Coach Up or Coach Out
Are you retaining the right talent?
By Holly Priestner, Talent Coach and Consultant
As the CEO of a real estate team, do any of these statements resonate with you?
“If another agent leaves, no one will want to be part of our team and I won’t be able to attract bigger producers.”
“She has production, so I can’t ask her to leave the team even though she is not hitting our team’s standards.”
“He just has such a great attitude! I am confident that in a few more months, he will start to pend some business. We just need a little more time.”
You are not alone. As we head into 2020, I challenge you to think and behave more like a CEO and less like a real estate agent. Let’s get past these limiting, fear-based beliefs!
Law of Attraction
First, let’s get to the WHY behind coaching up or coaching out. Take a scientific lesson straight from Quantum Physics, the Law of Attraction – like energy attracts like energy. Rock star talent attracts rock star talent! We often say that “A” players attract other “A” players. Ask yourself, what does a “B” or “C” player attract? Hmm …
WHO are my team members attracting?
WHO on my team might be repelling my current “A” players, causing them to question my team and to consider opportunities outside of my organization?
WHO on your team is NOT demonstrating a positive and productive culture?
Data Trumps Drama
Performance-based conversations can easily become emotional. That is why it is imperative to use data to drive performance conversations. While production tells one piece of the story, there is more to the story. Develop a checklist of standards for some of the more difficult to measure key components of being part of a team, such as: punctuality, openness to feedback/coachability, collaborative style, participation in key meetings/team functions, team play, respect for others. Use that checklist coupled with examples to have a data-driven conversation around the current situation and what must change to remain on the team.
As leaders, it is our responsibility to be the catalyst for changes in behavior. We owe it to our talent to have ongoing conversations – for both our “A” players and our “B” and “C” players. Those conversations just look a little different.
If someone is not hitting your expectations, you must communicate this and provide them with an opportunity to improve.
Lean on the data in the conversation.
Deliver the message with care and candor.
Provide the opportunity with CLEAR expectations on what should improve within a defined timeline.
Ask if there are any resources needed to achieve the expected results (and, if so, provide them).
Here is the silver lining! Once you have provided clear expectations and a defined timeline, it is up to the talent to self-discover if they want to be “in” or “out.” If they do not make the changes, your “coach out” conversations become straightforward.
You are cultivating a culture of productivity and positivity. Your top talent appreciates you keeping the bar high and holding each team member to the same expectations. Struggling talent feels relief at exiting a personally stressful situation with grace. Your business gains momentum and a reputation of being a winning team. That’s what we call a win-win-win.
Learn more about how to manage these conversations and identify tactical tools with Xperience Elite Consulting for Talent led by Holly Priestner.