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 pre-license

Recruiting: Gain relationships and help great potential recruits hit the ground running!!!!

Try this recruiting tool and hire more winners.

Successful recruiting and selection depends on your forming a trusting relationship with your candidate. Here’s one way to do that. Plus, the bonus: You’ll prepare those great potential agents to sell fast, because they will hit the ground running. 

Managers: Your new agents wait to start training until AFTER they join an office. 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 Now to Hit the Ground Running, from my new eBook, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

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

New agents generally spend the first 1-2 weeks or more getting ‘oriented’. Brokers 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 New Agents Plan to Start Lead Generating?

My studies show that the majority of new agents want to make a sale their first month in the business. That means they will need to start lead generating their first WEEK in the business! From hiring and training hundreds of new agents, I’ve observed they put off the inevitable (lead generation) as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work new agents doing, the worse their habits become and the less money they make.

A Better Method to Get a Check Fast

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

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

How this Helps You Recruit

You will

  1. Form unbreakable relationships from helping great candidates through this checklist
  2. Be able to see if your candidate goes to work and is serious about a career in real estate
  3. Develop a great program to prove to would-be agents you are the best choice (keep the statistics and show how much faster these agents make a sale after licensing) 

30 Things to Do While in Pre-License School

Even though I call this a ‘checklist’, it’s much more than that. It’s really a mini-training program. You can use my eBook, Launching Right in Real Estate as a reference to help agents through the program.

Proof

How do I know this program achieves the three goals I stated above? I used it as a manager. I saw how some people went to work. These same people literally ‘hit the ground running’ and made sales faster than those who waited until they got their licenses.

Click here to gain my checklist. Let me know how it works for you.

 

Have great would-be agents studying for their real estate license exam? Pass on these proven tips to pass the first time.

You’ve interviewed that would-be agent with great potential. Here’s a method to not only stay in touch, and support them like no other manager will.

Launching Right in Real Estate, What They Won’t Teach You in Pre-License school, tells would-be agents everything they need to know to choose real estate as a career, how to prepare for the license exam, the secrets of a great interview, choosing the best company, office, and manager for each individual–every question a would-be agent has! Here’s an excerpt from the chapter on real estate exams: What to expect and how to pass that exam the first time.

Tip #1: Before each in-class session, or when you start your next online chapter, skim the new chapter for highlights. Then, read the chapter carefully. You need to get the “big picture” before you grasp the details. This is “the forest and the trees” study truism: “You can’t see the forest for the trees.” When you use this study tip, you will see both when you need to.

Learning Fact: Experts tell us we “learn what we already know.” In other words, you must have a context for what you are learning. By seeing the big picture first, you have context. Then, you fill in the blanks with the details. Works every time… I promise.

Tip #2: Right after class, review your class subjects and notes. Why? We remember only ten percent of what we’ve heard three days after we heard it.

Learning Fact: We learn through repetition. You will need to revisit each concept at least six times to commit it to memory.

Tip #3: Make a notebook (hard copy or online) with all the definitions you covered in each class session. Create test questions to match words and definitions.

Learning Fact: It takes time and repetition to make that learning stick long-term. Now you are making your learning go deeper. You are rearranging it so you really grasp it.

Tip #4: If you learn through listening, and you can’t listen to audio only, record yourself saying the definitions. Play these in your car as you drive.

Learning Fact: Use all the senses to learn. Seeing, hearing, and using the material increases your retention to 65 percent three days later.

Tip #5: Keep up with the class work. Faithfully attend every session and study every chapter. Study regularly between sessions. If you have ever gotten behind on your work in school, you know why this is important!

Take every practice exam until you are comfortable with the process and format.

Learning Fact: When you are successful doing something, your fear goes away, and you look forward to doing that again. Train yourself to win!

Taking the Test

Face it. We have all had exam anxiety at some time. Here are five pointers that will help you relax, control your emotions, and pass the test the first time you take it:

  • Read each question slowly; then, read all the possible answers. Do not jump to conclusions to mark the “right” answer. Instead, tell yourself why each answer is wrong. By the process of elimination, find the only answer you think is correct. If you find two out of four that may be correct, leave that question and come back to it.
  • Remember, the point of the exam is to limit the number of agents coming into the field. One of the ways to do this is to write exams where exam takers jump to the “right” answer. Do not fall for it!
  • Do not answer any questions unless you are absolutely sure of the answer. Skip questions for which you are unsure and come back to them. You will either remember the answer later as you “warm up,” or the remaining questions will give you some hints as to the other answers.
  • Take your time. You will have plenty of time to answer each question on the exam.
  • Build your self-confidence as you start by skimming the exam. Find some questions you are certain you can correctly answer and answer them first. Amazingly, when your mind gets warmed up, you will find you can think through questions that baffled you when you tried to attack them at the beginning of the testing period.
  • Let the test give you the answers. By reading through the complete test first, answering only the questions you are sure of, you will find hints of other answers. Your confidence will soar, and you will find you are answering more questions as the test period continues.

These tips are excerpted from my new eBook for anyone interested in real estate as a career. Carla Cross, CRB, MA, has interviewed thousands of would-be agents. As a successful real estate agent, manager, owner, regional director, and international trainer, Cross knows the questions you have—and what you may not be told—and should know. Order her new eBook here. 

Managers: Use this to inform those great potential agents while you save time so you don’t have to answer the same questions again and again. Helps the best candidates choose real estate as a career and take it seriously.

 

You’re interviewing a would-be agent. Are you prepared for these 77 questions? Seventy-seven?????!!!!!!

Are you prepared for those 77 interview questions?

You’re interviewing a would-be agent. But, you quickly find out these aren’t interviews. These are Q and A. And, the would-be agent is asking all the questions. You, ever gracious, are taking hours with each person. Unfortunately, you never see most of them again.

I just finished my new eBook Launching Right in Real Estate: What They Won’t Teach You in Pre-License School. Of course, to write the book, I contacted dozens of newer agents. I also drew on my experience of having interviewed thousands of eager, enthusiastic–and naive–people who thought they would love selling real estate.

They Have More Questions than You have Time to Give

When I was a new manager, I graciously spent hours answering these many questions. I found out, though, that I didn’t get to know the candidate at all. Why? Because they just weren’t far enough along in the ‘gathering information’ process to answer my candidate questions. They were just hungry to get information. 

Would-Be Agents Get Lots of Dis-Information

I found out that these would-be agents thought:

  1. They would make $100,000 their first year in the business
  2. They could work 20 hours a week.
  3. The business consisted of looking at pretty houses and selling them to clients that magically appeared.
  4. Somehow, the client would find the agent.
  5. Armed with business cards and a good company name, the agent would provide great service, were ‘honest’, ‘worked hard’, and would ‘go the extra route’. (Heard those claims before?)
  6. Someone (manager, company, relo, websites) would provide them leads–all people ready and willing to buy from that agent.
  7. Their training program would give them all the answers and they would be educated to deal with any client. 

Where Did the Would-be Agent Get These Fantasy Ideas?

From affiliates, friends, reading, and, unfortunately, some interviewers. Oh, I almost forgot. They also get it from agents who write those ‘how I made a gazillion dollars selling real estate in a half year in my spare time’.

How Do You Set the Record Straight?

I tried to solve that problem by handing the would-be agent lots of information. Finally, one of my new agents said, “Why don’t you put that in a book?” So, I did. I found providing the book early on in the relationship saved both the would-be agent and I time, and gave the would-be agent better information with which to interview.

Back to those 77 Interview Questions

Get ready to answer ANY of these 77 interview questions…..

Download those interview questions and topics below.

Save time and give those eager would-be agents good, straightforward, realistic information. The easy way to do that is to get Launching Right in Real Estate and provide it to your would-be agents. Pre-order now and get it at half price (regularly $24.95, now $12.95). Available June 1, 2021.

You have your favorite interview questions. But, what about the potential agent? What should they be asking YOU?

What do you think are the five most important questions the would-be agent should ask you? I know. You have your favorite interview questions. At the same time, the prospective agent has questions for you. I’m just publishing my new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

In this new eBook, I answer the myriad of questions the new agent candidate has. In addition, I provide advice on whether real estate may be for them (a series of self-analyses), a look at a day in the life, so they know what to expect, and the business start-up plan to assure they make a sale fast. 

Thousands of “Interviews” have Taught me a Lot

The other day, I figured the number of interviews I had done with would-be agents. I was astounded to find it was in the thousands. Did I ever learn a lot from holding these interviews. At first, I interviewed them–well, I thought I interviewed them. But, in reality, it wasn’t an interview, it was a Q and A–and they were asking all the questions. So, I started putting all those questions and answers in handouts. Finally, one of my newer agents said, ‘You should put that in a book.” So, I did. Then, when a prospective agent wanted an “interview”, I provided them the book. When they were into the pre-license course, I would schedule an interview. What I found was that I could really do an interview. I could spend most of the time asking questions and deciding for myself whether that person would be successful in real estate, and whether she would be a ‘fit’ with my company. 

A Question for You First

Before I show you the questions that I advise readers to ask, let me ask you:

Those Five Important Questions

Your Turn: What Do You Think Prospective Agents Should Ask?

Save Time! Get More from your Interview.

You can pre-order this eBook now here.

They all have high aspirations in the interview. But, how can you predict who will really be successful–fast?

Here’s how to absolutely predict they will be successful selling real estate.

Nope, it’s not about behavioral profiles. Although they are somewhat accurate, there are qualities, traits, and skills that most profiles don’t measure. It’s not the entrancing, rehearsed answers they give you to your equally entrancing questions during the interview. Words are cheap. It’s about measuring activities.

Watch What They Do 

Yes, you’re going to ask the right type of questions during your interview (See ‘behavioral predictor questions’ in The Complete Recruiter and Your Blueprint to Select Winners). However, even when their answers are on track, they’re not actions–yet. Instead, watch and measure what they do from the first day in the business.

What New Agents Say They Expect

What does that mean? When do they have to start looking for leads? That first week in the business! Yet, how many of them start lead generating even in the first month?

Expecting ‘Dumb Luck’ to Carry them to Success

Inevitably, there is a new agent who has an Aunt Martha in his back pocket. That is, Aunt Martha wants to buy a home, and has told nephew Tommy she’ll wait until he gets his license to purchase from him. Ca-ching. Dumb luck. Tommy concludes that’s how the business goes. You just wait for someone to find you and sell them a home. We know that’s not the norm, though. Unfortunately, Tommy’s going to wait a long time for that next transaction! The ‘dumb luck’ approach to the business results in low results. Since the ‘dumb luck’ agent isn’t doing a business start-up plan, we have no way of predicting results, because we can’t measure business-producing activities. We can only measure other ‘dumb luck’ agent incomes. That’s way too late to actively coach–or to terminate with purpose.

Are You a Pardon the Expression–‘Dumb Luck’ Manager or a Business Start-up Coach?

 Dumb luck managers just look at results; sales and listings sold. So, they are not aware that agents may be failing for months. If new agents expect to make a sale in month one, how many months do you think it takes for them to get dis enheartened? 2-3? Not long. So, once they’re mentally and emotionally out of the business, they will resist any help from you. They’ve decided they can’t make it in the business. They’ll stay awhile, though, for ‘dumb luck’ transactions. 

Leave Them Alone–They will Leave–and You’ll be Surprised

They’re nice. They are team players. Although they aren’t selling much real estate, they’re not causing problems, so you leave them alone. One day, they come in and tell you they are going to ABC Realty, because they will get ‘support’ there. They have a marketing person to help them, etc., etc., etc. You are surprised and dismayed. You thought they were happy with you, even though they weren’t experiencing much ‘dumb ‘luck–or any kind of luck. That’s the problem with leaving them alone until they fail. It’s too late for them–and you. It’s a huge retention problem. 

Tip: Even though they keep rebuffing your efforts at ‘help’, keep trying to put them into a business start-up plan, so they’ll come to the conclusion that you are on their side, and that is the way to create a concrete, predictable business. Then, if they leave, they leave without blaming you, or trying it with another company who provides ‘more support’.

Lead Generating on Purpose

Do you start your new agents in a specific lead generating plan their first week in the office? Is it made up of prioritized lead generating activities? Does it have ratios of activities to results, so the new agent knows whether he is on track to his goals? Here are my activity ratios that will result in 8-12 transactions the first year in the business:

20 contacts to get one buyer or seller lead

8 times of putting people in the car to sell someone a home

3 listing appointments to gain one marketable listing

80% of listings sell

80% of transactions close

What are the ratios in your office? Do you coach your agents to those ratios? Do they know the work it takes to consistently generate the income they want to generate? Or, are they counting on ‘dumb luck’?

 

    

Here’s the straight scoop on real estate as a career: Launching Right in Real Estate: What They Won’t Teach You in Pre License School. I’ve put the principles of a business start-up-plan, and I’ve laid out exactly what it takes to create a successful career-fast. Pre-order now here. Available April 30. $24.95 300 pages/eBook.
How many ways do you teach–and how often do you change your delivery? Is your class boring–or exhilarating to your attendees?

Quick! Count the number of ways you teach. Are you a ‘one-trick’ pony, or do you vary your teaching methods and strategies often?

The picture is from the last Instructor Development Workshop I just taught. My awesome attendees posted what they thought were the most valuable teaching strategies they got from the session. Wow–they won’t be boring presenters now!

Are you stuck in one method?

We all have a favorite method to teach. Why? Because it’s our behavioral ‘style’. Many of us in the real estate industry like to lecture. Admittedly, it’s the easiest. We can control the audience–we think! We are the whole show. We don’t want input. After all, we must know more than the students, right? We are experts. We want to provide lots of information, and we don’t have much time to do it. So, we talk–and talk–and talk.

The problem with the presenter being the whole show…..

Unfortunately, though, the attendees get real tired of hearing us in about 10-15 minutes. Oh, I know. A very few lecturers can be entertainng for longer than that. But, learning studies show that learning drops way off in a short period of time when the students are not involved.

How much do you want your students to learn–and retain?

You would think, that, the more we talk, the faster we talk, and the more information we provide, the more the students grasp and remember. But, as you can see from the study below, that’s not the case. If we’re just talking, the student retains only 20%. But, if we’re using various other training methods, the student retention goes WAY UP.

The REAL Reason We Rely on Lecture

OK. I’m going to throw back the covers on a dirty little secret: We lecture because we aren’t trained in other methods of teaching. In addition, the courses we are given to teach are not even courses–they’re little books, or ‘streams of consciousness’. So we grab them and talk.

The other big problem with relying on lecture

When I teach Instructor Development, the attendees always want to know how to deal with the ‘chatty Cathys’ or the ‘disruptive Dans’. So, let’s look at how those challenges occur. They occur when we rely on lecture. It’s easy to lose control when someone wants to take over and teach the class to us, or argue, or comment with a war story! And, that only occurs when you lecture or hold a discussion.

Divide and conquer

What if you could develop alternative methods to deliver your content? What if you could divide them in various ways so those chatty Cathys and disruptive Dans couldn’t run their schticks? What if you could control your audience with grace? What if you could help your attendees learn more and retain better? What if your attendees could find your training fun, exhilarating, exciting, and engaging? It’s possible if you learn and use other methods of teaching. That’s what we explore and practice in my Instructor Development Workshop, and my distance learning version, Train the Trainer.

Let me help your association or business quit those old boring lectures and make every course come alive with new, creative teaching methods. I’ll customize a training to meet your needs.
Are you doing sales presentations and need to capture interest and action?
Are you doing clock hour trainings and want to put the excitement and participation in your course?
Do you want me to certify your instructors to teach clock hour courses? Contact me and we’ll get it done! carla@carlacross.com

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!

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 is 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 Outa There 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:

Tips for Those First Critical Seven Days:

  1. Manager sends a welcome email  or snail mail (better) 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. (If you have an advisory council, this is a perfect match!)
  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 have experienced a well-structured onboarding program.

So, how does your onboarding system stack up?

Find out: Regularly survey your agents who have 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?

A Survey for You to Use: Next

In my next blog, I’ll share the survey I just did in an office where I’m consulting on their onboarding system. Boy, did I get some great feedback!

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.

What could your retention rate be if you had a superior onboarding system?

 

 

interview with clip boardOnboarding: Is it causing attrition or retention in your company? Do you know? Do you know how awesome (or not) your onboarding system is? Have you done a survey? (more about that in later blogs).

The biggest lesson in the onboarding process is starting each new agent with a proven lead generating plan.

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 is 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 is 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 money do they make their first year in the business? Do you know?

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.

Why not assure more of your new agents are successful fast?

This month is ‘training’ month. So, I’m writing blogs to help you train your agents to more production. In this blog, we’ll focus on your would-be agents–you know, the ones you’re interviewing right now.

Why Not Put Them to Work While They’re in Pre-License School?

Why aren’t your agents getting prepared to sell real estate while they are in pre-license school? 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 great checklist, 30 Things to Do Right (In Pre-License School) Now to Hit the Ground Running.

What The RE Schools Say about Preparing Agents to Sell Real Estate

Dearborn Real Estate Publishing has published my books for a long time. They work with real estate schools, and publish many books to help pre-license students pass the licensing tests. They just started doing a survey with real estate schools. The 2018-19 survey just came out.

You know that from hiring these people! In fact, I think we managers and new agents would say that pre-license courses do little to prepare people to sell real estate. And, in truth, that’s not the job the Departments of Licensing expect them to do.

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? 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 new 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

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 launching a pilot program to train would-be agents in the basics and get them ready to sell real estate. I’ll be telling you more about it soon. Wouldn’t it be great if you could hire someone you were 90% sure would be successful selling real estate–and was prepared to work to do so?

Save Time! Give Those Interviewees the ‘Scoop’ Here

Would-be agents have a million questions (!) and can take many hours of your time. Instead of answering over and over, give them this eBook and you’ll be able to get to an in-depth interview faster–and discover the talented ones, too! Check out What They Don’t Teach You in Pre-License School, now in its 2nd edition. Save time and hire great ones!

Apr
17

Should New Agents Get a Coach?

Posted by: | Comments (0)

Should new agents get a coach?

This blog is excerpted from my ebook, What They Don’t Teach You in Pre-License School.A�A�

I wrote this eBook to save prospective agents and managers time during the interview/selecction process. Here’s an excerpt from the eBook, discussing whether agents should get a coach, mentor, or…..:

New Agents A Looking for Support–Sometimes in the Wrong Places

As youa��re interviewing {this is from the new agent’s perspecive}, 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

Which of these are good for you? Herea��s my advice on coaches. Watch for future blogs on enlisting a mentor, joining a team, or becoming an assistant.

The Coach

I hope your manager will become your accountability coach. But, many managers promise to a�?coach youa��. However, that quickly becomes a a�?got a minutea�� answer man function instead of a focused, linear, goal-oriented action coaching. You dona��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 outA�lined with checklists and systems. Ask, a�?What system are you going to use to coach me?a�? You need a specific game plan, because you are new. You have no history..
  2. The specific program should be related to a a�?game plana�?a��a busiA�ness start-up plan. Ask, a�?What game plan are you going to use?a�?
  3. The coaches should be trained and coached themselves. Ask, a�?Whata��s your coaching background, and what sales principles do you believe in?a�? 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, ideA�ally, 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 youa��ll be paying just to talk to someone every once in a while).

Types of Coaches

Professional coach: Someone trained to coach, who uses a specific program and who is paid to be your coach. If youa��re considering a professional coach, find out the specific program the coach will use to coach you. Get expectations in writing, and give your expectations in writing. You should expect to sign a 3-12 month contract.

Manager coach or in-office coach: Someone who may be trained as a coach, who has agreed to coach you. May be paid from your commissions or from a combination of office/your commissions. May be paid on an hourly based by the agent. Be sure this coach is prepared to be your accountability coach, has a specific schedule with you, and a specific start-up plan to coach you. Otherwise, youa��re just getting an a�?advice sessiona��.

Peer coach: Someone in the office, an agent, who has agreed to be your coach. However, this could be anything from

  • Answer questions
  • Let you a�?shadow thema�� (see how they do a listing/buyer presentation or offer presentation)
  • Be your accountability coach

Most peer coaches dona��t have a coaching program to coach to, and havena��t been trained. They are also at a loss with what to do if the agent refuses to do the work.

If youa��re going to work with a peer coach, get in writing exactly what that peer coach is willing to do with and for you. Bad peer coaching can turn into a nightmarea��for both parties.

Agentsa�� advice: Dozens of experienced agents have told me they wish they had started with a professional coach. If you can find one to trusta��and to followa��youa��ll shorten your learning curve dramatically and easily pay for the coaching fee. Plus, youa��ll establish a successful long-term career.

In the next blogs, wea��ll discuss three a�?safety-netsa�� that some new agents considera��because theya��re afraid they will not be able to generate enough commissions by relying solely on their

own work.

Have All the Answers You Need to Make the Best Business Decision for You?

If you’re interviewing tons of prospective agents, you’re spending lots of time at it. Why not let Carla answer some of the most important new agent questions–and free you up to do a real interview? Check outA�my ebook, What They Don’t Teach You in Pre-License School.A�

You’ll save lots of interview time and help the winners choose you!