Power Selling Tools Package 2

Team Services

We offer a complete set of tools, services and support for business teams.

Senior Agent Teams

Senior agents who build teams around them now have a precise set of performance management tools.

The biggest challenge senior agents with team’s face is making sure they are free to generate the lion’s share of the business and augment that business through the productivity of other agents on the team. But all too often the senior finds they are getting sucked into the challenges of their agents at the cost of their own performance.

Having tools for effectively managing a team of producers make it possible for a senior agent to spend time far more efficiently and have their team members become far more effective and empowered in their relationship with the senior. Leveraging oneself through others can be a great benefit to both the senior agent and their team members.

Usually team members join a team with the best of intentions to become productive both for themselves and the team. But when there is a lack of effective tools for managing performance people flounder even when they are trying their best. Usually individual team members must create their own self-management which can undermine uniformity of execution.

Manager Performance Teams

Managers may assemble of a team of agents who share the same experience and level of results.

Manager performance teams are a high valued approach to building office revenue. A tranche of ten agents at the beginning level together may be capable of producing results equal to or beyond a single senior agent. These teams also give newer agents an opportunity to learn from peers who are grappling with the same performance challenges.

Teams range from L-Teams for agents who have completed the initial company training and are just launching into the business. E-Teams are for emerging agents who are beginning to show consistency of performance. M-Teams are for agents who are advanced enough in their skills to mentor others and in so doing learn deeper and faster themselves.

Managers can also work with senior agents and their teams to keep a total team focus on skill development and performance issues that the manager and the senior team leader have determined are essential to address. This process of senior team learning offers both a glue factor to the retention of team members but also to the office and the manager.

Executive Management Teams

Executives may form teams of managers who will engage in a learning process together.:

Now the manager are not leading performance teams, they have become participants in an executive sponsored program designed to develop their management skills and their ability to effectively utilize these tools to elevate the performance of their office. Once again in this team learning situation managers learn more from each other than the executive.

The other result executives can expect that will come out of the team approach to learning is uniformity of execution between a range of offices. Clearly being a member of a manager performance team allows managers to reveal the challenges they are facing and get guidance from the executive and from other team members as well.

Creating a learning environment is a strong manager retention tool. It is an environment in which managers can expose their self0-doubt and the limits of their own reasonableness which can undermine their effectiveness as a leader. The better the manager can be at working with other managers, the better their agents will be at working with other agents.

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