Brokerage owners and team leaders, I want you to start watching for something, and I want you to be opportunistic. That might sound negative, but it’s not.

As an office leader, you have a duty to yourself, your business, your family, and your colleagues. That duty is to recruit consistently. One of the easiest ways to do that is to be opportunistic in a positive way.

What does that mean? Look for trigger events.

Trigger events in your community could be:

• An office leadership change at XYZ Company
• A brand change
• A staffing shakeup
• A technology challenge

I hear about these things all the time, and when they happen, they give me a reason to engage with that company.

For example, I might ask in my office, “Do you know anyone who works at XYZ? They’re having some changes over there. I’d like to reach out.”

Then I’ll make the call:

“Hey, I understand there’s been some changes at your company. I’ve always been impressed with your work. You’re probably very happy where you are—a...

Did you know that half the listings in America aren’t selling? Yes—half.

That takes us back to the old-school days. When I first started in real estate with Century 21, I proudly wore the gold coat. I had to buy it myself, so it was a big accomplishment. Back then, I attended a class called the Two-to-One Class. The theory was simple: for every two listings you took, only one would sell. A 50% sales rate.

Now, imagine meeting with a seller and saying:

“Good news—I’ll do my best to get your home sold. Bad news—I’m only successful about half the time.”

How do you think they’d respond? Probably not too excited. I realized quickly I didn’t want a 50% failure rate—I wanted 100% success. That meant changing the conversation.

Here’s the script I used:

“Mr. Seller, you may not realize this, but in today’s market only about 50% of listings are selling. That’s unacceptable to me. I want to sell 100% of the listings I take. But that requires us to have a different kind of conversation. I ca...

Quick question: Have you put your sphere of influence to work? If not, you’re missing a huge opportunity.

Think of your sphere as a massive sales army. Maybe you have 100 people, maybe 200, maybe 500. But are you actually putting them to work?

That means programming their reticular activator—the brain’s pattern recognition system—to look for real estate opportunities. We all have it, and you can tap into it. I’ll give you two simple techniques.

First technique:

When you’re talking to someone this week, try this script:

“Here’s a crazy stat that might blow your mind—within the next two weeks, you’re going to hear of someone who wants to buy or sell real estate. You might not think so because you’re not tuned in to it, but just watch. And when you do, think of me. If you can, I’d love for you to send me that referral.”

What happens? Almost inevitably, they’ll hear about someone buying or selling a house within the next couple of weeks.

For the second strategy, say this:

“As we he...

If you're a real estate broker, I want you to do something the next time you're in a grocery store. Look at the shelves and notice how many products say new and improved.

Now apply that to your own real estate company. Ask yourself: What about my company, what I'm offering to agents in this market, is new and improved?

If you can’t think of anything, neither can your current agents—and certainly no one outside your company can either. But this is the secret sauce.

We often think recruiting is all about commission splits. It’s not. If the lowest split was all that mattered, then the operator with the lowest split in your market would have every agent working for them—and we know that’s not true.

So what is attracting agents to join one company over another? It’s the tools, the technology, the services, the support, and most importantly—which company they believe can help them close more transactions at the end of the day.

Here’s the challenge: What can you roll out every quarter th...

As a brokerage owner and team leader, I have a question for you: when’s the last time you fired someone?

That’s a big one, isn’t it? Have you ever actually fired someone, or do they just leave on their own? A lot of brokerage owners and team leaders don’t have the strength to say, “This person isn’t working here anymore.” But avoiding that creates roadblocks for recruiting.

Sometimes one agent creates what I call the “bad apple syndrome.” They’re so difficult—dramatic, gossipy, toxic—that potential recruits won’t join your company because they don’t want to work with them.

Think about your roster right now. Maybe everyone is fantastic. But maybe not. Maybe you’ve got someone with barnacles—someone others don’t want to work with.

And here’s another question: how many people on your roster haven’t closed a deal in the last year? You might have five, six, eight, even ten agents producing nothing. Why are they still on your roster? They’re dragging down your company’s production number...

Hey guys, we're coming up on the end of summer. That means it’s time to have a specific conversation with one key group of clients: sellers.

If their home hasn’t sold yet, it may be time to reprice—because fewer and fewer buyers are entering the market. Many buyers want to be settled before the school year starts. Not all, but a large percentage.

We know the bulk of real estate activity happens in spring and summer. But once we hit late summer—August and September—the market begins to slow down dramatically.

So, what do we say to our sellers?

Here’s how I’d frame it:

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"Mr. and Mrs. Seller, we’re entering September, which means we’re approaching the end of summer. Buyer activity is beginning to taper off, and there’s a lot of competition right now. Many other sellers like you are working to attract a smaller pool of remaining buyers.

"What we typically see this time of year is a wave of repositioning. Sellers begin to get more competitive—especially with price and buyer incen...

Question: how fast do you pivot on price when you list a property?

Sometimes we get it right, and sometimes even the best of us get it wrong. When we get it wrong and don’t pivot quickly, we risk missing the opportunity to sell the property for top dollar.

So, how fast do you pivot? Do you wait two weeks, three weeks, a month, two months? Are you setting that expectation upfront with the seller?

Here’s a study from ShowingTime. They’re integrated with many MLSs across the country and help schedule showings. Because of that, they have their finger on the pulse of showing activity.

Their study, based on tens of thousands of showings, shows that after the first five days, showings plummet on most listings.

Why? Because when a listing hits the market, all eyes are on it. Most buyers—probably 95% to 99%—are set up on portals like Realtor.com, Zillow, or your website. When that listing hits the MLS, the entire backlog of active buyers sees it almost immediately.

Hundreds of buyers look...

I've got a question for you as an office leader or team leader:

Do you have a recruiting website?

Most of the people I coach—office leaders and team leaders across the country—don’t. It's just not something they've thought about.

But having a recruiting website is important.

When someone starts to consider joining your company, they’ll do a little Google search. They’ll check out your website. They’ll look to see if it looks professional, if it feels like a good fit, and if it reflects who they are.

Now, if you also have a recruiting website—or at least a dedicated recruiting page—they can dive into the value your company offers without needing to talk to you just yet.

That’s powerful. A lot of agents are nervous about making that first contact. They don’t want to jump on a call right away. You can make it easier by creating a recruiting page on your website—or even a separate website entirely—dedicated to recruiting.

The most important part of that page?

Outlining your entire ...

Let’s say you meet a buyer at an open house, online, or at an event, and you think, "Hey, I’ve got a hot lead here." Then they cool off. Ever have that happen?

Here’s the issue: Most buyers are not immediate buyers. About 75% of buyers are in the buying cycle for six to nine months before they actually close. Only around 25% of the people you meet will buy within the next 30 days.

The problem is, most agents don’t have a strong follow-up plan.

Your follow-up process should have at least five touchpoints during the buying cycle—and for many of us, it probably needs more.

Think about your follow-up: How often are you reaching out? And how many different media channels are you using?

Sure, you can just call. Or just text. Or send video texts. Or rely on social media. Or mail letters.

But really, you should be doing all of it.

The one thing I want to emphasize today is the concept of a video drip campaign.

This is a system anyone can implement, yet almost no one is doing it.

Even ...

When we're talking to our sellers and giving them feedback each week about what's happening in the market, it's really important that we educate them on a few things that often get missed.

One of those is the power of virtual showings.

So what’s a virtual showing? A virtual showing is when someone visits your listing online. They may or may not come see it in person, but that initial view online is still a strong signal. It means your marketing is working—it's attracting people to look at the listing on Zillow, Realtor.com, your own website, or the MLS.

From there, the buyer decides: Is the listing priced right? Does it look like it’s in great condition? Is it staged properly? A number of other factors come into play once they arrive at the listing page—but your job is to get them there.

And when you’re talking to our sellers every week—and this is how you earn price adjustments, by the way—you need to bring up virtual showings.

Right now, price adjustments are on the rise. About ...