Don’t cut off a new agent’s enthusiasm, says coach Darryl Davis. Instead, nurture their spark of greatness so they can maximize the potential of their new real estate business.

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New agents bring new vital energy and even a bright optimism to an organization. They don’t know yet what they don’t know, and sometimes I think that’s a good thing.

There are plenty of experienced agents and even managers who will take this new agent’s belief that they can do great things and immediately try to present a “reality check.” Doing this can extinguish a spark of greatness before it even has a chance to ignite. So, first of all, don’t do that.

Now let’s look at seven things you can do to give your agents the best chance of success in this business.

Organize a vision/goal session with them.

Ask them to create a vision board or goal map of what they want for themselves and for their career. This will help them both focus and know precisely what they need, so you can help them achieve those goals.

I like the idea of ​​suggesting that they bring their family into this conversation. They can call a family meeting and brainstorm each other’s goals for the next six months. This way everyone feels involved in the process and can get on board.

That way, when your new agent works long hours and goes through steep learning curves, their family will better understand why it’s happening and can help support them.

Build a business plan around this vision.

Too many agents go into real estate without fully understanding that they are building a business, and as new business owners, they should have a business plan. Initially, the best thing to do is to keep this plan simple.

Big, bold 100-page business plans can seem overwhelming to create and rarely see the light of day once they’re written. I have a one page EZ Business Plan that I am happy to share with you to share with your new agents. Find it here.

Set up an action plan.

Based on your agent’s new goals, let’s keep them busy doing the activities that will help them begin to achieve them.

First, prospecting. New members of your team should commit to prospecting for at least an hour a day, at least three to four days a week. This does three things for them.

  1. This allows them to get into the habit of prospecting.
  2. It helps overcome the fear of phones (because repetition helps them become more confident).
  3. The numbers will eventually work in their favor and they will get a date.

Be sure to share this pro tip with your agents.

Don’t prospect for an appointment. Connect with human beings and build rapport and relationships.

When they move from a goal of getting an appointment to a service goal, the calls are less scary, they sell less, and they’ll get a more positive response from their prospects. Here’s a great way for them to announce their new career to their sphere without appearing insistent.

Help them be more confident in their conversations.

Two of the most important conversations they need to learn in this business are the registration appointment conversation and the buyer appointment conversation.

These should not be predefined scripts. Why? Because predefined scripts don’t work; they feel pushy and inauthentic because they are.

We train agents to first validate the value of using a real estate professional, then validate your business, then validate the tools and strategies they bring to the table – all using metaphors and analogies to create a connection.

Provide this kind of foundational training to your agents, and you’ll help them succeed faster, serve your community better, represent your organization better, and stay with you longer.

Provide some tools of the trade.

All Agents, new and experienced, should have systems in place that allow them to stay in constant contact with a Sphere and Farm and navigate all of that company’s activities.

Whether it’s a CRM, website, lead generation platforms, forms and tools needed to comply with your MLS and board, make sure that your agents have access to what they need to succeed. Even if your company isn’t financially footing the bill for these systems, you should have a way for your team members to easily get their hands on them all.

Stay close.

Most new Agents need a little help at first. Make sure they know you or a member of the management team is there for them. Monthly check-ins to see how they are progressing, and an open-door policy is a good recipe for helping them feel supported in the beginning.

Encourage that blazing enthusiasm and energy that your new agents bring to your team. Encourage them not only when they are winning, but also when they are in the real learning process.

Give them the space and grace to make mistakes and learn in a safe, mentoring environment and you’ll come out of the park as a leader who “gets it” and who is with them to inspire and support them to grow. they grow exponentially.