Tag Archives: training

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“In many ways, effective communication begins with mutual respect, communication that inspires, encourages others to do their best.” -Zig Ziglar

Communication is defined as giving, receiving or exchanging ideas, information or messages to someone else. Team Communication is especially important during the training period for new Team Members to allow them the opportunity to ask questions (Clarify and Verify), express their ideas and thoughts, and to create accountability around Team expectations. Here are a few ways to communicate effectively.

Team meetings are essential collaborative sessions for businesses. They serve many purposes: making decisions, brainstorming, sharing critical news, or even teaching. They build camaraderie, create connections, and identify direction for your team. Unfortunately, sometimes, we lose track of their purpose. One way to ensure a successful Team Meeting is to create a “Meeting Agenda”. Team Members can also take turns conducting the Team Meetings weekly to allow everyone the opportunity to lead.

Some Meeting Agenda suggestions could be: Wins/ Accomplishments, Progress on Team Goals/ Numbers, Upcoming Events and Announcements, and Training/ Value.

Daily Huddles/ Stand Ups are meant to be short and impactful, so depending on the size of your team these meetings should be between 10-30 minutes max to connect with the team first thing in the morning and ensure that everyone is on the same page.
Some Daily Stand Up topics to cover could be: Big Rocks (Priorities) for the Day, Team Member Shout-Outs, Listing/ Closing Updates, questions on outstanding projects, or Goals

One-on-one meetings are a dedicated time for the Team Member and their Leader to connect on work, career development and growth. One on one meetings should be held every week for a minimum of 30 minutes. This is the perfect time to discuss the Team Members 4-1-1 or 1-3-5 goals.

Pro-tip: Each week there should be time blocks on your calendar Team Meetings, for Daily Huddles/ Stand Ups, and One on One meetings.

“If it is not on your calendar, it doesn’t exist.” -BOLD LAW

For new Team Members or Trainees, there is also the Daily Priority Report. The Daily Priority Report allows the Team Member or Trainee a chance to be more detailed in their daily communication with their Agent/ Leader. The Daily Priority Report should reflect what your true priorities are for the day. This is not a To Do List, but a priority list. What MUST get done today. At the end of the day, you will evaluate the list and mark through what you did get completed and notate what needs to be moved to the next day if necessary.

If your Team does not already have Weekly Team Meetings, Daily Huddles/ Stand Ups, or One on One Weekly meetings, schedule time with your Agent/ Leader to discuss adding them to the calendar.

Learn more about our Training Program at https://yourrealtyleverage.com/training/

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Congratulations on taking the first step towards leveraging your time with your new hire! The first 90 days of training can be the most critical in building the foundation for success.
 
 
Here are some tips and tricks to make sure you get the most out of your first 90 days
of training with your new hire:

 
 

Prepare your trainee for success:
Prior to your new hire’s first day on the job, make sure you have their workspace set up. They should have access to a computer, business email address, access to your Cloud Storage system with editing privileges, and log in information for the MLS, CRM and any other required systems. Taking the time to prepare prior to your new hire starting allows them to hop into your systems and start learning the business on Day 1.

 
 
Know Your Team’s Missions, Visions, Values, Beliefs and Perspectives:
Where does your team want to be in the future? What are your team values, beliefs and perspective What is your team “Big Why?” When building your team, the vision of where your team wants to be in the future and the growth path should be step 1. Team culture is important for recruiting and retention. People desire to know WHY they’re doing what they do. If you don’t have these in place, take time to build it with your new hire.

 
 

Know their role:
Before your new hire takes the seat next to you on your team, it isimportant that you outline what their 20% is. During onboarding, you should go over what 20% of your new hires’ tasks will produce 80% of their results. A customized 30-60-90 day goal plan, tailored to your business and your hires 20% should be created together with your new hire. These 30-60-90 day goals outline how your new hire leverage your time allowing you to spend more time on your 20%.

 
 
Create a learning environment:
To create the best learning environment on “In the Business” training, it is important to set up time for your new hire to shadow you or the team in your business. Whether it be prepping for a listing appointment or how you organize your inbox, the more they can grasp the way your business runs, the quicker they can jump in and leverage your time!

 
 
Set up team meetings:
In addition to scheduling shadowing opportunities, you and your new hire should have weekly one on-one meetings. It is important that these meetings do not get skipped! These meetings should be 30 to 60 minutes to check in on their progress toward goals. If you have more than one team member, make sure you are scheduling a weekly team meeting to check on team progress towards goals, building rapport, and accountability.
 
A daily morning check-in ,for 10-15 minutes, to outline priorities for the day, and get updates on wins or challenges from the previous day should occur also. A combination of shadowing time and weekly meetings allows for an open line of communication between you, your team, and your new hire to ask questions and make sure everyone is reaching toward the same goals.

 
 
Expectations Conversation:
On your new hire’s first day, we encourage an Expectations Conversation. This conversation should walk you and your new hire through talking about honesty, how someone can win or lose with you, sensitive issues, expectations, standards, and accountability. Having this conversation on your new hire’s first or second day sets a standard for how you two can communicate and work together in a new partnership.

 
 
Create a System for Priorities & Urgency:
When you are sending action items or goals to your new hire, it is a great idea to set a timeline for when it needs to be completed. This allows them to prioritize important tasks over the other “stuff” on their plate and learn how you prioritize tasks.
 
This is a snapshot of tips and tricks that allows your new hire to feel supported and lay a foundation for success. Should you have any questions or want to dive deeper into Training Best Practices- feel free to reach out to info@yrltalent.com, we would love to help!

Blogger: Allison Schoch, Trainer, Your Realty Leverage

This month in our Monthly Training Webinar, we covered communication between agents and admins. In training admins, this is a topic that comes up again and again. Agents and Admins usually have fundamentally different personalities, so how can they work together?

Before you stop reading and think “I’ve read the MREA, this isn’t for me”, answer this question: Do you want your business to grow exponentially in the future? Almost all of us would answer that yes, of course, we want to grow. Yet many of us will accidentally ignore one of the single greatest tools we can have in our real estate business because we’ve read it before: the Millionaire Real Estate Agent.