A couple of weeks ago I blogged on a new real estate model where I try to match real estate agent strategies to the agent’s personality. I call the different strategies “games” (www.getstrategic.com/agents). I’m going to share my progress with you, the highs and the lows to let you know how it is going since there’s no other company that I know of doing this sort of model. It may be like picking a carrot to see how it’s growing. But this carrot is an unknown species. Sticking with this metaphore, the only way I can observe it is to grow it hydroponically in a glass beaker to watch it grow, the glass beaker being this blog!
Here’s what I can share with you so far:
I’ve had the poorest results with the 3 experienced agents I had to let go because they wouldn’t put time into activities that they’d never done before. I think they must have joined because of the word “free leads
Eileen:
That’s awesome. A great division of labor. Tell me if I’m wrong, but doesn’t the mega agent build a similarly specialized organization (buyer specialists, listing specialists)?
Seattle Eric
I don’t think so. The mega agent brings on underlings to help work for that particular agent’s program. It’s normally not diverse, but what that particular agent found worked best.for his or her personality, It’s my experience that a mega agents uses one of the strategies we use and does it very well. Therefore agents are willing to train under that person to learn that particular strategy and maybe doesn’t realize that there are other ways to be successful. So what happens if it doesn’t fit the underlings personality? Now, they either quit because they don’t like the strategy, or they have to go train in another area. At LTD, we’re building the agents business for that particular agent’s success the our agent is the one making the big bucks. And we’re providing the diversity to allow the agent to grow into what they’re best suited for
Interesting, tonight I just started reading “21 things I wish my broker had told me” and I couldn’t agree more, though I’m only done with the first chapter. It will be interesting to see how we fit in with the author’s advice.
Ok..that makes sense.
This is a wonderful post, I enjoyed reading about types of agents.
Um, unfortunately, I’m an agent with three years’ experience … and I don’t fit any of those models.
Is this why I’m not more successful???
You can’t put a square peg in a round hole. Or is it the other way around?
How do you earn your living John? I’d love to know how other people are doing it. This, so far, is what I know. I haven’t found good luck marketing a specific neighborhood, though I know a few agents that have had success at that. I think that’s best when you live in a great neighborhood and are active in it. Maybe then you could get involved in E-Agent. I just never did it. So what else is out there? I’d love to know about it.That’s what this is all about. Sharing ideas, what works what doesn’t
Well, what I said was partly in jest. I make enough. Unfortunately, the things I am not good at are the things that keep me from more success. I just don’t want to change what I’m not good at.
I am glad you were able to find such eager agents. They will make your office a fun and successful place to work.
I still would love to know what you do that does work.
Eileen – I have a way to help Brokers and Managers identify some of the very strenghts you discussed above with each agent. As a profssioanl recruiter and interviewer I seek ways to help me identify strengths and weaknesses of individuals being hired so we can leverage their strengths and place them in the right position for the company. Recruiting, Selection and Identifying development needs, personality traits, and sales abilities are beneficial in the hiring process. If you or anyone else wants more information about how I have done this and continue to help others with their hiring stratgies you can reach me by googling maria mull
Let me know if you have further interest