!     Coach  

!     Manager  

!     Leader  

Who  are  we?  •  91  years  old  •  Privately  owned  •  Family  Business  •  Auckland  only  •  Residen=al/Rural/Commercial  •  2100  staff,  including  1400  salespeople  

 -­‐  Age  range  (Gen  Y)    -­‐  Team  size  

•  67  Branches    -­‐  Expanding  the  footprint    -­‐  Unitary  Plan  

•  Culturally  Diverse  

! Individual    ! Partnership  

! Team    

Points  of  Difference  

•  List  and  sell  anywhere    -­‐  Lockboxes    -­‐  Buyer  Registra=on    -­‐  Database/Customer  Echo  

•  No  selling  Managers  •  Free  upload  of  systems  •  Compliance  •  Branding  

KPI  Examples  

•  Market  Share  •  Sales  per  Salesperson  •  Vendor  Investment/%  of  controlled  stock  •  Bonus  performance  levels  •  Property  Management  -­‐  #  tenancies/turnover    “What  if  the  branch  makes  a  loss?”  

•  3.95%  on  first  $300,000  •  2%  on  balance  (discounts  pre-­‐approved)  •  $500  off  the  top    •  50%  commission  to  $75,000  gross  commission  •  60%  commission  $75,000  to  $105,000  gross  commission  •  70%  commission  $105,000  to  $125,000  gross  commission  •  80%  commission  from  $125,000  gross  commission  •  All  revert  on  01  April  •  As  at  31.03.2014  –  662  salespeople  on  80%  

Commission  Splits  and  Bonuses  

Our  Results  •  13,693  proper=es  sold  –  including  8,997  auc=ons  

-­‐  record  of  362  auc=ons  in  a  week  •  $9,759  billion  worth  of  property  sold  •  Vendor  investment  $25.4  million  •  Market  Share  of  approximately  40%  across  Auckland  •  Average  sale  price  (Auckland)  of  $725,000  •  Average  income  per  Manager  $500,000  (before  tax)  •  Average  income  per  Salesperson  $200,000  (net)  •  Na=onal  and  Interna=onal  recogni=on  

Why  do  they  stay?  •  Loyalty  -­‐  Engagement  survey  -­‐  Remits  

•  Celebra=on  and  fun  •  Training  and  Conven=on  –  free  •  Free  coaching  and  counselling  •  Sponsorship  and  community  involvement  •  20  year  lunches  •  Hall  of  Fame  •  Market  dominant  •  Well  remunerated  

Why  do  people  leave?  

•  Sold  the  dream  somewhere  else  •  Lost  connec=on  with  them    

“Great leaders can take a company well beyond its potential”

“Regardless of rank and title, you are still just a person”

Things  to  know  

•  Who  I  am.  What  I  do  •  My  strengths  and  weaknesses  •  Who  will  fill  the  gaps?  •  Learning  and  copying  •  Line  in  the  sand  

Manager  Review    Bonus  Performance  Levels    Ranking  -­‐  Sales  Commission  -­‐  Rental  Revenue  -­‐  Total  Revenue  -­‐  Net  Profit                

 Market  Share    

 Lis=ngs  -­‐  New  for  the  month  -­‐  Percentage  controlled  -­‐  YTD  average  

Manager  Review    Sales    -­‐  New  for  the  month  -­‐  Average  sales  price  for  month  -­‐  Average  YTD  -­‐  Average  sales  price  YTD  -­‐  Same  period  last  year  -­‐  Sales  per  salesperson          

 Quality  of  Lis=ng  Stock  -­‐  Total  -­‐  Splits:  Sole/Joint/General/Auc=on/Tender/Promo=on/Project    

Manager  Review    Property  Management    -­‐  Number  of  Landlords/Tenants  -­‐  Same  =me  last  year  -­‐  Financial  YTD  -­‐  Same  =me  last  year  -­‐  Ranking  YTD      

 Adver=sing  Expenditure  -­‐  Vendor/Salesperson  splits    

 Compliance  Issues  and  Examples  Company  Results  YTD  Best  Idea      

Staying  in  Touch  

•  4  key  words  •  3/4  key  mo=va=ng  factors  •  Structure  cri=cal  •  Connec=ng  with  key  people  -­‐  Monday  mornings  -­‐  Manager  Mee=ngs  

•  Mixing  up  the  communica=on  op=ons  •  “We  need  to  talk”  “Your  place  or  mine?”  

100  people  aged  25  today  

At  re=rement:  •  1  will  be  rich  •  4  will  be  independently  wealthy  •  5  will  be  s=ll  working  •  27  will  be  dead  or  very  unwell  •  63  will  be  struggling  financially  

Know  your  People  

•  Devoted  •  Plugged  in  •  Cruise  control  •  Checked  out    “Know  your  people  and  know  their  stuff”  

 

Tips  

•  CVs  •  Walking  Speed  •  Shoulders  •  Dress  and  Car  •  Self  Talk  •  “Eat  the  frog”    

“When  all  else  fails,  just  put  one  foot  in  front  of  the  other”  

Gorillas  and  Snakes  

“Gorillas create shade space”

“Stinking Thinking”

“2 minute conversations”

1. 2.

4. 3.

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Energy – Enthusiasm – Drive - Commitment

Com

pete

nce

and

Cap

abili

ty

Recruitment  Induc=on  and  Review  Recruit  in  Pairs  •  Know    -­‐  When  to  talk  ac=vi=es  -­‐  When  to  talk  deadlines  -­‐  When  to  talk  review/support/re-­‐direc=on  -­‐  When  to  talk  mee=ng  schedule  

•  Let  them  know  

 -­‐  “You’re  on  track”  -­‐  “You’re  off  track”  (Big  3)  -­‐  “You  did  good”  -­‐  “You  let  yourself  down”  -­‐  Praise  sandwich  

Culture  

•  Value  culture  as  highly  as  performance  •  Culture  spits  non-­‐performers  out  •  Success  is  normal  

“Without  energy  and  excitement  you  can  kill  the  enthusiasm  of  others,  and  you  can  kill  your  business”    

“Poor  mental  and  physical  energy  is  infecCous”  

It  all  starts  with  Leadership  

Leadership  Learnings  •  Loneliness  and  self  doubt  •  Hungry  •  Share  the  good  bits    •  Over  the  shoulder    •  The  look  maoers    •  Warmth  and  Competence    •  Get  over  yourself    •  “I  did  good”  is  fine  •  Headspace  

Think  Space  

•  A  confused  mind  stalls  •  It’s  your  life  –  live  it  •  It’s  your  day  –  manage  it  

 

Coach  for  performance      

Manage  things/processes    

Lead  people