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I’m always amazed by how many real estate companies know they have personnel issues yet don’t address them. More often than not, the feedback I hear from brokers revolves around the same three things:

• Long-time managers openly defying ownership by refusing to adopt the technologies and strategies that will make their company and agents more successful

• Brokers can’t reinvent their brand and provide the value and support that savvy agents and consumers expect when the majority of their team refuse to participate/embrace change

• Decisions being delayed, or worse, not made, due to fear of potential manager/agent discord

If you have people, especially on your management team, that are not actively committed to fulfilling your strategic vision, you are employing the agents of anti-change that will prevent any sort of real progress from taking place. Ultimately, this affects the agility and adaptability of your brand and actively prevents positive growth for your team.

If you don’t address the agents of anti-change on your team, you are also impacting the success of their teammates and jeopardizing the improvements you’ve invested in within your business operations. You are, in essence, supporting insubordination.

Here are a few ways to counter the agents of anti-change and face your personnel issues head on:

• Lead by example. You can’t expect your team to do something if you won’t.

• Create a culture of accountability. If the expectation is that failure is not an option, it won’t be.

• Be serious about your expectations but also be reasonable. Provide the training, support and guidance your team will need to transition to new technologies and strategies.

None of this has to be harsh if done the right way; the people you want to keep will thank you for taking a leadership role. Be a leader—defeat the agents of anti-change. You’ll be glad you did.

Jose Perez is the founder and chief visionary of PCMS Consulting.

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