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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 training methods

bag of money

Are your training during pre-license? Why not?

This month, we’re focusing on training.

Managers: Why aren’t you training for sales during pre-licensing? You hire them–then you just wait until they have their licenses to start training.

Give Them a Head Start Instead

Have you thought about a ‘head start’ program for your newbies? If you’re like 98% of managers, you wait to start training your agents until AFTER they join your office as newbies. Why? Think how much faster they could go if they had lots of the organization and training under their belts prior to their first day in the business?  Okay. I know. Until they are licensed, they can’t do the things licensed agents can do. But, they can do many things. And all those things get them ready to hit the ground running. At the end of this blog, I’m providing you my checklist, 30 Things to Do Right (In Pre-License School) Now to Hit the Ground Running. (from my informative eBookWhat They Don’t Teach You in Pre-License School).

We Lose Lots of Time Because They are Not Prepared to Start the Business

You know the drill. We hire that new agent. We spend the first 1-2 weeks with them getting the ‘orientated’. We have checklists to assure they get their keys, join the Realtor association, etc., etc., etc. How long do you estimate it takes the new agent just to get those orientation checklists finished? 2-4 weeks? In some cases, they never finish them!!!!! Not only that, they probably think that finishing those checklists assures they are going to be successful agents.  Ha!

When Do Your New Agents Start Lead Generating?

My studies show that new agents want to make a sale their first month in the business. But, when do you think they start lead generating? Do you know? (Better track that so you know who’s going to work). I believe they put off the inevitable as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work you have them doing as licensees, the worse their habits become and the less money they make!

A Different Method to Get Them a Check Fast

Instead of waiting until they are licensed, why not get them prepared to sell real estate while they are in pre-license school? They can do things like

  • Decide on the database/CRM they want to use and learn how to use it
  • Populate their databases with 100-300 potential clients
  • Prepare an email/hard copy note/letter to all those in their database saying they’ve joined_____________ real estate company

30 Things to Do While in Pre-License School

In fact, as I was writing my eBook, What They Don’t Teach You in Pre-License School, I started thinking about how we could really prepare agents to sell real estate–lots of real estate. That’s how I came up with this checklist. Click here to get it.

How to Recruit with the Checklist

This list is not only helpful to those you know you’re hiring, it’s a very effective recruiting tool. It proves to your potential recruits that you care about their career success–even before you hire them!

Here are a few suggestions:

  • Offer this checklist to all your new licensee candidates
  • Offer this checklist for your Career Nights
  • Offer this checklist in your ads (newspaper, Craig’s List, Facebook, etc.)

I’m Taking It a Step Further

In the next few weeks, I’ll be introducing a course to prepare people to sell real estate. More to come!

what-they-dont-3d_coverSave Time! Prepare Your New Agents to Sell Real Estate Fast and Well

This 280+ page eBook is packed with questionnaires, advice, processes, and systems to prepare that pre-licensee for the real world of real estate. You’ll save precious interview time and help winners choose you. See What They Don’t Teach You in Pre-License School. Only $14.95, and immediately downloadable. Now, a Kindle version, too.

P. S. This book will save you hours if interview time because it will weed out the ‘hang my license’ bothersome ones…..unless you want non-producers, of course!

 

 

 

 

 

 

coaching teaching skills

Make your training pay off: four great principles.

This month we’re focusing on training.

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

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

1. Expectations/Accountability

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

2. Work during the course

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

3. Measurable results

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

4. Fixed curriculum and highly trained instructors

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

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

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

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

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

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

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

Check it out here.

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

 

training your successHere’s how to fill your classroom with enthusiastic attendees.

This month, we’re focusing on training. Why? Because it should be a huge part of your value proposition. After all, you can’t just recruit them–can you? You need also to have a complete development system. Coaching and training ARE your development system.

Having trouble getting them to training? Authored by one of our Senior Career Coaches, Jodi Sipes, M. A., this second article of our series shows you how to market your training to attract your agents and get them excited as students! Jodi’s advanced education in adult learning, plus her years of experience creating and implementing exceptional training for new agents, gives her a unique perspective. Here are invaluable tips as you take action to control your income in these shifting markets. You’ll make your training an awesome recruiting tool, while making it effortless to implement training week after week.

Don’t be Dull! Set up Themes to Pique the Curiosity and Up the Attendance

Don’t just list the topics you are going to present. Create themes. For example: Listing month! New Year Planning! Spotlight on Buyers! Now that you have the over view of training and components put together, make sure that they compliment and support each other. For instance, when you are coaching new agents with the Up and Running in Real Estate program, you should have supplementary training/practice days in your office. This is also a great place for experienced agents to grow as trainers—plus, their time will be saved, as they will teach everyone at once, instead of having a bunch of new agents knocking on their door with questions all the time.

Get Creative! Give it a Provocative Title

We see lots of training calendars in our training consulting. Most of them are dull as old brick! Don’t just list the topic. Instead, get creative. Make the topic interesting, even provocative. Put a new ‘spin’ on the topic. For ideas, read the names of programs given at your state and national conventions. Some of the topic names are really creative!

Give it a Double Punch for Double Learning

Don’t just teach the curriculum. Find ways to expand that subject from all the angles. For example: When you have a new agent training section on listing presentations you should have a top Realtor from your office give a demonstration on an effective listing presentation or an effective CMA. When you work with Buyer’s presentations, have a lender come explain the issues and requirements Buyer’s face. Lead follow up and business planning create a good time for software vendors to show their programs. Marketing sections offer an opportunity for affiliates to show how they can support agents, and for vendors to show how their products can support agents. These supplementary classes are great for all agents of all levels.

Alternate Formal with Casual for the Unexpected

It’s also great to incorporate casual (brown-bag lunch—agent “Rap” session) support groups to encourage agents to share their ideas and frustrations. This creates a “teamwork” feel to your office, and helps agents through current challenges. When the manager shows up at these for the first part, agents can get their questions answered in a format that answers these for many agents—saving the manager time!

One of your Biggest Problems Solved: Getting them to Attend Enthusiastically

Here are 3 surefire ways to get your agents to attend—and get recruits to attend, too!

1) Leverage Affiliates
Title representatives, mortgage brokers, escrow companies, home inspectors, and others can support your training calendar by adding lunches and other incentives to improve attendance. The best benefit is that this is a win for everyone, and forges bonds between agents and affiliates. The benefit for the affiliate: they get in front of your agents and get to know them—building trust. The benefit for the agents: they get hands-on training from people who are “out there doing it now,” and they get to know a variety of affiliates so they can decide if they would like to do business with them.

2) Create Positive Expectations for their Accomplishments
For new agents, create a booklet that details all the classes you expect them to attend in their first year. You can use this to set mutual expectations at the time of hiring. Check off each class as they complete it, and celebrate their growth! Everyone should celebrate when they get their first listings and sales, too. The booklet helps them keep it all straight, and is a tool for you to keep track of their progress, as well.

3) Be Lavish in your Recognition/Improved Performance
Have drawings or special prizes and recognition at meetings for the agents who grow to a new level through the office training. Use their testimonials when you market the classes to your agents. When an agent admires the performance of another, they will want to model what they do.

Remember that putting together world-class training is a process, and will not be all you want it to be right away. It takes planning, support from your agents and affiliates, and time to catch on and develop. You can grow and improve each year!

We are here to support your agent development systems. Talk to us about coaching you in developing world class training. You’ll go further faster, and have time to do all the other management duties you know you should be doing!

LM CoverAre You Recruiting Winners–or Bodies?

Let us help you create a recruiting plan that works. Then, we’ll help you career complete Career Development Systems for both new and seasoned agents. Now, you have systems. You can expand. you can relax a little. Why not check out Leadership Mastery Coaching with a complimentary consultation?

training signTrainers: Is your training really a ‘hot mess’?

This 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……)

Doing Everything Wrong? Or Right?

“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?

Tip: See my resources on training and writing courses at www.carlacross.com. 

Trainers: More ways to teach effectively than you can name! (42)

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 course, coming up Oct. 5-6, 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.

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