Archive for Profitability
Do Your Agents Have a Trust ‘Issue’ with their Clients?
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Do your agents have a trust ‘issue’ with their clients? (Look for the Trust Evaluator link below. Use it with your agents to test their ‘trust quotients’–great meeting topic).
We’re always telling our agents to ‘work smarter’, not harder. Yet, what does that mean? For one thing, in this low-trust world, it means creating high trust as a foundation for any sales action and decision. Yet, in the ‘on fire’ market of the past, agents didn’t have to work very hard at creating trust. The market forced decisions and the consumers ended up buying from an agent they may not really know. Those days are over.
Why Creating Trust is a $$$ Issue
Do you know how much more it costs to get a new client than to keep an old one? Marketers tell us 6-9 times more. So, it’s just good business sense to train your agents to create high trust with clients for return and referral business.
How You Can Help Your Agents Create Trust
Salespeople can’t sell anything to anyone without first establishing an exceptional level of trust–an increasingly difficult thing to do. The ten tips below shared on in a recent radio show help sales professionals build a ‘platinum level’ of trust.
Five Tips to Raise your Agents’ Client Trust Levels
Here are 5 tips, with special comments to you as a leader–in blue.
1. Learn non-verbal skills and apply them in writing, on the phone, and in person to establish rapport in an increasingly ‘cold inquiry’ world.
Are you teaching them Neuro-Linguistic Programming (NL))? Are you working with them to pace and mirror in interactive workshops?
2. We believe what others say about a salesperson, not what the salesperson says about themselves. Use testimonials; check evaluation websites to see what consumers are saying about you.
Are you checking out what the consumers are saying about your agents on the web?
Look at www.realestateratingz.com and www.incredibleagents.com.
3. Create an after-the-sale survey and use it consistently. If there’s something wrong, fix it fast.
Do you have an after sale survey that you send out from the office? How do you handle surveys that are less than stellar?
4. We believe what we see, not what we hear. Show, don’t tell. Use visual presentations consistently.
Are you working with your agents to practice showing evidence?
5. Flip your sales presentations. Ask questions—lots of questions—first. Educate. Finally, sell (well, you won’t have to sell).
Do you have a planned presentation you teach agents–and have them practice until they are ‘killer’?
Click here to get your Trust Evaluator.
The Bottom Line: What a Recruiting Mistake Costs You
Posted by: | CommentsWhat does a recruiting mistake cost you? Many brokers have told me it costs them nothing. Pshaw! It costs a whole heck of a lot. Take a look at my estimates below:
What are your numbers? Have you ever figured it out? Let me know. As a CRB instructor, I would ask managers this question. Generally, they figured the cost of a bad hire was $10,000-$30,000. What’s yours?
Do you have your recruiting plan in place? Check out The Complete Recruiter, with a special price of $30 off ($99.95 this month), plus 2 bonuses, a $70 value. You can’t afford to wing recruiting anymore!
Hire a New Agent? You May Have Just Lost $30,000
Posted by: | CommentsDid you just hire a new agent? What’s your success rate with agents? Do you know? Do you know how much it costs you when an agent fails? Most brokers don’t realize they are doing irreparable damage to their companies by hiring those who aren’t going to go right to work—and keeping those who won’t work. Here are the 3 biggest consequences to poor selection I see.
1. Stops you from hiring great producers. Likes attract. How can brokers hope to hire that great producer when they have more than 10% of their office as non-producers? I can see it now. “Sure, I’ll come to your office. I’m a top producer, and I just love to be dragged down by those non-producers. It will be my pleasure to waste my time with them.” Not.
2. Kills your recruiting message.
Do you have a training program? Do you use it to recruit? Here’s the real message: “We have a training program. All our new agents go through it. We don’t get any results from the program, so it really doesn’t work. But, join us.” You can’t possibly show how successful your training program makes your agents because your training program can’t possibly get results—poor people in and no actions and accountability required.
3. De-motivates your agents to provide referrals to you.
Your outcomes and hiring practices speak more loudly than you could possible speak. Why would one of your good agents possibly refer someone to you when your good agent doesn’t see those you hired starting right out and making money fast?
This Market Won’t Cover Up an Inadequate Selection Process
In a fast market, ‘accidental sales’ buoyed poor agents and made them look as though they were actually selling enough real estate to be a ‘median’ agent. When the market left, so did the agents’ ‘mirage’ of decent production. Now, brokers need to hire with purpose (using a stringent, professional interview process). Then, they need to put agents right to work with a proven start-up plan.
Please Tell Me What You Think
What do you think a non-productive agent costs the company? In my next blog, I’ll give you some line items that will probably double what you think a bad hire costs. Let’s see what you think first. Poor hiring practices really, really hurts brokers—both financially and emotionally.
What do you think? Should a broker hire anyone who walks through the door? Does your broker hire anyone who walks through the door?
Do you have your recruiting plan in place? Check out The Complete Recruiter, with a special price of $30 off ($99.95 this month), plus 2 bonuses, a $70 value. You can’t afford to wing recruiting anymore!
Trends: Are You Anticipating Them or Chasing Them?
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It’s What Happened When We Weren’t Looking that Defeats Us….
I just finished the 4th edition of Up and Running in 30 Days, the new agent’s business start-up plan. To do this, I updated the trends, and told new agents what those trends should mean to them as they start their businesses. But, let’s talk about trends from a management perspective. Are you anticipating them or chasing them? The last few blogs were concerned with trends and management long-term habits. It’s hard to change those habits. One way to convinnce yourself, though, that it really is time to make some changes is to look at current trends and see if you are
recognizing them
watching them
or
anticipating them and implementing new strategies
Being able to identify a trend or micro-trend is an art and a science. It’s difficult for us brokers to step back and look at a bigger picture, because we are so busy running our businesses. And, many of our models of success –and successful businesses–are based on old business practices (like hiring everyone who walks in the door). “If it works, don’t break it” is our favorite mantra. Yet, that very philosophy has lowered our commission structures, threatened our consumer base, and made our good agents unhappy with our offices (if we’re keeping non-producers and have no standards).
Getting a ‘whack up the side of the head’ from this very challenging market now may be enough for us to take another look at our business practices and ask, “Is that the best we can do?”
How to Proceed. Choose one area of concern that you have with your business. (Hint: the foundation of all change in a real estate office is the implementation of standards). Write a plan for implementing that change. Take action in one area, and you will see how it positively affects other areas. Mentally get out of real estate for awhile. Look at other successful businesses to see how they handle their customers, their employees, their standards. Get a coach or consultant to help you as you make these changes, so you do these things with purpose, congruent to your core values. There are some of you reading this that will actually change the industry for the better!
What Leaders Do Differently from Managers
Posted by: | CommentsThis January, I’m featuring the topic ‘leadership’. Why? Because it’s one of the biggest real estate industry trends (and probably world trends) of 2012 and beyond. Look for leadership strategies and trends (not just in the real estate industry), plus ready-to-use documents to go from ‘maintenance management’ to leadership. And, check out my complimentary webinar on Jan. 30 on leadership, trends, and what you should do about it! See more at the end of this blog.
In my last post, we talked about the differences in management–specifically maintenance management–and leadership. Now, let’s look at the specific things leaders do to move offices ahead. After I list them, ask yourself, “Would I describe myself as a leader–or a manager?”
What Leaders Do
It’s easy to say you are a leader. But, how do you know you really are? Here are several actions leaders take. After all, we can’t judge people from what they say. We must judge them from what they do.
1. Leaders initiate new programs that move them closer to their vision.
2. Leaders enlist others prior to starting a new program, to assure the whole team has input, judgement, and ‘buy in’.
3. Leaders look at their planners, and evaluate whether they started something new that week or month. Did they start something that was innovative, creative, fun, and team-enlisting? Was it connected to their vision and goals?
4. Leaders do specific actions that solve problems. For example, in my new series, 365 Leadership, I will provide specific strategies, with all the guidance and documents to implement them–one strategy per month. One of these strategies is the Listing Presentation Play-offs. What problem does this solve? The problem of unskilled agents taking over-priced listings. It also changes the culture of the company from ‘we take anything’ to ‘we are professionals who act in the best interests of sellers’.
5. Leaders don’t rest on their laurels. They don’t believe they ever ‘have it made’.
Look at 365 Leadership to see the topics that we address. There’s still time to become a part of this group. I’m excited to provide 12 new, immediately doable strategies for you. It’s low-cost (both the series and the strategies) and it will move you into leadership and toward profitability.
What do you think the difference between management and leadership is? How do you know you’re a leader?
Complimentary Leadership/Management Webinar
Join me on Jan. 30, from 1-2 PM PST for Leverage the Top Trends for Profits in 2012. We will explore the top real estate business trends for 2012 and beyond–and I will provide you specific strategies to not only manage to those trends, but to thrive because of them. This is a complimentary webinar. Space is limited, so register today.
Jan. 30
Time: 1-2 PM PST
To register: https://www3.gotomeeting.com/register/306755846
Are you a Manager or a Leader?
Posted by: | CommentsThis January, I’m featuring the topic ‘leadership’. Why? Because it’s one of the biggest real estate industry trends (and probably world trends) of 2012 and beyond. Look for leadership strategies and trends (not just in the real estate industry), plus ready-to-use documents to go from ‘maintenance management’ to leadership. And, check out my complimentary webinar on Jan. 30 on leadership, trends, and what you should do about it! See more at the end of this blog.
Are you a manager or a leader?
In truth, if you’re managing day to day, you hopefully are both. Why? Because there are normal, repetitive things you need to do as a manager, and there are those bold, new, innovative steps you need to take to move your office forward. Here’s my quick definition of management:
Management: Managing the day-to-day tasks of a real estate office
Leadership: Creating the vision, values, and strategic ‘moves’ that move an organization from maintenance to vision-attainment
To further define the differences, let’s look at what I call ‘maintenace’ management:
Maintenance Management: Doing the day-to-day tasks that keep an organization operational; a tactical approach; a somewhat defensive approach
How do you know if you’re a maintenance manager or, if you’re doing some leadership actions?
It’s not easy. Everyone talks about leadership, but has trouble identifying leaders. In fact, one company owner I worked for has been called a ‘visionary leader’. From working closely with him for many years, I know him to be a very tactical thinker. There’s nothing wrong with tactical thinking, when it’s appropriate. But, without a strong vision, and the true leadership activities that relate to and move the organization to that vision, you’re just maintaining the stability of the company.
Why Visionary Leadership is Important
When I worked for this tactical owner, I could see he didn’t have a real core reason for what he was doing. He just copied other owners in his brain-storming group. So, we were constantly changing course, trying new things without logic, and wasting money and talent going down too many paths at once. In addition, we would start a new project seemingly every week, and none got defined, refined, measured, and retooled. It was very frustrating to see some good ideas not developed! To compound the errors, people let him to believe that all these disparate, poorly-developed tactics were effective (just feeding his ego.)
Does this ring some bells with you?
In my next blog, I’ll show you a contrast between the activities a maintenance manager does and what a leader does.
Exercise: Write down 3 ‘moves’ you made last year that were new to you, that took you out of your comfort zone and moved your company ahead. My question: Were these strategies related to fulfilling your vision, or, were they done just because you wanted to do them or heard someone else had success with them?
Complimentary Leadership/Management Webinar
Join me on Jan. 30, from 1-2 PM PST for Leverage the Top Trends for Profits in 2012. We will explore the top real estate business trends for 2012 and beyond–and I will provide you specific strategies to not only manage to those trends, but to thrive because of them. This is a complimentary webinar. Space is limited, so register today.
Jan. 30
Time: 1-2 PM PST
To register: https://www3.gotomeeting.com/register/306755846
The Changing Face of Real Estate Leadership
Posted by: | CommentsThis January, I’m featuring the topic ‘leadership’. Why? Because it’s one of the biggest real estate industry trends (and probably world trends) of 2012 and beyond. Look for leadership strategies and trends (not just in the real estate industry), plus ready-to-use documents to go from ‘maintenance management’ to leadership. And, check out my complimentary webinar on Jan. 30 on leadership, trends, and what you should do about it! See more at the end of this blog.
Check at the end of these blogs for those ready-to-use documents and checklists to put these ideas to work.
The guidelines of effective leadership have changed dramatically in the last thirty years. Top-down decision-making is out; participative leadership is in. Having no standards is out; standards-driven leadership is in. Everyone doing their own thing is out; mutual accountability and teamwork is in. Yet, as I look at real estate offices nationally, I see most leaders still leading as though it was 1970—or earlier.
In fact, a new book by Morris and Murray, Game Plan: How Real Estate Professionals Can Thrive in Uncertain Times, names Need for Leadership as one of the trends for 2012 and beyond. Get this book. You’ll find some trends predictable–but some are not.
Compare and contrast. Let’s look at four principles of effective leadership today. These principles have been proven effective again and again by huge companies internationally. They should be embraced by the real estate industry, which badly needs effective leadership in this challenging time:
- Vision-lead: Few companies have an articulated vision that’s shared by all in the company. Fewer yet have leaders who have the fortitude to ‘do the right thing’ (as stated in their vision), even if it means turning down a deal.
Example: When is the last time you saw a manager fire a top producer who acted unethically? How do managers treat customer complaints—especially if it’s against a top producer? (Ask agents if they feel managers unfairly favor the top producers. Boy, will you get an earful!) In too many cases, the ‘leader’ isn’t leading. The big loser long term: The company, because agents are de-motivated when they feel there is not a level playing field, and consumers will seek out new companies if they feel their complaints are not handled seriously. (read Built to Last: Successful Habits of Visionary Companies, Porras and Collins, for stunning examples of vision-integrated companies.)
- Everyone is involved in the decisions: This is participative leadership, and it’s the leadership style that is best suited to our real estate industry. After all, with independent contractors, we need strong organizational structures to pull people together. What percent of real estate companies have effective leadership councils, one of the attributes of participative leadership? In my teaching, I’ve found about 2%. What this means it that the vast majority of agents don’t feel it’s ‘their company’, they don’t feel empowered, and they aren’t very loyal. I will be writing blogs about participative leadership in January, so watch for them.
Leaders will be those who empower others. Empowering leadership means
bringing out the energy and capabilities people have and getting them to work
together in a way they wouldn’t do otherwise.
—Bill Gates, fellow Washingtonian, founder of Microsoft
As you read articles and books on leadership, you will find every successful company today has turned its hierarchical leadership upside down and/or flattened it to become inclusive, participative, and as some people term it– ‘spiderweb’. (read The Female Advantage, Sally Helgesen).
3. Standards-driven: During my presentation at a recent National Association of Realtors’ Convention, I asked attendees if they had productivity standards (minimum expectations) in their companies. Out of 200 attendees, three raised their hands. No wonder agents don’t believe they must be ‘on the team’, pulling their own weight in production.
In a recent study by The Ripple Effective of Negativity Leadership IQ, 87% of the 70,305 executives, managers, and employees interviewed said working with a slacker actually made them want to change jobs; 93% said it hampered their development or decreased their productivity. So, without standards, real estate leaders are de-motivating their good performers!
Here’s what Roy Disney says about effective leadership, from the New Leadership Paradigm:
Leadership is the ability to establish standards and manage a creative climate where people are self-motivated toward the mastery of long-term constructive goals in a participatory environment of mutual respect compatible with personal values.
4. Mutual accountability: Creating a participative environment suggests that everyone must be accountable to their goals. It’s just amazing that managers are frustrated by agents’ lack of business plans and accountability. Yet, as I coach managers, I find that many in each organization don’t feel they need to be accountable to their recruiting goals. (In fact, only about 2% have written recruiting plans!). In addition, owners have not hired and coached them to standards, so the managers just want to ‘leave that part out’!
What is the result of this leadership paradigm switch? A real team, a team with a common goal. Why is it in the real estate industry’s best interests to adapt to this participative leadership style? To preserve the industry, maintain commissions, add ‘pride in belonging’ back to the real estate company, and, most important of all, put the consumer first, where he belongs!
Do you have the attributes of a ‘change leader’? Click here.
In an earlier post, I talked about the 3 things change leaders do to impact the industry. See how you stack up here.
Complimentary Leadership/Management Webinar
Join me on Jan. 30, from 1-2 PM PST for Leverage the Top Trends for Profits in 2012. We will explore the top real estate business trends for 2012 and beyond–and I will provide you specific strategies to not only manage to those trends, but to thrive because of them. This is a complimentary webinar. Space is limited, so register today.
Jan. 30
Time: 1-2 PM PST
To register: https://www3.gotomeeting.com/register/306755846
Leading with these 4 ‘change leadership’ attributes assures a future, thriving business.
Are You a ‘Change’ Leader?
Posted by: | CommentsThis January, I’m featuring the topic ‘leadership’. Why? Because it’s one of the biggest real estate industry trends (and probably world trends) of 2012 and beyond. Look for leadership strategies and trends (not just in the real estate industry), plus ready-to-use documents to go from ‘maintenance management’ to leadership. And, check out my complimentary webinar on Jan. 30 on leadership, trends, and what you should do about it! See more at the end of this blog.
Check at the end of these blogs for those ready-to-use documents and checklists to put these ideas to work.
Leadership: It’s REALLY Big for 2012
According to authors Ian Morris and Steve Murray, leadership is one of the big trends of 2012 and beyond. In fact, to read their take on 10 big trends, grab Game Plan: How Real Estate Professionals Can Thrive in Uncertain Times . In fact, I think leadership is in such a crisis state (think companies, politics, families, etc.) that I created a 12-part subscription series for real estate owners, managers, and team builders. In 365 Leadership, I provide one new leadership strategy per month, with everything subscribers need to put that strategy right to work (low or no cost and workable for the 5 person or the 500 person office). I know how difficult it is to go from maintenance to leadership (and especially so, because the majority of managers and owners now also sell!). So, I want to make it as easy as possible to step into effective leadership.
Needed today: A Special Kind of Leader
I think we would all agree that leadership is desperately needed in the real estate industry. I read a book several years ago titled Sacred Cows Make the Best Burgers (I also highly recommend it). In it, authors Kriegel and Brandt show why people resist change, and the kind of leadership it takes to move people off dead-center into new actions. Isn’t that what’s needed in business today? Not ‘maintenance management’ but leadership. (I’ll write more about the differences in another blog). The authors introduced the concept of a ‘change leader’. So, what’s a ‘change leader’?
An individual who leads initiatives that influence others to perform differently–and better.
If you’re an owner or general manager, you need this ‘change manager’ in your organization. If you’re an agent, you’ll want to look for a ‘change leader’ to help you adjust to the rapidly changing real estate industry. How would you identify one? Find a leader who leads the way great leaders of businesses internationally today are leading.
Change Leader Attributes
Commitment to a better way
Personal initiative to go beyond defined boundaries
Stay undercover (stay close to the everyday business)
Sense of humor
Courage to challenge existing power bases
Motivate themselves and others
Care about how people are treated and enabled to perform
Change leaders believe in:
Tough standards of performance
Joint accountability
Democratic principles to tap creative power
Even though the real estate industry cries for ingenuity and creativity, compared to other businesses, it has been slow to change the way it does business. Allowing ‘change leaders’ to come forward and thrive is vital for the very existence of our industry–and, of course, vital for a bright future.
In my next blogs, I’ll be talking about how to implement these attributes of change leadership.
Do you have the attributes and actions of a ‘change leader’? Take the questionnaire I created for you. Click here.
Complimentary Leadership/Management Webinar
join me on Jan. 30, from 1-2 PM PST for Leverage the Top Trends for Profits in 2012. We will explore the top real estate business trends for 2012 and beyond–and I will provide you specific strategies to not only manage to those trends, but to thrive because of them. This is a complimentary webinar. Space is limited, so register today.
Jan. 30
Time: 1-2 PM PST
To register: https://www3.gotomeeting.com/register/306755846
Do You Have a Job Description for your Agents?
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Do you have a job description for your agents? Most agents tell me they did not receive a job description when they started in the business (or in the interview). If not, why not? In my last blog, I discussed the fallacy that agents should start out as ‘independent’ business people. Now, I don’t mean they shouldn’t take responsibility for their actions and success. I mean that we shouldn’t abdicate our responsibility to teach, train, and coach them so they become great salespeople (so they can become independnet). Besides not having skills they need to succeed, they usually don’t even know what the job is!
Poor Job Descriptions Abound
As I teach management courses nationally, and speak nationally, I see many examples of poorly thought-out job descriptions and activity plans. What do you think is a poor job description? Take a look here. 
( a preview is to the right).
Why do you think I regard it as a poor job description? It’s not:
Prioritized
Some of the activities don’t result in success
My conclusion: This job description was written by an academic who had never been successful in real estate!
Abdicating our Leadership Responsibilities
Part of that abdication of management responsibility, I believe, is not providing a prioritized job description to your agents. Notice I said ‘prioritized’. Which activities should the agent start with? Which are important to be successful? Which are less important?
Before I share my job description with you, please write the job description you believe is the one you expect agents to follow.
When do you share that job description? In the interview? I hope so.
My Prioritized Job Description
Now, take a look at the prioritized job description I developed as a foundation for the new agent’s start-up plan, Up and Running in 30 Days. How does yours differ? What does your job description say about what you think is important? Are you gaining as much success for your new agents as you should? What does your job description and start-up plan have to do with those results?
For a printable copy, click here.
Get that job description refined. Talk to some of your agents to assure it’s the job description that reflects how you hire, train, and retain. Start using it in your interviews. Now, you’re getting much more effective and efficient.
If you’re a busy owner or manager, you’re probably wondering how you possibly implement the leadership you know it takes today to move your company forward. I’ve got the answer. Once a month, I’ll share a new leadership strategy–a strategy you can instantly implement in your company to motivate, energize, and help your agents be more productive (plus, these are great recruiting tools). Take a look at 365 Leadership.
For just $39.95 per month, you’ll get that strategy/action plan, an instructional webinar, a coaching tele-conference call, and all the ready-to-use documents you need to make that strategy a reality. Our new session starts in January, 2012. Don’t worry: You can join through March and get any sessions you may have missed. And, you will have access to all the completed sessions any time you want to view or review them. Check out 365 Leadership today. Let me share with you the specific, creative strategies I used to rebuild 2 real estate offices into exceptional profits.
Is the Real Estate Business an ‘Independent’ or Dependent Business?
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Perhaps you went into real estate because you wanted to be independent. You wanted to be your own boss–name your own hours–work at your own speed. You’re probably hiring agents right now with the same reasons for going into real estate. Not so fast! Even though real estate is considered to be a career where ‘you’re in business for yourself”, taking that thought too far can result in failure: Failure for both you as a manager and your agents.
Why? Because there are many skills required in this business that people new to it just don’t have. Yet, we help them believe that all they have to do is to start in this business and go to our training. They will be successful. Then, when they start failing, they can’t figure out why. In this blog I’ll name 3 qualities and skills your agents need to develop fast. My question to you is: How are you going to help them develop them?
Skill # 1; Time management
Most people go into real estate from a field that required them to show up on time, do specific work, and work for at least eight hours. If they didn’t fulfil the minimum requirements of the job, they were fired. Understandably, many people don’t like to work under those strictures. So, they go into real estate where they can name their own hours, work at their own speed, etc. etc. The problem is, with many, that they don’t understand that working at their own speed many be working at a failure speed.
My question: What program do you have to teach them time management skills, monitor their development, and hold them accountable to a good schedule?
Skill # 2; Being accountable to a plan
When I was regional director for a very large international franchise company, I found, as I screened them, most potential owners and managers had never had anyone hold them accountable. In fact, there was a negative feeling about being held accountable. When you have a ‘boss’, you are accountable to that work plan and to your boss. In real estate, we’re so careful not to step over the boundaries of the independent contractor concept, we rarely hold anyone accountable to anything. The result: Most people never know what the job really is, and whether they are on track to attain their goals.
My question to you is: How are you going to help someone be accountable for their own success and be willing to be coached?
Skill #3: Implement a plan of action.
It is just amazing to me the kablooey plans of action out there. In another blog, I’ll show you why most of them lead to an agent’s failure. Most of the time, in fact, an agent isn’t provided a plan of action. He/she is just told suggestions or 50 ways to do something. The result: The agent has no idea how to prioritize activities and proceed. He has no idea whether what he is doing every day actually is leading him toward a goal.
My question to you is: Do you provide a prioritized plan of action, introduced in the interview, and use that plan of action to coach your agent in executing a successful real estate business?
So, after I’ve given you 3 skills agents need to succeed, what do you think? Is real estate an ‘independent’ or dependent business? I believe it needs to be a ‘dependent’ business at the beginning. That is, I coach the new agent as he/she starts his/her business. I am the leader. The new agent is the follower (or the struggling agent). There is the dependence. Once the agent ‘has it’, I step back, and become more of a consultant.
If you haven’t read the great book, Outliers, get it and read it now. One of the great lessons in the book is that no one succeeds alone. In later blogs, we’ll talk about the ‘community’ it takes to help someone be successful today.
Give me your feedback on the ‘independent’ or ‘dependent’ concept. What do you think?
Why not let me support you with your agents? Take a look at my blog for agents, Up and Running in 30 Days. I’ll motivate them, inform them, and support your point of view. Sign them up today.
If you’re a busy owner or manager, you’re probably wondering how you possibly implement the leadership you know it takes today to move your company forward. I’ve got the answer. Once a month, I’ll share a new leadership strategy–a strategy you can instantly implement in your company to motivate, energize, and help your agents be more productive (plus, these are great recruiting tools). Take a look at 365 Leadership.
For just $39.95 per month, you’ll get that strategy/action plan, an instructional webinar, a coaching tele-conference call, and all the ready-to-use documents you need to make that strategy a reality. Our new session starts in January, 2012. Don’t worry: You can join through March and get any sessions you may have missed. And, you will have access to all the completed sessions any time you want to view or review them. Check out 365 Leadership today. Let me share with you the specific, creative strategies I used to rebuild 2 real estate offices into exceptional profits.