If You Don’t Like Your Team’s Production, Here’s What to Do

I have some strong beliefs regarding teams.

Most (if not all) real estate teams are team in name only.

There is a big difference between being a rainmaker and being a team leader.

Most real estate teams are started for the wrong reasons.

When I look at real estate teams, what I see is a bunch of people, each doing their own thing, in their own way, on their own schedule.

That is NOT a team.

And the reason this happens is simple.

Most team leaders don’t know what their role as team leader actually is…

They don’t really WANT to be a team leader…

They don’t think they need to work on their leadership skills…

And fundamentally, they don’t really understand the concept of team.

This is why, as I’ve said many times before…if you want to work harder, make less, and have more stress, start a team—it works every time!

That line always gets a laugh, from any audience.

However, it’s a nervous laugh. And unfortunately, I’m not joking.

Team leaders are certainly not laughing when they come to me asking how to get their teams to produce more. 

As I said last week (and this is going to be hard to hear)...

Your team’s production is a direct reflection of your leadership skills.

And I don’t mean your production—I mean what they produce, WITHOUT your individual production or the leads you spoon-feed them.

If you don’t like that production, it’s time to look in the mirror.

Exceptional performance will NEVER happen without the foundation provided by true leadership. That foundation is formed by…

→ Establishing clear goals

→ Fostering a positive culture

→ Providing necessary resources

 → And continuously developing your team members

This foundation is the prerequisite for creating an environment and culture of excellence, integrity and consistency.

In the Tom Brady video I sent last week (which I hope you watched), he said: Nothing of significance can be achieved alone.

There’s nothing greater in business than being part of a team, working as one, to accomplish something challenging, meaningful, and lasting.

Conversely, being part of a dysfunctional team…that’s not so much fun, to put it gently.

But that beautiful, rewarding team experience is only possible if you as team leader can make the shift from an individualistic mindset to a collective mindset

WE, not me.

Understand up front: leadership is hard. REALLY hard.

If you accept the call to leadership, you must be willing to be misunderstood, criticized, opposed, accused, and even rejected.

Leadership is hard because it requires a balance of strategic thinking, emotional intelligence, adaptability, and continuous self-improvement—all while being accountable for the team’s wellbeing and performance.

Fortunately, these are learnable skills. You don’t have to be a natural-born leader.

While certain traits like charisma, confidence, and decisiveness can give you a head start…

Effective leadership is typically forged through experience, education, and continuous personal growth.

Being battle tested COUNTS.

True leadership involves a blend of personal qualities and acquired skills, shaped by experiences, commitment, and a lot of adversity thrown into the mix.

The fact that leadership is so hard is WHY you do it.

It makes you grow, evolve, and get better as a human being.

As a leader, you’ll be tested in every way imaginable, to the core of your soul. This job is one hard conversation or decision after another, and every single one can have  significant consequences.

It’s NOT a popularity contest. It’s not about being liked.

It’s about being responsible for the success and wellbeing of your organization.

The buck stops with YOU.

Next week, we’re going to talk about the distinction between leadership and management, and we’ll dive into the most powerful source of extraordinary leadership.

The answer is going to take you completely by surprise…

Until next time,

Steve