What do you do if your real estate team resists change and hinders innovation?

in our experience nobody likes change, especially 'when it has always been done this way and it works' so as we introduce new digital processes we find that the following removes resistance: - Share the big picture and sell the dream - ensure the process enhances an existing process rather than creates something new - offer incentives - assign a champion - treat established employees as 'apprentices' change is hard and implementation of innovative or digital advancements to an age old established industry harder but with the right strategies, vision and persistence its possible - keep going people!

From my multi-angled perspective of both life and 30y work experience in a demanding multi-cultural, multi- personality sector, topped up with 10+years as an EMCC accredited mentor, I will risk a statement that it all boils down to 3 interconnected matters: a) clear communication on the path and goal b) correctly formulated message tailored to personality types, and c) consistent attitude of both leadership and the very management of the process.

𝟭 - 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗿𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 Often, it's a lack of understanding. Ensure your team knows how innovation benefits them. 𝟮 - 𝗔𝗰𝘁𝗶𝗼𝗻 𝗽𝗹𝗮𝗻 𝗳𝗼𝗿 𝗮𝗱𝗼𝗽𝘁𝗶𝗼𝗻 Use training, financial incentives, and gamification to encourage adoption. Highlight industry success stories to illustrate the impact of innovation. 𝟯 - 𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺 Hold workshops and surveys for feedback, making them part of the change process. This turns skeptics into advocates and paves the way for a culture that embraces innovation.

Change doesn't always lead to innovation, disruption can't always be change in plans and execution, without taking the majority into consideration on the acceptance of it, rather it can be destructive. Addition of new disruptive ideas and to take risks with fewer opposition within the team post discussion may lead to a successful implementation. Sudden change will always lead to the different unfavorable reaction from the majority of the team players. One should always conduct a workshop, training modules, SWOT analysis of the CHANGE. A single team player can become the biggest distractor post implementation of it. Innovation should be measured by the mass acceptance of the positive change or forceful condition of the working environment

Resistance to change of any kind can kill a team! Our business and our technology is constantly changing and we must change with it. Those that are unwilling to face this fact must find other employment that is not so demanding. Potential clients can see this immediately, if a team is not up to par with their knowledge. Our laws are changing. Those that are unwilling to adapt could find themselves in legal trouble. In the Real Estate business, adaptation is one of the keys to success

Navigating resistance to change within your real estate team can be a delicate process, but it's a crucial step towards fostering innovation and propelling your team towards success. Here's how to approach this challenge: Firstly, it's essential to delve deep into the reasons behind the resistance. Is it rooted in fear, uncertainty, or a lack of understanding? By comprehending the underlying concerns, you can tailor your approach more effectively. Communication is paramount. Clearly articulate the rationale behind the proposed changes and the potential benefits they offer.

Creating a culture of continuous learning: Promoting an organizational culture that values and encourages constant learning and improvement. Implementing development programs and organizing workshops to acquire relevant skills. Fostering an environment of experimentation: Encouraging the team to try new ideas and approaches. Celebrating successes and learning from failures to create an environment where innovation flourishes. Implementing agile methodologies: Adopting approaches like Scrum or Kanban to promote flexibility and collaboration. Enabling teams to respond quickly to market changes, fostering continuous learning and innovation.

When faced with resistance to change and a lack of innovation within my team, it's essential to maintain open communication, provide support and learning opportunities. This will help them understand that the proposed changes are intended to enhance team performance and productivity.

normally i like to identifying these underlying reasons for resistance, its about mix and match so we have a strong hold and some i tweak my approach to addressing them and implementing strategies to foster a more positive and receptive attitude towards change within my team. at the end what matters is a team effort and taking every one into confidence.

In my experience, mentoring and coaching are the best, and leading by example. So them what your doing and why you do it like that. This way you tech them to think that same logic. By tutoring this way you tech how to set your logic and thought process.

Dialogue. Entenda. Converse. Procure entender o que está causando resistência. Um gestor próximo ao time consegue desdobrar melhor suas ideias.

When you encourage dialogue, you create a sense of team work and ownership. When facts and figures are presented with clear anticipated gains, improvements and results. Whatever examples you desire to present will be meaningful. OJ

basic rules are to Fostering an environment where team members feel comfortable expressing their concerns, asking questions, and sharing their perspectives without fear of judgment or reprisal a sense of ownership try to clear any misconception, and promote two way communication and be fair.

La resistencia principal pasa por los costos que el adquirente no está dispuesto a asumir, aún en niveles socioeconómicos más altos. Las cuentas deben ser en el largo plazo y és ahí donde puede motivarse, porque es mínima la población que lo hace desde una conciencia. En lo personal creo que el eje debería estar en la REDUCCIÓN DE CONSUMOS mediante eficiencia de envolventes, en el acceso a movilidad pública y algunas otras variables que no forman parte de casi ninguna agenda de los diversos actores del sector.

In team environments have transparent open dialogues as much as possible in my view is essential to garner confidence within a team and for individuals to feel confident in coming forward with any concerns they may have or suggestions to perhaps alter or improve situations.

Cultivating an environment of open communication is crucial for team engagement. This involves setting up regular forums and feedback mechanisms, like meetings or suggestion boxes, to ensure everyone's viewpoints are considered. Encouraging staff to share their thoughts on upcoming changes fosters a collaborative atmosphere. When team members feel their contributions shape decisions, resistance diminishes, and support grows. This approach not only enhances project outcomes but also strengthens team cohesion.

Siempre es bueno el diálogo abierto entre los miembros de una empresa, conocer las opiniones y explicar cómo mejorar algunos procesos pueden ayudarnos a todos. Entender sus preocupaciones y apoyarlos en su proceso.

Encourager le dialogue avec nos collègues est crucial pour comprendre leurs motivations et les aider à surmonter les obstacles. Cela favorise le développement personnel et professionnel de chacun, tout en contribuant à l'évolution positive de toute l'équipe.

Make sure everyone gets a chance to speak up! 🗣️ Having regular chats or suggestion boxes can help. Let your team share their thoughts on what's changing. When everyone feels like they're part of the decision-making, they're more likely to go along with it. #TeamTalks #ListenAndLearn 🌟

The fastest way to stop a revolution is through communication. Our team knows all doors are open AND we empower all of our team to remember that they are their own boss. Yes, we may prep/pitch together, but at the end of the day, you get out what you put in.

i am a big believer of continuous training and exchanging of educational resources to help team members develop the skills and knowledge needed to embrace innovation. This could include workshops, seminars, online courses, or bringing in external experts to share insights, taking help from seniors within our team and share his success.

As a broker, each team that you may manage will adopt the personality of its founding members. As long as there is a strong foundation and strong leaders, new team members will have to adapt to the strategies and procedures in place. This is where training becomes such an important part of managing multiple teams.

As a Real Estate Consultant, I strongly recommend periodic training, this will help to understand new ideas that are relevant to the industry. Attending seminars and events should be encourage as well

By following these steps, you can help your real estate team overcome their resistance to change and embrace innovation, which can lead to positive outcomes for your business in the long run.

Treine treine e treine. Importante investir tempo treinando o time. Traga estudos de caso, traga posições diferentes a respeito do que está sendo proposto, de preferência, experiências positivas

Fear often grows from a lack of understanding. Offer robust, ongoing training with micro-learning sessions and easy access to in-house experts. Designate tech-savvy agents as "champions" for peer-to-peer support. This fosters a sense of community while minimizing the intimidation factor.

Investing in thorough training programs is vital for preparing your team to embrace new technologies and methods. This not only boosts their skill set but also demonstrates your dedication to their future within the company. Such a commitment can significantly enhance their loyalty and decrease any reluctance towards change. By prioritizing their professional growth, you create a culture of continuous improvement and adaptation, key to navigating the ever-evolving business landscape.

I begin the process of exchanging key parts in the team, to gradually change the mentality of those who really make a difference in our results.

1. Training sessions and employee investing shows loyalty to your employees & will foster a sense of commitment for your company. Supporting them with skills will allow for them to do their tasks with confidence. 2. As employees become more confident in their abilities, they are more likely to be open to the idea of change as oppose to resist it, having such a formidable & sound knowledge basis to lean off of. 3. Training sessions are crucial for addressing any skill gaps that may exist within the team. Introducing new technologies and methodologies often requires updated skills, and comprehensive training can bridge these gaps effectively.

i strongly believe that we as leader should Demonstrate our commitment to innovation by leading by example. always open to new ideas, give examples of team members who managed to come out of his/her fear and are successful always encourage experimentation, and celebrate successes. Show our team that innovation, great ideas and positive thoughts are valued and rewarded within our organisation.

Allowing yourself to be at the forefront of change should allow your employees to witness the benefits of innovation & adaptation firsthand. By adopting flexibility & continuous improvement - the organisation as a whole can adopt a mindset of of growth through change.

Innovating in real state is essential to grow by offering customers more diversity. Always thinking from the perspective of ecodesign so that projects are sustainable for the planet and all its inhabitants. Taking into account the economic, social and environmental impact is essential since each person when buying and selling chooses the world in which they want to live. I learned everything thanks to the experience I had from my triple impact advertising agency working for great teachers and leaders of the Real State such as Toribio Achaval and Global Investments, thanks to their directors Facundo Achaval, Toribio Achaval, Martín Boquete and Hernán Nucifora

Seja o primeiro a fazer e adorar ao novo método/sistema. O time faz o que o líder faz e isso é nítido. Nossas atitudes como líder ecoam no time. Já disse em outro tópico desse artigo a minha experiência com uma nova solução que estava sendo proposta. Fui o primeiro a fazer e a começar a utilizar o novo sistema para que me time entendesse e comprasse a ideia.

Your actions are your most powerful message. Don't mandate change, embody it! Enthusiastically use the new tools, be vocal about your own learning curve, and show how the change benefits you personally and is helping you serve clients better. Model the kind of engagement you want from your team and celebrate them when they follow suit.

Demonstrating a positive approach towards change and being open about the journey and its hurdles are key for leaders. When employees see leaders tackle transitions with confidence, it inspires them to embrace change. This leadership behavior not only fosters a resilient team but also cultivates a culture of innovation and adaptability within the organization. Leading by example in this way sets a strong foundation for company growth and success.

Sometimes the only thing we can really control are our own actions. Once you've assessed resistance, encouraged dialogue, and provided needed training, the very best action to take is to model the behavior you wish to see in your counterparts, employees and collaborators. As leaders, we have a responsibility to hold others accountable, but perhaps more importantly, we must demonstrate the character and actions that we wish others to model. Setting an example is the best way to gain buy in and provide behavior that can be modeled and aspired to.

Continuous personal evolution, characterized by acquiring knowledge and enhancing capabilities, is essential for success. For instance, consider the case of Nokia, once a dominant force in the mobile industry. Its downfall stemmed from a failure to adapt and innovate, leading to being overtaken by competitors. Innovation is crucial as it enables individuals and organizations to anticipate future needs, stay relevant in a dynamic market, and achieve sustained success by consistently offering better solutions and improving efficiency.

One thing that I have found very useful is to lead by example. In our company we have been implementing strategies to innovate in marketing and administrative management processes. From the general management we assume these implementations, so that they are implemented vertically and transversally to the processes.

Always lead from the front and show that you are not resistant to change which can benefit the whole group. This positive approach can only help drive the team forward and give them confidence in your leadership.

Demonstrate that fear of change is acceptable but that inability to change leads to brands and companies becoming irrelevant. Encourage them to embrace change and adapt quickly to stay ahead

Celebrating achievements, especially those tied to new initiatives, is crucial for fostering a culture of innovation. It's essential to acknowledge both individual and team contributions. This recognition not only boosts morale but also highlights the importance of adapting to change. By doing so, we encourage a mindset where innovation is not just welcomed but pursued actively. This approach helps overcome resistance to change, paving the way for a more dynamic and forward-thinking environment. Recognition serves as a powerful tool in reinforcing the value of innovation and its positive impacts.

Celebrations & small wins reduce resistance to change by shifting an active focus of fear within the organisations to a positive place of joy. Tangible benefits also reinforce desired behaviours & motivate innovation. This can be done at essentially no CTC by putting in place win-win situations for the company & the employee where everything given is something gained.

Il est crucial de reconnaître les succès, mais cela doit être fait avec discernement. Toutes les victoires ne méritent pas la même célébration. Il est essentiel de distinguer celles qui ont représenté des défis significatifs et méritent d'être honorées de celles qui sont plus ordinaires.

Cheers to progress and achievements! 🎉 Celebrate every win, big or small, linked to new ventures. By highlighting successes, you boost spirits and show the power of embracing change. Recognizing individual and team efforts makes innovation shine and chips away at resistance. #CelebrateSuccess #EmbraceChange 🌟

Investment properties can realize capital gains for investors due to property value increases over time. A capital gain is a profit that results from the difference between the original purchase price and the sale price of the property. Of course, investors can only realize the capital gain after they sell it.

From my experience in corporate team roles it is imperative that you recognise and acknowledge success as a team effort but to ensure that individual performance is properly rewarded as this will inspire the whole team to move as one.

Real Estate Industry works through two scale : local as it is impacted by the local legislation and market and global due to trends and investors preferences. One of the main areas that the real estate industry is still lagging behind is the adoption of innovation .It has not yet removed the efficiencies it has and the barriers due to the emphasis on profitability and growth . In the MENA, the real estate industry need to assess its position in terms of adoption of innovation in regards to other markets and focus on reframing its strategies and policies in order to adopt innovations at a faster rate . But not any innovation.. Innovation that contributes to sustainability and encourages the adoption of social and ecological indicators.

Successful strategies focus on "catching opportunities" in the evolving digital landscape. Maintain an open dialogue with your team. Actively solicit feedback and monitor adoption, ask, "What's working, what needs tweaking?" This demonstrates that change is a collaborative process, not a rigid directive. Adjust your approach based on ongoing insights to build trust and commitment.

Adapting to resistance is crucial in leadership. Not every method suits all team members or situations. It's important to stay flexible, using feedback and observing team dynamics to adjust your approach. The aim is to cultivate a team that sees change as a chance for growth and improvement, rather than a threat. This mindset fosters resilience and encourages a positive outlook on change, crucial for navigating today's fast-paced environment.

Stay flexible in your approach! 💡 Adjust strategies based on feedback and team dynamics. Build a team that sees change as an opportunity, not a threat. #AdaptAndGrow 💪

Após explicar com detalhes a nova estratégia e apresentá-la a todos em detalhes, escolher que esta dentro , quem irá ajuntar e separar quem irá separar e não está dentro.

The benefits of investing in real estate are numerous and can vary depending on the goal of the investor. How much money to invest in a real estate property can depend on the investor's risk tolerance. Also, an investor's time horizon is important to consider when making such a large purchase or investment.

Time changes and clients needs too. After covid the home work its a good & bad too change. To see the Ucranian war since 18 months and the CEE / OTAN / UNESCO position, 70 % of international & intelligent investors preffers to play golf... The brainstorming are on the table !.

I would personally make sure that we as a team understand the following things: Understand the resistance, Open communication, offer training to skill up, show it by leading with example, Do recognise their efforts, improvements, achievements & celebrate wins. To understand - build trust through team events or one-on-one conversations for deeper understanding. Virtual staging technology disrupts traditional home selling. Initially the CPs/agents might resist the change. By understanding their concerns (cost, learning curve) providing training & highlighting how virtual staging attracts buyers faster, you can turn resistance into enthusiasm. Covid made us adapt-it's time to take this as a blessing in disguise & take this as an Opportunity!

Make sure you are fully aware of who you are talking to and how they perceive you. You cannot make anyone listen to you or follow your example, no matter how good a leader you may be. They have to want to do it. If they do not want to listen to you or follow your example, then the only real solution is to build or find a new team.

You do not really have many options. The most obvious is to better understand who is truly driving behind the scenes and there are usually one or two sources(people) of resistance. Identify them and give them the fork(play along or you do not belong on this team). The rest will fall in place with the right motivation. The other option that worked from my personal experience is to schedule a team bonding meeting/event. You have dinner & drinks and get to know each person on personal level by being vulnerable with them such that they feel comfortable being vulnerable with you. Make it easy for folks to stay late and play late by removing as many obligations as possible. The next day try your initiative again as a fresh start.if not, option 1

Here's what else to consider Client-Centric Focus: Frame innovations in terms of how they directly improve client service and experiences. This aligns the change with your agents' core values and the heart of their work.

I think role reversal is helpful with any sort of team structure. Often humans can overlook the emotions of others because of natural self-centered instincts. By opening ourselves to each other we can see the motive or intention of the other human involved.

The best approach is to demonstrate live or through concrete (pardon the pun) incontrovertible examples of how the resisted innovation makes us more productive, adds value, saves time or effort.