Each year, the REALTOR® organization loses some of its most experienced and iconic association executives to retirement. Although we are greatful to AEs who have dedicated their professional careers advancing association management, REALTOR® organizations need to ensure that when retiring AEs walk out the door, all their years of valuable institutional knowledge don’t leave with them.
By Michael Thiel
Lack of trust is very often at the root of any association’s legal work. Legal counsel reviews vendor contracts because people don’t think they can trust those vendors to deliver on all of their promises.
Counsel participates in professional standards proceedings because the parties need an attorney present so they can trust that the hearing will be fair. It would seem, at first glance, that the law is all about lack of trust.
It’s the one meeting most managers—and employees—dread every year: the performance review. But now, with some guidance, performance reviews can be not only valuable, but relatively painless.
To provide an effective performance review, it’s imperative that both you and your employees establish goals to meet within the year. (If you don’t have staff, see the sidebar on tips for small-board AEs.) Goals should be S.M.A.R.T., that is: Specific, Measurable, Action-oriented, Realistic, and Timely.
by Saul Klein, e-PRO, GRI
As a REALTOR® association executive, you’re not only responsible for constantly improving your leadership skills, but also for growing and cultivating your volunteer leaders’ skills. It’s your duty to instill in the mind of the novice volunteer the traits, characteristics, and examples of effective leadership, as well as what I refer to as the Three Core Principles of association management and leadership:
By Masha Zager
Just as the real estate market started to shift in 2008, Marc Lebowitz, the executive officer at the Ada County Association of REALTORS® in Idaho, made an unconventional strategic move.
Ten years ago, if you needed a new receptionist, you put an ad in the local paper. If you needed a government affairs director, maybe you hired a recruiter. Today, the Internet gives you even more avenues—from social networking sites to niche job boards—to easily, and inexpensively, reach a wide pool of qualified candidates. But if you don’t take some precautions, finding someone to work for you may be more work than you bargained for.
Benefits of posting your job online