New This Month
Print Article Archives
Reprints / Subscriptions
Editorial Calendar
Media Kit
Popular Features
Architecture Guide
Cost vs. Value Report
Good Neighbor Awards
Handouts for Customers
Top 100 Companies
Take a Quiz
30 under 30
Young Professionals
REALTOR® Emeritus
Architecture Guide
Cost vs. Value Report
Good Neighbor Awards
Handouts for Customers
Top 100 Companies
Take a Quiz
30 under 30
Young Professionals
REALTOR® Emeritus | Retaining Top Personnel COACHING AND MENTORING | | |||
|  The Cost of Turnover Orientation Motivation Coaching and Mentoring Training Goal Setting Performance Assessment Resignation and Termination More Resources: Retaining Top Personnel Code of Ethics: Retaining Top Personnel | ADVANCED TIP Coaching Tips From a Pro Al Mayer, CRB, president of Fred Sands in Malibu, Calif., talks about working hand-in-hand with salespeople to coach them to success. Q: What is most important in being a good coach for salespeople? Mayer: Coaching isn’t sitting in an office telling salespeople they need to make more sales. Lots of coaches try to get production up without tying it to be a motivator for the person. Tie goals to salespeople’s motivators—the things that make them tick and the things that they want to achieve. Q: What are other mistakes brokers make in coaching? Mayer: Too many brokers don’t go into the field to see how salespeople are doing their jobs to figure out what to teach. To be an effective coach, you have to watch their activities and see what each salesperson needs. It’s hand-in-hand, one-on-one, and being out in the field with the person. Q: What do you look for out in the field? Mayer: If salespeople aren’t successful, either they’re not doing the activities they need to make sales or they don’t have the skill to complete the sales techniques effectively. You have to figure out which it is and focus your coaching and training accordingly. Makings of a Mentor > | |