Many companies and their managers are looking for the recruiting "magic pill."

1. Is there a switch out there that can be turned on that will cause a manager to begin recruiting experienced agents?

2. Is there specific marketing campaign that will attract experienced agents to a company?

3. Is there a person that has that pill…one that owns that switch?

The answers….No. No. No.

The only "magic pill" is leadership and its development. Developing your leadership team takes commitment, hard work and an understanding that it does not happen overnight. The question you must ask yourself: Am I committed to the long-term development or am I seeking a quick fix?

Recruiting is an attraction process. In order to attract, one must be attractive. So, what attracts agents? Again the answer is leadership. What is the definition of leadership? The military definition is, "the ability to influence others to willingly accomplish the mission." The definition of leadership is creating other leaders.

How do we create other leaders? Well, you must be willing to pay the tuition. First of all, go after people that have talent, not necessarily the experience. Let them spread their wings. Let them make mistakes…tuition. Self-discovery is the most important learning process. Once you give them the answer the learning stops. This does not mean they can be out of alignment with your vision for the organization, but allow them to have their own vision within that context. You must be willing to sacrifice immediate results for a long term enduring organization. You will continue to have a commitment to immediate results, but don't sacrifice long term goals for the short term.

"Knowledge speaks, wisdom listens." Listen to your managers. Take them down a path of self-discovery by asking the right questions. Leaders have three different choices.

1. Give recruits the answer to get an immediate result.

2. Ask a series of questions to get recruits to come up with the result.

3. Let recruits have the experience. As a leader you should not be attached to the result, only the learning process. Great leaders know which one to choose in each situation. They have a true consciousness around these choices.

What inspires your managers? First it is your vision. Secondly it is their ability to have freedom within the context of that vision. Add accountability to this process and now you are developing them. Accountability is noticing without judgment. Hold them accountable to what they say they are committed to. If commitments are not kept coach them to discover what broke down. Cause forgiveness. Create learning and move forward.

Discover the unique genius in your management team. Let them fly! An organization's growth is dependant on this principle. Remember if your managers fail it means you have failed them. If they win you have served them. Serve your managers by having a true vision, soliciting commitments and holding them accountable. Step back and watch your organization grow. It's magical.

Published: August 19, 2004

Use of this article without permission is a violation of federal copyright laws.

Rich Casto is the founder of The Real Estate Coaches, a recruiting and management solutions company that supports brokers, owners and managers in the management and recruiting solutions arena. He can be reached at 702 240-0908 or coach@therealestatecoaches.com. Visit his website at TheRealEstateCoaches.com.