Team Building Podcast

Recruiting isn’t always something teams take an intentional approach to, but it should be. How can we build a system that will bring people to us? How do we reach out to people to get them into our world? How can we create content both for new agents and seasoned agents who’ve been in the game longer? On this episode, we lay out the model and execution of attracting recruits to our team through training content. "You must have one level of training for new agents that don’t know the business, and a whole other level for agents that have been in the business a long time." -Jeff Cohn   Takeaways + Tactics The top 3 pillars of building and scaling a successful real estate business are recruiting, retaining by offering value, and continual training. Brokers typically control the emails their agents receive to prevent them from getting recruiting messages. Emails can get blocked, but Facebook messages can’t. Don’t just focus on content for newbies. It’s equally important to create content for agents who’ve b

Entrepreneurs often make the mistake of focusing only on business growth while neglecting personal growth. How can you program your mindset to align with your goals? What are the dangers of attaching our self-worth to a dollar value? How can we improve mentally to allow for a high level of growth in every area of our lives? On this episode, Bob Wells talks about building his businesses and shares how he has developed to be able to execute at such a high level. When you focus entirely on growing your business without growing yourself as a person, it’s unsustainable. -Bob Wells Takeaways + Tactics Set ONE goal for the year, and then ONE habit that will move us toward that ONE goal. As team leaders, our job is to create opportunity for others. People don't leave when they're happy— and progress is happiness. It's possible to use profit-sharing, and residential & commercial syndication to create wealth-building opportunities for our people.   At the start of the show, Bob shared how he got started a

As rainmakers, there comes a point in our careers where we are more valuable to our teams as leaders and coaches. How do we find the star players who can run the team with us and grow into leaders? What is the real differentiating factor between the people that do 100 deals vs. the people doing thousands? How do we break the 300-deal mark? On this episode, Ron Wexler, a team leader who’s been in the business since 1984, shares how he exited production 3 years ago, how his team sold 240 homes last year, and what it takes to go from rainmaker to leader. "The key is finding someone else incredible that wants to play the game with you at a high level and then together figuring out where you want it to go, and building from there." -Ron Wexler Takeaways + Tactics A lot of the challenges we encounter as we build teams will require us to be better leaders and business people who learn to look at numbers the right way. When you develop as an expert and become self-actualized, you earn the privilege to teach other

Everyone’s heard of the concept of creating salable brokerages, but what about salable teams? How can we cultivate leaders that are capable of guiding the team to success even if we aren’t there? How do we keep talent turnover low? In this episode, Wes Madden shares how he built a salable team and what he learned throughout the process.   Be somebody that makes people feel like somebody. -Wes Madden Takeaways + Tactics Focusing on our team’s growth is a way for us to build towards stepping out of production. Our job is not personal development, but the team’s development. If we want to sell our business, we need to determine our profitability. The first step is to make a formal evaluation. This can shed some light on who’s making the most profit in the company. Our companies shouldn’t be built only on people. We also need systems and a database to keep everything together even if some of the key agents decide to leave. In the beginning of the episode, we talked about stepping out of production, creat

For most teams, the path to growth is bringing on more agents. Yet, this risks possible negative impacts on your team culture. How can we still grow without expanding the team? How can we increase the productivity of the agents we already have? If we choose to take on independent agents, how can we bring value to them? On this episode, Amanda Howard shares how she is implementing the plan to increase production while still keeping her team the same.   "A driven person who wants to succeed in life needs mentors they can count on." -Amanda Howard Takeaways + Tactics When we remove ourselves from production, we have to take that time and put it into our agents. When we go into a new market, there’s going to be difference between what we think they are going to value and what they actually value. How people react to the word “accountability” indicates whether they will actually perform and work hard, or for fail to meet their goals and make excuses when that happens. At the start of the show, Amanda shar

The ISA model is something a lot people in our industry have spent time and money on, to varying degrees of success. What does it take to actually make it work and succeed? How do we maximize the benefits of overseas callers? How has our guest’s team integrated technology into his ISA model? On this episode, Gary Boomershine is back to talk about what he’s doing to actually get results from ISAs. Takeaways + Tactics When you launch a new strategy, it’s not enough to just feel like it’s working. You have to use numbers and metrics to inform whether or not you’re on the right track. You want an ISA who is sharp, knowledgeable, and friendly. On calls, using the word “property” instead of “house” can actually help you convert at a higher level. At the start of the show, Gary shared on recent developments in his business and how to figure out how much every single phone call your ISAs makes worth. Next we talked about some of the ways you can improve your ISA department and increase your results. We also talked

Successful people have all experienced challenges and failures, but it takes humility to admit it and grow. What is one of the most common mistakes team leaders make with their first wave of hires? How do you start implementing tactics that will actually get the wheel of success turning? Why should team leaders include the rest of the key staff in masterminds? On this episode, we talk to Erik Hatch about failing and starting over, to now running North Dakota’s #1 team. I’m a student of leading people, of empowerment, and how to give my best to people. This intrinsically leads them to give their best to me. -Erik Hatch Takeaways + Tactics Just because you know how to sell houses, doesn’t mean you know how to lead people. Our first wave of hires leave because we’re still too focused on ourselves. We have to realize that we’re there to work for our people, not the other way round. High level training and education shouldn’t just be for the rainmaker. It leads to a situation where the rainmaker comes in and dum

Unlike previous generations, millennials want more than a paycheck. They want to be part of something meaningful. How can we provide this type of work environment for millennials? What kind of team culture do they respond to? Why is the DISC profile test an important part of the hiring process? In this episode, Josh Cunningham shares how he built a successful real estate lead nurturing business by hiring and training millennials. "People aren’t looking for a career where they just clock in, sell their 8-9 hours per day for a paycheck, and go home to actually be who they are." -Josh Cunningham Takeaways + Tactics Millennials are looking for more than just a way to give 8 hours of their time in exchange for a paycheck. They’re looking for a team environment and immediate feedback from their superiors. Testing all candidates using the DISC profile is quite useful both for employees and candidates to know what motivates them. Individual contests and constant feedback are what keep turnover rates low. It’s about

Sometimes we’re so focused on running our businesses, we forget about setting larger goals for ourselves and our teams. What are some of the key traits of people who “play bigger”? How do you allow yourself to truly experience the freedom that comes from implementing the CRM strategy? What is the best way to get involved in other businesses without getting distracted? On this episode, we talk about how to start thinking bigger and putting ideas into action. Those who play big find ways to intertwine work with pleasure. -Jeff Cohn Takeaways + Tactics For successful people, work and life are not an “either/or” choice. It’s just about maximizing opportunities to build a really big lifestyle. You don’t have to be the best at everything. Hire the best for those other things. Choose to leverage into other businesses that are synergistic with the business that helped you become successful. This way, you won’t be as distracted by trying to learn a completely new industry. Your net worth will be the average of the n

In order to thrive for the long-term, a team must be built on a set of core values. Is the team or the brokerage model going to change? What role does branding play in attracting highly-skilled agents? Why is it important that agents in a team support one another? In this episode, Michael Carr discusses what keeps a team together, how to reward your agents, and the role branding plays in attracting both agents and clients. Takeaways + Tactics The people who are more likely to be successful in the future will be those who use a hybrid model. This consists of a broker who is also leading a high producing team and a few satellites of successful agents. Agents shouldn’t compete against each other but instead be aware that if they put the company first, they will be rewarded and taken care of. You want people who believe in your culture so strongly that when a new agent tries to make changes in the dynamic, the other agents will resist it without you having to step in. Branding also makes it easier to attract the

Inside sales agents can take the heavy lifting from the hands of agents, but only if they receive proper training. Should an ISA be licensed? Is hiring an untrained ISA ever a good idea? How can you keep turnover rates low? In this episode, Robyn Hayes shares how training an ISA can bring business and build relationships with past clients. Takeaways + Tactics Most ISA’s (inside sales agents) aren’t given the proper training, and their lack of experience shows in the results. Ideally, an ISA should be unlicensed and paid well. Otherwise, they will chase the commission like agents do. ISA’s who are focusing on the lending aspect should prioritize building relationships and asking questions about how they can help. The best way to keep turnover rates low is to have a good work climate, with everyone working from the office and make investments in their training. ISA’s have to feel like you are constantly trying to help them and make their lives easier without micromanaging them. They have to love coming back t

Prospecting is one of the hardest parts of acquiring a listing. On top of this, many inside sales agents want to leave this role and move up to being an agent taking a bigger cut. How can we keep turnover rates low when it comes to our ISA’s? What are the personality traits that makes someone a good fit for this position? And what should we train them to do in the prospecting process? On this episode, Jeff Coats shares how to keep ISA turnover rates low and build a successful prospecting system. Takeaways + Tactics The ideal ISA already has two streams of income in his/her family and is happy with a base salary plus commissions. If the ISA is not happy with their salary, they will try to move up the ladder or leave the team. Make sure you share some lead-generating costs with your ISA because many new ISA’s come on the team not knowing how expensive it is to get leads. Being risk averse is a trait that makes an inside sales agent perfect for your team.   In the beginning of the episode, we talked about the

Stepping out of production can be scary. What if our team isn’t ready? How do we prepare ourselves and our agents for us to step out of production and focus on other aspects of our business? How can we help our agents thrive, and what’s the best way to reduce turnover rates? In this episode, Mark Anderson shares his story about how he went from having a foreclosure on his home to being a team leader with over 170 homes sold per year, now aiming for 300. You are supposed to hire people who are smarter and better than you in different positions. That’s the only way you'll grow out of that position. -Mark Anderson Takeaways + Tactics Driven team leaders tend to believe everyone should be a top agent. Some people move at a slower pace. Keep in mind, it’s not about you. It’s about you helping them reach their personal goals. Make your agents aware of the number of homes they need to fund the lifestyle they want. Discuss goals and monthly expenses to get an idea of what direction they are heading in. Help them id

Training new agents is usually a hassle, and at times it can be expensive and time-consuming. It doesn’t have to be this way. How can we incentivize senior agents to become mentors for new agents? When is the right time to put new agents into sales? Should we let them decide on what they want to focus on? In this episode, team leader Dewey Golub shares his experiences with building a team from scratch. By being in coaching, I’ve taken other people’s pain points and removed them from my future life. -Dewey Golub Takeaways + Tactics Each junior agent should go through a training process as a buyer agent after they graduate. From there, they can determine what area suits them based on their interests. The purpose of training is to prepare junior agents to help senior agents, not burden them. Instead of having new agents constantly approaching the team leader with questions, you can train them upfront and incentivize senior agents to take care of the juniors after they finish the training program. You can moti

The dream of every team leader is to have a strong team that can consistently set enough appointments and attract buyers. But how do you help newer agents who work with buyers? Should you hire seasoned agents instead? What kind of mentors do you look for in order to become a better leader? In this episode, Andy Kueny shares his insight on finding the right coach, growing a successful team, and attracting more buyers. Sometimes we almost deconstruct these teams to start with the basics and implement the lead generation. Then they can start to scale the right way. -Andy Kueny Takeaways + Tactics It’s your job as a team leader to provide agents with reasons to come to the office. If you want a stable team, you need to invest in the education of your agents. If you are a team leader who wants to grow, you need to identify your problem area first. Just finding a coach who made more money than you in real estate won’t help you out with your specific problem. You need someone who is an expert in what you are exper

We might be tempted to copy someone else’s team model, but will that make us successful? Will their model work for our skills and personality? Are there any patterns that lead to success across all team types? In this episode, we speak about team models and how to find out which is best for you! "The best way to follow-up with a lead is to follow-up in the same form in which they communicated with us." -Jeff Cohn Takeaways + Tactics There are 3 types of team models: the community team, the rockstar team, and the CEO team. There are different manifestations of these models, all of which can lead to success, but only one structure fits you. Our team should be an expression and amplifier of our own strengths. At the same time, we have to find the right people to cover the areas where we aren’t excelling. The future of real estate lies in finding out how each generation wants to be approached and using technology to weed out the people who are “just looking” from the solid leads.   At the beginning of the episo

Many agents find themselves having no weekends or holidays. They are constantly on the phone-- and if they stop taking calls, they fear losing clients. Is there a way to step out of production and still make money? How can a top agent make the switch from being constantly on-call to leading a team? On this episode, Jeff Quintin, a former top agent, speaks about how he went from doing everything himself to building a team and regaining his free time. By us being in production, we are handcuffing the growth of our team because we don’t have enough time to pour towards them. -Jeff Quintin Takeaways + Tactics Many rainmakers face the same issue: the money is great, but they end up working 60-70 hours per week. They miss out on spending time with their families, and they trade all of their free time for money. Before you think about building a team, you need to experience the grind and learn the “in’s and out’s” of this business. The number of transactions that should make an agent think about getting help start

Recruiting the right people on your team is crucial for the success of your business. But how do you reach the right people and filter out the wrong people? What are the mindset changes that need to take place for you to become an agent magnet? How can you provide real value to your potential hires? In this episode, Vyral Marketing CEO, Frank Klesitz shares how you can recruit agents the DIY way. The main pillars of growth are recruiting talent, retaining by offering value, and training. -Jeff Cohn Takeaways + Tactics   You don’t need a recruiting agent as long as you have systems in place that show the benefits of joining your team to the right people. Start building a platform where you make the switch from being a rainmaker to a leader that shares their journey and knowledge with others. Relationships can’t be scaled, but messages can. When you do well on a sale presentation, make sure you record it and publish it to get more traffic by working only once.   At the beginning of the show, Frank shared the

Scattered initiatives confuse teams, while systems save time and help agents know what steps to take next. What can you do to organize the arrival of new team members? What’s the best way to keep them accountable and help them trust you? Is there a way to navigate through the chaos created by too much work and too few resources? On this episode, Adam Stark shares how he used systems to put team management on autopilot.   Takeaways + Tactics - Always look for new talent, but be aware of the changes in the dynamics of your team. - When you’re dealing with too many leads and can’t follow-up as you used to, outsource the work to specialized companies instead of burdening your agents with superficial follow-ups. - Managing a team can be a daunting task, but the more transparent you are and involved in your team’s training, the higher your level of self-accountability. At the beginning of the episode, Adam shared how he didn’t have the resources to create a skilled team himself and talked about his struggles with

In an industry where there are so many roads to success, finding a key metric to track can be daunting. How do you form your business plan around a single metric? Are systems a necessary? What can you do to improve your conversion rates without increasing your spending? On this episode, Lance Loken shares how he built a successful real estate business around a key metric and how you can do it too. You build an organization to compliment your deficit. -Lance Loken Takeaways + Tactics The one key metric that makes a real difference is the conversion rate. Each year should be planned in advance. The 1-3-5 method helps your team focus on one goal, three priorities that help with reaching that one goal, and five tactics for each priority. Most real estate agents have one weakness: they hate systems. Taking people from corporate America who are already accustomed to systems can be a good idea if you have a strong learning system for newcomers. Bring the “wow factor” to the table. Retaining clients is much more a