Category: Growth

You cannot give someone something that you don’t already possess. As real estate professionals, we want others to believe in us, our ideas, and our services. But how strongly do we believe in ourselves?

True confidence is demonstrated by our willingness to persist, even in the face of resistance. It’s not always easy, but it’s always possible. Influential real estate coaches and even the Bible emphasize the importance of persistence.

The key is understanding the difference between persistence and pressure. Sales pressure is repeating the same message regardless of the other person’s concerns. Real estate sales persistence, on the other hand, is about empathy, adjusting your approach, refining your message, and adding more value. It’s about demonstrating that you are the best person to serve their needs.

Persistence: A Universal Principle

Persistence isn’t situational; it applies to everyone, all the time. Are you simply finding deals, or are you actively forging them? Many opportunities lie in creating interest, engagement, desire, and urgency.

Persistence communicates several crucial messages:

• Genuine Care: You believe people are better off working with you. You’re changing lives.
• Confidence: You believe in your abilities. Your actions, words, and questions make the difference.
• Understanding and Targeted Solutions: You understand their situation and offer specific solutions. Certainty is more influential than enthusiasm.
• Multiple Reasons to Move Forward: You offer value beyond simply listing or showing a property. You provide unique insights that are compelling to each client.

6 Habits of Highly Persistent People (Condensed):

1. Celebrate their work.
2. Are driven by a purpose.
3. Expect and prepare for resistance.
4. Don’t take resistance personally.
5. Use resistance to gain insights and add value.

Why Persistence Matters (Key Points):

• No Substitute: Persistence is essential. You either commit to figuring it out, or you don’t.
• Don’t Give Up Too Soon: Just because someone doesn’t agree immediately doesn’t mean the opportunity is lost.
• Consider the Cost of Inaction: What do you cost others by not following through?
• Addressing Common Objections:
  • Different Communication Styles: Sometimes people need to hear the message differently, appealing to different emotional motives (Profit, FOMO, Comfort, Avoiding Pain, Love, Prestige).
  • Need for More Reasons: Sometimes people need more value stacked onto the offer.
  • Lack of Understanding How to Proceed: Sometimes people need guidance through the process.
  • Need for Time: Sometimes people simply need more time to process the information.

My Conclusion:

Persistence, unlike pressure, always makes sense. It demonstrates your confidence and commitment. By empathizing, adjusting, and adding value, you can turn resistance into opportunity. And that is how you win the day.

To Team Or Not To Team

 So, you want to start a team?

Or you already have a team and are now questioning that choice?

Maybe you already have a team performing at a high level, and you are looking for a boost?

You see, we’ve just about seen it all:

• Starting a team too early;
• Starting a team for the wrong reasons;
• Starting a team without a straightforward value offering;
• Starting a team with no or poorly written team agreements;
• Letting your team and performance get stagnant.

In the most successful teams we know, the leader assumes the CEO role of the team, and they always lead with revenue! And they understand this:

“A system will produce what a system will produce, nothing less, nothing more.”

Here are a few thoughts to consider as it relates to team leadership:

Team Requirement No. 1:

Do you have a clear and compelling value proposition?

• Will you be a lead provider?
• Will you be a coach, trainer, and mentor?
• Without a clear value, turnover will be the challenge you face.

Team Requirement No. 2:

You’re on Target or Ahead of Your Production Goal

• Bringing additional team members aboard is not only a big responsibility… It’s taking on a serious expense.
• If your income cannot support additional team members, you only set yourself up for failure.
• Get your house in order, and then consider taking that next step.
• Lead with revenue first

Team Requirement No. 3:

You Have At Least 4 Successful Pillars of Lead Generation

• You have solid influence strategies (referrals) in place or control strategies (online leads) in place.
• You’re tracking and measuring all your leading indicators, right? (If not, you’re not ready for a team.
• When you look at your lead sources, are you producing multiple sales monthly from AT LEAST four different pillars?
• The key here is to ensure your business is diversified sufficiently to support additional sales agents on your team.

Team Requirement No. 4:

You Have Lead Follow-Up Systems in Place That Create Raving Fans and Ensure a High Level of Service

• Are your systems in place to the point that you can say you’ve operationalized your business?
• If not, it’s not a total deal-breaker, but know that developing systems as you grow your team will steal precious time away from your more immediate dollar-productive work. Can you afford that?

Team Requirement No. 5:

You Have an Accountability Structure in Place That is Utilized Daily

• As a team leader, you need a built-in system to hold you accountable to your schedule, the systems you have in place, and the others on your team.
• This accountability structure begins with you and must extend to all who join your team.
• Suppose you’re not consistently sticking to a morning schedule and setting that example for others. In that case, it will be difficult for you to expect team members to perform with the necessary daily discipline to succeed.
• If not, you might want to work on your discipline a bit before putting yourself out there as a role model.

Team Requirement No. 6:

You are on a mission to grow your leadership skills and serve your team members

• Face it, some of us just don’t want to “manage” others, and all that entails
• If you are not into people with a decent EQ level, you might want to consider options like a sales or operations manager who can handle those things.

Now that you’ve considered six factors for team success, I have a practical exercise to start the process.

1. Why do you – and your team – do what you do? This may sound like an odd question, yet one example could be: Are you in the real estate business (I sell real estate) or the problem-solving business? (We help consumers navigate the complex process of buying, selling, or investing in real estate with ease, transparency, and less stress.) See the difference?
2. How are you different or unique? And does that matter to the typical consumer?
3. Who is our ideal client? And how do you reach them in relevant, consistent ways?
4. Hyper-local. Are you constantly working to become a hyper-local expert? The portals and national chains can never be the hyper-local expert.
5. Growth plans – what is your vision? If you are in one city, do you want to expand into other cities or even another state?

There you have it; the opportunity is yours.

Consider this…

With all the plans, strategies, goals, innovations, business practices, and culture that make up your team, you are getting exactly the results your business systems and processes are currently capable of producing – nothing less, nothing more! Looking to be more outcome-focused? Read this blog from Mark Johnson, co-founder of CoRecruit.

To get better results, you must improve the design and execution of your business systems and processes—at the detail checklist level.

The law of cause and effect governs all business outcomes. To change an effect or result, you have to change the cause.

#WinTheDay

By design vs. by default with Seth Godin

Leaders make one thing more than any other: decisions.

Every environment has constraints, and the decisions about how time and resources are allocated – about what to do next – drive all outcomes.

How do leaders decide what’s next? Is it based on urgency, proximity, or values? It’s a mix of each, yet the top 1% make more value-based decisions.

The top 1% know the first in + first out approach is not an effective strategy; it’s typically an excuse or by default. Even worse: defaulting to the squeaky wheel strategy. Leaders minimize the whirlwind. By design vs. by default.

PS: Need help with talent attraction, selection, or sourcing accountability? Just a DM away.