points of concern, use the talents in your class, and actually provide a stimulating, active learning environment. The result: your students will be energized all day (and you will be, too!).

IDW_coverInstructor Development Workshop Coming to Bellevue Oct 23-24, 2014

Get new training techniques, watch Carla in action–and get coaching as you develop your own creative presentation techniques. Only 2 this year in this area, so sign up now and get ready for an entirely different classroom experience! 15 clock hours, and it qualifies you as a clock-hour approved instructor in Washington state.  Click here for more information.

Can’t make it to the ‘live’ version? Check out Train the Trainer, a completely online course with the same material and clock hours–also qualifies you as a clock-hour approved instructor in Washington state. Learn more here.

clockAugust is my Coaches’ and Trainers’ Appreciation month. So, here’s a great question for you trainers. 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 three weeks. 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 (!)

Here are two truisms:

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–and start them

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

So, here’s what you have to do: Use a 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?)

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

Sad truth: Most agents don’t start with a proven start-up plan, much less a preliminary pre-training activity plan. So, they go to training with no idea how to prioritize the information they’re getting—and make a meaningful, proven for dollars, start-up business plan.

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 road map 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!

logoIt’s All Done for You…….

Why try to re-invent the wheel? It would take you years and waste your time. Take a look at Up and Running in Real Estate. It combines a proven start-up plan, training, and coaching to get those newer agents started to production NOW–and keep them in the business. It frees you up to do what you do best–coaching and counseling agents–not teaching the basics for hours a day!!!!!

August is my Trainers’ graph going up sledgehammerand Coaches’ Appreciation month. Here are 10 tips for training that pay off–and a chance for you to grade yourself on your training.

Too many times we provide training because it helps us attract people to our company. That’s getting only a partial benefit! If you apply the 10 tips for training below, you will see your training pay off in increased productivity, lessened expenses, and much higher customer satisfaction and retention levels. Please your students will be drawn to your courses!

Your ‘grade’: I’ve asked you questions about whether you include each of these tips in your training. Give yourself a grade of A to F for each one, and an overall grade.

Those 10 Tips

  1. Clarify what you want the student to do—during class, and after class. Do you start with course objectives?

Grade:

  1. How well do you expect the student to do that activity? Establish competency levels. Do you establish competency levels, or just want the student to ‘hear’ it?

Grade:

  1. Make training a process, not an event. It takes 6-8 times of hearing something to begin to retain it! How have you built repetition into your training?

Grade:

  1. Space your training for “spaced repetition”. Skills can’t be learned in one marathon session. If your objective is to develop skills, you must create layered, spaced, repetitious workshops. Are you still training to different subjects for each module

Grade:

  1. There must be rest and reflection between practices. Scientists have proven that skills are not retained unless there is at least 4 hours between skill-developing sessions. Are you trying to put too many hours into each training session?

Grade:

  1. If it’s skills training, three quarters of the time in class should be practice—not teacher lecture. What other delivery methods are you using to provide variety and better learning?

Grade:Culturize as you train. The training should be from your point of view, your method of action, and your opportunity to create a strong culture within your training modules. Are you cobbling together your training from various people, or does your training get its foundation from your beliefs and values?

Grade:

  1. Get feedback from the skills training in your meetings. It reinforces the skills and encourages others to take part. Take your skills to a higher level with additional masterminding. How are you integrating training into all your meetings?

Grade:

  1. Use a facilitation approach, not a lecture approach. Instead of delivering the information via lecture during class, have the students read articles, interview beforehand, listen to audios, etc. How are you involving the students in the learning process?

Grade:

  1. Expect accountability. The student should be highly accountable for practicing the skills and for competency learning. How are you building in accountability?

Grade:

As you read these, how well did your training stack up?

Overall grade:

cropped UltimateREtrainersGuide_front(3)Treat yourself to the only comprehensive real estate training resource out there! Get new, creative ideas and rev up your training programs.

See The Ultimate Real Estate Trainer’s Guide.

 

audience sleepingWhy isn’t your training working for you? Every company says they ‘have training’. Yet, whether you’ve been in business 2 days or 20 years, you’ve probably felt frustrated that those hours spent in class–listening to someone at the front (the ‘expert)–didn’t do you any good. There’s one reason training doesn’t work—and here’s how to make it work for you, so you don’t waste precious hours in training rooms.

Don’t forget: Get the Analysis of your Sales Performance Skills worksheet at the end of this blog. This is great for managers to use to plan training needs and for agents to use to assure they’re refining the skills that make a difference.

Training doesn’t work because it’s not taught right–and the people in the class aren’t doing what needs to be done for training to make a difference in their lives.

 Here’s what training needs to help you every time you’re in class:

 Training must have action inside class to be effective for you

What do I mean?

 I mean we have to look at real estate as a ‘performance art’, not a ‘knowledge pursuit’!

Big question for you: Think of your last 3 trainings–that you took–or you facilitated. What were you doing in class? Listening to the ‘expert’? Or, were you putting to work what you were learning—while in class, so you could get valuable feedback before you ‘practiced’ on real people—your clients?

What you need to be doing in class to assure you can do it ‘for real’:

  • If it’s appropriate, you need to role play (like answering objections, giving a listing presentation, etc.)
  • If appropriate, you need to differentiate (like finding mistakes in a purchase and sale agreement).
  • If appropriate, you need to practice the actions in class and then go out and do it with a ‘real person’—the client—and come back and tell how it went (practice a listing presentation, do it ‘for real’, and come back to class and refine it).

None of these things happening in class? Make it work anyway. Take the ‘actionable’ items you learned in class and go do them—for real—within 3 days of going to class (otherwise we only remember 10% of what we heard!!!!!). Now you’ve made your own action plan.

Trainers: I just did a series of 5 videos showing how to make your training work. See them on my uTube channel.

Real Estate: Performance Art or Knowledge Pursuit?

Let’s be honest: Do you know someone in your office who seems to know everything—but doesn’t sell a stick of real estate? Sure. That’s the problem with treating real estate as a ‘knowledge pursuit’. It has little to do with results. It’s a performance art. How you perform in the field—with real clients—determines your success.

Big question for you: Which kind of agent are you? A ‘performance art’ agent or a ‘knowledge pursuit’ agent?  Which is easier to become?

Your Training Should Resemble a Piano Lesson

As a long-time pianist and teacher, I know intimately that, if you don’t practice, you can’t play (or you play badly)! Think of effective training like a piano lesson. You practice outside class. You come prepared. You get tips and modeling from your teacher. Then you practice in class with your ‘coach’ watching and listening. Then, you ‘go out in the field’ and practice. You come back ready to perform for your coach again. That’s effective training.

Here are 3 things that don’t work in training (and things for you to avoid):

  1. Listening for a long period of time and thinking you can do it (you already know that, from your experiences, right?)
  2. Thinking most company training will ‘do it’ for you
  3. Relying on ‘on demand’ video. Many large franchises are providing video on demand training. Brokers may be relieved that this is going to take training off their plates. I wish. Unfortunately, video training can provide very limited production results. Why? Because people don’t learn much by watching video. Yes, they learn a little. They observe someone else doing something; they get information. But, they don’t have to take action.

When you’re ready to get results from your training, you’ll be ready to treat your training like the power tool it really can be.

logoWant to see an effective training program? Check out Up and Running in Real Estate.

Don’t forget to grab that Analysis of your Sales Performance Skills here. Tell me how it worked for you.

blue ribbonsHow many of these 10 high pay-off tips do you have in your training now?

I’ve designated June my ‘Trainer Appreciation Month’, so all my blogs spotlight training. Thanks, trainers!

Too many times we provide training because it helps us attract people to our company. That’s getting only a partial benefit! If you apply the 10 tips for training below, you will see your training pay off in increased productivity, lessened expenses, and much higher customer satisfaction and retention levels. 

1. Clarify what you want the student to do—during class, and after class. (These are your training objectives. They help you create focus and stay on track–and not to go over your desired time frames! See more in The Ultimate Real Estate Trainer’s Guide).

2. How well do you expect the student to do that activity? Establish competency levels. (Do you want them to be able to limp through a listing presentation, or do a masterful job?)

3. Make training a process, not an event. It takes 6-8 times of hearing something to begin to retain it! (Do you ‘dump the whole load’ because it’s faster and easier, or are you concerned with real learning?)

4. Space your training for “spaced repetition”. Skills can’t be learned in one marathon session. If your objective is to develop skills, you must create layered, spaced, repetitious workshops.

5. There must be rest and reflection between practices. Scientists have proven that skills are not retained unless there is at least 4 hours between skill-developing sessions. (Do you provide time for this within your training sessions?)

6. If it’s skills training, three quarters of the time in class should be practice—not teacher lecture.

7. Culturize as you train. The training should be from your point of view, your method of action, and your opportunity to create a strong culture within your training modules. (Is your culture built in, or have you copied trainings from other ‘training gurus’?)

8. Get feedback from the skills training in your meetings. It reinforces the skills and encourages others to take part. Take your skills to a higher level with additional masterminding.

9. Use a facilitation approach, not a lecture approach. Instead of delivering the information via lecture during class, have the students read articles, interview beforehand, listen to audios, etc. (Are you using other ‘delivery methods’ instead of just old boring lecture?”

10. Build in accountability. The student should be highly accountable for practicing the skills and for competency learning. (Do you have accountability as part of your training sessions?”

How many of these 10 high pay-off training tips are you already using? What do you need to change or incorporate to make your training pay off in real, measurable results?

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 A Free Resource to Help You

I’ve just finished a 5-part series on using other teaching methods instead of that old, boring lecture too many of us have relied upon.  Take a look at my uTube channel and watch your training results soar!

 

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