can i have a beer while taking tramadol buy tramadol how much tramadol per pound of dog

ambien breastfeeding category ambien pill taking zanaflex and ambien

difference between diclofenac and tramadol tramadol no prescription tramadol 120 mg caps

buy ambien forum zolpidem 10 mg lorazepam mixed with ambien

soma talav baroda buy soma wózek inwalidzki soma econ 800

prednisone interactions xanax buy cheap xanax lorazepam vs clonazepam vs xanax

what is the side effects of taking tramadol tramadol cheap para que se usa tramadol hcl 50 mg

tramadol cod websites buy tramadol online without a prescription taking tramadol for tattoo

which is better vicodin or valium buy valium online valium for low back pain

long term effects of tramadol overdose tramadol 50 mg does tramadol make you jittery

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 real estate assistants

coaching for leadershipDo you have a coaching program? Are you sure? Coaching, mentoring, and peer coaching terms are used with wild abandon. So, are you offering coaching, mentoring, or peer coaching? What’s the difference? Should agents get a coach–or a mentor? Have you defined those terms? Are you clear with agents as to what they’re getting in each of these categories?  Before you create a program, be sure you know what the program is and should do for that new or re-energizing agent.

Should I get a coach or mentor? Those are questions new agents (and seasoned agents) ask themselves over and over. This blog is excerpted from my eBook, What They Don’t Teach You in Pre-License School.

This advice is given to the agent entering the business, but, as a manager, read it as though you are also defining your services.

What Do Those Coaching Choices Mean to the New Agent?

Agents: As you’re interviewing, you may be offered these things:

  • An accountability coach (the manager or a professional coach affiliated with that office)
    A peer coach
    Become a team member
    Become an assistant

In this blog, we’ll tackle the pros and cons of getting a coach. In a later blog, we’ll look at mentoring.

What about Getting a Coach?

I hope your manager will become your accountability coach. In fact, a recent survey by Inman Select found that one of the biggest pieces of advice for new agents’ success was to get a coach. But, many managers promise to ‘coach you’. However, that quickly becomes a ‘got a minute’ answer man function instead of a focused, linear, goal-oriented action coaching. You don’t need a coach just for answers. You need a coach to hold you accountable to your goals and action plan.

Choosing a Coach

Here are three important points you should consider as you search for a coach:

  1. The specific program should be highly organized and precisely out­lined with checklists and systems. Ask, “What system are you going to use to coach me?” You need a specific game plan, because you are new. You have no history.
  2. The specific program should be related to a “game plan”—a busi­ness start-up plan. Ask, “What game plan are you going to use?”
  3. The coaches should be trained and coached themselves. Ask, “What’s your coaching background, and what sales principles do you believe in?” For example, each of our coaches in the Carla Cross Coaching program has been trained by me and coached regularly by me.

 Positives: Having a coach keeps you on track, motivated, and, ide­ally, inspired to reach your goals.

Watch out for: Your coach is trained and dedicated to your success, and is following a proven game plan (otherwise you’ll be paying just to talk to someone every once in a while).

Managers/coaches: How would you answer the questions above? Do you provide evidence? How competitive are you with your defined programs?

Treat getting a coach or a mentor as an employment issue. Create good questions and interview. Armed with the advice above, you’ll make the right decision for you.

what-they-dont-3d_cover

Save Time Interviewing. Help Sort the Serious from the Semi-Pros!

Are you spending hours educating would-be agents on the business? If so, you need this eBook! In 282 pages, Carla Cross provides answers to hundreds of questions agents have. Help your interviewees get the advice they need, find dozens of questions to ask, and use checklists to hit the ground running before they are licensed! Check out What They Don’t Teach You in Pre-License School.

Managers: Use the checklist on what to do in pre-license school to hit the ground running to ‘test’ your best interviewees and get them prepared to sell real estate FAST when they are licensed.

<p><a href=”http://getarealestatecoach.com/wp-content/uploads/2015/10/leadership-elements-qualities-25801327.jpg”><img class=”alignleft size-medium wp-image-3525″ src=”http://getarealestatecoach.com/wp-content/uploads/2015/10/leadership-elements-qualities-25801327-300×246.jpg” alt=”http://www.dreamstime.com/royalty-free-stock-photography-leadership-elements-qualities-image25801327″ width=”300″ height=”246″ /></a>This month, I’m featuring the topic ‘leadership’. Why? Because it’s one of the biggest real estate industry trends (and probably world trends) of today 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.</p>
<p><strong>Is your leadership style ‘tell them what to do and expect them to do it’? </strong>It seems so easy. You’re the chairperson or manager. Just take charge, tell people what to do, and they’ll do it. NOT. It’s just not that simple. At least, it’s not that simple unless systems are already in place and people  know what their tasks are.</p>
<p><strong>Seven Truisms about Effective Participative Leadership </strong></p>
<p>It’s not enough today to be good at a traditional leadership style. In fact, you have to really ‘turn your leadership style’ upside down to become effective. You must become a ‘participative’ leader. What is a ‘participative’ leader? One who coordinates, facilitates, and encourages input and collaboration.</p>
<p>Here are seven truisms to help you flex your natural style toward more participation from your team members.</p>
<p><em>Truism #1: New chair people don’t know what’s expected of them</em></p>
<p>Just because people accept the title it doesn’t mean they know how to proceed with the job. Most people have never chaired a committee, so they don’t have the skills. It’s especially challenging when it’s a new task. They need to have clear direction, a job description, job responsibilities, and exactly who to go to when the job doesn’t get done.</p>
<p><em>Truism #2: People don’t know HOW to get it done </em></p>
<p>Even when people know what to do, they don’t usually have checklists, systems, deadlines, and assignments to get it done; it doesn’t work to leave it to a person (95% of the time, the other 5% will figure it out on their own) to decide how to get the job done.</p>
<p><em>Truism #3: Myth: “Leaders are the  “idea people” and aren’t supposed to get into implementation (someone else will figure out how to get the work done)</em></p>
<p>When leaders say that, they immediately put others into the “secretary” mode. Their mentality is, someone else beneath them should be able to figure out how to get that done. That’s a secretarial or assistant’s job, isn’t it? But, your committee members don’t work for you. They work with you. You can’t expect someone to raise his hand and offer to be your assistant because you came up with the idea.</p>
<p><em>Truism #4: Verbal-type people resist processes and systems</em></p>
<p>There is a natural resistance in us (maybe especially in we verbal-type people) to organizing processes and systems. We love to talk about the idea. We don’t like to clarify exactly how that idea gets into process.</p>
<p><em>Truism #5: We ‘big idea’ people think we can delegate systems design to an assistant   </em></p>
<p>Having worked with assistants for over 15 years, I have found that not true. Assistants need help in systematizing any process that YOU want done. They are good at systematizing their own processes–but not good at all at systematizing ours!</p>
<p><em>Truism #6: Leaders know committees take most of their time REPORTING to the larger group, not deciding on issues or processes</em></p>
<p>A mistake that committees make is to try to design processes within the large committee meeting. Instead, create task forces to report back quickly to you.</p>
<p><em>Truism #7: When accountability factors aren’t built in, things don’t get done.</em></p>
<p>This is a dicey issue, because you’re working with volunteers. Or, in the case of a real estate company, with independent contractors. At the same time, your association or business also expects the services and programs you promised. There’s a great difference between “do it the way you want” and expecting results and “do it the way you want” and let’s check how it’s going regularly.</p>
<p><strong>Sharpening Your Participative Leadership Skills</strong></p>
<p>What truisms do you want to add from your experiences in leadership? What do you see of yourself in these truisms? How can these help you lead? What needs to be done in  your leadership position to gain greater skills? These skills are learned over time, and the pay-off is an association or business that is ‘owned’ by all those involved, with empowerment assured.</p>
<h2><a href=”http://getarealestatecoach.com/wp-content/uploads/2015/06/LM-Cover.jpg”><img class=”alignleft size-medium wp-image-3455″ src=”http://getarealestatecoach.com/wp-content/uploads/2015/06/LM-Cover-286×300.jpg” alt=”LM Cover” width=”286″ height=”300″ /></a>Support for New Leadership Strategies</h2>
<p>We hear so many great ideas–but, when it comes to implementing them, they seem difficult or distant. And, it’s hard for us to have confidence in our ability to implement. Why not get the support you need to step ahead and lead your office or company to greatness? Your first step is simple, free, and will be informative. Request a ‘complimentary consultation’ to see how Carla’s unique one-on-one coaching program works, and how it may be able to help you get ahead faster and with more confidence. <a href=”http://carla-cross.com/coaching/complimentary-consultation/” target=”_blank”><strong>Click here</strong> </a>for more information and request. Read more about Leadership Mastery Coaching <a href=”http://carla-cross.com/coaching/leadership-mastery-coaching/” target=”_blank”><strong>here.</strong></a></p>

займы онлайн на карту срочные займы в ставрополе займы на карту в барнауле займ на карту