Is Your Highest Producer REALLY Your Best Producer?
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Is your highest producer really your best producer? Not necessarily. We managers are frequently asked to ‘quartile’ our team, or evaluate our team members–to somehow rate the salespeople with us. Usually, we just start with the highest producer and work downward. But, is your highest producer your best producer?
‘Weigh’ Your Team Members Using your Values
When I was teaching CRB (Council of Real Estate Brokerage Management) courses nationally, I frequently heard the comment, “My top agent is not a team player.” Brokers complained their top agent didn’t represent the best in the company. So, the question is, “Is that really your top agent? Maybe not–and not, for sure, if you value team play!
Your mission should define your rating system. Bring out your vision or your mission statement. What values do you hold dear? Do you say that your salespeople are ‘team players’? Do they provide exceptional customer service? Have they committed to a long-term career? Is one of your values that each member is contributive?
Develop a Weight System for Accurate Evaluation
Let’s say that your five top values are:
Production
Team player
Customer Service
Longevity
Company contribution
Assign a range of 1 to 4 points to each value (4 is the highest score). Finally, score each agent in each of the five areas. Now, list your agents, starting with the highest cumulative score.
Why Values-Based Ratings are Important
Your values define you and your company, both within and with your clients. When you tout the ‘highest producer’ you are inadvertently endorsing that set of values as the values most important to you. Unfortunately, what we wish for we frequently get! In this day in age where the consumer is wary of ‘salespeople’, it’s time to define, rate, and reward your salespeople with the values you treasure. You’ll change the culture of your company for the better, and start hiring to the profile you really want.
What did you find when you developed a ‘weight’ system? What did you use as areas? What can you add to this discussion?
Tip: If you have an assistant manager, designated broker, or coach, ask them to also rate your agents. What do you see as differences between yours and their ratings?
A�Why Not Get Further Faster?
You have great ideas. But, you’re not sure if they’ll work. How about bouncing those ideas off a seasoned, successful coach? You have lots of systems you want to get in place. But, you know it would take years of ‘test marketing’ and design to get them finished–and you don’t have years. Sign up for a complimentary consultation with Carla Cross and see if Leadership Mastery Coaching would benefit you.
Tips To Put some Pep into Your Career Nights
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Are your career nights frankly boring? Here are some tips to put some pep into them.A�A�Are they dazzling, informative, and truthful? Or, do you just plow through the material and hope, at the end, you’ve ‘covered the material’? Career Nights are one of the 11 methods of finding recruits. Why not optimize your chances of finding more winners?
See the bonus for your Career Nights, too, at the end of this blog.
Here are three ways to assure your Career Nights involve, provoke, and capture the attention and imagination of your audience.
1. Help them discover their own business attributes
Are you using some analytical tools that help the attendees discover if they would be a ‘fit’ for real estate sales? In my new eBook, What They Don’t Teach You in Pre-License School, I provide some analytical questionnaires for would-be agents so they can discovered whether they would love real estate sales.
Point: It’s much more interesting talking about yourself than hearing others talk!
2. Provide them a solid job description
But, don’t just hand it out. Instead, work with them in listing business-producing or business supporting activities. Help them prioritize the activities that make them money–and cost them time. What They Don’t Teach You in Pre-License School has a job description for a successful real estate agent. Do you provide a job description at least–during your interview?
Point: Most agents never get a job description, and end up doing many things that don’t make a difference in their careers.
3. Help them discover their ideal job
In the pre-licenseA�ebook, I haveA�attendeesA�answer a questionnaire that helps them discover their ideal job. The truth is that some people will love selling real estate, and many won’t. Wouldn’t it be better for everyone involved to figure that out prior to making the decision to go sell real estate?
Point: We don’t need more licensees. We need more people who will love selling real estate and be compelled to do it well!
What do you include in your Career Nights that makes it exciting, involving, and truthful? Is it helping you choose winners?
This month, when you order my eBook below, I’ll include the documents from the eBook ready to use in your Career Nights.
Save Time and Make your Interviews Work for You
See more about that eBook here. There are dozens of ideas you can incorporate into Career Nights, your interviews, and your recruiting packages.
You’ll save hundreds of hours in time, too, so you won’t have to do ‘informational sessions and can concentrate on those invaluable screening interviews.
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?A� 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 eBook, What 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.A� 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.)
Take It a Step Further
Why not create a 4-6 module course based on this checklist. Do it evenings, with assignments for the attendees. You’ll be able to see who is willing to go to work. Now, you’ll be able to hire the best!
Save 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!
Recruiting: The System You Need for your Interviews
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We’ve discussed the importance of systematizing your recruiting. I’ve given you information about the contents of a pre-first visit folder. Now, let’s take a look at the folder you need to create for that all-important interview process. First: Do you have a firm system for your process? What percent of interviewers do you think use a planned method? What percent ‘wing it’?
Note: Although we know recruits are the lifeblood of our offices, it’s amazing how we continue to try to ‘wing it’ during the interview process. Assembling these materials will assure that you never are flying by the seat of your pants–or look like it to the candidate!
Keeping Track of Candidates is Tougher than it Seems When You’re in the Recruit ModeA�
How are you going to keep track of each candidate? If youa��re interviewing five to ten candidates per week (the number necessary to build your office at a rate of 4-5 people per month), you will need a method to keep these candidates in mind. (Ita��s really embarrassing to wrong recall something about a candidate in an interviewa��and find out you have the wrong a�?Barrya��a��.)
Herea��s what should go in the candidate selection folder:
- A�A�A�A�A�A� Phone interview questions and candidate notes from phone interview
- Candidate needs assessment questions
- Candidatea��s application (be sure your attorney reviews this for legalities)
- Candidate behavioral predicting questions See The Complete RecruiterA�and Your Blueprint for Selecting Winners–information on these resources is below)
- Post-interview checklist
Of course, prior to the interview, youa��ll want to gather your presentation and a notepad to keep notes.
Armed with these tools, you’ll not only appear to be organized, you WILL be organized. Your good candidates will appreciate your professionalism, and will be drawn to you. The poor candidates probably won’t care (and neither should you…).
For a checklist of recruiting processes and systems needed, click here.
Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A�
Here’s the only comprehensive interviewing process I’ve ever seen in real estate. Why not be better than those other interviewers with the best professional system you can use?
Check out Your Blueprint for Selecting Winners.A�
Recruiting: What You Need in Your Pre-Interview Package
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Recruiting: Here’s what you need in your pre-interview package. This month, I’m focusing on recruiting and selecting systems, to help you work faster and better and recruiter winners.
Remember the Chinese water torture? Drip, drip, a drip at a time. That’s the key to recruiting successfully. Herea��s another a�?dripa��. Youa��ll want to provide your candidate after that first interviewA�another package with the information you think the candidate will find useful. Herea��s why:
We remember only 10% of what we heard three days later!
Unfortunately, candidates dona��t remember much of what we discuss in the interview. Or, they remember it wrongly. It seems easy to us, but, it becomes a muddle to them when they interview five companies in as many days. So, take the time to assemble what I call the a�?after first-visita�� package or post-interview process. In it, youa��ll reiterate important points, and again differentiate yourself and your company.
Systemize Like your Great Agents
Great agents assemble these packages for sellers and buyers. You are modeling the behaviors you want to teach the agent. You can explain the parallels in the interview process. This is a very strong recruiting strategy. The old adages
A�We believe what we see, not what we hear
and
A�Do as I do, not as I say
are true, as we know a�?in real lifea��.
In Your Post-First Visit (Post-Interview) Package
Here is a sample list of the materials you may include in an after-first visit recruiting package. Note that some of the material is duplicating your pre-first visit package. Also, sometimes you wona��t have the opportunity to provide a pre-first visit package. Of course, youa��ll always have the ability to customize each package. However, ita��s much easier to do this from a prepared package than to start from scratch each time.
Letter from the manager explaining whata��s in the package
- A�A�A�A�A�A� Training calendar (you do have one, dona��t you?)
- A�A�A�A�A�A� Training brochure
- A�A�A�A�A�A� Company/office/manager story
- A�A�A�A�A� Attractive company/office/manager statistics
- A�A�A�A�A�A� Articles featuring company/manager
- A�A�A�A�A�A� Costs of affiliating A�with explanations
Bottom Line: Youa��re Proving your Competency to Each Candidate With Every Recruiting Process You Do
Well-assembled packages reflect clear thought processes. Merely putting these together will clarify your recruiting and selection story. It will help you figure out and communicate your culture and values. It will provide you differentiation and memorability. It says to the candidate, a�?I prepared for you. Your time is valuable. I am here to dedicate my skills and talents to help you develop your business.a�?
You will recruit more and better agents, you will save time, and you will be able to delegate or a�?clonea�� yourself by hiring a manager or recruiter when the need arises.
For a checklist of recruiting processes and systems needed, click here.
Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A� 
Recruiting: Do You Have Systems or do you ‘Wing It’?
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Recruiting: Do you have systems, or do you ‘wing it?’ At the end of this blog, I’m providing you a checklist of the systems you need. See how prepared you are!
When you look at allA�the organization required to systematize your recruiting, it can be daunting. So, why not start with the packages?A� Here are the packages you need:A�
- A�Folders to hold all selection materials/processes for each agent interviewed
- Pre-first visit package (sent prior to the interview)
- Your interview process (application, your analysis forms, interview format, questions, etc.)
- Visual recruiting presentation
- A�After first visit recruiting package
Why are these packages important?A�It takes six to eight times of meeting someone before you remember that person. In some sense, recruiting is like what one of my old bosses called the Chinese water torture: You must just keep dripping, dripping, and dripping on the candidate so you are
- A�memorable
- A�perceived as more professional than others the candidate will be interviewing
Savvier Candidates Require Savvier Recruiting Organization
Assembling and using these packages shows your candidate that you are organized, interested, and dedicateda��both as a manager, and in helping that person create a viable career. A few months ago Charles Dahlheimer wrote an excellent article in The Real Estate Professional– an analysis of 2010. In it, he noted that more college-educated people are coming into real estate today. You can read the whole article here.A� Because these candidates are more educated than before, ita��s important to present yourself in the same light as other professionals in other fields the candidate may interview. And, ita��s important that you create polished, well-thought-out packages that appeal to these candidates.
Start the Process: Just Throw a�?Possibilitiesa�� in a Folder
The best way, Ia��ve found, to create packages, is to first simply create a folder (either hard copy or on your computer), and start throwing possible inclusions for that package into the folder. Dona��t judge them! Judging them prematurely will not get you anywhere. As a musician, I know creativity is messy. In fact, the most inhibiting action to creativity, I think, is that we energetically critique every possibility when we try to construct something. So, too many times, we end up with not starting! Instead, squelch your impulse to judge anything until you have all your possibilities. After that, you can prune and prioritize. In my view, ANY prepared package is better than none!
Note: Because most recruiters dona��t have systems, any organization and system you have created with stand out.
Communicating your a�?Memorability Factora��
In the next blogs, I’ll go more deeply into what can go into some of these packages. Ia��m going to give you my recommendations for three packages. More importantly, though, you decide the overall messages you want to convey through these packages. As the candidate reads the package, what do you want them to think about you? What values and culture do you want to communicate? What objections do you want to anticipate via each package? What misconceptions do you want to correct?
For a checklist of recruiting processes and systems needed, click here.
Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A�
Start Here with Creating a true Recruiting ‘System’ (and save over $100)
If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Recruiting and selecting: Are you systematized or scattered? I”m focusing on selecting and interviewing in this series of blogs. Why? Because most managers just ‘wing it’!
Most managers are surprised, when they start managing–with the demands of their new job. Many times, they didna��t
know they would be expected to recruit! One manager I was coaching in a group, told me his owner assured him he wouldna��t have to recruit. Then, a couple of years into the job, the owner hired me to teach the managers recruiting skills. Boy, that was an interesting situationa��.As you can imagine, the manager felt betrayed. At least he learned to trust me enough to confide in his quandary.
In fact, managers typically thought they could stop lead generating when they became managers. Not so fast. Recruiting is job # 1 in a managera��s job description.
A�Where are the Recruiting Systems?
Some managers expect to walk right into an office and put those recruiting systems in place to work. You can imagine how surprised they are when they find out there are no systems to aid in recruiting. And, without systems, recruiting becomes way too daunting a task. Especially, too, if youa��re a new manager and have no clue how to recruit!
How Managers Cope
In fact, many managers push it further a�?down the daya��, until exhausted and beaten down by the demands of their job, they say they just dona��t have time to recruit.
Systems Solve All Those Problems
You know that systems gain us time. They allow us to prepare prior to a crisis situation. Systems are also teaching tools. We follow systems to learn how to do something. Systems create great habits. For our discussion today, Ia��m going to divide recruiting systems into external and internal.
A�External Recruiting Systems
Perhaps youa��ve used recruiting lead generating companies in the past. Those companies either supply you leads, or supply you cards to send to your recruits. Thata��s great. Those are systems. But, Ia��m not talking about those a�?externala�� systems. Ia��m talking about a whole other group of systemsa��internal systemsa��those systems you develop to a�?runa�� your recruiting plan.
A�A Day in the Life
Youa��ve seen agents in constant upheaval without systems. They get a listing appointment, and they run around attempting to put together a package or presentation. Youa��re constantly telling them to prepare, systematize, and package their presentations so theya��re ready at the drop of a hat.
Okay. How systematized are you in your recruiting? It’s just like the agents’ lead generating, right? Are you always ready when that recruit shows up? Do you have the packages in place to show that recruit that you are really professional. Or, like the agent, do you run around trying at the last minute to get your act together?
A�A Successful Recruitera��s Tools and Systems
A�Successful recruiters organize their recruiting and selecting processes just like successful agents do. You need:
1. A database and contact management software
2. Folders for each candidate (enough pre-set up files for one montha��s interviewing)
3. A system to pre-screen, interview, and choose the right candidates
4. The recruiting packages to support your efforts
You can delegate the packaging and systematization to an assistant, so you can do the important activities to build your company: Recruiting, face to face interviewing and selection!
In my next few blogs, Ia��ll break down what goes into each package and system.
Question: What percent of managers interviewing do you think have these systems?
Start Here with Creating a true Recruiting ‘System’ (and save over $100)
If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Are You Talking Too Much in the Interview?
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Are you talking too much in your interviews? This month, I’m focusing on great selection practices.
Instead of muscling a sale or a ‘yes’ from a recruita��.ask questions. Lots of questions. Probe to find out more. Keep finding out more until youa��re really sure you know what they mean. Let me give you an example:
The recruitA�says, a�?I want a a�?deala��.a�?
Do you jump to a conclusion because you know what a�?deala�� means? Dona��t. You may be surprised. Instead, ask questions at what a�?deala�� means to that recruit. When you know exactly what the recruit means, you can proceed to find what theA�really wants–instead of what someone else told him he should ask for!
A Pre-Screening Process for New Agent Candidates to Save you Time
Ask these questions before you spend time and money chasing candidates who dona��t meet your standards.A� Click hereA�to get the complete process.
Use In-Depth Questionnaires to Discover Real Needs
Besides using these preliminary questions, always use written in-depth questionnaires so youa��ll know
- The benefits to the features/needs stated
- Hidden objections you may not discover until too late
- Motivations to buy that not even the a�?buyersa�� realizeA�they have
**Ever heard the term a�?buyers are liarsa��? I think thata��s not really the case. I think that we dona��t ask the right questions to help buyers (our recruits)A�clarify what they really want. Most a�?buyersa�� of services dona��t know what they really want. They think they want a better commission split. But, what theya��re really looking for is the motivation provided by secrity. That means different things to different people.A�Find outA�what’s really motivating your candidate, not just what he says to your basic questions.
Ask the Right Questions in the Right Order and You Wona��t Have to a�?Closea��
Finding the motivators of your a�?buyersa�� is key to helping them make the right buying decisions for themselves. All you have to do to a�?closea�� is to remind them that this a�?producta�� fulfills their needs. And, how do you get there? By creating and using the right questions in the right order.
Dona��t forget to grab your pre-screening process:A� click here.
Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ve provided you the complete process for a professional selection process. Do you have one right now, or are you ‘winging it’?
The BEST Question You Can Ask a Candidate
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Do you know the best question you can ask a candidate? I know. You have your favorite questions. And, this month, I’m going to focus on the selection process. Why? Because we managers have the least training in it, yet more hinges on our skill in this process than any other–maybe except lead generating for recruiting.
What’s your favorite interview question? In the next few blogs, we’ll discuss types of interview questions. Some are great, some are okay–but some are misleading or worthless.
The Category of Question You Should Always Include
Are your favorite questions present or future-based? If so, beware. You’re being misled. I’ll explain more in a future blog. But, for now, I just want to focus on the category of question that assures you get the truth about the candidate: the past-based question. A� That question begins with “In the past, was there a time when you…………………” Why is that type of question so powerful? Because candidates seldom lie about their past when they are posed a question like that. Also, even though this is the best type of question you can ask, few managers are trained to ask a majority of this type of question. In a later blog, I’ll show you more about creating this type of question to find out the quality you’re looking for.
The Question You Want to Ask
Here it is: “When did you get your first job?”
Why is that so powerful? Because it demonstrates the qualities you’re looking for. According to my surveys of thousands of real estate pros, the vast majority of successful real estate pros started working as kids! This shows their ingenuity, belief in themselves, and determination that they alone are in charge of their destinies. Imagine some of the answers you’ll get, and what those answers will tell you:
“I got my first job at age thirteen.”
or
“I just started looking for a job. I’ve been living with my parents. They support me, and I really want to find the right job for me (I’m 27 years old).
What do these answers tell me about the candidate’s likely success in a business that requires self-confidence, ingenuity, tenacity, and ability to do it themselves?
Keep Probing about that Answer
One of the big mistakes we interviewers make is that we jump from question to question before we find out what’s really going on. So, don’t do that! Stay on that same question/answer and probe. Imagine some of the probing questions you can ask about that first answer: “How did you happen to get the job?” “Why did you want a job?” How long did you keep the job?” What did having a job at age 13 teach you?” What will the answers tell you?
Sometimes Our First Job Tells us what We DON”T Want to Do the Rest of our Lives
The reason that I wrote this blog is that I just read an article about Fred Hassan, CEO of Warbug Pincus, a private-equity firm. He said his first job was a produce picker and cannery worker. He said he learned about getting up early and working hard. And, he said it convinced him that he was very lucky to get to go to college and escape manual labor. I had a similar experience. As a 6th grader, I started picking strawberries and beans in our little town of Lebanon, Oregon. It was back-breaking, hard, sweaty work, and I vowed I’d use my brains and my talent to make a living–instead of doing manual labor!
Let me know the answers and insights you get from asking the question, “When did you get your first job?” (Remember to stay on that question and probe, probe, probe!)
Is Your Selection Process really Professional?
Quick. Write down the 9 steps you take through your selection process. Difficult, isn’t it? Most interviewers just wing it, spending most of their time selling the company. Wrong! Find out the 9 steps Carla shows you that keep you in control of the interview–and help you stand out as the exceptional manager that desired candidate wants to work with.
Your A�Blueprint for Selecting Winners is only $79,95, and it’s immediately downloadable. This resource will save you thousands of dollars of hiring mistakes!
Click here for a detailed description.
If You Thought You Knew Motivation, Surprising Truths
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If you manage someone: Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get our agents into the market.
Motivational Methods Must Change
In his revealing book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional a�?carrot and sticka�� motivational methods just dona��t work for us today. Ita��s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.
Why Money Doesna��t Work as a Motivator
First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberga��s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when therea��s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if youa��ve tried motivating your kids with moneya��or threats (the carrot and stick).
I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.
Best Motivators to Motivate Others
Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:
- Autonomy
- Mastery
- Purpose
Questions to Ask Your Agents to Get Them Excited Again
AboutA� Autonomy
Are you in charge of your own business, or are you waiting for someone else to tell you what to do?
Do you expect your manager to make you go to work, or are you self-directed and self-starting?
Are you disciplined in your business, so you can enjoy that autonomy?
Seth Godin, author of Tribes,A� says about autonomy: The art of the art {of autonomy} is picking your limits. Thata��s the autonomy I must cherish. The freedom to pick my boundaries.
My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?
AboutA� Mastery
Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?
About Purpose
What excites you so much you cana��t sleep at night?
Is there a way to translate that to your real estate business?
The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether ita��s in the arts, sciences, or business.
Teresa Amabile, Professor, Harvard University
What changes have you seen in what motivates people? The signs are all around you!
Our Coaching Helps You Motivate
Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.