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400% Growth: A Team and Broker Success Story

Connie Carlson led the Connie Carlson Team for many years. She reached a total of five licensed agents and was doing so well, she outgrew her brokerage’s office space. In order to continue growing, Connie kept the team with the broker but moved out the office.

In May of 2015, she moved into her own space, which matched the style of the area: open concept, big windows and brick walls. “People think it looks so cool,” said Connie.

Soon thereafter, Connie and her team made the decision to take another big leap: become her own brokerage. On March 14, 2016, Live Love Atlanta was officially launched. No more security blankets. Connie was flying solo now.

That’s when things got tough. “I thought ‘if l open it, they will come,’” said Connie. But that didn’t happen. “I knew a lot about being a Realtor, not a broker. I didn’t know the technical details about opening a brokerage,” said Connie. The transition from the Connie Carlson Team to Live Love Atlanta was going to take more strategy than she initially thought.

She knew she needed help, so she called friends who ran brokerage companies. Those connections led her to T3 Fellows, a strategic business coaching program for brokers and teams. She started the program in May 2016.

Connie Carlson

Connie Carlson

But before things got better, they got worse. Out of five agents, her top two producers left. She hadn’t laid the foundation for stable growth by refining her systems and culture.

Soon enough, things started to change.

Discover what Connie learned, and how you can implement these same conclusions in our free case study, available for download here.

After regrouping and getting clear on her vision and objectives, she started recruiting in September 2016, and as of mid-March 2017, she has 14 agents.

In 2016 she was #3 in Cobb County, but by personally shifting away from a production role and adding so many productive agents, including a top producing team, she is conservatively expecting a 50% increase in production in 2017.

Live Love Atlanta Office

Live Love Atlanta Office

Her bottom up management style is empowering agents to feel connected to the brokerage in organic and authentic ways. “So much of our growth in coming from our own agents,” said Connie. “They are referring recruits and handing out great testimonials on Facebook without my asking for it.”

T3 Fellows has also helped Connie with her brand. She focused on being a trendy, Millennial-style company, which is unique for Marietta, but she said, “The branding training I received from T3 Fellows has been valuable. It has helped me refine and feel confident in my offering. Still, I see that I have so much further to go.”

Download the case study now.

To see if you and your business are ready for serious growth, request a free phone consultation by sending an email to wendy@t3sixty.com.

How One80 Realty Achieved 400% Growth in Sales Volume

Nick Solis is one of the founding members of One80 Realty, a real estate brokerage based in Brentwood, CA. Shortly after launching his company in 2015, he joined the T3 Fellows mentoring program for brokers. Here is his story.

 

THE CHALLENGE

After ten years as a franchise brokerage, Nick and his partner Ryan Evanson decided to launch their own brand. They knew it would be a significant undertaking, so for 18 months prior to launch they “beta tested” their company, defining their brand to their best understanding of their target audience.

They launched One80 Realty in April 2015. However, they quickly discovered that while they had experience running a franchise brokerage where there was a business model to follow, they needed help accelerating their own business model.

 

THE SOLUTION

Nick Solis, one80 Realty

Nick Solis, one80 Realty

T3 Fellows was the perfect fit:

  1. First, it was a “no-brainer” to work with an organization like the Swanepoel T3 Group since they were a widely respected name in real estate research, knowledge and consulting.
  2. Second, Nick liked the approach of the program. “They didn’t try to make our business work like other businesses,” said Nick. “They customized the conversation to our needs, drawing specific parallels from others.”
  3. Thirdly, the collaboration within T3 Fellows is exceptional: a non-threatening think tank with like-minded brokers, it allowed them to openly share information with brokers in similar situations.

“T3 Fellows was a very powerful experience for us,” said Nick. “It exposed us to our blind spots. They saw everything, and it was what we needed to grow.”

 

THE RESULTS

One80 joined T3 Fellows in July 2015 and completed the one-year mentoring program the following July in 2016. This year the company is projecting:

  • 400% growth in sales volume: from $15M to $60M
  • 225% growth in agent team: from 4 to 13 agents

In addition, T3 Fellows helped them:

  • Establish and streamline their platform. Using new technologies, they simplified and systematized processes.
  • Prioritize their time: Nick said, “My T3 Mentor asked why someone worth $350 per hour was doing $15 per hour work. When I saw it that way, I realized we couldn’t afford not to hire an assistant.”
  • Improve recruiting: “I used to hate recruiting, and I had bad results,” said Nick. “T3 Fellows helped us create a process, refining who to search for and how to talk to them. We’ve had fantastic results.”

 

T3 Fellows is evaluating applicants for its next group of inspired brokers in February. Apply now and see if you’re ready.

A 10-Point Checklist to Beating Your Competition

To recruit agents to your brokerage, you must ensure that your company is perceived as being better than your competition. Many new teams and brokers have not sufficiently prepared for this kind of recruiting battle.

The first step in this process is to gain a strong understanding of your competition. Here is a checklist for the information you need to research about other organizations in your market:

  1. What services do they offer?
  2. What is their commission plan?
  3. What is their brand (cool, sexy, old)?
  4. What do their websites look like?
  5. What is their office like?
  6. What’s their technology like?
  7. What types of events do they offer?
  8. How do they help agents?
  9. What are their strengths and weaknesses?
  10. Know thyself.

The last point – “know thyself” – may be the most important, and most difficult, item on the list. What are your strengths and weaknesses? What can you offer a recruit that no one else can offer?

Once you have a strong grasp of your offerings in relation to your competition, you can create a selling proposition that is compelling and unique.

T3 Fellows is a mentorship program designed specifically to help real estate teams and brokerages solve these problems. T3 Fellows advisors will lead you in this program by discovering your needs, pairing you with leaders, and walking you through a curriculum that’s individualized for each participant. Apply now and see if you could benefit from this kind of support.

A 3-Step Plan to Real Estate Recruiting

Successful real estate agents often aspire to become a large team or brokerage. However, many have discovered a painful truth:

Transacting is not like managing or building a company.

The success you have experienced while working with buyers and sellers does not necessarily translate into success managing a team or brokerage. The skill sets you honed to generate business are not the same skill sets used to hire staff, build a brand and successfully recruit agents.

T3 Fellows has worked with dozens of teams and brokers to help them move from sales to management. Rather than teach hard and fast rules, we have found it best to teach how to approach challenges. That’s because we believe that one model does not fit all personalities and their respective strengths.

This particularly applies to recruiting agents, a key element in growing your organization. Here are the top 3 steps to recruiting and growing successful agents:

1. Understand yourself

Real estate attracts a wide variety of personalities – it’s one of the many things that make this business so interesting.

As a result, not every agent is a good fit with every leader. To attract the right personalities – the ones that best match yours – you need to understand yourself. What are you good at? What do you enjoy? What type of culture do you want to cultivate? Once you know these answers, only then can you build a foundation of success.

 

2. Recruit the right agent

It’s an unfortunate fact that even when leaders recruit a sizable number of agents, many of those agents don’t become successful. Rather than cast a wide net, long-term success comes from recruiting people who will grow – and stick – with you. Zero in on agents that gain the greatest benefit from you and your companies’ strengths.

An important element in finding the right people is focusing on their attitude. Agents that already have a steady inflow of leads or a big book of business may not be the best choice. These personalities can have rigid attitudes and be hard to work with. Instead, the ideal agents have drive, with an ability to adapt, adopt and improve.

 

3. Recruit to your strength

Once you understand yourself (see point 1), you can hone in on agents who need your specific services. Agent needs tend to fall into categories such as:

  • Need help getting started and building a business
  • Moving up their price point
  • Taking listings
  • Learning online lead generation and conversion

 

If you’re good in any one of these areas, you’ll know what types of agents to pursue and how to craft your message.

This process may sound easy, but as many have discovered, execution in an existing business can be challenging. T3 Fellows is a mentorship program designed specifically to help real estate teams and brokerages solve these problems. T3 Fellows advisors will lead you by discovering your needs, pairing you with leaders, and walking you through a curriculum that’s individualized for each participant. Apply now and see if you could benefit from this kind of support.

T3 Fellows | Everyone wants results like this in their Brokerage

Brokers that make strategic changes to their business as a result of attending the T3 Fellows program see a substantial difference in their brokerage.

These changes can take many forms, including systems, marketing, staffing, and operations. All of the results are all measured by the bottom line – an increase sales volume; an increase in transactions, and an increase in profitability!

For example, within a year of working in T3 Fellows, broker J Philip Faranda increased his business 84% – that’s nearly double in 12 months. (image from MLS report below)

Before and After T3 Fellows

If you are looking for real results, and you are serious about building your business, it may be time to see if you qualify to become a T3 Fellow. 2017 graduate class details here: http://www.T3fellows.com/breakthrough

T3 Breakthrough

T3 Fellows | Crafting a Roadmap to Supercharge Smart Production

A decade into his journey as a broker-owner Phil Faranda said his business life was like juggling flaming chainsaws on a high wire.

Having designed his brokerage business himself, he grew, J. Philip Real Estate from a solo affair into the top-selling independent brokerage in Westchester and Putnam counties, in New York, with three offices and 65 agents. So the predicament wasn’t a lack of ideas or a willingness to hustle or juggle, but rather the absence of a clear roadmap for smart, sustainable, long-term growth.

“You come to a point in building your company where you don’t know what to do next,” Phil said.

So, in June 2015 Phil decided to commit to the one-year brokerage accelerator program designed by T3 Fellows to help brokers overhaul every dimension of their business, from branding to technology, agent coaching and recruiting to a business model. The curriculum includes monthly modules, monthly Web conferences, one-on-one executive guidance, financial counseling, and in person retreats. Learn more here.

The past year was a wake up call. It was disconcerting, demanding, and yet exhilarating!

The result?

Phil revamped nearly every aspect of his firm. In the 12 months ending in March 2016, J. Philip Real Estate increased its production 50 percent for the same period the previous year to 225 units and $75 million in sales.

J. Philip Real Estate evolution through T3 Fellows:

  • Increased units and sales volume by 50 percent.
  • Produced happier, more productive agents.
  • Due to efficiency and systems, now 80 percent of his personal time is freed up to grow and develop his brokerage

A big part of Phil’s T3 Fellows transformation involved a total shift in his mindset. Before, his personal sales defined the firm and the firm’s structure. Now, with a focus on leading and supporting his agents, he is phasing himself out of sales and replacing the “lost” production with “new” production from other people.

The rest of the J. Philip Real Estate T3 Fellows transformation included:

  • Bringing on an all-in-one back-office system, CRM and digital transaction management platform.
  • Setting up one manager to lead each office, freeing up Phil to focus on larger facets of the business.
  • Creating defined firm policies and procedures.
  • Scheduling sales development meetings with individual agents on a regular basis.
  • Creating a detailed and specific roadmap for agent growth.
  • Bringing on new technology and a tech fee, which has increased agent tech adoption.
  • Developing a unique value proposition for agents: offering great systems and tools similar to larger companies while maintaining the personal touch of the small boutique
  • Developing a unique value proposition for consumers: personal, crafted service from high-quality, extremely competent agents.

With his vision firmly in place—to become a regional market leader doing $1 billion in annual sales—Phil now says “I’m on the right road, driving the right vehicle, heading in the right direction, and now know how I am going to get there.”

Phil Faranda has stopped juggling burning chainsaws and has become the ringmaster.

Recalibrating a NYC brokerage for double-digit growth

Like many agents-turned-brokers, New York City-based broker Michael Meier was a killer salesman and effective team leader who had spun those skills into his own firm. Although Meier Group (now “Meier Real Estate”) was successful, the 7-year-old firm lacked the systems, branding and structure for explosive growth, which Meier desperately wanted.

So Meier decided to kick his business up a notch and applied for the T3 Fellows accelerator program. This one-year hands-on program is designed to help elevate, streamline and focus a broker on a growth trajectory. The detailed curriculum includes 12 modules, monthly Web conferences, one-on-one executive mentoring, financial guidance, goal-setting, branding coaching, management training, a mastermind group and more. Learn more about T3 Fellows here.

During the program — which Meier completed this June — Meier transformed every aspect of his business. “It’s the best thing I’ve ever done in my real estate career,” Meier said of joining T3.

Since joining T3 Fellows in June 2015, Meier Real Estate:

  • Grew to 12 agents (50% annual growth), with more on the way.
  • Restructured every element of the business, including a new business model, branding and technology system.
  • Now focuses 80% of broker’s time on growth due to efficiencies and systems

“More than anything, beyond the branding and tech changes and new systems, the most valuable transformation involves my frame of mind,” Meier said.

Before T3, he thought of his brokerage’s growth in terms of sales, sales skills and listings, a perspective he now calls naive. Now, he views his agents as his clients and has crafted his business around helping them become very successful.

During the one-year program, the firm completed a staggering amount of changes, including:

  • Developed a new website, including new video and consumer advice content, IDX search and a deep integration with a new customer relationship management system
  • Solidified the company strategy, revamped its branding, including a new name and tagline.
  • Developed a thorough marketing platform for the firm and its agents, and productized a listing marketing system.
  • Completed an annual editorial calendar for social media posts.
  • Installed and customized a powerful real estate-focused CRM that facilitates automated lead-routing, action plans, and automated responses for leads and communication with clients.
  • Installed a new digital transaction management platform to streamline operations and reduce errors.
  • Developed agent and employee manuals, including a policy manual that outlines a roadmap for agents to evolve their careers, an agent policy manual and a procedural manual.

“Deciding how to grow a brokerage can be overwhelming because so many business models and strategies exist,” Meier said. “With one-on-one consults,T3 Fellows helped me decide how to grow, a critical step in building a sustainable, scalable business.”

Michael say two things are really important for him:

  • He loves working with people who have drive, ambition and collaboration.
  • He strongly values a work environment with a clear structure and direction.

These elements helped him conceptualize and then crystallize his brokerage’s unique value proposition to agents, which helps him attract the right agents for the firm and also develop the messaging to reach them effectively. With his firm’s foundation firmly in place, he’s ready to pour rocket fuel on his agent recruiting and training initiatives.

Now that he’s freed himself up, for the most part, from the day-to-day slog of transactions and sales, Meier also has the time to dedicate to building a presence in the industry. He now hosts a real estate education course every morning on Snapchat, a “#snapucation,” and has branded himself as “Real Estate Snapchat Guy.”

These efforts have led to a profile article by Inman News and mentions in other publications including Bloomberg and Yahoo News.

Learn more about T3 Fellows here.

How Elizabeth Golden set her brokerage up for blazing growth

In 2015, Elizabeth Golden, broker-owner of @Homes Realty Group in Huntsville, Alabama, was stuck. While business was great, her 16-agent firm’s growth had stagnated and she knew she needed tools, perspective and guidance to move her business forward.

Golden, like many leaders of smaller, independent brokerages, didn’t have the skills, tools or knowledge to lead her 6-year-old brokerage in aggressive, efficient growth with more agents and larger sales volumes. So, she enrolled, and last month graduated from the year-long T3 Fellows brokerage accelerator program.

The program includes a detailed curriculum broken down into monthly modules, monthly Web conferences, one-on-one executive guidance, financial tracking, goal-setting, management training, a mastermind group and more. Learn more about T3 Fellows here.

Since joining the program, @Homes Realty Group:

  • Added a net of eight agents (an increase of 45 percent)
  • Doubled its lead-conversion rate (from approximately 2.5 percent to 5 percent)
  • And increased per-agent productivity (sales volume) by 20 percent

The firm achieved the above without purchasing any new technology.

Before T3 Fellows, 40 percent of Golden’s time went to running her brokerage, as she was split between being a broker and sales activity. After restructuring her business and mindset while in the program, the brokerage now gets 80 percent of her time and attention. In addition, she has a five-year growth plan and knows, clearly, what she needs to do each day to reach her goals.

Golden’s also more strategic about resources now, which facilitates quick decisions and execution. She measures every choice for the firm around the question, “What will it do for my company?”

A sample of what Golden accomplished during T3 Fellows:

  • Production of a brand book that includes all the information agents need to work within the firm: detailed checklists for everything from listing presentation how-tos to the contingencies they need to include on offers to suggested vendors and processes. This has helped the firm recruit agents.
  • An upgraded agent-onboarding system with a systematized training and continuing education course. New agents go through 155 hours of training — going over contracts, field trips to listings, role-playing. In addition, all agents receive two high-quality trainings each month now.
  • Solidifying her firm’s brand story. The firm’s tagline has always been “Where the heart is,” but, soon, it will be more clearly integrated into its website and print materials. The story was understated before. Now, she’s not afraid to share it, to let the community know who the firm is.
  • High-quality content for homebuyers and sellers, including a step-by-step buyer’s packet and marketing package for sellers.
  • A branded “Welcome Home” box for the firm’s buyers that includes the essentials they need in the first night in their house: toilet paper, paper towels, coffee. In the past, she would have hemmed and hawed over the decision to invest in it. It’s warm and fuzzy, but it makes agents and clients happy and reinforces the brand, she said, so it’s a clear win.
  • A website revamp (coming later this year) that will include:
    • A stronger, clearer presentation of the firm’s brand
    • More information on neighborhoods and communities
    • A more central role for agents

Beyond the clear business improvements, the program gave Golden confidence and clarity as a leader. “T3 Fellows empowered me to make difficult choices and big financial investments,” she said. “It inspired me to put my money where my mouth is.”

Golden calls T3 Fellows the best business investment she’s ever made. Given the results, you can see why. It’s been a year of massive change, Golden said. She’s tired, but extremely excited.

Questions and answers from Elizabeth Golden:

Why did you join T3 Fellows?

I felt I needed guidance in bettering myself in the leadership role and to assist me in growth. Being a great agent and a great broker are different roles. I struggled with finding an advisor in the brokerage industry for independent companies. T3 Fellows’ mentors and advisors were all accomplished and shared my vision. Each one is very experienced and mirrored what I wanted to accomplish within my brokerage.

What did you get out of it?

The best thing I got from the T3 Fellows programs is the confidence I now have. I know my numbers, I’ve perfected my systems and have completed projects that are helping my company grow.

What has it done for your business?

I’ve gained the knowledge and confidence needed to grow my company. I have firm goals and the tools to accomplish them. Since joining T3, my business has grown 45 percent.

Learn more about T3 Fellows here.

Graduation of Inaugural T3 Fellows Class

Residential Real Estate’s Executive Management Brokerage Program

June 24, 2016 – Orange County, Calif.

T3 Fellows today announced the graduation of the inaugural class of its Executive Management Brokerage Program (EMBP) for real estate entrepreneurs desirous to grow their residential real estate brokerage company and sales teams that are rapidly expanding.

The T3 Fellows programs delivers a year-long curriculum through twice-annual mastermind workshops, monthly web conferences, and extensive one-on-one guidance counseling to create business specific solutions for each brokerage company. The curriculum covers all vital aspects of growing a real estate brokerage business and specifically focuses on: Growing revenue by recruiting the best agents to the brokerage; improving profitability by increasing agent sales; creating powerful branding and marketing programs; and leveraging internet lead generation and conversion for more sales.

“Growing a brokerage or team into a substantial and thriving business is an enormous challenge, but these graduate have stayed the course and dedicated the time, energy and resources required supercharge their companies to the next level”, said T3 Fellows President, Jack Miller.

The inaugural class of 11 graduating brokers were individually selected and had completed a lengthy selection and interview process to establish whether they were at the right place and time in their personal and the company’s lifecycle to take on the commitment. T3 Fellows program graduates are:

  • Joe and Jennifer Boylan, Springs Homes Real Estate, Colorado Springs, CO
  • Carla Brinkoetter, Brinkoetter Real Estate, Decatur, IL
  • Danny Dietl and Adam Duckwall, BRIX Real Estate, Minneapolis, MN
  • J Philip Faranda, J Philip Real Estate, Westchester County, NY
  • Elizabeth Cooper- Golden, @Homes Realty Group, Huntsville, AL
  • John Jackson, John Jackson Neighborhood Real Estate, Kirkwood, MO
  • Jackson-Fuller Real Estate Team, Zephyr Real Estate, San Francisco, CA
  • Jennifer Kjellgren, Intown Expert Realty, Atlanta, GA
  • Stephanie Lanier, Lanier Property Group, Wilmington, NC
  • Michael Meier, Meier International Real Estate, New York City, NY
  • Nick Solis and Ryan Evanson, One80 Realty, Brentwood CA

The T3 Fellows program was also conducted by real industry strategist and 33-times author Stefan Swanepoel who served as program advisor and guest speaker, Swanepoel T3 Group President Jack Miller who served as principal lecturer, Tracy Weir as a marketing consultant to the class, and Leslie Ebersole as the class one program director. The program was supported by Jonathan Kauffman of Nest Realty, Katie Minkus of Hawaii Life, Leighton Dees of Better Homes and Gardens Generations, Garron Selliken of M Realty, and Lindsay Reishman of Compass Real Estate, and Vanessa Bergmark of Red Oak Realty who all served as T3 Fellows Mentors. The Mentors are practicing brokers who operate some of the most highly regarded and innovative brokerages in the country and share firsthand experiences with the students.

The next T3 Fellows class begins next month 2016 and applications can still be submitted at www.t3fellows.com.

About Swanepoel T3 Group

The Swanepoel | T3 Group has been one of the nation’s leading research firms since 1998 and is responsible for the publishing of the annual Swanepoel Trends Report, the annual Swanepoel Power 200, the T3 Tech Guide, and a number of national studies such as the D.A.N.G.E.R. Report (Definitive Analysis of Negative Game Changers Emerging in Real Estate). The Group also hosts the annual T3 Summit (USA) and T3 Summit (Canada), two of the industry’s two foremost leadership events.

Growing A Brokerage: The Challenges

Too many brokerages and teams get stuck. They plateau. They lose momentum. They stop feeling the excitement of the early days. Why?

Growth is complex. It means trying new ideas, new messages, new systems, new technology and new people doing new things. But sometimes the enthusiasm for trial-and-error just results in a jumble of technologies, half-baked marketing, and agents who come and go.

We deeply admire brokers who have tackled the challenges of growth and are climbing to successively higher plateaus. Jonathan Kauffman of Nest Realty and Garron Selliken of M Realty are Mentors in the T3 Fellows program who started during their businesses during the last recession and are now recognized for their impressive growth and passion for running great real estate brokerages.

“If you are doing it inauthentically and just for the money, it won’t be anything great. You have to have a passion for what you’re doing. Steve Jobs said that you cannot do anything great without passion. I believe that’s true, because it’s really hard to succeed. And if you don’t have a tremendous amount of passion to keep you going, you will fail.”— Garron Selliken

“Why” would a successful sales leader decide to dig into the hard work of building a brokerage?

  • To create an asset that has value without the broker, personally generating significant revenue. You may have run a successful sales operation for quite a while and now want to create something that could be sold in the future. You might want to leave a legacy in your community or to your family.
  • To build an operation to be proud of that successfully integrates marketing, sales, technology, and administration. If you have a to-do list of technology and marketing projects that would take three years to finish, you know you need to learn how to select and manage the right projects.
  • To help others develop successful careers by teaching them how to win clients, provide great representation and get deals closed.  You know how to win clients, provide them great representation and get deals closed. Now you want to help others learn what you do.

This work requires change, and the change starts with you.

Change as a Leader

The first change to becoming an effective broker is that you transition your primary focus from your personal sales business to developing your agents and staff and, eventually, your management team.

You will need to broaden your thinking to being responsible for the entire business including things that you don’t like to do and that you’re not good at. Too many brokers bounce back into sales where they’re comfortable and happy rather than the frustration of dealing with marketing, or technology and systems, or recruiting and training.

When you have a sales team or a very small company, people can adapt to you and how you work. Your values, your habits and standards can be transferred by working shoulder-to-shoulder with a small number of people. As you grow your brokerage, your focus needs to shift to teaching and helping people become more effective at their jobs.

Change as a Marketer

If you’ve been successful as a high-performing agent, or as a sales team leader, you know how to do generate sales and get deals closed. But many high performing sales leaders get stumped when they have to develop marketing for a brokerage.

Branding is usually an issue for newer brokerages. When you’re a successful sales agent, you really don’t need a complex brand, because you are the brand. You are distinctive and memorable. The identity of the operation is wrapped around you.

When other people join your brokerage, they need ways to represent themselves to family, friends, prospects and clients, because they’re not you. Creating a bigger brand involves expressing your core strengths and values. You must take the things that you do well and make them bigger so that other people can work with you and for you.

Your marketing needs to expand to attracting agents that share your values and need your help. When agents see that you are really good at the things you do, and that you have a big enough tent to include them, they will ask to join your brokerage to learn what you do.

Change as a Manager

When your organization is very small, your systems can be largely manual and learning how to use them happens during the course of day-to-day business operations. But as you add more agents you will need to have the right systems to support the business.

A growing broker needs so many systems that often it is difficult to decide what’s most important: lead generation and conversion or agent sphere marketing? Recruiting or on-boarding and training? Back office or community events? Brokers need to build their operations through a series of initiatives that build upon one another, where each investment becomes the basis for the next.

“A key to our growth and success is staying open, flexible and nimble. We’ve stayed true to our original vision and principles, and we’ve never had to do anything for the wrong reasons, e.g., just doing something to make money.” — Jonathan Kauffman

What’s Next?

Becoming a successful broker is hard work but we’re here to help. To learn more about our twelve month brokerage development and leadership program ask for more information here or give us a call at 630.945.7935.