There’s no stopping a new agent’s enthusiasm, says coach Darryl Davis. Instead, nurture their spark of greatness so they can maximize the potential of their new real estate business.
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New Agents bring vital new energy and even wide-eyed optimism to an organization. They don’t yet know what they don’t know, and sometimes I think that’s a good thing.
There are many experienced agents and even managers who take these new agents’ belief that they can do great things and immediately try to present a “reality check”. When you do this, a spark of that magnitude can be shut off before it even has a chance to ignite. So, first things first – don’t do this.
Now let’s look at seven things you can do to give your agents the best possible chance of succeeding in this business.
Conduct a vision/goal session with them.
Ask them to create a vision board or goal card of what they want for themselves and their career. This will help them focus and help you know exactly what they need so you can support those goals.
I love the idea of suggesting to them that they should include their family in this conversation. You can call a family reunion and summarize everyone’s goals for the next six months. This way everyone feels part of the process and can come on board.
That way, if your new agent is working long hours and going through steep learning curves, his family will better understand why this is happening and be able to support him.
Create a business plan around that vision.
Too many agents get into real estate without fully understanding that they are building a business and as a new business owner they should have a business plan. In the beginning, it’s best to keep this plan simple.
Big, bold, 100-page business plans can feel overwhelming and rarely see the light of day once they’re written. I have a one page EZ business plan that I am happy to share with you to share with your new agents. Find it here.
Make an action plan.
Based on your agent’s new goals, let’s engage them in the activities that will help them achieve them.
First of all prospecting. Your new team members should commit to researching clients for at least an hour a day, at least three to four days a week. This does three things for you.
- It allows them to get used to prospecting.
- It helps overcome fear of the phone (because repetition helps them become more confident).
- The numbers will eventually work in your favor and you will get an appointment.
Make sure you share this pro tip with your agents.
Don’t set yourself the goal of getting an appointment. Make it about connecting with people and building rapport and relationships.
If they move from getting an appointment to a service, the calls will be less scary, they’ll be less promotional, and they’ll get a more positive response from their potential clients. Here’s a great way for her to announce her new career into their sphere without sounding intrusive.
Help them be more confident in their conversations.
Two of the most important conversations they need to learn in this business are the bid date conversation and the buyer date conversation.
These should not be pre-made scripts. Why? Because ready-made scripts don’t work; they feel intrusive and inauthentic because they are.
We train agents to first validate the value of using a real estate professional, then validate your business, then validate the tools and strategies they bring to the table – all using metaphors and analogies to make a connection.
Provide your agents with this type of basic training, and you’ll help them succeed faster, serve your community better, better represent your organization, and stay with you longer.
Provide some tools of the trade.
All agents, both new and experienced, should set up systems that allow them to constantly be in touch with a sphere and a farm and control all dealings in that store.
From a CRM to a website to lead generation platforms and the forms and tools needed to be compliant with your MLS and board, ensure your agents have access to what they need to be successful . Even if your company doesn’t financially foot the bill for these systems, you should have a way for your team members to get their hands on them all easily.
Most new agents need a little hand-holding to get started. Make sure they know you or a member of the leadership team is there for them. Monthly check-ins to see how they’re doing and an open-door policy are good recipes to help them feel supported as they get started.
Foster the enthusiasm and energy your new agents bring to your team. Don’t just cheer them on when they win, but when they’re actually learning.
Give them the space and grace to make mistakes and learn in a safe and nurturing environment, and you will make it as a leader from the park who “gets it” and works with them to inspire and support them to grow exponentially.