|Six Ways To Recruit Peak Real Estate Performers|
Uncommon leaders. Super salespersons. Marketing geniuses. How do we find these peak performers, the best of the best?
A common misconception is that the very best are typically outgoing, aggressive and energetic. But research has shown us that some peak performers are timid, mild-mannered and easygoing. Peak performers come in all shapes and sizes.
There is one study that suggests the very best possess enthusiasm, persistence, initiative, self-confidence and job commitment. Other studies add to that independence, self-motivation and good listening skills.
Here are some of the findings on the search criteria necessary to find peak performers:
1) Risk Takers and Innovators
Peak performers always stay out of the "comfort zone." They feel exhilaration and excitement in the pursuit of new challenges. Once a challenge has been met, they must find new quests. They are always seeking ways to do the job better and go beyond what they have already done.
Search Criteria: When evaluating talent, look for people who initiate new projects, implement ideas, and refuse to accept the phrase, "This is the way we have always done it." Drill down into their projects to understand how they lead others and produce bottom-line results.
2) Vision and a Sense of Mission
Peak performers understand both short-term objectives and long-term goals. They are intensely focused and, once they set a course, it is almost impossible to stop them.
Search Criteria: Seek people who have started projects and followed them through to completion while taking care of all the details and achieving the desired outcome. Look for those traits in their personal lives as well. A simple example: don't hire a hiker; hire the person who has hiked the Pacific Crest Trail from end to end.
3) Problem Solvers
The best people do not place blame or find fault with others. No matter what positions they hold, they always assume responsibility. They go out of their way to give credit to others.
Search Criteria: Select those who take responsibility for their actions and are willing to admit their mistakes. Look for creativity, innovation and initiative in solving problems.
4) Partners and Team Players
Peak performers give praise to others for helping them achieve success. All employees, vendors, customers, etc., share in the success.
Search Criteria: Seek out people who have come from team environments. Look for signs of courtesy, compassion, understanding, giving and sharing.
5) Accept Rejection
Peak performers are gracious in defeat. When something doesn't work out as anticipated, they are not bitter ? they learn from the experience, and will probably never let it happen again.
Search Criteria: Find people who have bounced back from failure or successfully coped with tragedies, either personal or professional. A positive attitude in the face of a crisis is paramount. Survivors are winners.
6) Mental Preparation
A common misconception is that peak performers instinctively know what to do. In fact, the opposite is the case. The very best always think through their actions. They carefully plan, practice, question, listen and seek advice from others.
Search Criteria: Peak performers will probably have good writing skills and will have documented much of their work. Look for written business plans, project proposals, summaries of key accomplishments, and other documents showing their strategic thinking, execution strategies and bottom-line results.
Finding peak performers is a challenge. However, with careful evaluation of their past performance and an in-depth examination of their personal "style," it is possible to identify the best of the best. If you are lucky enough to get a peak performer into your organization, give him or her freedom to perform. Without the freedom to achieve peak performance, he or she will move on to new opportunities.
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