Grant Cardone sales trainer, radio host, real estate investor, and business coach is known for his statement, “Price is a myth!” He would be right. Price is a myth but costs are real and a fact. As a leader you are either controlling costs or costs are controlling you. Organizations today are very focused on cutting and controlling expenses, but what they should be focused on is controlling costs. What Does Your Decisions Cost? That is the question that every leader must ask themselves. When you are making decisions, you must consider all the costs. For instance stealing from your company may fill a short term need, but what is the cost to you if you are caught? If you are caught you could lose your job, increase stress in your life, and be arrested. The 4 Steps to a Renovation In the long term there are high costs associated with making bad short term decisions today. Just like your need to conduct renovate your time management plan you may need to undergo a cost renovation.

Are you utilizing a team score board? If you are following the Leadership Engagement Process you know the following steps are important to engaging your team?   Step 1 is for every position to know the company mission and the mission of their job. Step 2 is for every position to know their number. Ensuring each team member has a one number they are personally responsible to measure is very important. You should give them one specific goal based on this number.   Step 3 is for every position to know their score. The Leadership Engagement Process utilizes a team scoreboard. This scoreboard is imperative in engaging your team members. Real Estate Managers, Brokers, and Realtor leaders can not effect behavioral changes their staff unless the staff member knows what the target is for every day, week, month, and quarter. Your scoreboard should be broken down into three parts a top, a middle, and a bottom. The top of the scoreboard should be your manager's te

If you are new to leadership and you are looking for books that will help you in understanding how to become a great leader the following three books are an amazing choice. When I first got into leadership two of these books were suggested to me, and I currently pick them up from time to time as a refresher in building a strong team. The Customer Comes Second -  If you are looking for the perfect book about building a great culture, this book is amazing. I love the author’s philosophy on the importance of happiness in the workplace. I have found that shaming people to be better creates unhappiness and unproductive team members.   Bringing Out the Best in People - If you are looking for the perfect book about developing people individually, this is a great book. One of my favorite strategies is the concept of jumping on the bandwagon of team members who are going anywhere you want to be.   Leadership Coaching as a Strategy for Employee Development - If you are looking for

Are you too hard on your staff? The answer to that question is likely, yes. If you are anything like me, you want more for your team than they often want for themselves. Engagement is an interesting word. Think of a couple getting married, “Engagement.” Why do we call a proposal, “Getting engaged?” What does it take for people to, “Get Engaged?” In 2010 I proposed to my wife. First, we met, then we dated, then we kissed, then we got engaged. During that period of time, I was totally focused on her, and she was totally focused on me. Anything she needed, I moved heaven and earth to be there for her. I utilized positive language, we spent time together, I gave her gifts, I also met the people she cares about most in her life. After we did all that, we finally got engaged. Think about this for one second, are you engaging your team all wrong? I know, we often like to think that we hire people who are smarter than us, you may even be thinking, I hired you to do XYZ. It’s y

Real estate organizations need to lead their people by the numbers. We are often disengaged when we are given a job without direction. The numbers you give your team members to reach offer them purpose and meaning.   Research from a popular 1981 article entitled, How to Retain Real Estate Sales People, expresses how real estate brokers and managers believed that money was the only important motivator for salespeople. This could not be further from the truth. The biggest mistake Realtors make, when attempting to engage and retain talent, is thinking retention is based on income or pay. Retention comes when a staff member is fully engaged.  Engagement happens when managers follow the Leadership Engagement Process and the second step is ensuring the entire staff knows their number. Each position within the organization should be measured with a number.   The biggest mistake successful Realtors make, once they figure out number measurement is thinking that every p