Mills Properties
Multifamily Leasing: What Pulled Your Trigger
Common question from a regional manager to a property manager; “What is the reason they didn’t lease?” Maybe the better question is; “Why did they lease?” Take the people that did lease and find out what pulled their commitment trigger.
Triggers:
1. People want to look good. Is it that your address or your building one that will give them celebrity status?
2. Does it save them money?
3. Does it shave their commute time?
4. Does it help them worry less?
5. Is it comfortable?
6. Does it help them feel accepted or included?
Who out there asks, ‘why they did’ in lieu of ‘why they didn’t?’
What did you do with the information?
Your wondering why contributor,
M
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Multifamily #Trust30: Like New
Day 13 of the #Trust30 challenge
…Can you remember the moment when you stopped walking a path of someone else, and started cutting your own? (Author: Bridget Pilloud)
I am a bit off prompt again today but hopefully you can appreciate the spirit of it.
I can remember the day like it was yesterday. It was late 1998 and I lived in Silverdale, Washington. I worked for a national REIT at the time. I was privileged to work for a gentleman that I still consider one of the best in the business especially as it relates to the topic of leadership. He was a teacher first and a business person second. Working for him was an absolute education.
The moment of truth for me came in the way of an employee concern. This individual had an alpha dog Type Triple A personality. Bite first and forget
about asking questions later. I had given it everything I had up to that point and resigned to calling my RM in. What did he do? Nothing! He listened to my plea for him to assist in taking care of this guy and he simply kept asking me what I was going to do about it? To me, I was doing what I was going to about it; I wanted him to deal with it.
Up to that point in my career; two things existed for me, 1. I worked on amazing assets and 2. the people loved what they did. The path I followed up to that point was one of little to no resistance to getting things done. At this moment the only path that existed for me was vertical and gave cause for a major pain in my side. And, I no ability to displace it. G thanks, Mr. RM man.
Fast forward: I survived!! Mr. RM man forced me to stare my moment of truth right in the eye and do something about. I had to choose my own path and fortunately it worked out. I was able to forge a new beginning with Type Triple A and he actually thanked me for taking the time to care. Whoa! Not what I expected to hear.
From that day forward, I looked at every employee issue – like new.
Your looking at everyday and every circumstance like new contributor,
M
Photo props to cheesy42
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Multifamily #Trust30: Let the Work Speak
Day 12 in the #Trust30 challenge
I am heading off prompt today as this quote speaks to me in a different respect. It seems to me that RWE is writing about action. Action in the way of speaking louder than words.
I had someone hand me a book once. It was titled: Brag. It had a subtitle that I can’t recall off the top of my head. The author wrote about ideas like keeping a Brag-o-Log and tooting your own horn. The essence really being that YOU are in charge of advertising your accomplishments as no one else will do it for you.
I beg to differ. The other person that will do it for you is Action and his near and dear friend Results. The combo make for a very cool combination in the eyes of those you serve. Now I would not go so far as to say that I’ve never gone out of my way to draw attention to my accomplishments. It’s happened three times. [Read: tongue in cheek] But as a general course of business; I believe more in the silent approach to getting things done.
Silent in voice but loud in Action and Results.
What about you? Silent or Brag-a-Log?
I don’t think one is any more or less right, it’s just different.
Your let the work speak for itself contributor,
M
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Multifamily Leadership: Follow Through
Mike Brewer · · 1 Comment
Up to this point in our Seven Behaviors Leadership Series we have talked about Knowing Your People and Knowing Your Business, Insisting on Realism , Setting Clear Goals and Priorities.
In today’s entry we are going to discuss follow through. I have disclosed my follow through epiphany story a couple of times on this and a couple other blogs. It really was the turning point for me in my career as the point of follow through hit me right between the eyes. It was one of the those duh! moments.
Multifamily Team Follow Through
That said and on the heels of our Relentless Courage a couple weeks ago. The post spoke to people withholding comments and feedback in group meeting forums. So much gets missed if we don’t encourage an open culture where feedback is paramount to getting better. Once you have the sharing culture set in place; follow through should be next on the list.
Four Things to Consider
1. Team leaders/communicators have to make objectives or action items very clear. Ask clarifying questions such as; Do you understand what is expected? or Is there anything you don’t understand about what we need to get accomplished?.
2. Help people understand the ‘Why behind the what’ of follow through items. Helping people see the big picture assists with two things
a. They see the action item as a mission and not a task
b. They understand that the action is assisting in the creation of something bigger than self. A key motivating factor for many
3. Set the right follow through mechanisms in place. Who is responsible? How will they track? Who will they report out to? When?
4. Ask questions along the way. Don’t just assign and forget. As the leader, it is imperative that you check in along the way.
5. Always conduct postmortems? Review the results of follow through or lack thereof. There is tremendous value in replaying events.
Your off to follow through on today’s commitments contributor,
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Multifamily Leadership: Get Real
Part three of a seven part leadership series.
I will never forget the day I walked into the corner office and disclosed to our owner that I approved spending a large sum of money on attorney fees for a commercial eviction case. Was I nervous? No
Insist on Realism
Worse than nervous is how I really felt. I was disappointed in myself but very comfortable communicating the situation. Why? Realism. The individual I work with and for had the following words for me, “Mike, consider this an expensive education. Now, we don’t want to have to many of these but it’s not the end of the world.” I can’t say I would have been as staid in my response had I been in his shoes. It did, however reinforce the value in being real.
I think it fair to say that a good number of people, in or out of the multifamily space, work hard to shade or avoid reality all together. Why? Short answer – Fear. Fear of confrontation. Fear of looking stupid in the eyes of others – especially those in superior roles. Fear of being labeled.
How to Make Realism Real
It starts with Brand YOU! You have to be realistic with yourself!
No matter your role in the organization, you have to insist that realism is central to every conversation.
If you are the leader, get out and ask people at all levels what your property management organization is doing right and what it is doing wrong.
Listen.
Take notes.
And, take that feedback and make meaningful changes.
Your working to stay real contributor,
M
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