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Posted On Sunday, 28 August 2022 20:28 Written by

Ed PintoEdward J. Pinto is a senior fellow and the director of the AEI Housing Center at the American Enterprise Institute (AEI). He is currently researching how to increase the entry-level housing supply for first-time buyers and renters who earn hourly wages, as well as examining the current house price boom that began in 2012. This continues his previous work on the role of federal housing policy in the 2008 mortgage and financial crisis.

Along with AEI Resident Scholar Stephen Oliner, Mr. Pinto created the Wealth Building Home Mortgage, a new approach to home finance designed to provide a more reliable and effective way of building wealth than is available under existing policies. This mortgage allows home buyers to maintain a buying power similar to a 30-year loan. It is aimed at a broad range of homebuyers, including low-income, minority, and first-time buyers.

Before joining AEI, Mr. Pinto was an executive vice president and chief credit officer for Fannie Mae until the late 1980s. Today, he is frequently interviewed on radio and television and often testifies before Congress. His writings have been published in trade publications and the popular press, including in the American Banker, The Hill, RealClearPolitics, and The Wall Street Journal. In addition, as the director of the AEI Housing Center, he oversees the monthly publication of the AEI Housing Market Indicators, which has replaced AEI’s monthly Housing Risk Watch and AEI’s FHA Watch.

Mr. Pinto has a JD from Indiana University Maurer School of Law and a BA from the University of Illinois at Urbana-Champaign.

Posted On Tuesday, 30 August 2022 00:00 Written by

The role of a manager or executive comes with a myriad of responsibilities. Some of the more traditional roles of a manager or business executive can include balancing due dates for parts of a project, helping employees feel adequately trained for their role, and even being in charge of the company’s image.

These and other elements of managerial and executive roles may stay the same for years, but just as many roles and responsibilities are evolving with the times. In everything, from a shift to remote and hybrid work environments to accelerating digital disruptions that transform whole departments and organizations, change is the only constant.

If you are a manager, how would you write your job description today compared to day one? Do you find yourself still listing the same tasks even though you know they have gotten far more dynamic than before? Change has already begun, so how do you as a manager or executive evolve?

Has The Role Or The Mindset Of A Manager Stagnated?

Mindset is everything in the professional world, and thinking in only a legacy way is no longer useful. Many managers, executives, and even seasoned CEOs that I meet regularly all seem to be holding on to how they used to manage in years or decades prior. Their reason is that those “good old days” represent their years of experience.

But job or career experience is most beneficial when it is applied to and blended with new systems, technologies, culture, and the responsibilities that result from these transformations. The shift to remote work is a good example, where many leaders hoped it to be a means to an end because the “good old days” — their experience  — was challenged in a new way.

But just like the new tasks and responsibilities a manager learned on day one after starting their leadership position, this is just another new task. It is the stagnant, legacy mindset surrounding how they have learned to lead that is the real setback.

The New Changes That Management Faces

What exactly do managers need to manage today and in the future? Here are a few categories that impact the role of a manager, along with some of the specific changes that affect those in leadership roles.

Work Culture – Work culture at any company now expands beyond just cube farms and factory floors to include remote employees. As a manager, you must lead your team in a way that keeps your piece of the organizational puzzle working efficiently.

It is important you get to know your team and understand their weaknesses, not just their strengths. This relates to my principle of going opposite: Find a way to help them overcome those weaknesses.

Many employee weaknesses have to do with distractions. How do you as a leader manage distractions for each individual team member without trying to force a one-size-fits-all environment?

Digital Disruptions – How comfortable as a leader are you with the disruptive digital technologies that impact all industries today? Better yet, do you view them as an Anticipatory opportunity to help your employees grow or as something to be afraid of and try to run from?

Get in front of digital disruption by utilizing my Hard Trend Methodology. What digital technologies are future certainties that cannot be ignored and will disrupt something that you do on the daily?

I’m not just talking about artificial intelligence (A.I.) and machine learning (M.L.) applications replacing the original roles of your valued employees — I’m referring to those technologies plus others becoming part of their roles, helping them be even more successful in what they do.

Employee Training – Training and education are living organisms. Even with respect to leadership roles that manage employees with bachelor’s and master’s degrees in their field, change is not impartial to anyone’s credentials.

First, training should be a two-way, dynamic street and not a one-way, static system. Talking to an employee educates them much less than having them be hands-on with their learning experience.

Innovative, groundbreaking technology can be adapted in training new and existing employees in interactive ways — it just takes some exponential thinking from a highly skilled and passionate manager!

You Are A Team. Create A United Futureview. 

Whether you are a middle manager or the CEO, you are leading a team. The three categories I listed above are great starting points to what today’s leader must consider regarding team members, but one truly important concept I want you to take from my Anticipatory Leader System is to get your team to have a united Futureview®.

If the future in your department or at the organization as a whole looks positive, you will experience positive growth, but if the future looks stagnant, it will be! A department with a united Futureview is one of abundance, innovation, and progress. If not already, it is time for you to become an Anticipatory Leader that positively transforms the future of your organization!

Posted On Monday, 29 August 2022 00:00 Written by
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More and more mortgage and real estate professionals are connecting and posting on social media. Aside from the compliance issues you need to satisfy, you do need a game plan as to how, what, and why you are posting. There are some simple things I have found in making sure you are maximizing your benefits of the social media connections you make, while at the same time, you don’t end up driving people away from reading what you are sharing.

When it comes to professional posts, keep them short, focused, and direct. Most of all, make it YOUR interpretation of what ever point you are trying to make. Simply sharing a post put together by your corporate marking department that everyone else in your company is going to share does NOT create differentiation, it makes you just like everyone else! You can share the story, just share the story in your words!

You also need to ask yourself, especially if you are sharing a video, but also if it is just text:

  • Why am I sharing this information?
  • Who will be interested in this information?
  • Why is this information helpful or hurtful?
  • Do I share a solution or benefit?
  • Am I creating a call to action where I can help?
  • What is my plan to convert interest into opportunities?


With my clients I suggest they pay close attention to their social media platforms for about 30 minutes each day, 15 minutes in the morning and again in the evening. I ask them not to share more than one or two business posts each week but be sure to comment (not just like) on other posts every day. I also ask my people to provide something of local value once a month from a local product or service provider as to help support their business at the same time they gain exposure for themselves.

Questions or comments: This email address is being protected from spambots. You need JavaScript enabled to view it.

Posted On Monday, 29 August 2022 00:00 Written by
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Posted On Friday, 26 August 2022 13:20
Posted On Friday, 26 August 2022 13:02
Posted On Friday, 26 August 2022 12:56
Posted On Thursday, 25 August 2022 20:07
Posted On Wednesday, 31 August 2022 08:43 Written by

As the NFL nears the end of its 2022 pre-season, fans can hardly wait for the regular season to start. The real games start when the teams play their “first-string” players. For the preseason most every team has played its reserve players so as not to get their regular players injured. They call it the championship season since preseason games don’t count toward the playoffs.

While that system is OK for the regulars (those players in the high salary brackets) the fans aren’t thrilled that the cost of the tickets is still high and they are watching their team play with players who will be “cut” when preseason ends. You see, each team brings 100-plus players into their training camps so that during the preseason the coaches can evaluate them for a spot on their regular roster. That’s what fans are seeing in the preseason. Coaches then begin to cut those they can’t keep.

“Coach wants to see you … and bring your playbook.” That’s the opening line from an assistant coach who is sent to deliver the message to a player about to lose his job. That pause is because that coach hates to deliver the bad news. When that “knock-on-the-door” comes as preseason ends and, for some, even sooner, it’s a most difficult time for all concerned. It means you’re fired! For players on the roster bubble, it’s tough.

Have you ever been fired? If you haven’t, let me tell you it’s a very trying experience. Imagine you are a standout high school and college player and have dreams/aspirations of playing professional football and now you get the ”knock on your door.” Your heart is in your throat and knots in your stomach. Your first thought is “What do I do now?”

What about your head coach who has to give you the bad news? Some coaches may appear cavalier about it as if you should have expected it. Most coaches understand this kind of news is a real heart-breaker and are most considerate about your future. Herm Edwards, who was the head coach of the New York Jets and Kansas City Chiefs, said it’s the most difficult part of his job. He took time and counseled each player he had to cut. He assured each one they had a future, while it may not be with his team or even in pro football. He emphasized that you should believe in your abilities and something will open up.

Will you build confidence in those you may have to fire?

Posted On Friday, 26 August 2022 00:00 Written by

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