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.

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Blog-CoachYou worked hard to help your agents gain business plans for the coming year. Now, optimize that work!

Are you using your agents’ business plans to coach all year? If not, you’re missing out on leveraging that plan!

First, congratulations! You’ve helped your agents each gain a business plan. That’s a huge key to their success–but only the first step. Now, how can you capitalize on all that work (both you and the agents?) It’s not enough to teach them to plan, or even to sit down with each agent and work through their plans. In order to really help them use those plans as a guide all year,  use that business plan as a platform from which to coach the agent all year.

Here are the basics of coaching to a business plan.

How often should you coach?

That depends on the agent. For newer agents, coach more frequently (at least monthly). For seasoned agents, coach a minimum of quarterly and better yet, monthly.

What should you coach to?

You’ve provided your agent with a method to set goals in finding, working with, and closing clients (I hope you’re using my Beyond the Basics of Business Planning system.) You have provided your agent a method to measure results. You’re going to use the numbers that the agent is generating by measuring the results of his business plan:

First, the goals: Lead generation, listings, listings sold, sales.

Lead generation

Listing/sales appointments

Listings

Listings sold

Sales

You’re going to help the agent translate the activity numbers into ratios so the agent knows the work he must do to reach his goals.

Why bother to use the business plan as a foundation for coaching?

Because, otherwise, you’re just giving advice or doing ‘crisis management’. You want to be perceived as a trusted business coach, helping the agent grow his/her business.

Big questions: Is the planning system you’re using

1. Helping the agent assess his business–where he’s been?

2. Helping the agent set realistic goals and an action plan that translates into daily activities?

3. Includes an accurate method to measure the activities and results of the activities so you and the agent can make fast adjustments?

Man-Walking-Up-Stairs-to-GlobeWant Some Support to Get Your Agents Business Plans?

Contact me to find out how I can educate your agents on business planning and support and coach you as a leader. Give me a call at 425.392-6914 or email me at carla@carlacross.com. I can do a webinar series for you, supply you will all the planning documents, and help your leadership coach your agents–at a very affordable cost with big pay-off for you.

head in the sand a salespersonDo your agents have their business plans for this year? Have you been avoiding the issue, hoping they would do it on their own? Not going to happen…..What’s YOUR plan to get them business plans?

What Doesn’t Work

It doesn’t work to hand them those planning documents and tell them to get them done. It’s useless. You need to teach them the process, be involved in the process, and coach them through the process. Then, you’ll motivate them to complete those plans. Also, when you treat this as important, they will respond.

What Does Work

Here are 3 ways to get your agents to do business plans:

1. Get the best planning ‘templates’ you can find, so your agents have a good planning process to follow

2. Do a class on business planning, using a proven step-wise process, along with the planning templates you’re going to use (In my online business planning system, Beyond the Basics of Business Planning, I have 2 webinars for your agents to take them right through the process, along with the documents. I also have provided you the outline for a class, if you’d like to teach it. You can use my agent webinars in your class, too).

3. Sit down with each agent and help that agent flesh out the plan. It may take more than 1 meeting. Are you willing to commit?

Level of Support

If you’re willing to provide that level of support, you will have much a better chance of getting business plans for each of your agents.

Question: Did YOU create a business plan for your office? It’s not too late to get that done, too. Then you’ll know exactly how to make a plan. (See my online program, Beyond the Basics of Business Planning, for the documents and guidance you need to create a great office plan.)

Man-Walking-Up-Stairs-to-GlobeWant Some Support to Get Your Agents Business Plans?

Why not contact me to find out how I can educate your agents on business planning and support and coach you as a leader. Give me a call at 425.392-6914 or email me at carla@carlacross.com. I can do a webinar series for you, supply you will all the planning documents, and help your leadership coach your agents–at a very affordable cost with big pay-off for you.

Jan
22

Got Your Training Calendar Done?

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Why do you need a training calendar? 

I’m going to focus on training, presenting, and facilitation for these blogs. Why? Because I see a real need for us to become masters of these areas, to help our agents and affiliates succeed at a higher level.

No Training Calendar…..

–with little rhyme nor reason as to why those events are put on the calendar. Don’t let that be you!  Without a training calendar, you don’t know if your training is working to help you meet your goals. You don’t know if your training is getting results. And, your associates certainly don’t know if you have a busines plan with a training component.

What That Training Calendar Will Do for You

It will:

1. Organize your training as part of your business plan for next year

2. Have a time-saving guide to implement the training you need for your company to move forward

3. Use the training calendar to recruit (internal AND external)

What percentage of real estate trainer/managers organize their training events on a calendar? From my experience, less than 20%. In fact, I doubt most managers make training a part of their business plan! Yet, training is the second-most important component to move our productivity and profitability up (recruiting the right people is #1).

Problems with Most Training Calendars

Before you read this paragraph, if you don’t have a training calendar, grab a calendar and write down the training events you intend to do next year. Now, let’s take a look at the 3 biggest problems with training calendars:

1. They don’t focus on the training events that can change the profitability and productivity of the office (too many ‘technical’ courses, and not enough sales courses)

2. They don’t focus on training events to meet the needs of each of your career life cycles (new, growth, and maturity)--they are skewed to one group of agents–usually new)

3. They don’t consist of measurable training, so you know what works

Take a look now at my analysis tool, to help you figure out if your training calendar is doing the job:

Your Training Calendar.

Affiliates: Share this blog and training calendar analysis with your brokers. They will thank you, because they’ll save time, effort, and get more agents into those training programs.

Question for You

What did you learn from your analysis?

trainer

Let Me Help Your Trainers Refine Their Skills

I help associations and companies help their trainers become masters, try new methods, keep their audiences, awake, and become more creative. Contact me and we’ll talk about how I can help you. 

Are you rewarding the behaviors you want? And, if so, how?

In this series, I’ll be providing tips to trainers, managers, and coaches on how to get behavior change–in the most positive way. That’s the way to move people forward with confidence.

Whether you’re a trainer, a manager, or a coach, you want to see changes (for the better) in your ‘clients’. How can you accomplish that?

By catching someone doing something they should keep ‘in their repertoire’ and rewarding it.

They want to keep their audience’s attention. I’ll be blogging about that during this series. Right now, I want to narrow this down and talk about one way to get and keep your audience’s attention–and it works to motivate anyone you’re working with:

Behavior that’s rewarded is repeated.

That’s the good news–and the bad news. Generally, when you compliment or reward someone for a good behavior, they will continue that behavior. But, in addition, people will repeat bad behaviors, too, if they are rewarded for them (the prisons are filled with people who demonstrate this truism).

Negative Nellies or Bash ‘Em Bobs?

To further complicate matters, some people were raised with negative reinforcement, and respond primarily to negative reinforcement (“you’re not good enough, you’ll never be able to do this, etc.”) These are the people who beat themselves up dozens of times in their heads for any mistake they make. In evaluations, they’re always hard on others. I had one of these people tell me, “You were great, but I only gave you 8 out of 10. I never give anyone a ’10.” Well, guess what, he is harder on himself that anyone else! That’s a tough way to live, but someone people always look at the dark side.

Accentuating the Positive

I don’t think, generally, that using negative reinforcement is a good strategy to employ, whether in or out of the classroom. So, I’m going to concentrate here on positive reinforcement, and specifically how to do it in the classroom. 

Getting and Keeping Their Attention in the Classroom with Rewards

I just did an instructor update with the very capable instructors of the Realtors of South Central Kansas. One of the topics they requested was some strategies to get and keep the audience’s attention. Let’s zero in, then, on one surefire way to do that, and it’s quick and easy to implement. Not only does it keep people’s attention, it rewards them for those positive behaviors.

For example: What do you do, as an instructor, when someone does a great job in a role play you’ve set up? You reward that behavior. So, here’s the principle: 

Use giveaways for great performance.

What do I mean? Here are some:

One of your favorite books (especially related to your topic)

A pamphlet or book you wrote (I have a small book, literally a ‘small book’ of Big Ideas, that is perfect for this. See it here.*

A CD or DVD

Starbucks card

Entry into a future seminar you’re giving/webinar, etc.

*I’m doing a presentation for Fidelity National Home Warranty Company next month, on how to present at sales meetings to grab people’s attention. So, guess what I’m going to be giving to the facilitators? You got it, the Small Book of Big Ideas!

You’ll Have Everyone’s Attention!

When you reward someone in front of others for a great performance, or being the leader of a group, or being reporter, you can be assured everyone will pay attention. You’re taking the spotlight off yourself and putting it on one of your audience members. 

The big question: What are you doing with your students in the classroom that sets up an opportunity to provide positive reinforcement with rewards? (like role play, reporting, small group facilitation, etc.).

Remember, behavior that’s rewarded is repeated, and you’ll grab and keep their attention!

 

 

 

 

 

Do you tell everyone that your agents are a ‘team’. Really? Read what it means to be a ‘team’, and some of the steps to take to get there–and the benefits.

‘Team’–or, “You’re on your Own”

In real estate, for years we said,

“We don’t need to think of ourselves as a team. We’re independent contractors. We work alone.”

That perspective has certainly changed in the last few years, and it’s a continuing trend. Why? Because the challenges are so much greater. The needs for specialists is so much greater. Both managers and agents are learning the benefits of a synergystic team. And, for managers, it gives them an opportunity to stop that old ‘top-down’ management style and step into participative management

Who Has Supported You in your Life?

Think of a time in your life when you accomplished something noteworthy. Were you completely alone? Or was someone with you? If someone was involved in your accomplishment, think of how that person was involved. Did he or she help you get that done? Taught you the skills to do that job? Encouraged you?

That exercise always elicits smiles, warm memories and enthusiasm. And no one with whom I’ve done that exercise has ever said that he or she accomplished something important alone. Wow–you were a part of a ‘team’!

Management tip: Try that in your real estate office. See what kind of response you get. Then hold a discussion using the points in this and my next blog.

No One Succeeds Alone

What about talented people? Can they master skills alone? The answer is no. (I said ‘master’, not slop through……). Since I have been a musician from age four, I thought about my musical experiences and how much musicians can accomplish alone–or not. I concluded as I thought about my musician friends, that, no one could succeed to a high level without outside coaching.

As I grew up, I watched innately talented musicians get stuck. Why? They could take themselves only so far without some coaching. (You would call that ‘playing by ear’ For example, many found they had to learn to read music to achieve their goals. Why? It is impossible to learn a Beethoven sonata by ear–accurately! It is simply too long. I don’t know anyone who taught him- or herself to read music alone. And that just the basics.

We musicians know that we can’t hear ourselves play or sing well enough to correct all our mistakes. We tend to get into bad habits, and keep repeating them. We need a coach with a great ear to help us refine our performances. And the need for coaching never ends, as long as we want to maintain levels of performance.

Who Is Supporting You to Master Real Estate Management?

It is time to acknowledge that none of us can master real estate alone. How did we ever create the folklore that we had to work alone in our endeavors to achieve accomplishments in real estate? I can’t think of a skill that anyone can master where the practititioner had no teaching, coaching, mentoring or encouragement.

We Damaged the Real Estate Industry….

By perpetuating this folklore, we have damaged the real estate industry. We did the easy, expedient and inexpensive thing: We told our sales associates that this was an an ndependent business–that they were in business for themselves. (We are, to great extent, but that doesn’t assume we hve the SKILLS to run those businesses!) We trashed our training programs. We forced our sales associates to seek outside coaching and consulting.

What we got was a very uneven standard of performance, and we created adversarial relationships among sales associates and between sales associates and managers. What we allowed were uncommon goals, more competition, less cooperation–and we did it with a bunch of people who already are highly competitive. We threw out leadership and what we got was anarchy, in some cases.

Leadership Steps

Start coaching your sales associates again. Help them discover that no one achieves alone. Then start building a team atmosphere. What do I mean by a team? Not what you might think. Don’t get up in front of your sales associates and say, “We will accomplish more together as a team.” So now we are a team. That’s ludicrous. And yet, that’s exactly why so many teamwork concepts fail. Teamwork is not an announcement. It is a process–a process that requires skills that many managers, and sports coaches, have not mastered.

What Exactly is a ‘Team’?

A team is not a rah-rah group of people drawn together in a power play. A team isn’t a social group. A team isn’t a group of people who agree to do things the manager’s way, or whoever is the a boss– such as the dominant sales associate. A team is two or more people working on a common task, focused on mutually agreed to and mutually beneficial results.

You can think of the team acronym, “Together Everyone Accomplishes More.”

What do you think? What’s your experience in a ‘go it alone’ atmosphere, versus a team atmosphere?

Here are the 5 great performance principles I learned from my piano teacher.

Why are these so important? Because, as trainers, we want to

change behavior,

 

 

not just impart information!

Big questions right now: Are you training with methods that actually change behavior, or are you just imparting information you think will help your students?

PS. If you want creative training techniques that really do change behavior, check out my unique course, Instructor Development WorkshopOr, see my distance learning version, Train the Trainer. Both qualify instructors to teach clock hour courses in Washington state.

Why Some Get Results–and Others Don’t

Recently, one of my coaching clients (an owner of a real estate company) asked me, “Why do some trainers and coaches get great results and others don’t–but seem to be working as hard?”

Great question, huh? In fact, if we trainer/coach types knew that answer, we could build our systems so that we assured great performance! So, I went back to my ‘former life’–that as a musician and piano/flute teacher, and thought, “Why do some piano teachers create great performers–and others don’t?”

Why Use Piano Teachers as the Analogy….

I use the analogy of the piano teacher, because it’s easy to hear differences in sloppy and great performance. I’m sure you’ve heard 2 people play the same piece of music. One plays it accurately and one just kind of slops through it. Or, some piano teachers’ students drop out, unmotivated to practice, while others stay motivated, challenged, and achieve high performance–even if they don’t seem to have great talent.

Five Proven Components for Great Performance

From having taken piano lessons since age six, gaining a degree in piano performance, and having taught piano at the grade, high school, and college level, I’ve had an opportunity to see the great and the not-so-great–both teachers and performers. Here are the five components I’ve discovered make the biggest difference in great performance (which is what you want to shoot for when you teach!).

1. Great piano teachers screen in and screen out.
They don’t let just anybody take lessons from them.

Trainers and coaches: What’s your ‘screen in’ process? Do you have one? Do you have a list of questions you ask? In our coaching company, we have a prescribed list of questions we ask potential clients (and we unfortunately have to turn down some). I even have a Coachability Assessment I provide potential clients. Click here to request your copy.

2. Great piano teachers set expected standards (minimums) during the screening process–not after the lessons start!
Those standards include: Amount of practice each day, recitals attended and played in, going to lessons, etc.

Trainers and coaches: What do you expect of your clients? Make a list of at least 5 standards now–and get the ‘mutual expectations’ agreement in writing prior to letting them into your program.

3. Great piano teachers figure out the ‘competency levels’ they want their students to attain–and when they expect them. They won’t let the students perform in front of others if the student has not reached compentency levels.

Trainers and coaches: How good do you expect your students to get in that one-month training program you’ve been doing? Do you even measure skill levels? Which skill levels to you measure? How? Do you have your students practice their listing presentations until they reach the level of competency you believe the real client expects? What an eye-opener! Make a list now of 5 skills and the level of competency you want your students to attain in your training program. You’ll see your outcomes go way up just by doing this.

4. Great piano teachers get better performance because their excellent students motivate other good students to excellence.

Trainers and coaches: Have you ever gotten yourself into the situation where you felt like you were way above the other people in your group? This isn’t an ego thing–it’s just a ‘I don’t belong here’ thing. Likes attract. Good performers motivate other good performers. Excellent performers stay. Are you creating a self-motivating group–or, are you creating a situation where your good performers will leave for a team that is ‘more like them’? This goes back to those ‘screen in’ and setting competency principles. I know we all feel challenged when people don’t appear motivated. Here’s one of the secrets to fire them up!

5. Great piano teachers provide lavish praise–when deserved.

Behavior that’s rewarded is repeated.

If you have competency levels, you have a way and a reason to praise. Your students/clients know when they have reached those levels–and can expect praise, too! In fact, strong students/clients will ask you for praise. Write down the 5-10 methods you use to appreciate and praise good performance. If you can’t get to 10, figure them out.

But, what about the method? The specific coaching, the training? Yes, the method is important, but the coaching/training techniques above are much more important. I’ve heard some great performers and some poor performers all playing the same kind of music from the same method. At the same time, great methods should have some ‘built-in’ features that assure the trainer/coach is achieving these 5 principles.

Principles, System, Coaching–Putting it All Together

From talking with prominent trainers, managers, and coaches, we’ve pinpointed a need for all those training and coaching today to get the coaching they need to turn out great performers. So, each one of these 5 principles is in my initial online training program for newer agents: Up and Running in Real Estate. Check it out. Your agents will be performing better and faster with this program and principles.

Is Your Initial Training Program Getting the Results you Want?

Or, a better question: Do you know what the results are? With my online training program, Up and Running in Real Estate, you see the progress your agent is making each week. You measure the results in concrete terms. Check it out. It will save you time, and money, and give you much greater retention!

Here are 4 ways your meetings go wrong, and a planner to assure they go right.

This month, I’m focusing on the main responsibilities of a real estate manager. If you’re going into management, how are you going to make your meetings exciting, interesting, and participative?

Death By Meeting…….

If you haven’t been in a meeting that went sideways, you probably haven’t attended enough meetings! I just attended a meeting that was almost painful to experience. It went on and on, with little organization. The speakers had no rhyme nor reason to their presentations. And, finally, I wasn’t even sure what we were to do as a result of this meeting!

As I sat there, I thought, “How can I help meeting planners/managers/presenters avoid the mistakes I’m experiencing and plan a meeting that works every time?” I came up with this Presentation Planner and Promotion form. Using it with your presenters will assure that you avoid these four big mistakes:

1. No promotion to your target audience for the meeting
2. No focus to the meeting–no theme, no stated benefits to the target audience
3. Presenters do not have a format from which to create their presentations–so they just wander around in a vast wasteland of facts and figures
4. There’s no call to action as a result of the speaker or of the meeting

Promoting Your Event

So, my Presentation Planner includes a section on promotion. After all, as you plan your presentation, you’ll naturally think:

  • Who is the event targeted to?
  • What are the 3 major benefits to this target audience?
  • What will they walk away with?
  • Where will I promote it?

The planner I created will help you avoid the 4 common mistakes listed above. It not only assures a persuasive presentation, it helps you promote the event, too!

Click here to grab your Presentation/Promotion Planner.

I’m Here to Help You Become a Great Leader!

If you’re new to management, or you’re being challenged in management, I can help. My Leadership Mastery individual, custom coaching program will help you master the major activities of management–stepping you from ‘maintenance management’ to true leadership. Check out my program here. Contact me for a complimentary consultation.

Going into management? How are you going to motivate?

This month, I’m featuring blogs regarding going into management. Why? I’ve been interviewing for that next great leader. Unfortunately, I’ve found few candidates have prepared at all for management. (Read my earlier blogs for preparation needed).

As managers, we agonize over how to motivating our agents/employees. Yet, we generally know little about how motivation really works. Here is one psychologist’s view on motivation, with tips on how to make it work for you in the workplace.

Different strokes for different folks. We think people are motivated by whatever motivates us. If we like to be up in front of hundreds and receive those number one trophies, we assume others do, too. Not true. MCClelland, a psychologist who wrote lots about motivation (see Achieving Society, Power is the Great Motivator), observed that people were motivated by one of these motivators:

a. achievement
b. affiliation
c. power

Identifying Who’s Who

What are some actions that achievers demonstrate?

What are some actions affiliators demonstrate?

What are some actions power people demonstrate?

Which one are you motivated by? How do you know? Think of a time in your life when you were very motivated by something. Was that ‘something’ categorized as achievement, affiliation, or power? You can ask your team members that same question, and find out their dominant motivator (and just observe them in action, too!).

Managing to the Motivators

McClelland said, that, if you’re managing an achiever, you should:

  • provide clear-cut goals
  • give prompt feedback

Managing an affiliator? You should:

  • treat him/her as an individual
  • be emphathetic
  • provide encouragement

With the power person, you should:

  • set clear guidelines
  • talk about how to win
  • speak in terms of results

Who Challenges You?

To really put this to work, pick a person you manage that you find challenging. Pinpoint their main motivator. Try the actions McClelland suggests. I’ll bet you’ll not only get more cooperation, you’ll start to feel ‘in tune’ with that person–and provide the atmosphere for them where they can be motivated–their way.

For your next sales meeting: Explain McClleland’s approach to motivators. Ask agents about 3 times in their lives when they were really motivated to achieve something. Then, explain the 3 categories, and ask agents to choose their dominant motivator.

Get The Insights You Need to Hire with Confidence

If you’re a new manager. You’ll want to cut your time frame by interviewing more effectively. You work so hard to gain those interviews. But, do you have planned interview process that assures you pick winners? (And assures the candidates are impressed with you….) Your Blueprint for Selecting Winners, with new information about what desired agents of today are looking for, is a guide to create your unique attractors, how to put together a powerful presentation, and a completely new video showing exactly how to craft the best ‘crystal ball’ type of questions. Learn more here.

Want to go into management? Try ‘perfect practice’ to get the skills you need BEFORE you jump into the job.

This month, I’m taking what I’ve learned as a musical performer from age 4 to the world of leadership and sales. (And, read my musical quotes at the end of each blog. I hope you’ll get a chuckle!)

Are You Prepared–or Just Hopeful?

My son owns a real estate company, and I help him initially screen candidates for manager and assistant manager. He has created a very detailed job description for any of those applying. Yet, we see two problems:

  1. Most of the candidates do not meet the qualifications the job requires
  2. Even the borrderline candidates have done nothing to prepare themselves for the job

For several years, I was a regional director of now the largest real estate company in the world. One of my jobs was finding and screening leadership. Boy, did I learn a lot! So, with that experience, I’m writing some tips here for those of you who want to step from sales into management (and for those looking for leadership). I’m not going to address the first problem. For example, some candidates just haven’t had job experience of any type in real estate. Although I know there are exceptions, generally, if you haven’t successfully sold real estate, you won’t understand, emphasize and be able to ‘develop’ agents successfully.

The Principle to Prepare: Perfect Practice Makes Perfect

Of course, this principle comes from my world of music. I learned this from my college piano professor.

. That means hundreds or thousands of hours in the practice room, not in performing! (In other words, you have to practice your little heart out before they’ll let you loose in front of discerning people!) It’s drudgery and you wonder what you’re accomplishing. But, this perfect practice pays off when you have to perform in front of thousands and put to use your ‘muscle memory’. When you’re performing all those notes so quickly, you don’t have time to consciously figure out where your fingers should go (just like you do’t have time in an interview to figure out a good interview process!!!!)

What This Means to Your Preparation for Management

Here’s a straightforward job description for a successful leadership-manager:

Find and develop people

Skills you need to effectively develop individuals:

  • Lead generation/recruiting/presentation skills
  •  Interviewing/selection skills (both for agents and staff)
  • Coaching skills (along with a proven coaching approach)
  • Training skills
  • Management: Ability to create and implement a business plan
  • Ability to create and implement a training plan as part of your business plan
  • Ability to create and implement a leadership council, for participative management/ develop that leadership
  • Ability to create meaningful office and staff meetings

How Are You going to Develop Those Skills–Before You Get into Performance?

Go through the checklist/description above. Ask yourself: Have you devleoped those skills? If not, are you going to wait and ‘wing it’ on the job? As a pianist, I wouldn’t dare ever get in front of people to perform without having practiced!

Next blog: Suggestions in how to do that perfect practice in each of these areas.

Managers: Share this blog with those who are interested in going into leadership. In later blogs, I’ll share some analytical tools I’ve developed to help you help others develop their leadership skills.

Just for chuckles:

“I can’t listen to that much Wagner. I start getting the urge to conquer Poland.” — Woody Allen

What personal benefit are you giving your agents?

This month, I’m taking what I’ve learned as a musical performer from age 4 to the world of leadership and sales. (And, read my musical quotes at the end of each blog. I hope you’ll get a chuckle!)

Are You Just Following a ‘Template’?

As a musical performer, I know you first have to learn the music (the ‘template’). But then, you have to add YOU. That is, you have to add the interpretation that ‘speaks’ to you personally. Otherwise, it’s just notes on a page. So many times, I’ve seen leadership and salespeople merely follow the template. That’s great for a beginning, but it doesn’t create a connection to others. In fact, it creates a dissonance. You know what I mean. You’ve heard a salesperson say, “Does 1 PM or 2 PM Tuesday work for you?” You probably want to scream (as I do), “Be human, you’re not an automaton.” Now, it’s fine to give people choices, but, if you sound as though you just memorized those words, and are not actually interacting with another human being, you’re creating distrust, not rust!

Adding YOU, the Personal Benefit

As a leader, you bring to your associates some very unique and valued attributes. However, many times leaders do not use these attributes to commnicate and gain trust. Instead, they rely on the old ‘templates’–those cliches and sayings that we just don’t find ‘ring true’. For example: You have a background in art. Are you using that background to communicate and ‘share’ YOU with your agents? If not, you’re missing an opportunity to relate. And, in this day in age, relationships are what hold a person in a company.

Here’s a great quote that expresses what I’m suggesting:

Live your truth. Express your love. Share your enthusiasm. Take action towards your dreams. Walk your talk. Dance and sing to your music. Embrace your blessings. Make today worth remembering. ― Steve Maraboli

What’s YOUR Music?

When I’m teaching people how to be great instructors (Instructor Development Workshop), I give them ‘templates’ to follow to create course modules. However, I tell them to just ‘listen to the music, not the words.’ Translation: I don’t want them to memorize each word. Instead, I want them to feel the rhythm of the process and follow that. The outcomes: Great presentations with relaxed presenters!

Your Turn

Look back on your life.

What life experiences have added to your success? What skills do you bring to what you do today? How can you communicate those as a benefit to those you serve?

Want guidance in how to teach with verve and confidence? Check out all my training guides at my website, carlacross.com.

Just for Fun

Last night at Carnegie Hall, Jack Benny played Mendelssohn. Mendelssohn lost.

Harold C. Schonberg

When she started to play, Steinway himself came down personally and rubbed his name off the piano.

Bob Hope, on Phyllis Diller

Remember Jack Benny and Phyllis Diller? They may not have been concert artists, but they used their musical talent to differentiate themselves–and make light of it, too!