How are you leading your office? Are you exhausted? Is your office stagnant? Are agents calling you 24/7 with their problems? Are more agents leaving than joining? Are you working too hard? Identifying your management style can help you recognize what you need to keep and what you need to change about your management style.

The Helper:

1. This person is a problem solver.

2. Receives validation by fixing every problem that an agent has.

3. Creates a "dependent environment" where agents are afraid to do anything without permission.

4. The manager is stuck at the office from the crack of dawn until late in the evening.

5. The office never grows and no one knows why.

Why does the manager have to hold the agent's hand?

1. Lack of empowerment in the training process.

2. The manager's strengths are contracts and the law..

3. Manager doesn't know any other way.

The General:

1. Top-down environment.

2. Rules, regulations and policies passed down to the agents.

3. Agents don't give feedback.

4. Constant judgment.

5. An environment of unhealthy "independence" because agents don't want to be told what to do.

6. Exhausting style of leadership that creates stress for the manager as they police everything that happens in the office.

Why does a manager use this leadership style?

1. They don't know any other way.

2. Many times they have control issues.

3. Their "direct report" models this style to them.

The Visionary:

1. Clear communicator of where the office is going.

2. Enrolls agents in the vision.

3. Empowers agents.

4. Nonjudgmental.

5. Takes feedback and acts on it.

6. No ego.

7. Creates a spirit of volunteerism from the agents.

8. Mutually accountable relationships.

9. Great attraction value to the office.

10. Does not fix problems.

11. The environment polices itself.

12. The manager has tremendous freedom in their professional and personal life.

13. Agents are supporting in the recruiting process.

14. Tremendous growth takes place.

15. This manager could be gone for a month and the office wouldn't skip a beat.

16. Agents are a part of present and future decisions.

17. This is an office of interdependence.

How you are leading your office. What do you need to change? What steps are you going to take? By when? What kind of outcome can you expect when you make the appropriate changes?

Here are some suggestions:

1. An inspired office of quality human beings that are aligned to your purpose of inspiration and growth.

2. Agents that solve their problems individually or from another agent volunteering support.

3. Agents that roll out new policy without a glitch. (I know this one will turn some heads)

4. You will have tremendous freedom and ability to be more productive in your daily work.

5. Retention issues will go away and recruiting will soar.

6. The highest level of respect from your agents.

Get a clear picture of where you are going. Align your key players to this vision inclusive of communicating the support you want from them. Declare this vision to your office. And finally, do what you say you are going to do, operating from principle, not personality.

Published: October 29, 2004

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Jon Cheplak, ABR,GRI,CRS,CRB,CLHMS is the Founder of The Real Estate Recruiters, The Management and Recruiting Solutions Experts. Jon consults, coaches, and hosts retreats for brokers, owners, and managers internationally, supporting leaders in their growth and profitability strategies and tactics. He can be reached at 775-846-5748 or email him at recruit@therealestaterecruiters.com. Visit his website at www.therealestaterecruiters.com.