Allison's Blog

Looking For Motivation in All the Wrong Places

Allison Werner (To Be Announced) — Thu, 17 Jul 2008 12:59:39 -0500

Ever feel like you need a boost in the motivation department? Recruiting in real estate during the summer can make a person feel depressed, leaving endless messages for people that are otherwise occupied, most likely with some fun diversions. Emails are answered with an auto-response that the agent is out of the office on vacation until next week. Meetings are postponed or cancelled. It all just adds up to a loss of motivation.

As a recruiter, how do you keep your motivation intact?

Stay positive! There are no instant results in recruiting; your success today is based on the contacts you made 3-4 months ago (sometimes 3-4 years!) and tomorrow's success is based on what you do today. Stop looking for a quick fix, or instant gratification, and keep going.
Continue to leave messages, continue your emails, and continue sending direct mail. Refocus your efforts to the prospects you can reach, and that you can meet with. Every single agent in your area does not go on vacation in July and August.
Many new licensees are licensed in the summer, when they have more time available to devote to a new career in real estate. Many experienced agents are contemplating their move now, so they can execute their new business plan in the fall. Hiring does slow in the summer, but it does not stop.
Finally, lower your expectations. You will burn out if you expect to maintain the highest level of motivation throughout an entire year. Plan your own vacation during this time, schedule yourself for some R&R and let go for a few days.

Put down the self help books, turn off the pod casts and take a break. You will come back refreshed and with an internal motivation you can't buy in stores or subscribe to in a feed reader.

Why Is It So Hard To Make Good Choices?

Allison Werner (To Be Announced) — Tue, 24 Jun 2008 12:07:57 -0500

Most people that are responsible for recruiting in the real estate industry have encountered the following scenario...

"I know joining your company would benefit my business, but..." You can all probably fill in the rest. They know your company would offer them something of value. You have explained every detail in what your company offers, the training, the support, the coaching, business planning, marketing and the office environment they will be joining. They know their business would benefit by making a change in how or where they do business, but something is holding them back.

It is hard to make a choice, because the prospect feels that there is no turning back once the choice has been made. They will inform their manager or broker they have decided to move their license. Their current manager or broker will offer them something to stay. The new company will be elated at the decision to join their company, while the old manager will be upset someone chose to leave. Every choice seems to have an "upside" and a "downside".

It seems that for many people, the "best choice" is always harder to choose than the "easiest choice." Changing companies does take effort. Our company has a transition plan to help you in all the details that need to get done, but in the end, each agent that chooses to join us needs to put forth some effort as well. It hasn't deterred many, but I know there are others "out there" that have chosen to stay where they are, not because they are happy, but because it's easier.

Their past clients know right where to find them, so they don't need to call each one, or mail an announcement, or update their blog. Life is easier. They don't have to get new business cards printed; the old ones are still in the same pocket they have been in for years. Their business is down, but they can just make do on less than what they made last year. At least they won't have the expense of changing companies, and maybe their broker will give them a couple of extra leads if they choose to stay.

The best choices always seem to be the hardest choice to make. What is best for you, your career in real estate, and your business, is not always the easiest choice. Sure, you can stay where you are and keep life the way it is right now, but is that the best you can do for your business?

Broker Open Houses Gift Card Drawing for Recruits?

Allison Werner (To Be Announced) — Wed, 21 May 2008 12:12:10 -0500

Is it a good idea to hold a Gift Card drawing at a Broker's Open House, for the sole purpose of recruiting? Has this been working in areas that it is standard practice? Locally, I know this is being done as a part of a tour, to generate traffic at multiple broker open houses, but would it work as a recruiting tool?

Here, brokers and branch manager's attend broker's open houses for the purpose of collecting names for their prospect lists, and just tend to speak with the hosting agents. I like the idea of the drawing, but if you knew that recruiting is the only reason (besides the chance of winning) you are placing your business card in the basket, would it hold you back? Would you be more or less likely to give me your card if you knew that recruiting, not previewing the listing was the reason you were doing it?

My thoughts are:

•a) I most likely have their names in my recruiting database anyway

•b) If it's done for recruiting purposes, agents may not enter.

•c) It may generate buzz for the company but...

•a. Would it be good buzz?

•b. Or bad buzz?

•c. Make the company seem desperate or creative?

•d) Would better results be received if we just hosted a lunch instead?

I would really love to hear from an agent's perspective, if this would be effective. Has anyone put their card in for a drawing and decided to change companies after they were contacted?

Using Recruiting Reports Effectively

Allison Werner (To Be Announced) — Wed, 14 May 2008 13:07:39 -0500

You can probably tell I've been in "reporting" mode the last few weeks, mostly by my lack of interaction on Active Rain. I have recorded every source of every recruit company wide, in addition to how many meetings took place prior to the signing of the contract and every bit of mail ever sent to each prospect. Spreadsheets with hundreds of columns have been created and yet the only conclusion is... no two prospects are the same.

Some have signed after receiving one single letter; others have been included on every "drip campaign" over the past 3 years. Of the 50+ experienced agents recruited by our company this year, some met with us only once, some met with us more than 5 times before committing their career in real estate to us.

It is a good exercise to do on an annual basis, or even every 6 months. It helps you focus your recruiting efforts on the tasks that are effective, and learn what isn't working about your current recruiting plan, and make adjustments if necessary. The key is to make the necessary adjustments, once you are aware that they are needed. Collect all the data you want or need to collect, look it over for patterns and use it to recruit more effectively, but don't expect the results to predict the future, and don't expect them to tell you anything you don't already know.

Every prospect is different, and needs to be treated that way.

Personal Interests in Active Rain

Allison Werner (To Be Announced) — Fri, 07 Mar 2008 11:12:53 -0600

There are many topics I could follow at any given point in time , being that I am 1) a mom, 2) a wife 3) a real estate recruiter 4) a pet owner 5) a home owner 6) a school board member 7) a concerned citizen 8) a music lover 9) an avid reader 10) active online

This list is just a few of the traits that define my interests. My personality is such that I want to know more about every topic that interests or affects me. I can go through my "subscribed list", and find a vast array of information I have subscribed to, on just about any topic imaginable. So now that you know my Top Ten interests, how would you get your information included on my "subscribed list" or anyone else's for that matter?

How would you go about putting your information in front of me, enough to make me want to subscribe? Would you post on topics that interest you, and hope that I (or someone else) would find them? Would you intone your posts toward yourself in hopes of luring in those you *hope* to get business from? Is your newest post one that I will have to bookmark, and hope to have time to read later, or will I have to click all the way through it right now? Time is short these days, so I don't have a lot of time to try and wade through advertisements and self promotion pieces. Out of habit, I typically just go straight to my "subscribed list" and see what those friendly faces have to say, and if there is time, I will stray out into the bigger world of Active Rain.

Will just setting up your profile with no picture work? Is just one blog post enough? Does it take multiple encounters, or would I find your material so compelling on the first read that I would have to sign up immediately? I have a Google Reader for the depressing news type information; I don't want that clogging up my "Rain". I love to encounter posts that inspire me to bigger and better interactions. I love to learn new things, see new ways of using technology, look at pictures, be inspired by humanity instead of depressed by it, and always love a good laugh!

Those are the topics I most want to know about, so off I go, I'm going to wander around Active Rain a bit to see what you offer and if what you have posted recently interests me, I just might add a few more people to my "subscribed" list.

Do You Control Your Recruiting Conversations?

Allison Werner (To Be Announced) — Tue, 26 Feb 2008 20:38:16 -0600

All recruiters make and take phone calls. Most of the time, these phone calls are considered "conversations". If you speaking to a prospect for the sake of recruiting that person to your company, it is considered a "recruiting conversation." Are we all on the same page? Good, moving along...

If you engage the prospect in a conversation about your company, this is still considered a "recruiting conversation." You can discuss all topics regarding that person's interest in your company, their situation with their current company, their personal reasons for making a move (or not). I think we can all agree on this as well. Go ahead, ask questions, engage the prospect in conversation about their career in real estate, where they want it to go, how much effort they are willing to put forth for their own success. This is after all a conversation, meaning there is a "give" and "take" involved.

Recruiting conversations are NOT the time to gossip about their neighbors, friends or relatives. I understand that recruiting requires building a relationship with a prospect, I am not saying you should not engage the prospect on a personal level. I think it is wonderful that a prospect would be open to carrying the conversation further, but as a recruiter, you need to keep control of the conversations you have with your prospects.

Do not allow them to engage you in gossip, as that will bring you closer to recruiting an agent, but will instead drive you further from your goal of recruiting them. I am also saying that gossip is unprofessional, especially if it is regarding one of your current agents, to a prospect... As for me, if a prospect goes a "little" off the topic of the purpose of my call, I may wander a little, but I won't stoop to gossip level. Gossip can hurt your reputation, and make you lose credibility in the same circles you are trying to recruit in.

If you want to be a successful recruiter in the real estate industry, treat all of the agents in your market area with respect, and maintain your professional reputation during all conversations. You never know if the person you are trying to recruit, may know (and actually like) the person you are spilling the beans to :)

There Will Not Be Enough Real Estate Agents in 2010

Allison Werner (To Be Announced) — Fri, 28 Dec 2007 12:32:10 -0600

I twittered this article from RealtyTimes this morning, and thought I would take a quick look at one of our local Gloria Nilson GMAC Real Estate offices to see how the article's statistics held up at random. I chose an office that I thought had a pretty good mix of full time agents; one that I knew would represent our local area well.

The article not only holds true in my sample, it is nearly exact. The office I chose has approximately 50 agents. I was hoping to see about 25% (approximately 15 people) in the "20-35" age range, 50% (or about 25 people) in the "36-50" age range, and the other 25% in the "50+" range. This would have shown that things aren't as bad as the article portrays. I did not contact the agents and ask their ages, but I do know enough about most of them to be able to "guesstimate" their ages and fit them into one of these 3 categories.

What I found instead was the 50% was in the "50+" range, more like 10% in the "20-35" range, and 40% were in the "36-50" range. All end up within 1-2% of the results within the article.

The article cites some remedies for an "upcoming" shortage of talent in the industry, companies can offer "long-term career development", "availability and access to mentors" and "make it clear your company meets their core values-flexibility, balance, respect, and accessibility." Correct me if I am wrong, but most companies in our area are already using these methods to attract our current agents. If a Generation Y prospect is considering a career in real estate, every company in our area would be interested in meeting with them. Agents are independent contractors, so if a company doesn't meet their needs now, how have they been attracting agents in the other age groups?

Now is the time to think about what else your company can do to attract the talent you will need in the future, but it is also the time to figure out what you can do to recruit Generation Y'ers to the real estate industry now.

New Jersey FamilyCare Health Insurance

Allison Werner (To Be Announced) — Wed, 19 Dec 2007 15:23:28 -0600

Beginning January 1^st, 2008 Health Insurance will be available to all children in New Jersey, up to an income of 350% above the poverty level (or $72,275 for a family of four). The official press release about the program is here. Families that choose to participate would "buy-in" at $137 per month, per child, up to a maximum of $411 per month (the maximum for 12 months calculates to $4932 per year). The program is called New Jersey FamilyCare.

According to the article, there are 275,000 uninsured children in this state, including some whose parents have coverage, but cannot afford to cover their children through their employers. 50,000- 60,000 previously ineligible children will now qualify for this program. With the cost of family coverage being in the $15,000 to $18,000 range if purchased independently, this will be a huge relief to some families.

Many real estate agents are not able to obtain insurance for their children, since many smaller brokers don't offer any insurance, and the costs are prohibitive to purchasing them independently. I have spoken with agents that have put their career in real estate on hold for medical coverage, or have to work another job just for benefits.

I am not familiar with the program, it will be run by Horizon Blue Cross and Blue Shield, and I haven't seen coverage details, but if one child gets life saving medical treatment out of this new plan, it will be worth it. My concern is, why does a recent study indicate only 15,000 will enroll? Another question is, will the coverage enrollment be accessible enough to those that need it or will there be an enrollment process that causes a backlog? How will the families in need of this coverage find out about it?

There are still questions to be answered, and January 1^st is right around the corner, but the first steps have at least been taken. If you know a family that may qualify, let them know about the program.

Recruiting Advice- Don’t Take Everyone’s Advice!

Allison Werner (To Be Announced) — Mon, 17 Dec 2007 13:28:58 -0600

For a brief exercise, just type "recruiting advice" into Google.com, or better yet, type it into goodsearch.com

Google offers Results 1 - 10 of about 1,840,000 for recruiting advice. (0.31 seconds)

Goodsearch offers Results 1 - 10 of about 2991651 for recruiting advice

That's a lot of advice. Everyone has an opinion about how you should be recruiting real estate agents to your office or company. There are industry specific real estate recruiting "how to's" which are just for broker/ owners or branch managers, as well as "how to" recruit for any industry.

The best advice I have ever received, was "just recruit". Don't get caught up in the "you should..." advice. These are just opinions, or what has worked for other people. They are not a "quick fix" to get people to join your office. They are not "mandatory" practices, even the "best practices" are what have worked successfully for someone else.

The more you try to follow what someone else has done, the more you lose focus on the task at hand. Pick up the phone, arrange for a meeting, and "just recruit".

Peer Education- What You Give Is What You Get

Allison Werner (To Be Announced) — Fri, 14 Dec 2007 16:06:26 -0600

I value all types of training, on-line, classroom instruction, and personal self help. My favorite type is peer education, learning from those that are in the same profession I am in, and know the situations I find myself in.

Yesterday I had the privilege of helping out with our Agent Round-table event. I was merely helping out the event organizers, but had to take notice of the overwhelming response after the sessions were over. The event was not only a success, but agents were all excited just to have had the opportunity to attend.

The session started off with a panel, consisting of 4 of our top performers in our company. It was facilitated by one of our Branch Managers, and the panel responded to questions regarding how they were out performing the market in their areas. Then the attendees broke out into 9 round tables, each with a table leader considered an expert at their topic. (The table leaders were agents who were recommended by their managers to host each topic). There were 4 different sessions, affording the agents 4 opportunities to sit at a table of peers, discussing topics relevant to their business.

The most meaningful comments were the ones to other agents who didn't attend, "they really missed out". The table leaders were inspired, the attending agents were inspired, and the management team was inspired. All were people that had chosen a career in real estate, and chose to improve their knowledge. Training and education are important, and when you can obtain training from those that are already successful in your profession, grab the opportunity.

Of course, how does this tie into recruiting? Two prospects were turned into hires. After the event was mentioned to prospects, their new branch managers received their paperwork just in time for our newest recruits to participate.

Project Little Soldier

Allison Werner (To Be Announced) — Thu, 06 Dec 2007 14:12:16 -0600

I heard about this on the radio on my drive home last night, and have been thinking about it every since. The web address they said www.supportarms.org stuck in my brain, so I had to check it out. Once I saw it, I had to tell you Active Rainer's their situation. This is an organization that is 5,000 gifts short in bringing Christmas to the children of American military personnel who are deployed overseas.

Their goal this year is to provide a care package to every tri-state area service member, as well as bring a little bit of holiday to the "Little Soldiers" or children of our military service members. Read a sample of their "Young Inspirations" and let me know what you think.

They are looking for basic items; they are looking for children's hats & gloves as well as very inexpensive children's toys. They are not looking for extravagant gifts.

Here is a sample of the "wishes" this group has: Gift Cards (Walmart, Target, Best Buy, Toys R Us, Sports Stores), Footballs, Soccer balls, Basketballs, Cars, trucks, trains, Baby dolls, Barbies, Dora, Bratz Dolls, Transformers, Action Figures, Children's Books, Baby Items, Children's hats and gloves

This charity group has just over a week left to accept donations, so they can be distributed by Christmas.

If you (or your group) can help them please contact American Recreational Military Services (ARMS) at 732-890-4914 (Ronnie) or 718-981-5497 (Evelyn)

Additionally, they have drop off locations located in Monmouth County, Mercer County, Middlesex County and Ocean County. There is also a drop off location in Trevose, PA. If there is not one close enough to your office, become your own drop off location!

All checks can be made out to A.R.M.S., and sent to their office

64 Harding Road, Red Bank, New Jersey 07701.

Will the Writer’s Guild Strike Affect You?

Allison Werner (To Be Announced) — Tue, 04 Dec 2007 10:49:41 -0600

About a month ago, the writer's strike was announced. I knew it wouldn't affect me immediately; I am about 3-4 weeks behind in my television viewing anyway. Thanks to my trusty DVR, I don't have to worry about when my (very few) television shows come on; they are there when I have time to enjoy them.

The first round of viewers to be affected was late night talk show viewers. I can assure you, I am not in this category. Most of the time I am sound asleep before they even begin, 10 p.m. is my "late night". I do enjoy watching some shows on a regular basis, but I don't schedule my life around the television.

The news of the strike is all over the Internet, and yesterday I saw some shows are going into re-runs, they don't have any more episodes completed. Some networks are supplementing using new and old holiday shows. Some of the newer shows won't survive the strike. I still have a 3-4 week backlog, so I should be able to keep watching my regular shows through the New Year. I also started watching some shows a few seasons after they started, so I wouldn't mind a time warp back to the beginning.

One thing that did catch my eye is the observation that people have too many choices in other media, and viewers may not go back to their "regular programming" if the strike lasts too long. Entire genres may be lost, such as daytime soap operas, who still haven't regained viewers lost as a result of the OJ Simpson trial, 12 years ago. What will those viewers do?

People will stay on the Internet, playing video games, watching movies, reading books. Isn't that what most people do anyway? Television is now just a small part of the "new" media most households have access to.

If the strike continues, will you be affected? How long would it have to last before it really made you change your viewing behavior?

Don’t Trim Your Prospect List Like You Trim Your Holiday List

Allison Werner (To Be Announced) — Thu, 29 Nov 2007 10:53:31 -0600

At this time of the year, I know a lot of recruiters come to the decision that a prospect they have been working on all year, just won't move. Many recruiters trim their prospect lists around the end of the year, and remove some prospects. Don't do it.

If this is a prospect you truly want to recruit, do not remove them from your list, and do not stop following up with them. Call them, send them a note for the holidays, and just let them know you are still trying to work with them.

Here's a story I recognize as a recruiter's worst nightmare. Fortunately, it didn't happen to me, but it is a great reminder to Keep Going!

A prospect was unhappy, a recruiter knows this, and checks in with the prospect monthly for 9 months. Each month, the prospect says they are still trying to "work it out" with their current company. After 2 months of silence, in the 11^th month, the recruiter calls the prospect, and finds out; they changed companies in the last 30 days, and went to a competitor. When asked "Why didn't you call me?" The prospect responds, "The other company called me every other week for the past 3 months! That was the first call I received after I finally decided to move, so I ran with it."

All of the recruiter's 9 months of recruiting did not even come to mind. During the 4 weeks the prospect made their decision in, the recruiter hadn't called. The recruiter had trimmed the prospect of their high priority list, like a distant cousin off of the holiday list, and lost the prospect to a competitor.

Keep in touch with your prospects, you never know when one will turn into a recruit.

Are you going to be one of the 30-35%?

Allison Werner (To Be Announced) — Tue, 06 Nov 2007 16:07:29 -0600

Today is Election Day, and in the State of New Jersey, every paper and radio station is reporting that a low turnout is expected. I am not posting this to instigate a political debate, but I would like to encourage every registered voter to take a few minutes to go their polling place and vote. There is still time, the polls do not close until 8:00 p.m. this evening.

I have heard many reasons why people are not going to the polls. "My vote won't make any difference," or "I am so busy, I don't have the time." Why not surprise everyone, and make a strong showing at the polls?

I am also busy, and occasionally feel that my vote really didn't matter, but I also believe that the fewer people that vote, the less the individuals holding office will listen to those that do. I vote in every election, not just the national ones. Too many people have fought for our "right" to vote, that to not exercise that "right" seems to be disrespectful to those same people that fought on behalf of others.

Here are some quick facts on NJ voting for you.

Today there is a projected 30% voter turnout expected. There are 8.7 million residents according to the State website, and 25% are under the age of 18, but according to the Asbury Park Press, there are only 4.7 million residents that are registered to vote, and reported that the last election where all the legislative seats were up saw a 34% voter turn out. Monmouth County has approximately 635,000 residents, with a little more than 25% under the age of 18, but is still only expecting 35% to turn out to vote.

Time to Fill the Food Bank

Allison Werner (To Be Announced) — Fri, 19 Oct 2007 13:59:54 -0500

I received a notice this week from my daughter's school, and then saw this article today on Yahoo, which is about how many families are finding it harder and harder to make it from one paycheck to the next. The weeks leading up to Thanksgiving are when most people remember to donate food items to local food banks, but this year there will be more families in need. This year, with rising costs of everything from gas to milk, it's more important than ever to remember to donate to your local food bank. Some of these families were donating last year, and in need this year.

This year, the Food Bank of Monmouth and Ocean Counties is having a Holiday Hunger Food Drive, and asking schools to participate. The school that raises the most pounds of food per student will win the 2007 Schools Holiday Hunger Challenge Champion Award, along with cash prizes donated by their sponsors.

Their goal is to provide complete holiday meals to over 5,000 needy families. If you haven't donated to your local food bank in the past, and are able, consider doing so this year. Many of the Gloria Nilson GMAC Real Estate offices are running branch food drives, and our Wall Township office is an official collection site for the Food Bank of Ocean and Monmouth Counties.

There are many ways to help, but the most important part is that you help.

Does “Preparation Make Up for Lack of Talent?”

Allison Werner (To Be Announced) — Wed, 03 Oct 2007 16:24:34 -0500

I have been pondering this thought since yesterday. "Preparation Makes Up for Lack of Talent" One of our Branch Managers used that saying, and it has stayed with me since our conversation. This particular manager used that saying while interviewing new licensees, but think about it, and you can come up with examples for and against the statement.

You can certainly come with examples for it in recruiting. I know recruiting does not come naturally to a lot of people. It's not something that people generally think about, but recruiting is a skill that can be developed through preparation. If you take the time to research your prospects, chat with people that know them, and then contact them, your chances of recruiting that prospect are higher than if you just cold called them and asked if they want to join your office.

If someone is interested in a career in real estate, and walks into your office unprepared to do business, (not yet licensed, no idea of who their prospects will be) but has a natural talent for sales, chances are you will wait until they pass their exam and count the days until they join your office. If another person walks in, and is prepared (licensed) and has a list of prospects that they can expect to have business from within the next 60 days, but lacks a natural talent, you should be equally eager to hire them as the first person.

They will make up for their lack of natural talent with preparation and follow through.

Preparation may also make up for talent in other situations. Maybe it's a listing presentation, a public speaking engagement, or any other meeting. I'm not saying that without a talent for public speaking, anyone can stand up and do a presentation for 200 people, but if someone takes the time to prepare, they will do much better than if they lacked talent AND preparation.

Sometimes You Just Need A Light

Allison Werner (To Be Announced) — Thu, 20 Sep 2007 15:52:46 -0500

For any number of reasons, you can lose your "spark" and need a little "light" to get it back. Most of the time, people can re-focus their attention to "other" things when the spark fizzles. If you lose a spark at home, you can re-focus to your work, and vice versa. You can lose a spark in one aspect of your job, and re-focus to another area. You need a little push to get you going again, and I would like to thank Diane Flaharty of Active Rain for giving me my "spark" back!

As a recruiter, many broker/ owners and branch managers can identify with what I do on a daily basis, but recruiting for multiple offices, I have 17 times the recruiting to do. I have learned from Active Rain that there are recruiters EVERYWHERE in the real estate industry. Recruiting can be broken down into a few "traits" that will keep your database full, and schedule busy. The recipe I use for my recruiting is a little bit of creativity, organization, communication, following through and last but not least, persistence. Lose a spark in any of the areas above, and your recruiting efforts suffer, at varying degrees, but it still suffers.

Most of where I had lost my spark was in the creativity department. Recruiters often hear "Maybe next month, give me a call back", or "I am planning a move in the fall, give me a call then." The fall then becomes after the holidays, the New Year, or the spring. You have to keep coming up with fresh ideas to keep your company at the top of the prospect's mind when the time does come.

Diane, sent me a very uplifting "Thank You" e-mail, detailing her success inspired by one of my earlier real estate recruiting posts. (Inspired by Sarah Cooper who is notorious for inspiring others on Active Rain). It was a pleasant surprise, and a reminder of what has already worked for my recruiting efforts. Thank you Diane (and Sarah for the inspiration for the original post) for giving my creativity back its spark!

There Can Be Only One

Allison Werner (To Be Announced) — Thu, 16 Aug 2007 09:37:25 -0500

No, we are not talking about Highlander; we are talking about Elvis Presley. It has been 30 years, and the world is still captivated, or at least I am, especially after watching Good Morning America this morning, with their interview with Lisa Marie Presley.

Perhaps, in tribute you would like to read why Elvis is still so popular, here. Or you would like to see the Good Morning America clip, here. The stats are here, that over 50% of all visitors to Graceland are under 35 years old.

Of all that has been said, the quote I like best comes from Ed Sullivan, calling Elvis "a real decent, fine boy." In her father's footsteps, support Lisa Marie's charity tribute to her father, available tomorrow, with proceeds going to "Presley Place" providing homeless families up to one year of rent free housing, day care, life and career counseling, founded by the Elvis Presley Charitable Foundation.

Action or Inaction?

Allison Werner (To Be Announced) — Fri, 03 Aug 2007 13:02:47 -0500

"I never worry about action, only inaction." Winston Churchill

It's funny sometimes. Fear can paralyze a person into doing nothing, when the smallest of actions can make all the difference. What is fear keeping you from doing, that a mere phone call could solve? If you want to know more about something, anything, make a call, take action.

If there is going to be regret, I would rather my regret be based on a choice I made, instead of inaction due to fear. Since life really just comes down to choices, mostly between choices of action or inaction, which stance would you choose?

Are there actions you have been meaning to take, that are procrastinated away to a "tomorrow" that never comes?

What Is Your Most Annoying Work Place Habit?

Allison Werner (To Be Announced) — Tue, 24 Jul 2007 15:53:23 -0500

What is the most annoying workplace habit? If you are going by today's article on Forbes.com the answer is "loud talkers". Since office environment is one of the biggest factors that influence an experienced agent's decision to move their business, this article should be read by every broker/ owner or branch manager.

As broker/ owners and branch managers, why not review these office pet peeves, and address them during your interview. Ask your prospect what tops their list in regards to any of these "pet peeves" and try to arrange their workspace accordingly. Let's face it, everyone has a pet peeve, and if someone is moving their business due to their current office environment, make sure you are setting them up for success, not frustration. Let your prospects and your current agents know what acceptable behavior is, and what is not acceptable. Your prospects will thank you for it.

If you practice perfect workplace etiquette, what is your "pet peeve?" If not, what is your most annoying workplace habit?

How’s “It” Going?

Allison Werner (To Be Announced) — Mon, 16 Jul 2007 14:35:31 -0500

Verbal communication is becoming a "lost art" as more and more of us are living in the "on-line" world, the communication has shifted from verbal to written. People tend to use the same phrases in their verbal conversations, regardless of who they are speaking with, and this does very little to develop a relationship with a potential prospect. It may even be working against you, and you don't even realize it.

When you are in a store, and meet an acquaintance, one of you will probably say "Hi, How's it going?" and the other will say "fine thanks and you?" Just walking through a store you can probably hear this about 5 times in 15 minutes. It's the easy conversation, acknowledgement that you two "know" each other, and then you move on.

What would happen if we changed the conversation? Everyone is a prospect, in recruiting and in real estate; it's the people you know that can provide referral business to you. Yes, you have acknowledged the person, but you have not gotten "personal." People will respond to how they are addressed. If you casually acknowledge someone, they aren't thinking of your professional persona, they are equating your casual conversation as an acknowledgement and nothing else. Let's try to make this a more "personal" conversation. Could having an actual conversation instead of a casual exchange lead to more business?

Instead of using "it", why not ask about something specific? There is a common bond between yourself and the "fine, thanks" person, or you would not be acknowledging each other in the first place. Try to use something from your bond, instead of "how's it going", try "how do you like the new sidewalk?" to a neighbor or "how is your summer vacation so far?" to your child's teacher from last year. The first thought that pops into your mind when you see the acquaintance, could be the "it" in your sentence. You can always ask a past client "how they are enjoying their new home." You may find out they will be listing it again soon, just by asking a specific question instead of "how's it going?"

A recruiting prospect should also be acknowledged as such verbally. If I have the opportunity to bump into a recruiting prospect, a "how is your business fairing?" can open new opportunities for discussion, that would not present themselves if I stuck with a "how's it going" approach.

Effective written communication is vital to our on-line personalities, but a casual hello and a conversation that tells someone that you know them, and care about their well being, can put you well on your way to earning more repeat and referral business. Practice your verbal communication at every opportunity.

Customer Service- The Best And The Average…

Allison Werner (To Be Announced) — Tue, 10 Jul 2007 12:10:52 -0500

I have a tale of two shopping experiences, 2 days apart, and had consumer experiences that are on opposite sides of the spectrum. I can not say the "worst" consumer experience, but the "average" consumer experience, the one that is meets all of your very low expectations. I shopped on Saturday afternoon for a "big ticket item", or in other words, something you buy every 5-10 years, such as an appliance or electronics item. Monday evening I took the "shopping spree" approach, visiting a department store, and let me put the emphasis on "department" as I made purchases in over 4 departments.

Let's start with Saturday. Since this was a "big ticket item", my research of the product actually probably started a month or two ago. My husband and I looked the item up online, looked at pricing, different brands, models, manufacturers as well as distributors. We finally narrowed down our search to a specific manufacturer, and were still indecisive about the model and distributor. We went to look at the two models on Thursday at two different distributors, and by Saturday we had settled on the distributor, but still needed to make a decision on the model.

To be clear, we were basing our choice of distributor on price. They offered an "internet special discount" that would allow us to save a considerable amount, finance the item at 0%, and pick it up at their retail outlet within minutes of placing the order online. We did not have remarkable service; we had the average consumer experience. We saved what we expected to save, after the manager came over to authorize the web pricing, then had to come back to correct his own mathematical error. In all, we were there for well over an hour, and then had to return an hour later, after the merchandise pick up window clerk failed to give us our receipt back with our other paperwork for the item. This certainly was not the "worst" consumer experience, just what I expected.

Now for Monday evening, I have a "savings" pass to use, offering a 20% discount all day at a department store. I get there about 2 hours before the store closes with my daughter, who happens to need a few "summer" things. We head to the clothing department where we proceed to haul armloads into the fitting rooms for her to try on. As the first clerk is ringing up my purchases, she proceeds to let me know the price of each item. The more I hear, the more excited I become! I can't believe how much I have saved. WOW! Even better, she tells me the total price, and then tells me the final price AFTER taking off the additional 20% off! What a difference!

Then the clerk tells me there is an online survey where I can let them know about my "experience as a consumer", and circles the information on my receipt. I proceeded to 3 other departments, and each and every person offered me the same level of service, and offered me the survey information. The service was consistent throughout the store, and I felt like the MOST important person in the store every time I got to the register. The recruiter in me notices excellent customer service, since that is something that can't be taught.

I immediately filled out their online survey when I returned home with my arms loaded with purchases. I told their form what a wonderful experience I had, and let them know I loved the idea of asking for my feedback. I have to wonder, if the "average" store had asked my opinion, would I have given it? If I gave them my opinion, would I have done it that fast? I am pretty sure the ones that provide "average" service, don't ask how they are doing; something tells me they just don't care enough to do that.

What kind of experience do you give your clients or customers? Would you offer them a survey after their real estate transaction? By the way, Gloria Nilson GMAC Real Estate does, and we have a 94% customer satisfaction rating.

Would YOU Text Message to Recruit?

Allison Werner (To Be Announced) — Mon, 02 Jul 2007 16:46:30 -0500

For the most part, I have a cell phone number for the agents on my prospect lists. The question is, should I try to text message them a recruiting message? Would you, as a broker/ owner or branch manager use this as a method of communication with your prospects?

In the world of recruiting in the real estate industry, for some people there are very few good times to call them on their cell phone, it is just the nature of the industry. I know which of my prospects prefer to communicate via e-mail, as well as the prospects that prefer I call them to touch base, but what about the use of text messaging? Since most of my friends and family are starting to send more texts than make actual calls, is this a viable recruiting tool, or would receiving text messages "turn off" a prospect to the company?

Active Rainers, would you text a prospect, or as an agent, would you want to receive a recruiting text message? Please share your opinions, I have been thinking about this for a while!

Wow, Jail Time for not Keeping Your Kids Quiet- UPDATE

Allison Werner (To Be Announced) — Wed, 20 Jun 2007 10:43:17 -0500

Jail time for letting your kids play in your own back yard. I am just speechless.

First, read the article.

Daily life has changed a lot since I was growing up. This is not in my local area, but I can't imagine having a neighbor that would file a complaint like this. There must be a lot of frustration on both "sides of the fence", but wouldn't you like to think that adults could come to some sort of compromise, without having to file complaints?

I look at my home as my sanctuary, and my neighbor's home is not my concern. "To each their own" and "Live and let live" do not seem to be the rules anymore. Your thoughts?

There is an update on this story. Here is a link to the news story, but a judge dismissed the case yesterday.

Recruiting In Real Estate- The Squeaky Wheel

Allison Werner (To Be Announced) — Tue, 19 Jun 2007 10:10:08 -0500

How many times, as you are making your recruiting calls do you feel like the squeaky wheel? The impression of recruiting is you are a squeaky wheel, in need of oil. In recruiting, follow up and persistence is a way of life. People are not always ready to meet with you the first time you contact them, and most will tell you when a better time for them to consider a meeting will be. I hear "Give me a call back next week", or "I am planning a move in the fall, follow up with me then" and just know I am going to seem like a squeaky wheel.

Reality is I do not feel this way. I am just doing what I am asked to do. If someone isn't interested, they will tell me. In that case, they aren't interested now. That doesn't not mean they won't be interested in the future. Especially with a career in the real estate industry, situations can change drastically within a matter of weeks or months. If they want a call in a week, I give them a call in seven days. If an agent tells me they are planning a move in the upcoming months, I contact them a few weeks prior to make sure they can fit us in their schedule. Most people do not have any problem telling a recruiter, branch manager or broker/owner if they are or are not considering their opportunity.

The perception of a "squeaky wheel" comes from not doing what you are asked to do. If you really want to be a squeaky wheel, do the opposite of what you are told. Call them back in 2 days if they ask for a week, or forget what they told you about when they are moving, and call them every week. It won't help your recruiting, but it sure will make your recruiting prospect remember you are "squeaky".

Maybe I am wrong, as an agent, would you want your prospects to think you are "squeaky"? What do you think?