How Not to Get Raided by Your Competition

And Stay on the Winning Side of the Agent Tug of WarBusinessman in tug of war concept

By Real Estate Recruiting Coach Judy LaDeur

I have had several requests to write an article about how to protect yourself against a raid from your competitors. Interestingly enough, my research has shown that if you consistently show your agents that they are valued and appreciated on a regular basis, and they know that they, and their needs, are your priority — you probably don’t have much to worry about. Let’s examine why an office becomes vulnerable.

Change is the #1 reason for vulnerability. When you implement change, there are a certain number of agents who will be unhappy with the change, and therefore you could lose a few. In addition, if you lose a good agent, you can easily lose another one in the next 10 days. If you lose 2-3 agents in a few weeks, you could be in trouble.  Why? The grass always looks greener on the other side… (But most agents forget that it is just as tough to mow!) You are most vulnerable if you lose an emotional agent. They usually leave if they are hurt or angry. Unfortunately, they will want their friends to follow them. You must always take proactive steps when an emotional agent leaves. You should have a one-on-one meeting with the agent who is leaving. If you can not correct the problem, or convince them to stay, let them know that they are always welcome if they want to return. Keep it businesslike and professional. Do not get angry with them. You would not believe some of the stories that I hear, such as the managers who threw the agents stuff into the parking lot while demanding that they leave in front of their peers.

Next, have one-on-one meetings with their close friends, and get their feedback as to why the agent left. Ask how you can create a more favorable environment for the agents who are there. If the agent who left insists on calling your other agents, confront the agent who left. Let them know that you were supportive of their decision to leave but you are hurt that they would intentionally try to harm or disrupt your office. Emotional agents usually back off if confronted.

Also, you need to remember that about 70% of all agents are emotional in nature, so they make emotional decisions. For Example: If you do something that they feel hurts them emotionally or betrays their trust, you can lose them. You can also lose them by not giving them the recognition they feel they deserve. The bottom line is this: If they are hurt, they might leave. The good news is that they usually do not leave for money.  They will say it is for more money, but that is rarely the case. Most agents do not worry about the money. They know that if they are happy, the money will be there. Here are a few tips:

With regard to change: It would be impossible to implement a change and have everyone happy with that change. When implementing change, try to involve your agents whenever possible.

Location: If you are changing locations, ask a few of your agents to help you locate a new location, then go out with them to scout out the options.  Let your agents sell the group on the new location.  You could also set up a committee to determine the new colors for the office and ideas for office design.

Compensation: If you are changing compensation, or implementing a new fee, try to time that change with the implementation of a new service. Such as: We are implementing a transaction fee of (dollar amount) but you will no longer be charged for (service). You can also “grandfather” the existing agents when you are changing the compensation.  Or, you can grandfather all agents whose production is above a certain amount. You could say, “If you are generating GCC of $90,000.00, you will be grandfathered with regard to the new changes.” You can also grandfather agents who have been with the company a long time.  For example, you can say, “If you have been with our firm for 10 years, or your production is (dollar amount), you will not be subject to the new changes.” Keep in mind that emotional agents will leave, not because of the money, but because they are hurt that after so many years, or at their level of production, that you would take money out of their pocket.

Management:  A management change is also risky. Whenever you change managers, you should consider the personality of the manager that is being replaced. If the manager that is being replaced was very friendly, emotional and well liked by the agents, you could be vulnerable if you put a logical manager in that office. Better to use an interim manager, or yourself, while they go through their mourning period over the loss of a manager they liked.  If you can keep the personality the same, that’s the best option.

My research has shown that 70% of agents are emotional in nature. What that means is that they need to feel appreciated, they need to like you, and also believe that you like them.  The competition is always “courting” the good agents. They enjoy the attention, but they like you best. If you suddenly get angry at them for talking to the competitor, you could lose them. When I knew that my agents were going to lunch with the competition, I would always say, “If you are not getting at least one call, letter or invitation each week from my competitors, then you need to look at your production. The best agents are always being courted!” I would then ask them where they were going to lunch. If it was not an expensive place, I would say, “Are you kidding? You are one of my best agents! Call them back and tell them to meet you at (fine restaurant name).  Order something expensive! You’re worth it.”  I knew that if I worried about them going to lunch, or became defensive or angry, I was far more likely to lose them.

Bottom Line: I have discovered over the years that what it takes to get them is what it takes to keep them. They just want to be appreciated and know that you care about them, and their success.

Start today by sending three notes a week to your agents. Think of something nice to say about them and let them know who much you appreciate them.  If you always practice retention, the competition will have a tough time raiding your office.

Continue to learn how to be the master recruiting skills and be the broker to join in your market.  Bookmark our blog, and join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special offer of 35% off with the promo code PLAN35 any pro membership.  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

Implementing the Right Formula for an Effective Coaching Group

Enhance Training, Recruiting and Improve Retention and Profitability

By Real Estate Coach and Speaker Judy LaDeur

One of the best ways to ensure a newer agent’s success is through weekly coaching.  Not only does it help them reach their goals faster and with less stress, but top brokers know that it is part of a very strategic plan designed to complement recruiting efforts, increase retention and profitability while enhancing training programs.

Why is coaching such a hot subject today?  Because it works!  All across the globe, business professionals are hiring coaches to keep them on track and forming networking groups to share and exchange ideas.  We have combined these two ideas to make your job easier.

Let’s start with the issues facing managers and Brokers today:

  • It seems tougher to keep the ones you have.
  • Recruiting experienced agents seems to be a greater challenge today.
  • With increase splits and the cost of maintaining systems and an office that is “high-tech” and “leading edge”, profits are dwindling.
  • It takes six months of time and training to get a new agent to a productive state. And yet 50-70% of the new ones you hire will not make it and leave the business, or not make it and stay in your office.

My 35-year background in training, coaching and recruiting has taught me that any system that increases an agent’s production can be used to recruit other agents.  Plus, a system that increases an agent’s production helps retention and of course increased production results in increased profits.

As described in my plan to get new agents productive in under 30 days, the key components to increase production are:

  • High Accountability
  • High Expectations
  • Direction
  • A Proven Plan
  • Written Goals

I believe every agent who enters this business wants to be successful.  I also believe most of them just do not know how to operate as independent contractors.  That’s where coaching comes in!

Coaching groups meet on a regular basis.  They set goals and they have assignments.  There is an expectation of what they should do, and peer pressure if they don’t.

What do the agents like about coaching groups?  They get to share their ideas.  They learn from others who have already mastered techniques and dialog.  It gives them a sense of self-worth and it keeps them on track.

Why do Brokers and managers like coaching groups? Coaching groups save time.  You can effectively coach an entire group of agents for an investment of one hour per week.  Coaching groups save careers.  Some agents just need more time and more direction.  When they don’t get it, they don’t make it. Thousands of agents in every major marketplace are searching for someone who will take an interest in their success and their career.  If your group is successful, and you market those results to “those agents” who are searching for support and direction, they will seek you out.

Top Producers also need a forum where they too can exchange ideas and learn from others.  This is typically referred to as a Master Mind Group or Networking Exchange. There is very little preparation time needed on the broker’s part for this group.

The Formula

  1. Participation in the group should be voluntary, but if they sign up, they should commit to be there for each session.
  2. Choose a convenient time that will not conflict with their schedule.
  3. You may set up more than one group. Groups should be set up with agents of similar production and similar goals.
    • You could set up a group of agents in the business less than 1 year or less than $1,000,000.00 in production.  Their goal might be 2 units of production per month.
    • You could also have a group that currently averages 2 units of production per month, with a goal of 4 units per month.  The agents in the first group, the beginners, could graduate to the next level by maintaining their production of 2 units a month for a specific period of time, such as 4 months.
    • If you have a large group of top producers you could set up a coaching group for them as well. If you don’t have a lot of top producers yet, you will.
  4. Start with one group, and then 30-60 days later, start the second group.
  5. At the first meeting, discuss goals and give them the format as well as your expectations. Let them know that you will be asking them for their numbers every week, and they should come prepared.
  6. You act as a monitor, not a teacher. As a monitor, you will ask each agent to share an idea and will keep the discussion moving.  Only after the agents have shared their ideas, should you offer ideas of your own.  Let them be the stars.
  7. Select a topic and announce it in advance so they are prepared. It should be a very small, very specific topic that can be discussed in detail.  You can choose the first 4-6 topics and then let them begin to tell you what they need. Here are some examples:
    • How to overcome the objection of reducing your commission.
    • How to stage a home for sale.
    • What do you say when you call FSBO?
    • What do you do to set yourself apart from your competition?
  8. Everybody participates. Go around the group and ask each person what they do to (whatever the topic is).  Let others ask them questions, and then move onto the next agent.  Make sure they all take notes; however, you may want to take notes yourself and then have them typed and distributed to those in the group.  You can start your own notebook of proven training techniques and ideas to share with new agents in the future or perhaps it will be the agenda for one of your future sales meetings.
  9. Go around the group and ask each participant what their activity was and what their results were. If the goal is two units per month, they need one unit the first two weeks to be on track.
  10. Create fun incentives. Anyone “On Track” after the first quarter gets to participate in the On-Track Luncheon, your treat.  Or perhaps they get points for each month they are on track, points for activity, points for the idea that helped someone secure a transaction the next week, etc.  Then at the end of the year, the number of points they have determines the prize they win.  You could also lose points if you miss a meeting.  Give them four allowed misses per year to allow for vacations, holidays or sick days.

There are lots of variations on how to effectively coach your agents. Have fun with it, experiment and see what works best for you and your team.

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 35% on YOUR New Pro Membership with Promo Code: PLAN35.

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

 

The Power of an Accountability Partner

A Common Denominator for Staying ON-TRACK

By Real Estate Recruiting Coach Judy LaDeur

Here’s a big question for you:  Who is holding you accountable to your recruiting program? Do you have a coach, a support person within your organization or someone in your real estate network that you are answering to in terms of staying on track? As I look at many of the most successful recruiters and brokers around the world, the one thing that many of them have in common is “someone who holds them accountable.”

Top agents, top athletes and top brokers will all tell you the value of having that outside person or industry expert hold you accountable weekly.  Coaches hold us accountable to do what it is that we already know we should do, but don’t.  We are all guilty of putting off those tasks which are not quite as much fun. A coach is the person who will keep asking you, week after week, “Did you get (task) completed yet?”  They nudge us in the direction that we have said that we want to go. They listen, and give feedback, then remind you of the goal.  Coaching is not designed to be training.  Training teaches you what to do. Coaching gives you the support needed to stay on track and get it done.  Accountability is not a bad thing, but it can certainly cause you to feel the pressure as that accountability call approaches. Most brokers say that it is the most important piece of their success. Without it, it’s easy to come up with a bunch of creative reasons of why you didn’t get make the calls.  Didn’t set the appointments. Didn’t create the new hit list.  Didn’t do whatever you SAID you were going to do for the week.

Your coach or accountability partner is someone who you respect the opinion of, who you know will tell you truth when you’re on or off track. They are the person you can turn to who can review both successes and failures of each of your interviews. Coaches, especially can provide you with various ways to overcome objections and stalls. Knowing someone is going to hold you accountable for what you said you are going to do, is a powerful motivator. If what you want is to lead in your market, build the best possible team, and keep the great agents that you already have and you are serious about growing your company then I challenge you to do three things starting sooner rather than later.

  1. Commit to training.  To learning the skills you need to be at the top of your game. To investing the time, money and effort into learning the objection handling tools, the dialogues, scripts, interview and phone skills, and mindset to push past any fear or limitations you might currently feel to truly finish this year strong and set yourself up for an incredible new year.
  2. Commit to consistency.  That one and done marketing approach never works. You would say the same to your agents when they try it, so why would you attempt a shotgun approach to your recruiting?  Consistent, effective, powerful messaging and marketing every month is the key to building those relationships that will lead agents to your door.  If you’re not reaching out to your hit lists week after week with topical, timely content that doesn’t push but does present you as a trusted leader and resource you’re leaving opportunities to recruit and money on the table.
  3. Commit to an accountability partner.  Whether you are ready to hire a coach or know of an industry professional that you can partner with to keep each other on track, don’t go another week without putting this vital business component in place.  It’s a game-changer.

Fair warning, it’s not comfortable to be accountable for your actions if you’re not willing to commit. It’s not comfortable to have to say to a coach or partner, “I didn’t do what I said I was going to do.”  It’s not supposed to be. Here’s the flip side of that coin – when you DO what you commit to doing, boy does that feel great. You can’t WAIT for that call.  And once the habit takes hold and you are walking the walk not just talking the talk each month not only will you appreciate those calls that keep you on track, but your office will be thriving and you’ll be sharing this strategy with your agents.  Pretty soon you’ll have integrity partnerships all over your organization!  And when THAT happens – your business and theirs will grow exponentially.  Everyone wins.  What are you waiting for? Start today!

If you’re not sure how to be consistent and what messages and marketing you should be using to connect with your current agents and your prospects each month, then take a good long look at The Profitable Recruiter.  It has been a differentiator for brokers.  Why? Because it’s done for them, takes the guess work out of recruiting and they can put their marketing on auto-pilot and focus on follow up. Systems are powerful because they keep us from getting in our own way!  With your membership you get powerful, content-rich weekly emails to send to your agents and prospects.  It’s the perfect way to stay positioned and top of mind as the broker who cares and is committed to helping them create better lives and careers.  You also get seasonal letters and “lumpy letters” each month which are perfect for sending to your top-tier recruiting prospects. They get opened, get agent attention, and create quite the buzz in your market as agents tell their colleagues, “Did you see what I got from (your name)?”  You also get social media tips each month and weekly broker recruiting and retention plans. The icing on the cake is our training – each month we feature a top broker or industry expert from around the world to discuss what they are doing that is making an impact and allowing them to build their best team.  We also host an agent webinar that features a top agent – you should invite every member of your team to attend as well as your prospective agents.   And lastly, you’ll get seven hours of audio training that cover everything from scripting and dialogues to objection handling and interview skills.  All of that for just $197 per month. In fact, register today and take 35% off your order with promo code PLAN35 any 6-month or annual plan.  Our members are recruiting both new and experienced agents as well as entire teams using this system.  If you recruiting just ONE, you’d more than pay for the entire system for years!  Give it try.  

Change Your Thoughts and Change Your Results

Recruiting Mindsets for Success

By Real Estate Recruiting Speaker and Coach Judy LaDeurBusiness team

Recruiting remains the #1 challenge for most brokers and managers. Why? For many it feels overwhelming. What can help? Keep it simple. Recruiting is just a process. It’s about building relationships, and being there when the time is right for an agent to make a move. It does not have to be stressful or even difficult. Here are a few reminders:

  • You can’t make someone move if they are not ready, which means they are not rejecting you.
  • Most agents need to like you and trust you to place their career in your hands.
  • What that means is that you should spend more time building the relationship and less time worrying about how to get them on board.
  • It’s just real estate! Combine the Art of Farming and staying in touch with your clients to build your system and stay positioned. When they are ready to move, it’s just like working with a buyer!

You can’t make anyone move until they are ready, but once they are ready, if they trust you they will work with you. What’s the secret to selling a home to a buyer in 1-2 showings? If you ask the right questions, understand that they are looking for and know where to find their home, it’s easy!

The same applies to recruiting.

Here are some tips that you can follow, as well, which should make it easier to get the agents you want.

The entire interview process needs to stay focused on what they need and what is best for them, not you. A very common phrase that many of the brokers in our coaching program hear is “You were the only broker who took the time to ask questions about what I needed, and what was important to me. That’s why I choose your firm.” Sound too easy? It’s true! When they come into your office, tell them that your goal is to find out what is important to them, and to determine what their needs are so that you can help them make the best decision for their career. Then spend 20-30 minutes just asking questions in a very reflective way, and think carefully about what they are saying, and what they are looking for.  Think of it as solving a problem. Pretend that they are a friend who has come to you for advice, and your goal is to help them make the right decision. If you focus on them, you will be less inclined to try to sell them. You will be amazed at how easy it is to hear what they need, or want. After you have asked your questions, and assessed their situation, you should present only those systems that address their needs, and solve their issues. After presenting the “right systems”, watch their body language, and ask yourself, “Are they sold?” If so, very calmly, and very confidently, smile, sit back in your seat, and say “When you came in today, I said that my goal was to help you make the best decision for your real estate career. Based on everything that we have discussed here; it seems as though you’re right. You’ve gone as far as you can with your current company, so let’s take you to the next level in your career. We have a transition packet that is designed to make your move as smooth as possible.” At that point, you should begin reviewing compensation as well as those details that are necessary to make the move. After you have presented the necessary details, smile and say, “I’d like to invite you to join our team!”.

When you hear stalls and objections, don’t panic, and don’t try to talk them into joining. Just keep asking questions.  Two-year-olds are great closers. Why?  They just keep asking questions, until they hear the answer they want. Here are some great responses to the objections you hear at the end of the interview. “Why?” “Why not?” “Why do you feel that way?” “What makes you say that?” “Why would that keep you from making a move today?” “Really? Hum.”  “How would you propose that we solve that problem?” Here’s a sample of how it works. If you ask them to join, and they say they can’t do it today, just smile and say, “Why Not?” You’ll be amazed at how often they say, “I don’t know”. You would respond with “I don’t know either, so let’s do it!” You have to keep smiling, and keep it fun. If they say they can’t move because they are good friends with the broker, you might say, “Really? Hum…”(smile) and make them justify that statement before going further. After that you might ask, “If someone approached your broker and offered to buy their firm for a lot of money, would they consult you prior to making their decision about selling their company?” You’ll have to practice it a few times to get into the habit of asking verses selling, but you should see great results.

Recruiting is vital to your success and survival as a company. Start with a few small steps, and move forward from there. If you need help building relationships with the agents that you want, the absolute best tool in the industry to stay positioned is The Profitable Recruiter.  We’ve got the strategies, tools and training that make connecting with agents incredibly simple – and amazingly effective.  Our brokers tell us we’ve made recruiting fun again for them.  We tell them THAT’S THE GOAL!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer of 30% off with the promo code 30OFF any pro membership.  That’s 30% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account!Try it for a month and see what it can do for you. 

 

 

 

 

12 Reasons Recruits Will Say YES to Joining Your Company

Communicating Your REAL Value

By Real Estate Recruiting Coach Judy LaDeur

The most important asset within your company is the people. Attracting the right people means attracting those aligned with your values and vision.  This gives you an opportunity to create a flourishing environment that translates into an improved bottom line.

Putting a strong team in place will require you to answer a few tough questions first. You must be able to share details about your company in “what’s in it for them” terms. Explain how a move would benefit them both personally and professionally. Because let’s face it, switching companies is a very scary decision for most people. Diffuse fears by accurately and effectively sharing the “WHY” that sets you apart from your competition. What does this look like?

You must define:letters saying YES

  • What you do better than your competitors
  • What you are doing that your competitors are not
  • How you can help potential recruits earn more money through your systems and tools
  • How you enhance the working environment of your agents
  • What real results other members of your team have seen since making a move

Once you answer those questions, the next step is spelling out the reasons any agent would want to join your team. In my training, I ask each broker to come up with their 12 most compelling reasons. Unfortunately, twelve reasons can be difficult for a lot of brokers. For that reason, I have created a blueprint that you can follow to begin crafting your own list.

12 Compelling Reasons Recruits Will Say YES to Joining Your Company

# 1:  Strong Leadership: Vision, support with problem solving, and leaders who are acting like leaders. Take it one step further and determine what specific value you and your expertise bring to your team.

#2: Lead Generation: Agents need to prospect, but they want companies that are working to generate leads for them as well. There are lead generation companies out there that are charging agents up to $1000 a month for leads and believe it or not, agents are paying. Why? Because agents want those internet leads, or any leads that the company can provide. What are you willing to provide?

#3: Name Brand Awareness: Companies with a strong presence in the market, locally and nationally, are doing well with their recruiting efforts. Name awareness is tied to market share. The best agents understand that the stronger the name/market share, the easier it is to compete for business.

#4: Education/ training: Agents are looking to fine-tune their skills. Many agents know they need to get back to the basics and most realize the value of staying current in an ever changing real estate industry. The best agents also understand the value of securing specialized training or securing certain designations for areas of specialization. Such areas might include: Luxury market training, working with seniors, working the condo market, working with various ethnic groups which are moving into the country, and working the short sale and foreclosure market.

#5: Positive office attitude and healthy environment in the office: Agents want a positive work environment with competent and positive peers. It is easy for me to see that the offices with the best production and best attitude have brokers with a great attitude. Those same brokers spent the last 5 years getting rid of their dead weight and many are more profitable today than they have been in years!

#6: Mastermind Groups and networking opportunities with other top producers:  Many of the best agents enjoy connecting with the other successful agents. Their needs and approach to the real estate business is different from those just getting started, so why not give them the opportunity to grow and play together? Agents who work hard, play hard and spend time together are more likely to stay together.

#7: Marketing support/tools: Marketing is the #1 thing that agents need to stay in touch with their sphere and past customers. What can you do to assist or support their marketing efforts?

#8: Client/ data management tools: Many agents struggle when it comes to managing their data and client info. Do you have an easy-to-use customer relationship management tool that allows them to input their data, send out marketing, and locate client data quickly?

#9: Coaching and accountability: We see many companies implementing very successful coaching programs, with some great results. If the company does not provide coaching, the agents might hire outside the organization. The cost can range from $500 -$1000. What that tells me is this: if they want it and it has value to them, they will pay for it! Your agents need accountability and sometimes a third party is the best way to keep them on track and accountable. Your best option is to coach them yourself or have someone else in house that can effectively coach them. If this isn’t possible, seek out a good coach and work out an agreement with them to coach those agents who want it.

#10: Administrative support: Agents are working harder, but most are not working smarter. What can you do to support them behind the scenes?  What can you take off their plate to give them more balance in their life and work?

#11:  Proven results with proven systems: It’s not enough to have systems and tools. Your need to know what the results are from each of the systems and tools you offer. Use exact results, NAR survey results, national brand results, testimonials from your agents as well as success stories. Bring those results into your interviews.  Everyone says they can help potential recruits, but those who can prove it are winning in today’s market.

#12: Security: The bottom line for any agent making a move is whether or not they will feel secure at their new location. The more answers you can provide on the above list, the better they will feel, and when they feel good…they join!

Take some time to sit down and determine what your best selling points are as an organization.  Ask your agents what they love most about being part of your business family.  Then couple these powerful 12 reasons with your own compelling attributes and get ready to knock it out of the park this fall!

Want to continue to learn how to be the turn-to broker in your market?  Bookmark our blog, and join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special offer of 35% off with the promo code PLAN35 any pro membership.  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

 

Leading With Influence

Strategies to Grow a Stronger Team

By Real Estate Coach Judy LaDeur

There is a proverb that states, “He who thinks he can lead, but has no followers, is only taking a walk.”  Leadership is all about influence and developing the relationships that foster trust, security, connection – and the willingness to join you in your vision.

What are the qualities of a strong leader?Leader

  1. Integrity: Total honesty and sincerity. Do you sincerely want your agents to be successful beyond their wildest dreams?  Are you genuinely happy for those earning more money than you?
  2. Lead by example: Being the person you want others to be. Are you prospecting daily to build your business? Do they see you interviewing daily? Are you building relationships in the marketplace?
  3. Trust: Do your people trust you?  Trust makes leadership possible. Billy Graham said it perfectly. “If your people trust you they will follow you.”
  4. Respect: Leaders earn respect by making sound decisions, admitting their mistakes, and putting the needs of their followers and organization ahead of their own personal agenda.

Actions of great leaders:

  1. Start by just saying thank-you when they do something well. Praise is most effective when it is specific, sincere, and given as soon as possible after the desired behavior occurs.  Broker challenge: Sincerely thank one person each day for something.
  2. Send them notes for meeting their goals, or for being on track. Challenge: Write three notes each week to an agent to affirm their progress if they are on track to hit their goals. Send them a small gift when they hit their goals each year.
  3. Great leaders take Mental Hygiene breaks!  Take time to refuel and you will go a lot further. Take vacations without answering emails or business calls. If the day is going really bad, get away from the office and the business for a few hours. Spa, bookstore, backyard, forest preserve, beach. Spend 20 minutes meditating or just getting quiet in the middle of the day. Create a quiet room in your office. Studies show that 20 minutes of meditation in the middle of the day increased effectiveness in the workforce.  Challenge: Encourage meditation/ quiet time in the office and create a quiet time room if possible.

Putting these strategies and processes in place help you fine tune your leadership skills, and tune-in more to your agents and even your recruiting prospects. And that? Creates influence. Builds trust. Nurtures relationships.  Take these challenges to heart for the next six weeks and see how they create change in yourself, and in your team dynamics. Good luck and happy recruiting!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special winter offer!  Make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? 

The Three Daily Practices of Master Recruiters

Hint: Are You Staying in Touch with Your Customers?

By Real Estate Recruiting Coach and Speaker Judy LaDeur

If you are like most Brokers, you are constantly reinforcing with your agents how important it is to stay in touch with their clients and potential customers. It’s one of the most important jobs for your agents, but according to NAR, one that most agents do not do.Businessman taking phone call

What about you? Are you staying in touch with the agents in your market that you want for your team? Are you building your base of potential recruits?  Are you staying in touch with them on a regular basis? Do the agents in the market know what tools/training and benefits you offer as an organization and why it might be a better option for them and their career? Do you have your names set up in a CRM?

It’s not enough to have “good stuff”. Most companies have great tools and a lot of opportunities for their agents to make money and succeed.  If that’s all it took, most companies would have agents lining up at their door to join. They trick is to also communicate the value of what you are offering and stay positioned with those agents at all times.

Communicating your value actually starts before the interview process. When you take the time to build their trust, build the relationship and “Pre-sell” your company, the job is half done when you start the interview.

  • Social Media is a great way to build the relationship. (Be sure to check out our recent webinar with Chris Whicker – he shared a terrific social media strategy! Log in to watch on demand.)
  • You can build curiosity about the value of joining your team with “Just Hired” announcements, both online, in the sidebar of your weekly emails, and postcards are a great way to spread the word that agents are joining your office. You may want to include their “why” – where they share the top reason they joined.
  • Your marketing should be about your results. Share the things that make you unique. Do you have an awesome mentoring program? Do your agents close more than those at other companies? Share your success stories.
  • Make those phone calls to discuss your value, the results your agents are getting, to thank an agent for a great co-broke experience, etc.
  • Our Profitable Recruiter email newsletters keep you positioned at all times. They are motivational and inspirational and a “soft” way to stay in touch without that imposing push of a hard recruiting call. You’re offering content of value, and creating the rapport that is powerful when those agents start to think about making a move.

What do top recruiters and brokers do on a daily basis to insure consistent results in recruiting?   They stay in touch with the agents that they want! We talked to many of the best recruiters and brokers that we coach and asked them what they do to stay in touch with their “book of business”, the agents that they want.

#1: Phone calls are a daily routine: They talk to five agents every day about a career with their company. When their pipeline is empty they spend several hours each day making calls. For a Master Recruiter, if they are not interviewing a candidate, they’re looking for one!

#2: They network for referrals daily.  Master Recruiters say the best way to get appointments with the best agents is to build relationships with their existing agents. Master Recruiters say 50%-80% of their recruits are a result of the referrals from their agents. How do they get the referrals?  They ask for referrals, they watch who the agents are co-broking with and follow up with phone calls, they hold networking/coaching sessions weekly for the agents in the office, and they understand that when agents are happy with their office, they want other agents to have that same experience.

#3: They follow up with the agents in their pipeline:  Master Recruiters hire about 50% of the agents that they interview that day, or within 60 days of the initial interview. 15% will choose another firm right away and 35% of the agents will decide to move sometime in the next 12 months. That means follow up is critical for long-term success. Follow up involves, notes, calls, sending books or gifts, invitations to special or social events, or sending them a weekly motivational email that they can read, share with their friends and family and also share with their book of business. When that agent is doing more business because they are sending your weekly motivation message to their book of business. Their business and success is tied to YOU, and they are not even there yet! Brokers who stay in touch with their potential recruits with The Profitable Recruiter say that they recruit an average of 6 agents per year with this one tool alone!

Show your agents that you practice what you preach and sign up for the Profitable Recruiter today. Your agents, and more importantly, THEIR agents will love it!

What do you get?  Make any Profitable Recruiter Pro Membership part of your recruiting plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and be on your way to being a Master Recruiter.  

 

Recruiting: Are You a Farmer or a Hunter?

Savvy Brokers Know the Difference

By Real Estate Recruiting Coach Judy LaDeur

Every broker or recruiter naturally falls into one category or the other:  Farmer or Hunter.  They are completely different ways of approaching recruiting.  Most brokers, just like most agents, are farmers.

Farming is the art of developing relationships with a specific group of individuals, educating them about why they should want to work with you, and being positioned when the time is right for that person to make a change.  A broker or agent who farms assumes, just like a farmer, that if they prepare the soil, plant the seeds, water the crops and take care of the crops until harvest time, that there will be a bountiful crop so the farmer will be able to eat and also feed his family.   Farming is a passive form of prospecting.

Some facts about farming are:real estate recruiting

a)     Requires patience/waiting

b)     Takes 6-12 months to fill the pipeline

c)      Emotional agents need a relationship with you so it works with most agents

d)     Education and information is consistently sent out to gain trust

e)     The goal is to stay positioned, educate them, to gain their trust so that when the time is right, the agent will join your team, or you harvest your crop

Hunting is the art of full engagement. Going after the target, not waiting for it to come to you! The hunter assumes that is he/she is not actively pursuing the target that they will not eat.  Think of the lion. The lion does not sit in the meadow just waiting for his prey to appear, the lion tracks their prey, and pounces on it when the opportunity presents itself.   A Hunter also looks for the prey, stalks it and pounces when they are not paying attention.  A hunter does not assume that the food will just appear on their table. The hunter believes that if it is not out there hunting all the time, it might starve.  The hunter’s actions are assertive or aggressive forms of prospecting.

Here are some facts about hunting:

a)     It is a numbers game. Lots of contacts/ fast results

b)     Everyday someone is unhappy, the goal is to find that person each day, which means “who is vulnerable?”

c)      When agents are unhappy or unproductive, they want solutions and results, more than they need a relationship

d)     You have more control over the numbers

e)     Instant gratification

Both are important for long term success, however hunting is the key to survival in this market for you and your agents.

Here are some Farming activities:

a)     Mailings to educate them about your company and to build the relationship

b)     Having coffee to build the relationship

c)      Invite them to company events

d)     Personal notes

e)     Calls, just to say ‘Hi’

f)      Social media interaction/ comments

Here are some Hunting activities:

a)     Target Struggling agents

b)     Target New Agents who are in school or just licensed

c)     Target Logical agents from their photos

d)     Target agents who fit the company profile from their website/social media.

e)     Sending mass mailings/media/ email etc. playing the numbers game

f)      Using social media to place ads and target specific groups via Linked In and FB.

g)     Placing ads on the internet

h)     Career nights

i)      Approaching sales people in other professions and suggesting a real estate career.

If you HAD to hire 10 agents in the next 30 days, or shut down your office, where would you look for them and what would you do?  That is how the hunter thinks at all times!

The Good news is that most of you planted a crop in the spring and nurtured it until now, so you can harvest your crop and also go hunting…because it is hunting season!

Hunting season is the time of year when agents are most vulnerable. They are vulnerable for a variety of reasons:

  1. Inventory is low
  2. When agents are not busy after summer holidays, they start to panic
  3. They are just going into the last quarter, and many are not happy with their current year’s production

Even farmers should go out and take advantage of the opportunities that hunting season brings to their tables, and they do!

Which method of hunting do you want to focus on?

1. Struggling agents

2.  New Agents

3.  Logical agents

4.  Career night seminars

5.  Cold calling

6.  Marketing to the masses

Here’s to your successful recruiting season! Remember consistency is key! Good luck!

The Profitable Recruiter can help you with BOTH your FARMING and HUNTING techniques!  Learn more here. 

Do you want to hire more agents this season?  Learning to handle whatever objection comes your way with ease are both important parts of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today.  Make any Profitable Recruiter Pro Membership part of your business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and hit the ground running for next year! 

 

How Strong is Your Foundation?

Three Fundamental Practices for Success

By Real Estate Coach Judy LaDeur

As Realtors, most of you are familiar with a company called Ram Jack.  Ram Jack® is the national foundation repair specialist based upon two simple principles for success: Personnel recruitment teamdoing the job right and doing right by you.

How is your office foundation?  If you are not sure, look at the rate of retention in your office. In today’s market, are you coaching and supporting the associates you have or are they leaving for various reasons?

I would like to encourage you to practice three fundamental practices which will enable you to strengthen your foundation by using the A.C.C. process.

(A) Accountability.  Be accountable to your existing associates by providing the tools, services and support they need.  Security is a key element of retention.  Are you holding your agents accountable to do the activities that they should be engaged in on a daily basis? Are you holding them accountable to do those things to ensure they succeed?

(C) Coaching.  Coaching is a power word for today’s professional.  68% of successful REALTORs have less than five years’ experience and are unsure what to do next.  Don’t overestimate their knowledge of basic fundamental practices such as prospecting, negotiation and time management.  Coach them to success or refer them to a successful coaching program. One additional alternative would be to hire a coach personally.  One with experience in retention of real estate associates and learn the keys to holding them in place.

(C) Communication.  Communicate clearly, concisely, and as transparently as possible.  Agents are bombarded with negative information every day.  Let the information from you be positive, inspiring and encouraging. Be honest, compassionate and sincere but also give them the info they need to stay on track.

The most efficient way to recruit is to retain the agents that you have.  To secure your foundation and become the “Ram Jack” of our industry, solidify and cement your foundation by practicing ACC.

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer of 30% off with the promo code 30OFF any pro membership.  That’s 30% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.    

Make Those Calls!

Businessman taking phone call

A Recruiting Pep Talk

By Real Estate Recruiting Coach Judy LaDeur

Now, more than ever, making your phone calls should be your priority if your goal is to continuously build a great team. I do know that everyone has the best of intentions, and stuff happens. It happens to me as well. However, now is the best time to get a great return on your investment of time spent on the phone and getting those appointments booked!

If you don’t make your phone calls, you could be missing out on some great recruits this fall.  Everyone is back from summer holidays, but many agents have not yet ramped up their business. It’s an easier time for agents to make a move, which is why we are seeing so many agents doing just that. I just talked to one of my clients yesterday, who has a team of 12 managers that recruited 59 experienced agents in August!  Their combined production is $189,000,000! What would a month like that do for your results? The only way to know is to get on those phones. Of course, marketing, promoting your results and networking also play an important role. Marketing, promotion and networking should enhance your results when calling.   Would it be easier to make calls if you had just hired 59 top producing agents in the past 30 days? Of course it would, but it all starts with the call.

This time of the year, if you are not going to make the calls to book appointments, then hire someone who will.  Someone recently told me that they thought that making calls was right up there with flying on airplanes, going to the dentist, or having a spider crawl up your leg as the greatest fears to the Broker owners of the nation.  What are you afraid of? I have literally made thousands of phone calls and I can count on one hand how many times someone has been rude to me.   If someone even thinks of taking a tone with me I’m quick to remind them, “I just wanted to remind you the fact that I’m calling you is a compliment to you today.”  Usually I’ll get a change of heart “I’m sorry, I appreciate your call, I was just…” Whatever their reason, stay on task and stay positioned.

One of the best movies I have ever seen that helped me with sales calls is the movie Boiler Room.  Ben Affleck is playing the role of a recruiter for new sales reps in a finance firm.  While training a group he tells them “Boys there is a sale made on every phone call, either you sell them to buy something, or they sell you why they can’t, but either way a sale will be made.”  What a powerful reminder.  Keep Ben’s line in mind as you make your calls this month.  Set yourself up for success.  Plan your calls out ahead of time.  Know who you are calling before you get to work. Many of the top recruiters still use the “old school technique: which includes a notebook with the names and numbers of those they are going to call written out.  In the movie The Pursuit of Happyness, the true success story of Chris Gardner, this is the best example of discipline in phone prospecting I have ever seen.  Chris is limited in the time he can call prospects so he doesn’t drink water, which saves trips to the bathroom, and he never hangs up the phone, which saves him an eight minutes a day.  I’m not suggesting anything that extreme; however have a plan before you arrive to the office tomorrow of who you are going to call and have their numbers handy.  This organized plan will hold you accountable to your success.

Bottom line? Fire up those phone lines and make the calls.  In almost all of our webinars on demand, our spotlight brokers discuss their strategies for making the most of prospecting time.  There are powerful tips and techniques to be learned from them all.  In fact, there are more than 15 recruiting-specific webinars from which you can glean powerful ideas from some of the best recruiters in the business.  We are so grateful to our presenters who so generously share their success strategies with brokers all over the world.  There are also six specific audio-training downloads that revolve around phone scripts and strategies.  The tools are right there at your fingertips – let us know if you need help accessing them!

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 webinars for recruiting and retention, and opportunities to network with the best of the best. Join today and take advantage of our special offer of 25% off with the promo code 25OFF any pro membership.  

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.