| Every commercial real estate brokerage
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| | handsomely. Others are not as committed,
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| firm claims to have great training, but
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| | and have training departments that may be
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| few really do. Our research indicates
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| | lacking in quality offerings and delivery
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| that the quality of the training programs
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| | platforms.New college grads and other
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| in the industry varies significantly.
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| | sales professionals seeking a job in the
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| Thus, those seeking to enter the highly
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| | commercial real estate industry should do
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| competitive commercial real estate field
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| | a thorough job of researching how good
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| should do some research and assess the
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| | their prospective employers' training
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| real training capabilities of their
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| | program really is. When considering
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| prospective employer to increase their
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| | potential employers, they should ask
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| chances of success.The most prevalent
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| | about training, review the firm's
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| training methods today consist of
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| | training curriculum, find out how soon
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| spending time as a researcher or
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| | and how often they will receive formal
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| marketing assistant, or as a "runner" for
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| | training and what form it will take.Is
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| a more experienced broker. In some cases,
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| | training offered in textbooks and/or
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| an office manager may assemble new
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| | manuals? Are formal live courses
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| employees together for informal
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| | provided? Does the training offer
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| "training" sessions once a month. Most
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| | webinars and online education? Is it
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| often, the new employee learns the
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| | using the full array of available
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| business through "osmosis," by absorbing
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| | platforms to appropriately deliver
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| facts as they go. This approach is
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| | training in both the cognitive content
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| inherently inefficient, has the potential
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| | (technical and factual knowledge) and the
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| for serious learning deficiencies, and
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| | "soft" content (prospecting, presentation
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| does not follow a structure that
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| | skills, negotiating techniques, etc.)
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| guarantees the trainee will have the
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| | necessary for new brokers to succeed?The
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| chance to develop a solid foundation in
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| | prospective commercial real estate
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| the basics of the business. Considering
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| | professional should interview a couple of
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| that the turnover rate among those new to
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| | newer employees at the firm to find out
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| the business tends to be particularly
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| | how their training has gone so far.
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| high during their first three years, it
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| | Employees should place a very high
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| is understandable that some employers are
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| | priority on the quality of training
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| reluctant to invest dollars in training
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| | offered by their prospective employer;
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| new agents. However, this may be a
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| | their success in the business may very
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| shortsighted approach since quality basic
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| | well depend on it.Eduardo E. Alegre has
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| training:1. Does not have to be
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| | been actively involved in the commercial
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| expensive2. Can weed out those not
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| | real estate industry since 1982, when he
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| committed to the business3. Shortens the
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| | started his career with Coldwell Banker
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| learning curve and accelerates the time
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| | Commercial. In 1995, he was appointed
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| to market4. Is an effective retention
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| | Managing Director of CB Richard Ellis'
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| tool5. Delivers value to the employee and
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| | Miami office. In his role as Managing
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| creates loyalty6. Helps manage risk and
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| | Director, he developed training courses
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| reduces liability 7. Generates more
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| | for new salespeople, experienced
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| revenues soonerThe characteristics of
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| | professionals and support employees. In
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| organizations committed to providing
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| | 1999, he created the South Florida
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| quality training and employee education
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| | Corporate Services team, implementing and
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| include:1. A real commitment from the
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| | delivering a wide range of services,
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| firm's leadership, including the CEO2. A
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| | including Consultation, Strategic
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| training staff that includes professional
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| | Planning, Merger & Acquisitions
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| educators3. Training that is offered and
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| | Strategies, and Transaction Management,
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| available at all levels of the
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| | to corporate clients, in addition to
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| company4. A curriculum or learning path
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| | traditional brokerage services. Mr.
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| for employees to follow5. Education
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| | Alegre is a UCLA graduate, a licensed
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| delivered using a variety of learning
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| | California real estate broker, and a
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| platforms6. Recognition and rewards for
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| | licensed Florida broker. In 2005, Ed
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| those who learnSome commercial brokerage
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| | partnered with Mike Miller and together
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| firms have embraced education and
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| | they created the PCE Tool Kit. Ed Alegre
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| training as a way to win the recruitment
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| | and Mike Miller started the PCE Tool Kit
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| and retention battles, even among more
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| | project out of sheer frustration when
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| experienced brokers; there is evidence
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| | trying to find quality materials to train
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| that their investment in initial and
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| | associates new to the real estate leasing
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| ongoing training is paying off
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| | business.
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