Ever have the same negative situations pop up within your business over and over again?
This is when you’re dealing with challenges in the same way repeatedly, and getting the same (unwanted) results?
I call it the Fly Strategy.
Think of a fly that enters a room through an open window. It flies around a bit, does fly things, and eventually decides it’s time to leave.
But, instead of flying out of the open window through which it entered, the fly chooses a closed window to make its exit.
Obviously it is unsuccessful so it tries harder to get through the window then flies around the perimeter of the (closed) window.
Check a few hours later and you’ll find one deceased fly.
The strategy killed the fly.
Whenever you find yourself taking the same actions in the same situations and getting the same result (it didn’t end well for the fly) it’s time to elevate your thinking.
Falling into the trap of trying harder to succeed with the same flawed strategy that failed previously is a dead end. We need to step back and see it from a different point of view.
When you are in the picture it is hard to see the frame
As performance coaches, we need to help our team see beyond what they are currently seeing.
To become a better coach we need to shift this thinking in ourselves first so we can lift up our team members to a whole new performance level.
If we continue to handle repeat issues in the same way and get similar (unwanted) results, remember the “fly strategy” doesn’t work for anyone.
Start by elevating your own thinking.
What do you want for your team?
A magic “shopping list” of skills and talents for your team might look something like this:
- Nurtures clients well;
- Able to embrace their ideal week;
- Deliver outstanding opens that build the company brand;
- Have superior product knowledge;
- Standout listing skill set;
- Handle objections brilliantly;
- Remarkable at pre-framing;
- Brilliant at lead generation;
- Exceptional at seller management;
- Brilliant at buyer management;
- Great buyer database management;
- Aware of upcoming opportunities;
- Great property presentation;
- Market properties effectively;
- Outstanding negotiation skills;
- Brilliant at sharing case studies at a listing appointment;
- Great at gaining testimonials;
- Strong ability to connect in a variety of situations.
This is a great set of skills and talents; but not every team member needs to possess every one, right now.
Rather than wistfully hoping someone will wave a magic wand – shift your thinking: how can you use this list of skills & talents to elevate the performance your team – today?
Here are FOUR ways you can actively shift the performance of your team simply by changing your communication:
1) Like vs Respect
There is a difference between being liked and being respected; as a coach it’s more important to be respected than liked.
To become the best coach you can be, let go of an exaggerated need to be liked.
When you focus on being liked you’ll avoid the most important conversations your team needs to hear.
Intentionally shift your focus on being respected over being liked so that you can have tough love conversations that help move your team forward.
Effective communication is the most powerful influencing strategy and will make you and your team better negotiators, deal makers, and influencers.
The heart of communication is all about:
- Gaining (question and listening)
- Giving (statements we say)
- Content (the information and detail provided)
The level of quality in our communication has a lot to do with the frame we set around it.
Remember, when you are in the picture it is hard to see the frame.
There are three communications frames to consider in our coaching:
a) Pre-frame: is how we set the scene of our coaching meetings. The quality of our communication has a lot to do with the quality of our pre-framing.
How to implement: Instead of popping questions to a team member out of the blue, schedule a meeting and let your team member know what you’ll be discussing so that they can prep ahead of time.
b) Re-frame: when you’re in the middle of a discussion and you realise you are not on the same page, shift the frame of reference so you can approach the challenge differently.
How to implement: Don’t get caught in the drama. Change the perception of the communication (for example, is the problem truly catastrophic or is it relatively minor?).
c) Next frame: Where to from here? This closes the loop of our communication. That means we have agreed on the next steps and our team member knows what is expected of them.
How to implement: Always lead the next step; what needs to be delivered and when to effectively close the loop? Hold your team member to the agreement.
This isn’t micromanaging but we do want to ensure they follow through and take action.
The value is not in the conversation but in the implementation of the actions discussed.
Failure to Implement (FTI) is the biggest issue that needs to be addressed. Most of our team members know what they need to do but the challenge is moving from knowing it to taking action.
Get your team to become implementation legends with the next two steps.
3) Motivational Language
Juicy words have a motivational component when they are spoken and when they are heard.
Compare the words good, great, and exceptional. Which word has the most impact?
That’s right, exceptional.
Now compare, “Let’s talk about your goals,” versus saying, “Let’s talk about your goals that will make the next six months your most sensational year yet”.
Here’s a shopping list of words that evoke greater motivation (but only use the words that you feel comfortable using):
- Wow results
- World class
What we say to our team should be laden with motivational words; questions and statements that make an impact and immediately create a shift in the listener.
Presuppositions literally pre-supposes or suggests something; similar to pre-framing a conversation.
If you were to ask a team member, “How can you produce outstanding results?” an issue immediately crops up because of the word choice pre-supposes (suggests) that you don’t think the person is already producing great results and is therefore underperforming.
This works in reverse as well. Supplement positive presuppositions such as asking, “How can you deliver even greater results” (the even more added in pre-supposes that your team member is already delivering great service).
The words, at least can also be used as presuppositions, for example, “Work towards a goal of listing at least four properties a month”.
Unlocking the greatness of your team’s potential is your responsibility as a performance coach. One of the easiest ways to start achieving that goal is by making the four simple changes listed above to become a more powerful communicator.
To engage with other entrepreneurial leaders, learn from the best in the business and step into a new level of leadership mastery – join us at The Business of Real Estate in September.