You’re a new team leader in Real Estate Development. How can you build a team that will exceed expectations?

A motivated team will run the extra mile necessary and key for success and achievement. Focusing on each member strong points, dividing the chores and promoting healthy competition between them will definitevely keep everyone on track and run for successful completion. Also, promoting communication without excessive control and supervision will stimulate responsibility, autonomy and good creativity. Finally, save on useless meetings and phone calls, but keep everyone informed where we are. Perfect recipy that works everytime.

Building a top-performing team in Commercial Real Estate Development starts with understanding market demands and project needs. Key steps include identifying essential roles, recruiting diverse talent, fostering a collaborative culture, and setting clear goals. It's crucial to lead by example, invest in team development, regularly review performance, and adapt to changing market conditions. Remember, a team that balances work and life well drives creativity and productivity. #TeamBuilding #RealEstateDevelopment #LeadershipGoals

I think it is important for founders and co-founders to understand that it is not likely that any of their employees will or should be as committed as them or work as hard as them. In the words of Steve Jobs, "“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” You should never be the smartest person in the room.

Uma coisa que achei útil é o mapeamento inicial das competência, habilidades e motiva??o de cada integrante da equipe. Ferramentas como Capital Intelectual nos podem ajudar nesse levantamento. Só depois disso podemos ajudar na evolu??o de cada um deles e aproveitar ao máximo suas competências, colocando-os no local certo, onde sabemos que podem performar.

As deeply experienced in Real Estate development for over 9 years, I've learned that creating a thriving development team is all about recognizing each member's strengths and promoting teamwork. Clearly defining realistic goals is vital, but just as crucial is tackling conflicts head-on and consistently learning from the team's interactions. By acknowledging achievements and cultivating a culture of continuous improvement, we've consistently surpassed expectations.

Assuming you've hired the right team and taken the time to get to know their work style how they are motivated, it's time to set clear parameters for performance, while setting achievable yet challenging goals to work towards. Measuring progress and performance holds the team accountable and presents an opportunity to explore what's working and what isn't so that adaptations can be made while still working toward the set goals. No one wants to be set up for failure, so make the goals challenging but doable and take the time to celebrate individual and team wins to keep your team motivated and feeling appreciated.

Metas precisam estar claras e à vista. Precisam ser mensuráveis e alcan?áveis, mas n?o facilmente batidas. Definir bem as metas de curto e médio prazo assim como alinha a expectativa de atingimento de cada uma delas na linha do tempo com o time s?o de extrema importancia para o atingimento delas!

Incentivar a prática da venerabilidade é, em minha opini?o, uma boa forma de criar um ambiente colaborativo. Assim como priorizar a comunica??o clara e efetiva pode evitar uma queda de rendimento, já que todos ter?o claramente definidos os objetivos e as altera??es de rota!

Collaboration is key! If you are lucky, you will have some individual top performers who will set a great example for others. Be sure to encourage team collaboration with your standouts, so that others can learn from their tactics, techniques and challenges. A rising tide lifts all boats, so let these people shine and show others how to follow their lead!

Do not let issues fester. Some leaders take the position that if you hire adult professionals, they should be able to work out their own conflicts, but I have found this is just not the case in team environments. If you are the appointed leader, then you need to lead, and this means stepping in when needed to protect the interest of your goals. Infighting and tension among team members has disastrous consequences on communication and productivity. The whole operation starts to break down and people begin to work in a silo. This is death to a real estate development project. Take the initiative to keep the air clear, the vibes positive and the communication flowing on your team. Your project will benefit greatly from the proactive effort.

Stay current with industry trends, welcoming opportunities for growth. Acknowledge that everything is a "work in progress," as perfection is elusive. Remember, delaying action shifts you from a proactive stance to a reactive one.

Choose the Right Team Structure: Consider different structures: Mentor-Mentee Model: Ideal for recruiting and training new agents. Partnership Model: Collaborate with experienced agents. Functional Model: Divide roles based on expertise (e.g., marketing, transactions).