Archive for management coaching
The 5 Performance Principles I Learned from my Piano Teacher
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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 Workshop. Or, 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!
Teaching Adults Effectively: How Are You Doing It?
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Teaching adults effectively: How are you doing it?
This month, I’m writing a blog series to help trainers write great courses or take those courses and make them ‘live’. From writing courses for most of the major real estate franchises, and training thousands of real estate instructors, I’ve found some undeniable truisms. Here’s one:
So, let’s look at these truisms and write our courses to reach the adult learner effectively. This is one of the areas we address in my resource on how to write a course (click here to see it).How Adults Learn and Retain: How to Weave These Principles into your Course
Benefits to teaching to these principles in your course:
- Adults aren’t bored (!)
- Adults feel important
- Adults pay attention
- Adults retain more
- Adults feel protected; low risk environment
- Adults like you better
- Easier for you to teach!
The Big Principles to Keep in Mind
Adults learn through association:
We learn what we already knowa Two fellows teaching community colleges instructors how to teach shared that one with me. How insightful!
How do skilled presenters accomplish this in a course environment?
Do you relate what you’re teaching to the adult’s prior experience? Or, do you jump right into a complex theory and expect your students to keep up…..
Adults learn by doing
Life is truly ‘do it yourself’. Do you have your students doing an action in class? What happens in your course to assure the students are doing? How do you know they can do whatever it is you are teaching them to do? Observe it in class, of course!
Retention soars when adults do and say something at the same time. How are you using this principle in your course?
How much doing of significance do you have planned in your class?
To live by my own principle, I just increased the amount of ‘student’ teaching I have during my Instructor Development Workshop. The students loved it and showed me I can get them into action faster and more often than I thought!
Big principle: How we retain information is directly related to how we acquire that information.
Would you say that instructors are most concerned with short-term, or long-term student learning?
Adults learn from each other
Use teaching methods to encourage information exchange.
How do you assure students are exchanging information? Are you using various alternative delivery methods (not lecture) to assure students are learning not only from you, but from one another?
Adults learn through repetition
Use several approaches to the same concept/process. Does your course offer review and repetition to assure students are really learning?
Adults learn through rapid recall
What rapid recall methods have you seen used in the classroom? Do you do this so you ‘tie up’ each section before you move on?
Adults seek to satisfy individual needs
Experience levels vary greatly. How would an instructor find out each student’s individual experience levels prior to getting into the classroom? When I’m teaching my Instructor Development Workshop, I provide each attendee a ‘pre-conference survey’ at registration, so I can see the needs and level of learning of that person. Even the words used give me some powerful hints about each attendee’s priorities and beliefs!
Adults learn practical information.
They want information and skills to directly apply to their lives–right away.
How have you seen instructors assure that the information is not only applicable, but that the student applies the information to their challenges, while in the classroom? Are you assuring that each of your attendee translates the course information/skills into action plans?
Go back to the course your teaching or writing and see if you are adequately addressing how adults learn. Doing so is one of the attributes of a real course, not just an ‘information overload!
Honestly: Are the Courses You Teach Boring? (Even to YOU?)
Come join me to put these creative, fun teaching methods into your course. Attend Beyond the Basics: Advanced Skills to Make that Course Come Alive, coming up April 23-24 (approved for 7.5 clock hours in Washington state).
We’ll be working with parts of a course you bring. We’ll put in some great methods and then practice to see how they work–a unique opportunity!
There’s no other course like this–and your chance to get some individual and small group coaching to make your teaching and your course a huge success! Click here to see the course and register.
Creating a Course? Here are the 6 ‘Ws’ You Need to Answer
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Creating a course? Here are the 6 ‘ws’ you need to answer to assure you have a course–a good course!
Trainers: Here are some tips on how to gain focus on that great course you want to create–that course that’s been bouncing around in your head for years! In my next few blogs, I’m going to give you some specific tips to make your course truly ‘teachable’. Why? From teaching for over 2 decades, I’ve found many courses are not actually very ‘teachable’. In fact, they are either
1) Streams of consciousness
or
2) Information dump
If you’ve picked up someone else’s course’, and tried to teach it, I’ll bet you know what I mean. Unfortunately, too many times, courses are written from an ‘information organization’ perspective, not a teaching perspective. In fact, because so many instructors have expressed frustration, I’ve just finished a resource on how to write a course (see below).
Gaining Focus for your Course
Let’s look at the 6 W’s that you should answer before starting to create your course: The What, Why, Who, When, Where, What Next of your course, so you can clarify what you want to accomplish and gain focus. As I give you these, take time to answer each of these questions.
What course do you want to create?
That’s certainly okay in a course, but not as a whole course. Instead, you have a ‘persuasive presentation’. Sometimes we want to impart our beliefs to people or make them ‘be’ in some way, but that’s not a course. (Be responsible, be customer-service oriented, etc.) Now, it’s true that can be one of the objectives of a course, but, just getting in front of people and telling them how they should be won’t make it as a course!Do you see this course as an overview? An introduction? Comprehensive? A series?
Why? What are your compelling reason(s) to create this course? Be sure it’s not just all about you….
Who is this course for? What segment of the population do you want to address? One of the mistakes we make is not narrowing our focus to the level of expertise of our desired target audience.
What is their level of learning in your topic right now?
Who would not benefit from your course?
Do you need to narrow your scope for this course?
Where (type of delivery)
Is this course ‘live’? Is it distance learning? Will it be given as a webinar? Your decisions will direct you to the delivery methods (how you will teach).
Note: If you haven’t taken my Instructor Development Workshop, this would be your first step. Or, you can take the distance learning version, Train the Trainer.
Armed with the answers to the 6 W’s, you can gain a laser focus for your course, and go to the next step of course creation.
Expert Guidance to Write that Great Course!
If you’re serious about writing that great course, this is the resource for you. Step by step, Carla Cross, who has written courses for Re/Max, Better Homes and Gardens, Keller Williams Realty, GMAC, Royal LePage, and CRB, shows you exactly how to create your course and your outline. And, for those Washington state instructors, she shares tips on how to get your course approved for clock hours.
Check out How to Write Your Course with Substance, Sizzle, and ‘Sell’.
This resource is digital. You will get access immediately.
Bonus: Keys to a Killer Introduction. Most introductions are boring! Find out how to make yours sparkle AND inform. Plus, your introduction should make people enthusiastic about hearing you and adopting your ideas. This eBook and videos will show you how to make your introduction really work for you.
Includes:
2 instructional videos
Why Your Small Group Exercises Don’t Work–and What To Do About It
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Here’s why your small group exercises don’t work–and what to do about it.
(See my 12-point checklist to use every time you’re going to launch a group exercise. You’ll find this invaluable!)
You’re teaching, and you’ve decided to change it up and add a small group exercise–instead of that boring lecturing. So, you blithely put people into small groups. But, things go wrong:
- They wander around without knowing where to go to get into their groups
- They cluster together in groups of 10-15 so no one gets anything done
- They don’t know how to proceed as they as supposed to start the exercise
- They don’t know what the exercise is
- They don’t know what to do when the exercise is over
And on and on…..
This month, I’m doing blogs on teaching–specifically, how to change it up and quit lecturing your way through the day.
So, in this series, I’ll help you build in ‘relief’ from that awful, boring lecture and change it up to keep your audience interested and learning.The Alternative: Divide and Conquer
In the previous blog, we explored the ‘divide and conquer’ method of teaching. One of the configurations of the ‘divide and conquer’ is the task force: Small groups of people working on a common problem. In this blog, I’ll show you a few things to do with that task force to assure it goes right. Most of these principles would also apply to dividing people into groups, too, for role play and other small groups.
The Checklist for Assuring Every Small Group Goes the Way You Want
See my 12-point checklist to use every time you’re going to launch a group exercise. You’ll find this invaluable! How do I know? I’ve made every mistake you can make on these, and have learned how to avoid mistakes and make the small group go well.
Gain Advanced Teaching Skills Now!
Come join me to put these creative, fun teaching methods into your course. Attend Beyond the Basics: Advanced Skills to Make that Course Come Alive, coming up April 23-24 (approved for 7.5 clock hours in Washington state). We’ll be working with parts of a course you bring. We’ll put in some great methods and then practice to see how they work–a unique opportunity!
Not a Speaker? 4 Tips to Present Like a Pro
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Not a speaker? Here are four tips to present like a pro.
We’ve all been there. We’ve been asked to speak for ten minutes to a group of people. Our first reaction is extreme fear. Our second reaction is,
1.Slow Down
Most speakers, amateurs or professionals, speak too fast. Slow down. Pretend you are speaking to a huge room and project your voice to the back of the room. You’ll find yourself going slower and using more inflection (vocal dynamics) . Better delivery!
2. Get Persuasive
There is a process for everything, including crafting a persuasive presentation. It’s simple. It’s the structure of your favorite popular tune: ABA. In other words, it starts with a theme, develops the ‘bridge’ in the middle, (supporting information to your point of view), and ends with the same theme.
Free giveaway in this blog: Click here for my Persuasive Presentation process.
3.Launch with a Great Start
How are you going to begin your presentation? With a provocative question? With a relevant story? How does that beginning tie to your theme? Sit down and write down your beginning. Post the problem, suggest your solution, and build a rosy future for following your recommendations.
4. Bring it Home with a Great Ending
Have you ever been at a presentation that just puttered out at the end? The speaker said, “Well, we’re out of time.” And you thought, “Good”…..Remember, it’s just like a popular tune. Bring back the theme at the end. Close with reminding the audience of the rosy future they will have by following your recommendations. Remember, your job during the persuasive presentation is to persuade. And, here’s my point of view: All presentations that anyone gives should be persuasive. Otherwise, simply read a book!
Let Me Work with Your Trainers to Create Better Presentations
Are your courses boring? Are those presentations great for taking a nap? Are you instructors talking through every outline? And, most importantly, are your courses not filling up? It’s time to invite me to work with your instructor group.
Contact me and we’ll work out the best solution for you!
Share this with your presenters: Click here for my Persuasive Presentation process.
4 Ways Your Meetings Go Wrong: A Planner to Assure They Go Right
Posted by: | CommentsHere 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 Train?
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So you’re thinking of going into management. One of the great actions effective managers do is to create and implement a training program that actually gets results.
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).
Grab your training calendar from your office (you do have a training calendar, don’t you?). Do you believe that training is getting the biggest ‘bang’ for your training buck (effort expended, talent needed, results expected)?
Maybe you’re taking part in the training program. Are you frustrated because your training isn’t getting results? Or, people just aren’t showing up? Or, worse yet, falling asleep in that factoid-heavy class?
If you have access to your office’s profit and loss statements: Maybe you have a specific problem you’ve noticed when you read your latest profit and loss statement. For instance: Perhaps your agents are giving too many commission concessions.
Training can Solve Some Challenges–and Not Others
When you go into management, you’ll see various challenges that training can solve (and some challenges training can’t solve!). Decide which challenges you can solve by providing training (like increasing listings sold) and which challenges can’t be corrected by more training (ethical issues are hard to re-train to, since people’s ethics are pretty hard-wired into them in their early years!).
Pretend now you’re in management. If you’re experiencing any of these challenges, you’ll love the tool here. I’m providing an insightful analytical tool to discover what’s right–and wrong–with your training.
Three main reasons training isn’t working:
1. It isn’t tied to the problems you want to solve in your office (agents not productive enough, commissions too low, etc.)
2. It doesn’t teach your agents to perform better–just gives information
3. It isn’t exciting enough–teacher just drones on and on…..
As I work with owners, managers and trainers internationally, I see these same three problems crop up over and over.
How to Figure Out What’s Wrong with that training Program
From working with many managers over a period of years, I’ve created an analytical tool to figure out what’s good, bad, and ugly about that training program. Use it in your office. Or, if you have the guts, use it with your manager and then create a plan to create better training–with goals for specific, measurable results.
Click here to get your analytical tool — along with tips to correct your training to make it pay off.
Managers: Do you have someone you know would be a great manager? Start working with that person now. Get them into training. Have them take a great Instructor Development Course, team train, and, finally, start training on your program.
Affiliates: Share this with the managers/trainers in the offices you call on. Use these tips, too, to streamline the training you provide.
The Complete Training Guide for Real Estate–Gain Skills and Techniques
Here’s the comprehensive training tool that will help you create great training programs, become a confident, effective trainer, and help many more people succeed in real estate! Check it out here.
Major Red Flags in Your Interview Process
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Do you know the major red flags that can pop up in your interview process?
For the last few blogs, I’ve been blogging about that all-important interview process. We’ve talked about the dangers of ignoring the red flags. We’ve investigated how to discover those red flags.
I just want to hang my license (usually stated over the phone; my response is that I want to hang them…)
What are your commissions? If stated in the first five minutes of the interview (I’ve never interviewed an agent I hired who started the interview that way)
I want a special deal. –also usually stated in the first five minutes of the interview, or even over the phone (what makes them so ‘special’?)
Personally, I have never interviewed a candidate who was a a fit with one of my offices when they led with these questions.
Are these red flags to you? If not, why not?
Other Red Flags
The candidate won’t fill out any paperwork (pre-appointment questionnaire or application)
They drop in and expect me to drop everything to meet with them (they must think we managers just sit around waiting for Their Excellencies to show up)
They’re late to the interview just don’t show up!
They obviously didn’t make an effort to dress in business attire for the interview (I realize this varies greatly by area, but you can tell if the person made an effort).
Specific Red Flags To Notice in the Interview Itself
They won’t answer my questions, or, when they answer, they answer as though it was a question for me to acknowledge
They won’t let me set the structure and tone of the interview (they immediately want to know what I will do for them)
They say they don’t know their production for the past year with any metrics (or, if they do, they won’t share it)
They defend their low production and/or are accepting of a few transactions a year.
They don’t have an idea of how they will change their production for the better.
They seem enamored with the companies that have already hired them in a 15-minute a interview (low self-esteem, anyone?)
They have been sold on the companies that tell them they will provide them leads.
They want to be hired on the spot. They’re not willing to do a 2-interview process, even when I explain the benefits to them.
As you can tell from my red flags, my values and vision drive my judgement about these candidates.
What are your Red Flags?
One broker’s red flags may be another broker’s acceptable standards. What are yours? List five red flags or knock-out factors. What process or system do you have to discover them? Decide whether you would absolutely not hire an agent who demonstrated that behavior, or whether it was a minor flag. Finally, how many of those minor red flags do you need to identify before you rule that candidate not suitable for your team?
Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ll give you great questions to ask. But, better than that, I’ll show you how to craft questions to discover exactly what YOU”RE looking for.
Your Selection Process: Talking or Asking?
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Think back to the last time you qualified a buyer, a seller, or a recruiting candidate. How much talking did you do? How many questions did you ask? Unfortunately, too many of us go into sales because we’re good talkers. Then, we wonder why we’re not burning up the world selling real estate. It’s because we’re talking too much. The same is true with us managers when we start recruiting/selecting. Here are some recommendations on talk vs. listening. You’l make more sales and gain more recruits with these tips.
How Much Talking?
Why? Because you want to gather all the information you can from your client or recruiting candidate. How come? Because you have to have that information do decide- If you want that person as a client or agent recruit
- Do you want to do a presentation
Also, if we don’t know their hidden needs and sub-conscious motivations, how are we going to help them make buying decisions?
Here’s what that process should look like, whether you’re an agent or a broker.
excerpted from The Complete Recruiter.
Why don’t we ask more Questions?
If it’s so important to ask all those questions, why don’t we do it?
- We get nervous, so we talk
- We don’t have the questions
- We don’t understand the significance
- We’ve focused on the tell or the sell, thinking that was the way to convince people to work with us
The Significance of the Questions
How do we know when we haven’t been able to sell something to a client? They don’t buy. But, here’s the problem. It’s way too late then. Sure. We can become masters at objection-countering, memorization, and jam it down their throats. But, that’s an awfully old-fashioned way to try to sell, and consumers hate that today.
Closing and then Answering Objections– Not Today’s Best Method
We take all kinds of classes to learn to answer objections and close. We think that we’re supposed to sell, sell–get those objections and answer them so beautifully that the client acquiesces and falls at our feet, buying whatever we want them to buy. Happens once in awhile. But, we don’t gain loyal clients who will refer us to others. Instead, we create lots of buyers with buyers’ remorse.
I hope you’re now convinced to ask questions. In the next blog, I’ll discuss more about this process, and give you some questions you can ask to screen potential new recruits–before you get them into your office (a great time saver).
Before I leave: How many questions do you ask a potential recruit? Are you satisfied with your selection process?
Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ll give you great questions to ask. But, better than that, I’ll show you how to craft questions to discover exactly what YOU”RE looking for.
What You Need in a Post-Interview Package
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Recruiting: Here’s what you need in your post-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. Here’s another drip you’ll want to provide your candidate after that first interview. This is another package with the information you think the candidate will find useful. Here’s why:
We remember only 10% of what we heard three days later!
Unfortunately, candidates don’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 after first-visit package or post-interview process. In it, you’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
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 won’t have the opportunity to provide a pre-first visit package. Of course, you’ll always have the ability to customize each package. However, it’s much easier to do this from a prepared package than to start from scratch each time.
Letter from the manager explaining what’s in the package
- Training calendar (you do have one, don’t you?)
- Training brochure
- Company/office/manager story
- Attractive company/office/manager statistics
- Articles featuring company/manager
- Costs of affiliating with explanations
Bottom Line: You’ree 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, I prepared for you. Your time is valuable. I am here to dedicate my skills and talents to help you develop your business.
You will recruit more and better agents, you will save time, and you will be able to delegate or clone yourself by hiring a manager or recruiter when the need arises.
