Posts filed under ‘Accountability’
Every time I hear Gary Keller talk he talks about talent. EVERY TIME. And it never fails, someone in the room raises their hand and says something like “I’m having trouble with my buyers agent.” or assistant, or whatever. Who the person is doesn’t matter. What matters is that people are always the problem! Yes. People. People are our problem!
Why are people our problem? It’s usually a combination of things in the beginning. Rookie mistakes that we make hiring. First, we may have hired the wrong person. Well if we hired the wrong person we simply need to “de-hire” said person and hire the right one. Initial problem solved.
Now we’ve done it! We’ve got the right person! Happy day! We’ve got our amazing buyers agent, assistant, marketer, etc. We couldn’t be happier. Business is running smooth and we starting thinking that people are the solution and not the problem. Yes, if people are the problem then people are also the solution. Enter problem number two: We notice that performance begins to slip, our people seem unhappy or discontent with their job with which they once thrived? Well, it goes back to people being the problem. EXCEPT this time the person that is the problem is generally US, not THEM.
Yes. We are now the problem. What happens is when we hire capacity talent (people who can grow in their role and ultimately into a new one) instead of cul-de-sac talent (people who lack growth capability) they want to be developed. Capacity talent wants to thrive at their job. They want to be the best they can be. They want to learn more. They want the opportunity for advancement even if they choose not to take it. Capacity talent will rarely rest until they are the absolute best at their job (and possibly even better than you at yours). And this is where we lose them. Because our leadership skills are lacking. We fear that if we develop our staff to be “too talented” that they will leave us! And then our perfect business where we were once so happy will be shattered. I can tell you this is not the case.
In my early leadership days I had the same fear. That if I taught my people enough to leave me that they would. Reality is that if I taught them how to thrive on their own and go it alone, they stayed! They stayed and were happy and more productive than ever! Enter: happy dance! This happens because you are satisfying their need to grow and develop. You are providing the leadership that they desire. And through this process they usually realize that going it alone would be harder and less rewarding for them. By less rewarding I don’t necessarily mean financially. We’ve all stayed at underpaying jobs because we’ve respected and liked the people we worked for. And if you’re anything like me I can say that you’ve probably given a boss or two the “one fingered peace sign” at a good paying job. Yes, I have actually done that. That woman was evil. But I digress…
Teach your people to leave you and they rarely will. Be the solution to their career desires and they are yours forever.
It was 12 years ago for those of you wondering. No. This is not one of those blogs where I am going to talk about how much easier life was at 16. Or how I miss those days. Because it wasn’t and I don’t. I would rather poke my eye out with a fork than go back to high school. I am going to talk about the job I had when I was 16. That’s right. WORK.
I was a sophomore in high school. Played sports so I was busy, and I had a job at the local Levis store. I made crap money, I worked crap hours, and my boss hated me. None of these things were working in my favor. I mean seriously. I would be in school every day by 7am, ball practice in 100* weather until 5, work from 6-10:30. I worked every Friday night. Most Saturdays and Sundays. I would go into work after a day of ball practice and I had no car, so I had to get a ride from someone if my parents were not home that night. Then I would work for about an hour, the store would be slow so I would get sent home.
At first I was overjoyed to get sent home. “Awesome. Now I can go be a teenager. WORK SUCKS” – then I realized that as tough as it was for me to find a ride to work, it was even harder to find a ride home. I was broke because I only worked an hour. And to top it off I soon realized my boss sent me home not as a reward, but because I wasn’t good at my job and wasn’t worth it to keep around. I know. Its hard to believe. But I like most 16 year olds thought I knew everything and that I could get away with avoiding work while at work. As a matter of fact, I know many adults that still do this today. So what was the outcome. I would exhaust more effort, had higher stress, made less money and was inconvenienced more by AVOIDING working while at work than if I actually just did my job well.
It was a magical day the day I decided to actually do my job at work. Time flew by! I felt accomplished. My boss was impressed. The following chain of events was great. I got better at my job so it got easier. I got more hours because I was good at it (which meant more $ to me!). I got a raise! I got a promotion several months later. I ended up being promoted to a supervisor by the time I reached 17. At 18 I was making better money than any other high school kid I knew, and many adults. I had an understanding of business, profit and loss statements, working with and leading people, etc. Not to mention, I can fold a mean pair of jeans.
Why did this happen? BECAUSE I ACTUALLY DID MY JOB! I spent so much time and energy avoiding my job the first 2 months I had it that I am almost ashamed to admit it. Obviously I changed that.
My simple point is this. And I am going to capitalize it because I want this message to be clear to everyone. STOP AVOIDING THE PARTS OF YOUR JOB THAT MAKE YOU SUCCESSFUL AND GET YOUR BUTT TO WORK! For some of you that means paperwork, for some it means lead generating, for some it means just working at all at anything.
My promise to you is this. If you actually work. If you actually do what you are supposed to. Your stress levels will go down, your income will go up, and the ease of your job will increase. Give it a try, the avoidance isn’t worth it.
If you think you’re job is tough. If you think its thankless. Do me a favor. It is the holiday season. Go to your local retail shop and get a part time job through the new year. There is no hell quite as special as working retail in the holidays.
Stop your dirty thinking! I am referring to the size of your database! I know I tend to stick to the cool new things in my blogs and speaking like social media and internet; however today we are going to kick it old school. Sort of.
Do me a favor and think about your database. How many contacts do you have in it? Now ask yourself this. How many of them are likely to do business with you? Above I said we are going to kick it old school. Well the reason it is followed by a “sort of” is because in recent years our database’s tend to become more like phone books than ever before. The main problem for this is the internet. Yes, I just said the internet is causing problems. However it is not the Internets fault. It is ours. Because we are improperly managing it.
Lets look at what is happening. Our databases are supposed to be people who are likely to do business with us based on past and current relationships. With internet lead generation we tend to get a lot of looky loo’s and tire kickers who register either with limited information, or fake all together. Yes, fake. Mickey Mouse is not really interested in buying that lake front home. I promise. So what do we do? We filter, label and top grade our leads. Having a database of 8,000 people does you no good if you’ve never connected with them. Ever. We have the false belief that our large database of 8,000 people will produce us business simply because of its size. This is not accurate. My recommendation is to use labels to differentiate who really is in your “database” and simply who’s data you are storing and mass emailing. Don’t get me wrong. I am NOT saying to delete all of those 5,000 emails you have. Yes, some of them may need to go. However its probably not costing you anything to do business with them and there are ways to pull them back in to convert them (but that is a different topic). I want you to clean up your database for tracking and conversion purposes. The size of your database (your TRUE database) will directly influence the size of your business. Manage your database well and you’ll thrive in business. Oh yeah, be sure to add your true SOI on your social platforms. It makes relationship building as easy as pie… or cake depending on your sweet tooth 🙂
A simple sentence, right? If you look at it a little bit longer there are a few key points about this sentence that seem to be commonly overlooked by those belonging to a team. So lets break it down and put it into perspective. I’ve been a part of teams as long as I can remember, growing up as an athlete. After that, I’ve been building teams my entire adult life. I find that most people view a team as the first part of that sentence “a group of people who work together”. Thats great… but just because a few people work together, a team it does not make.
Lets look at the second part of that sentence that makes it very important….”fulfilling their own unique roles”. What does that mean? Own unique roles? Well, a team has to function as one, but every member of a team does not necessarily do the same thing as the other members. Rarely in fact, is that the case.
We’ll wrap it up with the third part of that sentence and ultimately the most important…”to accomplish a larger goal or common purpose.” Why is the team in place? Whatever the answer is should be the answer to keeping everyone on the same page towards the desired outcome. Think of a football team. They are all there to get the ball across the goal line. THATS IT. They all have a different role in making sure that happens, but ultimately the goal is to get the pigskin in the end zone.
The reason I feel compelled to talk about this today is because I see folks who are on teams who have a stronger purpose of their own, rather than the teams purpose AND I see people who are running teams (or trying to anyways) who aren’t taking into account the needs of the team and its members. As team leaders we lean on our team members to buy into the team vision, to support the team goals; but are we as a team also supporting their goals?
Just a little food for a team thought.
Just walked out of a great training session with some agents in my office. I left them with a challenge… to find accountability. Why? Because as of yet they don’t have it! As real estate agents many of us get into the business so that we can make our own schedules, go to work when we want and have unlimited income potential and be our own boss. Unfortunately for us, most of us have a crappy boss who doesn’t hold us accountable to the tasks we are supposed to do. Go ahead, admit it; your probably not as tough of a boss as you should be to yourself.
So if your now asking yourself how was my challenge welcomed, the answer would be with uneasy looks. Accountability can be uncomfortable, its a tough look in the mirror and sometimes we don’t like what we see. If you don’t like what you see one of two things will typically happen. 1) The pain of your discomfort with your actions will force you to meet the goals that you agreed to, or 2) you will decide that “this accountability stuff” doesn’t work anyways and drop it. The latter of the two is where 80% of people fit in; in the other 20% we find our champions.
What I am curious to see is what type of accountability everyone uses. Peer partners? Coach’s? None? And what is the result?