Editor’s note: Today we present the second installment of TEAM SPOTLIGHT, a recurring blog from Debbie Holloway focusing on team building in today’s increasingly team-oriented real estate industry. If you missed the first one on “To Team or Not to Team,” click here. -Tom

By Debbie Holloway, Head of Team+ Coaching
High performing teams are motivated by their mission, united by their values and proud of the reputation.
So… how do we structure a profitable team?
In our last blog, we covered questions to answer if you want to build a team, so today let’s take that next step forward to look at what’s required to build a high-performance team:

  1. Define the type of team model that you want
  2. What will your process be for hiring and training?
  3. How to pay staff, sales agents, virtual assistance and independent contractors who provide ancillary services
  4. Determine your agent expectations
  5. Put the technology in place that you’ll need in the future
  6. How to be a leader and create a winning culture

These six rules have to be clearly defined if we want to build a team that is both profitable and happy.

Team Structures to Consider

First and foremost, we must begin to change how we lead. We are moving from an independent contractor to running a business. For your business to be successful, start with what type of team model do you want.
You may want to build a team around one of the following:
Partnership – You have someone with similar goals and the two of you team up and build a team.
A Family Team – Do you have family members working in the business with you? This can be a highly successful team – or one that crashes and burns often!
In order for a family team to work, everyone must know what their lane is and “stay in their lane.”
This can be really hard if not explained thoroughly and agreed upon in advance before you start down that road of creating a family team.
A Seal Team – A small group of highly committed individuals who are thoroughly enjoying working together and each understand the importance of their hard work and how it relates to the team profit and culture. Seal teams run “lean and mean.”
What’s exciting about a seal team is for someone who doesn’t want a large team to deal with, this can be an excellent team structure. A downside to this is when one member resists or becomes negative. Because of the small size of the team, this can be a cancer very quickly on the culture and growth.
Choose the members of your seal team carefully and be sure everyone is committed to the same goals before you begin down this road.
Industrialized Team – A large team likely with a minimum of 10 sales agents up to a maximum of 60 sales agents and doing at least 450 deals a year. It’s likely that the team leader owns other ancillary businesses that support an industrialized team. The biggest challenge with an industrialized team’s profitability is jumping on and solving problems very quickly.

Using DISC Profiles to Hire the Perfect Candidate

The letters in the DISC stand for:
D—Decisive. This person is very assertive, handles challenges and confrontation well and strives to see concrete, actionable results.
I—Interactive/Influencer. This person is very persuasive, an excellent communicator, loves to be around people and doesn’t like to be ignored.
S—Supporter/Stabilizing. This person values compassion, helping others, is very loyal and doesn’t like change or confrontation. They are stable and consistent.
C—Critical Analyst/Cautious. This person enjoys analytical work and prioritizes accuracy. They take their time in coming up with well-thought out solutions. They do not like criticism or delegating tasks.