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Objectives and leadership in a real estate.

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An essential characteristic that defines the organizational leadership of a real estate is the capacity to set and achieve the objectives.

We define it as a single capacity, as we know that there is no need for a real estate to set the objective if it does not achieve them as well.

There are also objectives inside a small or medium real estate. Then, we might want to speak if the objectives are also achieved, when we need the presence of an organizational leader.

Setting the objectives of a real estate is not simple at all, especially when we need to achieve those objectives.

In order to set objectives inside the real estate sector, we firstly need to reflect on the targets, the reasons and the processes needed in order to achieve those targets.

The objectives must be reasonable and they must be adjusted to the specific necessities of the real estate, being linked to the resources and limits of the real estate. Ambition is one thing, while the pragmatic unawareness is a totally different thing.

First of all, we need to set some targets and objectives and so, step by step try to increase them. If the real estate sets unapproachable targets, it should accept at least the fact that there won´t be any result.

In the same time, if the real estate sets objectives that are not ambitious at all, this will also be reflected in a negative way.

As a conclusion, we can only set targets and objectives (both for the organization as for the business) that the real estate could achieve. The ideas not written will be only some idle concepts.

It is very important to put the ideas on paper in order to structure them and to manage them easier.

Planning is a very simple process, it is only about putting the idea on paper and structure them. In this way, we could get different perspectives at the moment of taking care of the process of setting the objectives.

Leadership tips inside the real estate sector.

At the moment of setting the objectives, an organizational real estate leader must take into consideration some factors and elements:

– Set clear and real objectives.

In order to achieve the objectives, they need to be clear and well-defined. It is about what is that objective for the real estate and it should be isolated from any possible variable that might disturb it.

The orienting towards the organizational achievement is based on the focus on that objective (which must be clear for all the members of the real estate).

The organizational leader of the real estate is not there only to define the concept of “what” an objective is. In the same time, the real estate leader must always transmit to the member of the real estate team what an objective represents.

He/she should also know where the real estate situates itself in order to get to the finish point. This point is actually the main objective and everything that it will represent speaking of benefits.

For example, when a person wants o travel from Spain to England, that person plans a trip. He/she buys the flight ticket, makes the reservation of the hotel, prepares his/her luggage and a night before, he/she plans to rest in order to have all the energy possible.

A real estate leader cannot and must not leave aside the planning of a trip which here, it is actually the process of achieving an objective.

On the other hand, when we focus on an objective, we do not need to make an obsession of it. Once the objective is defined by the real estate, the members of the real estate must center only on the steps that will make possible the achievement of the objective.

If we center only on the objective and not its steps, we might distract our attention on the current tasks. If the objective is to sell 30 properties per month, the real estate team should not be centered on the number, but on the number of how many potential buyers they must contact in order to sell those properties.

– Quantifiable objectives with deadlines.

How will a real estate leader know when we have achieved the objective? If the plan is to define the objective based on the idea of being more productive, how will a real estate leader know the team has reached the final point of the objective?

The targets and objectives set by the real estate must always be followed and measured. It is essential to specify in the previous planning which elements are going to be achieved. In this way, there is no room for interpretation or arguing with nobody.

If the real estate sets as objective the selling of 30 properties per month, this is very simple, because if the team does not sell that number of properties, then the objective is not achieved.

When we deal with such an objective, we must set the number of properties to be sold as a target and a well-defined time for achieving the objective.

This is actually a very common example because most of the real estate agencies are setting their objectives according to a number of properties to be sold.

Moreover, there are many other objectives to set and not all of them are that simple to quantify. If the real estate plans to increase the global level of organizational productivity, it should make use of another type of tools in order to set objectives with specific characteristics.

A good example is the real estate CRM that shows the level of individual productivity on graphics.

The organizational leader of the real estate must set realistic objectives which must be taken into consideration based on facts. On the other hand, if the real estate members are not ready to confront the challenges for achieving an objective, the leader should take other decisions.

The credibility is gained only by proving it and this suggests a leadership capacity.

– Stimulate the achievement inside the real estate.

That a real estate leader must be objective is an essential thing. If the tasks realized by the real estate team do not adjust to the necessities is a thing that should be expressed right ahead.

It is not about criticizing the work done by someone inside the real estate, although in the situation when the real estate has not done all the possible to achieve the task, the leader might express it right ahead.

There must be a situational auto-analysis mixed with the following and supervision of the objective based on proofs.

Let´s get back to the 30 sold properties as an objective set by the real estate. If there are only 10 properties sold and we are on the last week of the month, we should understand there is something going wrong inside the real estate and it should be said loudly.

That has nothing to do with tagging the work done by the real estate team, it is only about motivating the team by using the exact and correct language.

An example is this: “Although we have tried to do our best, we have not done it all. There is only one week left to achieve our goal and we have only sold 10 properties”.

With this phrase, the leader recognizes the effort made by the real estate team members, but it is also stated the fact that the level of productivity has been low and not the one expected.

We should not mix up the positive language with the motivation, as we should never use the verbal aggression. In order to tell the real estate team that they did not achieve the level of productivity, the leader should just let them know this fact.

– Maintain a global vision of the real estate as a company.

We know for sure that the organizational leader of the real estate must manage different objectives set in the same time and he/she must never leave aside the necessities of the real estate.

The organizational necessities of the real estate cannot be left aside because of the individual necessities.

The objectives set should always be related to the global objectives of the real estate and they must be considered the link that helps the real estate to achieve its targets.

The real estate leader should not only be proactive, he/she must also have good management abilities. We are talking about the leader of the real estate, which means that he/she is the protagonist who has a huge responsibility.

He/she must be the mirror on which the real estate members reflect themselves and we are not talking here about levels of perfection.

The real estate leader plans, manages and supervises the actions needed in order to get to the targets already set and so, he/she will be the responsible of the achievement or the fiasco.

In any of the cases, the real estate leader should never get achievements or efforts acknowledged by the team when the achievements are not his/her. This is about recognizing and acknowledging the effort of the real estate team.

In the same time, the real estate leader must accept the responsibility of a fiasco with a high level of resilience.

The real estate leader must never remain on the comfort zone, because he/she must stay concentrated on the supervision and the management of the processes implemented and so, get to the previously planned targets.

The real estate leader should not stay static in front of a lost objective. On the contrary, a target that is not achieved is actually an opportunity to improve the management and the internal processes of the real estate.

No matter if the target is achieved or not, we should analyze each part of the process and the role of each real estate member. This is the best way to modify what is not functioning well and emphasize the good points of the process.

Setting objectives inside the real estate is not a simple task and it might result a difficult task for those who are not qualified for those tasks. That is why the figure of the real estate leader gets an essential importance.

In order to achieve the real estate objectives (both the organizational and the business ones), a real estate leader must achieve the perfect combination between pragmatics, ambition, self-analysis, management, supervision and optimism.

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