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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 Profitability

audience sleepingAre you getting the biggest ‘bang’ for your training buck?

Are you frustrated because your training isn’t getting results? Or, people just aren’t showing up? Or, worse yet, falling asleep in that factoid-heavy class?

Maybe you have a specific problem you’ve noticed when you read your latest profit and loss statement. For instance: Perhaps your agents are giving too many commission concessions.

If you’re experiencing any of these challenges, you’ll love the tool here. I’m providing an insightful analytical tool to discover what’s right–and wrong–with your training.

Three main reasons your training isn’t working:

1. It isn’t tied to the problems you want to solve in your office (agents not productive enough, commissions too low, etc.)
2. It doesn’t teach your agents to perform better–just gives information
3. It isn’t exciting enough–teacher just drones on and on…..

As I work with owners, managers and trainers internationally, I see these same three problems crop up over and over.

Click here to get your analytical tool — along with tips to correct your training to make it pay off.

Affiliates: Share this with the managers/trainers in the offices you call on. Use these tips, too, to streamline the training you provide.

coachingWant Help in Improving your Training?

Why not get some assistance in refining your training, creating or improving your training calendars, and energizing your courses with refreshing and effective training methods? Carla Cross has helped the major franchises internationally do just that, and she will help you, too.

Customized coaching to:

  • Improve training, training calendars and results 
  • Insert more exciting training methods into courses to improve attendance
  • Create methods to assure better training results
  • Contact Carla to find out how she can help you get better results from your training. Each coaching series is customized to meet your needs and get the results you want.

These series range from 2 sessions to 6, depending on your needs. Carla will work with you one-on-one or with your group of trainers.

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

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

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

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

Commonalities of Poor Plans

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

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

* Big Idea: Be very critical before you commit to any start-up plan. It is prioritizing your mind! The start-up plan you may love because it keeps you out of sales activities isn’t the plan that is going to love you back (get you the sales you want). What you do every day becomes your job description.

An Effective Start-Up Plan

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

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

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

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

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

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

 

 

Are your agents resisting getting into action?

I’ve justdo it published the 5th edition of Up and Running in 30 Days. In it, I’ve included lots of up-to-the-minute updates. You can read some of them, in these blogs.

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

Below is an excerpt from the newest edition of the book.

{To agents}

Real Estate Sales IS Challenging!

I’ll bet you didn’t know how challenging real estate sales were until now. To cope with those challenges, your creative subconscious may be coming up with ways to convince you to avoid getting into action. You might even start believing your subconscious! One of the most common reasons is the old “I can’t do that because I don’t know enough.” Or, maybe your subconscious has convinced you that you’re not organized enough to get into action, or that you’re not perfect enough.

{Managers: Do you have some agents frozen into inaction–or trying for perfection before they’ll start?}

Getting Ready to Get Ready

Ned, an agent in my office, acted in a way that is an example of creative avoidance. In the business eight months, Ned had made only one sale. However, he was in the office regularly and appeared busy with paperwork. He attended law courses and was well-informed on financing. One day I saw Ned collating maps. I asked him what he was doing. He explained that he was putting together a series of maps for a buyer’s tour. I thought that was exceptional; buyers would really want to know the whereabouts of the homes they were seeing. Unfortunately, Ned had used his strategy with only six buyers—all the buyers he had put in his car in the past eight months! He had spent his time on this nifty map system, but had not talked to enough people to get them into the car—or have the opportunity to appreciate the map system! Which is more important to your goal attainment—talking to people, qualifying them, and showing them homes, or working diligently on a map system in case you find someone who wants you to show them homes?

How People Get into Action

How do you “get into action”? In a wonderful book, The Conative Connection, Kathy Kolbe explores the ways different personalities get into action—not how we learn, but how we get into action. Some people barge ahead and worry about the details later. We start badly, but, because we’re tenacious, we surprise people by how good we finally get. Unfortunately, our supervisors often remember only how bad we were when we started. We must be tough-minded and keep at it; we must retain an image of ourselves as “finished products,” because others will not see us that way. Other people observe the action for a long time. Finally, when we feel ready to perform well, we get into action. We start slowly but well. Because of our slow start, we don’t get much positive reinforcement from our supervisors (or coach or manager), who note our lack of progress compared with others in the office. If slow starters are tenacious and believe in themselves, they become very good because they practice perfectly. Kolbe points out several “get into action” styles. This book will help you pinpoint your “get into action” style as well as the barriers and challenges you face as you start your real estate career.

Embrace Embarrassment

Go ahead—be embarrassed. There is no way to be experienced until you get experience. No agents like to take risks, be embarrassed, or have buyers and sellers guess that they are new in the business. But face it—everyone has been new in the business. Just go ahead and get those first few months over with. You will be embarrassed every day—many times. As a new agent, my most common statement to buyers or sellers was “I don’t know, but I’ll find out.” In music, little could stump me—but in real estate anything could stump me! Still, I muddled through it, and you will, too.

* Big Idea: Your ability to get into action and risk being embarrassed is one of the attributes of a successful new agent.

Why not take your time? I’ve interviewed prospective agents who told me they really didn’t want to sell real estate right away. They wanted to learn everything they could. Then, after six or eight months, they would feel ready to sell real estate. It doesn’t work that way! I wish I could tell you that you can successfully launch your real estate career by taking lots of time to “get ready.” However, if you take all the time in the world, you will fail:

Real estate is a performance art. It doesn’t matter how much you know; it only matters how you interact with people. And that takes practice and performance. To remember and emulate good performance, we need to perform right after we have heard, seen, and practiced that performance. Learning something in a class and letting that skill lie dormant for months just guarantees poor skill—and high stress.

* Big Idea: 99 percent of what we learn we learn by doing.

Managers: Are you unwittingly stopping people from getting into action by insisting on perfection?

Up and Running_5e largerDo You Have a Proven Start-Up Plan with Inspiration Built In?

Up and Running in 30 Days  has lots of up-to-the-minute updates. Plus, a proven, prioritized business start-up plan with inspiration, motivation, and action items built in. Check it out!

 

clockOnboarding: Those critical first seven days. Find out why that first week is so critical.

First: What does new agent onboarding and training have to do with retention? According to two recent studies—a whole lot! The new fifth edition of Up and Running in 30 Days, my new agent’s business start-up plan, has just come out. Dearborn Education is the publisher. There are many updates in this edition. Included in these updates are conclusions from these studies—conclusions that support the importance of starting each new agent with a proven lead generating plan.

(To see the updates in Up and Running in 30 Days, 5th edition, click here).

In this blog, I’ll address some of the results and its ramifications for real state companies–from the survey published by the Society for Human Resource Management (SHRM).

Why Bother with a Great Onboarding System?

Because you’ll have much great retention! According to the SHRM study, companies that leave onboarding to chance experience higher than 50% failure rates when it comes to retaining new talent.

Question: Do you have a great orientation system? Are you leaving anything to chance? Does your new agent feel like he/she’s in a fog for the first few months?

If you want a ‘template’ and suggestions of what should be included in your orientation, click here.

Those New Hires ‘Check Out’ Fast! (Faster than you Think!)

According to the same SHRM survey, 67% of millennials are already thinking of looking for their next job on day ONE!

Question: On day one, how are you cementing the relationship and helping that new person feel really welcome in your culture?

Tips for Those First Critical Seven Days:

  1. Manager sends a welcome email to new agent on day one.
  2. Each day’s activities are completely outlined so the new agent knows exactly how to proceed (you’re building in habits of success).
  3. The first week’s activities include shadowing and lunch with one of your senior colleagues.
  4. Welcome gift given to the new agent on day one.
  5. End of first day checklist completed with manager
  6. Round table or lunch set up with your influential agents to welcome the new agent
  7. Use a detailed, prioritized action-plan checklist, like Up and Running in 30 Days, to assure the new agent knows exactly what to do, how to do it, and is held accountable to it.

Outcome: 69% of new employees are more likely to stay more than three years if they’ve experienced a well-structured onboarding program.

So, how does your onboarding system stack up?

Find out: Regularly survey your agents who’ve been with you 6 months to find out what they found valuable and how it could be improved. Why not have the best onboarding/retention system in the industry?

How’s Your Quick-Start Program Working?

Up and Running_5e largerBoth these onboarding studies prove that leaving the new agent’s orientation, training, and start to chance just doesn’t cut it. Take a look at what’s new in Up and Running in 30 Days:  updates in 5th edition. This invaluable book is only $32.95 plus shipping, and has been used by thousands of new agents to launch successful careers. Order here.

 

 

interview with clip boardWhat does new agent onboarding have to do with retention? According to two recent studies—a whole lot! The new fifth edition of Up and Running in 30 Days, my new agent’s business start-up plan, has just come out. Dearborn Education is the publisher. There are many updates in this edition. Included in these updates are conclusions from these studies—conclusions that support the importance of the principles in Up and Running. The biggest is starting each new agent with a proven lead generating plan.

(To see the updates in Up and Running in 30 Days, 5th edition, click here).

What Does Onboarding Include?

One study I used in Up and Running in 30 Days was the Inman Select Special Report: How to Fix New Agent Onboarding. The Inman report didn’t define what was included in Onboarding. From reading the study, however, Inman included initial training, coaching, and mentoring. I am going to add basic orientation and basic actions to the Onboarding process. Why? Because many real estate companies do not have adequate orientation processes. So, agents don’t get the basic direction needed to launch their businesses.

Question: What’s your initial orientation like? Does it cover all the bases? If you want a ‘template’ and suggestions of what should be included in your orientation, click here.

In this blog, I’ll address the results and its ramifications for real state companies–from the other survey published by the Society for Human Resource Management (SHRM).

Retention Starts in the Interview

From working with real estate companies over the past three + decades, I think that most brokers regard retention as something that we must do to keep those seasoned agents. However, according to the survey results in the SHRM study, retention decisions are made by those we hire within a very short period of time. In fact, both studies indicate retention starts prior to hiring!

Here is a major conclusion from this survey, and it what means to real estate companies.

Expectations of the job are different than what new hires heard in the interview. And, the Inman report said new agents fail because they are unprepared for the realities of working as an independent contractor. I’m sure you’ve experienced this. Your new agent is all excited about a career in real estate. But, he/she will not do the lead generating activities required to launch a career. You told the candidate he/she had to lead generate. What’s wrong?

Question for you:  How well do you explain the job expectations in your interview? Do you provide a prioritized job description for the new agent? (Click here to grab mine). How do you give the prospective agent a real idea of the job?

Three Tips:

  1. Prior to hiring: Have the agent shadow one of your agents who is modeling the behaviors you want.
  2. Provide the agent with the eBook What They Don’t Teach You in Pre-License School. This eBook tells the truth about real estate as a career! You’ll save lots of time in the interview process and winners will pick themselves.
  3. Ask the prospect agent to do an activity you feel is important: Like create a dialogue to talk to someone they know about buying/selling real estate.
  4. Prior to hiring: Give the prospective agent Up and Running in 30 Days. Ask them to review the book. In my experience, if they come back, excited to begin this specific start-up plan, they are a good match for a productivity-focused office. If they come back and reject your lead generating plan, not a good prospect!

In my next blog, I’ll discuss more of the study conclusions and what they mean to us as real estate owners. I’ll also offer tips to tighten your onboarding process. Isn’t it worth having great systems if you could increase your retention of first year agents to 75%?

Last question: What’s your retention rate now of first year agents? How much

How’s Your Quick-Start Program Working?

Up and Running_5e largerBoth these onboarding studies prove that leaving the new agent’s orientation, training, and start to chance just doesn’t cut it. Take a look at what’s new in Up and Running in 30 Days:  updates in 5th edition. This invaluable book is only $32.95 plus shipping, and has been used by thousands of new agents to launch successful careers. Order here.

bus-plan-7-teamHere are the nine big signs your manager must be fired–and some are obvious–but others are just as important but often ignored until it is way too late!

In the next few blogs, I’ll focus on ownership/general manager issues.  The reason I’m writing this blog is that, I am seeing managers go off the rails and try to take the office with them! Unfortunately, clever managers get the support of their agents while not managing properly. With their popularity, the ‘boss’ may hesitate firing them–even when they need desperately to be fired!

Managers are Clever at ‘Buying’ Support–Especially when under Stress

Some get that support by ‘buying’ the agents–giving their favorites leads. Some get that support by creating a flurry of activity, that obscures what’s really going on behind the scenes. I know how hard it is to tell, from an agent’s perspective, if the manager is doing his/her job. As an agent myself, I watched from afar, not knowing exactly what my manager did or didn’t do. I also didn’t know the activities he was supposed to be doing–and the activities he was avoiding or refusing to do.

I’ve screened, hired and coached dozens of managers, both as a regional director for one of the largest franchises in the world, and as an independent coach. I have seen things go off the rails many times–even when the agents in the office don’t have a clue!

The Nine Signs Your Manager Must Leave

1. Refuses to recruit to your standards (minimums)–that means numbers of contacts, interviews, and hires.

2. Refuses to hire to your standards–hires anyone and calls it ‘good’.

3. Refuses to coach agents up–or out; refuses to manage via standards (minimums) of performance.

4. Refuses to do the activities as designated and trained to by the general manager (such as interviewing appropriately or teaching to your culture).

5. Refuses to uphold all aspects of the culture (hires an agent who’s a top producer but doesn’t represent the culture).

6. Takes frustrations and problems with upper management to the agents, when he/she should only discuss any problem areas directly with management.

7. Openly disrespects and berates upper management–both to agents and directly to management.

8. Acts in an adversarial and/or fearful way to anyone he perceives as an authority.

9. Shares things with agents that should not be shared.

In other words: the manager has become a liability to the culture and the office. He/she is not teaming with upper management; he doesn’t have the same vision as leadership; he is fighting for control. It’s your office and you’re the boss. You must exercise your authority now for the preservation and growth of your office.

What did I miss? Let me know and we’ll add to the list!

audience sleepingIs your audience’s mind ‘wandering’? Here are 42 ways to keep their attention.

This month, I’m focusing on training. Why? Because you’re hiring good potential, but you need a plan to develop that potential. And, that development comes through training and coaching.

Trainers: Do they snooze when you’re in front of them? Do their eyes slowly close—and then blink open when they’re startled by something you do in the classroom? Do you feel frustrated when you can’t keep their attention?

The solution is simple: Gain more teaching skills.

Sounds easy, doesn’t it? But, the most difficult thing for us adults to do is to gain new skills. Instead, we tend to try to purchase competency (invest in software, programs, and ‘things’ that supposedly do the work for us). But, in this case, all the PowerPoints in the world can’t overcome a boring presenter!

You Can Expand Your Teaching Repertoire

Did you work to put yourself through college? I did. I found out it was much easier to put my talent to work and get paid, than to pick beans! So, when I was nineteen, I got a job playing piano in a bar. (Boy, did I learn about human nature).

When I was tickling the ivories, playing my way through college and graduate school, I noticed that, the more tunes—and styles–I mastered, (that’s the repertoire), the more tips I made. I could please more of the people more of the time. It’s the same way with teaching, or doing keynotes, or presentations, or facilitation. The more skills you hone, the easier it is to be effective in front of people.

Most Presenters Know Just One Tune and Style

Most of us who present start by getting in front of people, and naturally doing some things right. We get acceptance. We get acclaim. We find we’re good talkers in front of people. In fact, most people think that refining presentation skills are merely a function of

talking better.

So, we try to talk better. But, then, we hit our ‘ceiling of achievement’. We can’t seem to get any better. Then, we get frustrated. We try harder. That doesn’t help. Sometimes we look for someone who can help us ‘talk better’. We take a class thinking that someone will make us titillating on the stage. The interesting thing is that—it’s not the answer for most of us.

Gaining Other Presentation Skills

Sure, there are a myriad of presentation skills that help us in front of audiences. We can speak slower, speak more clearly, pause more effectively, use our bodies more effectively.  But, in addition, there are teaching methods that increase the effectiveness of our presentations. These include

Crafting of the presentation

Audience participation

Use of visuals and props

How good are you at these teaching methods? Do you tend to rely on the good old stand-by, lecture?  If so, you’re boring your audiences to death!

A Great ‘How to Teach’ Course Will Help You

I teach Instructor Development Workshop in the state of Washington. This fulfills a requirement for instructors to teach clock-hour approved courses in the state. So many times, people come into the class wanting me to ‘fix them’ so they will be fascinating in front of people. What I have to do is to teach them all those other methods to teach effectively—skills they can learn and master. It’s interesting to watch their paradigms switch from “make me another Johnny Carson or Don Rickles” to “I’m grasping great teaching methods that work for me.”

To see my upcoming courses, click here.

Those 42 Teaching Methods

One of the things I do in Instructor Development is to demonstrate to students many teaching methods. Then, we ‘take it apart’ and talk about how they would apply these methods to their own situations. I’ve developed a list of 42 Teaching Methods to summarize the course. Click here to get it.

Bring Skills to Your Company or Association

Want me to come to  your company or association and teach these methods? I’ll customize the subject matter to match what you need. I believe training is major answer to our industry’s offering value for services, and I can help you create great trainers and effective training. Click here to contact me, and we’ll talk about your needs.

bus-plan-10

Do you have systems needs built into your business plan?

In December, I’m doing business planning in this blog and my blog for agents, Up and Running in 30 Days. Check back for free processes, checklists, and guidance.

From training, coaching, and teaching for many years, I’ve discovered the importance of systems and processes to back up what’s taught. It’s the difference between having the music for a 30-page Beethoven sonata–and trying to learn it by ear! (you musicians know what I mean….)

I know you have the same concerns as a broker. So, you need a systems plan in your business plan, just as I put a technology and social media planner in my 4th edition of Up and Running in 30 Days  and in Up and Running in Real Estate, my online training/coaching/accountability program.

People Systems are as Important as Software Systems

One of the mistakes we brokers make is to think all our problems will be solved if we just get everything ‘automated’ with technology. Well, let me tell you, it’s hard to automate people! Yet, we need  people systems so we can be sure no one falls through the cracks. We need to assess our systems to assure each agent, at each stage of his/her development, is worked with. Otherwise, we fail to meet our segmented agents’ needs.

For example: We may have wonderful seasoned agent training. But, we hire new agents with no orientation and no detailed, high accountability training and coaching. So, we have a huge failure rate with our new agents. Sound familiar?

Click here to get your copy of my systems survey and planner.

Use the planner to access your needs and then create an action plan for those needs in your 2012 business plan. Now, you’re on your way to saving time, money, and having systems you can delegate to free up your time.

Watch my Complimentary Business Planning Webinar

During this fast-paced webinar you’ll see:

  • Why your plan probably didn’t work for you—and what to do about it
  • How to definitely find out what will work for YOU (not someone else’s plan!)
  • How to anticipate market shifts (!)
  • What to STOP doing in 2017
  • What one thing will assure your business plan works
  • Bonus: 10 Creative Marketing Ideas for your plan

Included handouts:

  1. The strategic planning process created exclusively for real estate professionals by Carla Cross
  2. Review: Your best sources of business

Click here to see the webinar and grab the handouts.

Here’s to a great 2017 with your polished business plan!

Plan_Act_Celebrate

Comprehensive Online Business Planning Program for Managers

Do you find it difficult to get your agents to plan? Do you put off doing your office plan? Here’s your solution. This all-new program does several things for you:

2 webinars teach your agents how to plan using Carla’s strategic planning system

14 planning documents are included to guide your agents right through the planning process

3 webinars for you:

1. How to Create a Great Office Plan

Included: 22 office planning documents to make it easy for you to stay on track and create a great plan

2. How to Convince your Agents to Plan

3. How to Integrate your Office and Agents’ Plans

Check out Beyond the Basics of Business Planning: A planning system exclusively for real estate managers.

bus-plan-strat-8Your business plan: have you created your training calendar?

Through December, I’m focusing my blogs on business planning. Look for ready to use checklists, processes and systems to help you and your agents plan for a successful next year.

You’re putting together your business plan. How do you know what training to provide your agents? One method is to look at your profit and loss. Here’s the other way to do it. Simply provide your agents an ‘internal review ’of their sales performance mastery (or not) as part of their business planning process.

Click here to see the internal sales performance review, excerpted from my comprehensive online business planning program, Beyond the Basics of Business Planning.

What You’ll Find When They Rate Themselves

Have your agents rate themselves on their performance skills. You will see that they rate themselves lower than you would rate them. Why? Because we’re harder on ourselves than we are on others.

Commonalities

What do you think the agents rate themselves lowest in? You’re right. Prospecting/lead generation. So, you’ll want to create – with them—a dynamic lead generating plan for next year—and coach them to it.  See the lead generating plans for seasoned agents in Beyond the Basics of Business Planning, and, for new agents, in Up and Running in Real Estate.

Planning your Training Calendar

Your training plan should be a part of your business plan. Your training plan should tackle the challenges you have noted as a part of your own business review—and of the agents’ business review. By the way, be sure those challenges you noted can be handled through training.

For example: You’ve noted an ethics problem in your office. You want your agents to ‘be more ethical’. That’s not a training problem. It is a selection problem. You can’t train your way out of the ethics we grasped when we were 5! But, you certainly can solve a listings sold problem with training. Be careful when you’re creating your training, and tackle the problems that you can solve with training.

Put That Training on a Calendar

You’ve done your own analysis of your profit and loss statement. You’ve done your analysis with your agents. You’ve made your training plan. Now, you’re going to put it on a training calendar–and use it to guide your agents, your staff–and to recruit. Not only that, you have an integrated training system that you can delegate. Good work.

Recruiting tip: Include your training calendar in your recruiting handout, in your faxes, in your emails, and in your social media. Let prospective agents know you are organized, and you are committed to their success.

Watch my Complimentary Business Planning Webinar

During this fast-paced webinar you’ll see:

  • Why your plan probably didn’t work for you—and what to do about it
  • How to definitely find out what will work for YOU (not someone else’s plan!)
  • How to anticipate market shifts (!)
  • What to STOP doing in 2017
  • What one thing will assure your business plan works
  • Bonus: 10 Creative Marketing Ideas for your plan

Included handouts:

  1. The strategic planning process created exclusively for real estate professionals by Carla Cross
  2. Review: Your best sources of business

Click here to see the webinar and grab the handouts.

Here’s to a great 2017 with your polished business plan!

Plan_Act_Celebrate

Comprehensive Online Business Planning Program for Managers

Do you find it difficult to get your agents to plan? Do you put off doing your office plan? Here’s your solution. This all-new program does several things for you:

2 webinars teach your agents how to plan using Carla’s strategic planning system

14 planning documents are included to guide your agents right through the planning process

3 webinars for you:

1. How to Create a Great Office Plan

Included: 22 office planning documents to make it easy for you to stay on track and create a great plan

2. How to Convince your Agents to Plan

3. How to Integrate your Office and Agents’ Plans

Check out Beyond the Basics of Business Planning: A planning system exclusively for real estate managers.

bus-plan-11Need strategies to get your agents to create great business plans? Here they are!

In November and December, I’m focusing on business planning, to help you and your agents get a great business plan for next year. Look for  checklists, processes, and systems ready to use, too.

I know it’s a lot of work to get your agents to commit to paper on anything. And, from working with thousands of agents on business planning over the years, I know the challenges. But, for us managers, the huge pay-off comes not from what’s on paper, what, what’s in the head. When we use a good business planning process we literally teach agents how to think through their businesses.

Three Huge Stealth Strategies

1. Take Away Commitment Phobia

It’s estimated we are told ‘no’ 148,000 times prior to age eighteen. No wonder we don’t want to commit to try anything! I know from teaching adults to play the piano, that adults are conditioned not to try anything new for fear of not being perfect. To many, writing a business plan means planning to fail—and then getting punished for it.

So, the first time you introduce business planning, take away the old downside of goal setting (not reaching it and getting punished),  and help your agents move in incremental steps forward—a step at a time, with lots of positive reinforcement along the way. You have to create a safe haven for first-time planners.

2. Eat the Elephant a Bite at a Time

One of the agents in an office where I just did a small group coaching series told me he put a picture of an elephant on the wall, and then literally divided the elephant into bite-sized pieces, with an action step listed on each bite. What a wonderful visual! For many of your agents, planning is just the most overwhelming process they could envision. So, simply start with one or two areas. Personally, I start with 2-3 areas in the Review. See my next blog for an example of this.

3. Make it Really Easy to Start

Have a great business planning system to provide your agents. (Never just ask them to make a business plan without a system to follow, because you’ll get all kinds of formats). Don’t overwhelm your agents with too many planning pages to start. Customize your package with each agent. If you can get each agent to look at 1-3 areas of his business, and plan change strategies for a better year in that area, you’ll have started the process—a process that will continue, grow, and reap big benefits by year three.

We Do What We See, Not What We are Told

Do you have a business plan? If not, why should your agents be interested ? Making your ‘stealth’ approach work means you must lead by example. Doing so creates a synergy between your plan and all the agents’ plans, and builds a strength that perseveres even in the toughest market.

What should be in an agent’s business planning system? Click here to see a ‘flow chart’.

Watch my Recorded Complimentary Business Planning Webinar

During this fast-paced webinar you’ll see:

  • Why your plan probably didn’t work for you—and what to do about it
  • How to definitely find out what will work for YOU (not someone else’s plan!)
  • How to anticipate market shifts (!)
  • What to STOP doing in 2017
  • What one thing will assure your business plan works
  • Bonus: 10 Creative Marketing Ideas for your plan

Included handouts:

  1. The strategic planning process created exclusively for real estate professionals by Carla Cross
  2. Review: Your best sources of business

Click here to see the webinar and grab the handouts.

Here’s to a great 2017 with your polished business plan!

Plan_Act_CelebrateHow Good is Your Business Planning System?

Need a comprehensive business planning system that is designed ONLY for leadership? Most planning systems don’t cover the specific areas you need to address.

Check out Beyond the Basics of Business Planning.

 

 

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