Mentor Participation Requirements/Compensation
● Must be approved by your Team Leader to be in program ● Recommendation of 12 closed transactions in the past 12 months ● A minimum of 2 years of active sales transactions ● Shall not obtain the Mentee as a team member or personal assistant
● Must always leads in the best interest of Company standards and office policy-procedure ● All Mentors shall put forth the most professional atmosphere creating a business relationship and environment to enhance the success of the Mentee ● Team Leader shall have the right to disqualify candidates at sole discretion ● Mentors may work as a team-sharing the responsibility of training and direction of Mentee. Must be approved by Team Leader ● Each Mentor will receive 50% of the offices split and shall apply to the first three (3) mentored transactions ● If Mentors team up to work with the Mentee, the benefit will be split between Mentors.
Mentor Guide Philosophy
The statements below communicate the foundation of the mentoring program. Simple statements that yield profound outcomes when integrated into the mission, objectives, procedures, and experiences of a mentoring relationship.
● Mentoring is a partnership ● Mentoring in a nurturing, professional relationship ● Mentoring is communicating with each other ● Mentoring enhances development ● Mentoring benefits the Mentee, Mentor, and the Broker
Benefits of being a Mentor
● Gain personal satisfaction from enriching the Mentee’s experience through leadership development ● Enhance coaching, feedback, and existing leadership skills ● Exposure to new and different thinking styles, knowledge, and perspectives ● Enhance income and team environment
Do’s & Don’ts of being a Mentor
Do: Challenge, motivate, inspire & encourage. Be patient and build trust. Offer alternative perspectives. Encourage self-directed reflection, analysis, and problem-solving. Establish boundaries with Mentee. Don’t: Simply provide solutions but advise or identify the resource. Assume responsibility for future career success. Offer “personal” counseling or life coaching. Neglect agreed commitments without explanation. Hesitate to contact Mentee if you have not heard from them in a while.
5 Tips for Successful Mentoring
1. Prepare your game plan. 2. Demonstrate the technique. 3. Watch the Mentee perform the same technique in real situations. 4. Discuss the positives and areas for improvement. 5. Repeat this exercise, introducing new and more difficult elements as Mentee develops.
Mentor Application
Name _________________________________________ Date ______________________ Office __________________________________ Units closed last 12 months ______________ # of years as an active agent ________________
Reason for interest in the program
______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________
The agreement is between the Mentor, ________________________ and the Mentee
________________________. Both parties have received and reviewed the Mentoring and
Mentee guidelines.
I have read the requirements and agree to the terms.
______________________________________ Signature of Mentor
_______________________________________ Signature of Mentee
_______________________________________ Signature of Team Leader
Mission Communicate to new agents through caring, professional partnerships and useful knowledge and skills, thus assisting them in becoming productive and successful Century 21 Affiliated agents! Mentors shall use “ Cognitive Mentoring ” - A model that enhances cognitive thinking. It is not based on teaching or modeling behavior but based on enhancing the Mentee to develop insight necessary for problem-solving through listening, observation, and verbal communication.
General Mentoring Program Guidelines
1. The Mentor is chosen by the Team Leader. 2. The Mentee is a new licensee or an inexperienced agent. 3. The Mentee should have a Mentor for at least 4 months - closing at least 3 transactions (at least 1 buyer side and 1 listing side - the 3 rd transaction can be either). 4. Mentee will be paid per their Independent Contractor Agreement (ICA).
Mentee Guide Philosophy
The statements below communicate the foundation of the mentoring program. Simple statements that yield profound outcomes when integrated into the mission, objectives, procedures, and experiences of a mentoring relationship.
● Mentoring is a partnership that is nurturing and professional. ● Mentoring is communicating with each other. ● Mentoring enhances development. ● Mentoring benefits the new agent, the Mentor, and the Broker.
Benefits of being a Mentee ● Gain attributes and understanding of leadership as it relates to professional development. ● Learn the meaning and application of leadership skills in a variety of environments such as the workplace, public, and through the eyes of experienced leaders.
● Gain knowledge and guidance with time management, communication, and transactional skills.
● Develop skills and knowledge to become future Mentors.
Do’s & Don’ts of being a Mentee
Do: Be committed
Question and reflect Communicate openly Be open-minded to opportunities Accept feedback
Maintain confidentiality between Mentor and Mentee.
When in doubt, ask your Team Leader before discussing with others, but always approach the Mentor first.
Understand what you want from the mentoring relationship and communicate your goals to your Mentor.
Follow up with resources that your Mentor gives you.
Keep all scheduled appointments with your Mentor.
Explore options on how to assist your Mentor to gain the benefit of field training.
Be flexible, be realistic, & maintain a positive attitude. Be ambitious and enthusiastic.
Have confidence in your abilities!
Don’t: Have unrealistic expectations. Neglect agreed commitments. Hesitate to contact your Mentor. Ask for advice on everything – have purpose. Ask your Mentor to act in your place. Complain about others or missed opportunities in an unprofessional manner.
Commit to obligations you cannot keep. Cancel meetings with Mentor last minute.
General Expectations of Mentor/Mentee ● After the initial strategy meeting with Team Leader, the Mentor shall schedule no less than 1 weekly meeting with Mentee to discuss a plan of action and should include interactive practical sharing of information and/or field work action plan. ● Mentor is responsible for explaining the thought process behind each step, not merely modeling behaviors. Mentees should be able to stand on their own and use critical thinking skills.
● Mentor shall provide Mentee with “shadowing” field work including: o Open House o Buyer Agency Contract
o Listing Agreement o Offer Presentation o Offer to Purchase o Overview of RAR forms o Showings o Lockbox/Sentrilock
● Mentor shall provide monthly updates on Mentee’s progress to the Team Leader.
● Mentor shall notify Co-Mentor or Team Leader if unavailable due to vacation, workload, or time off so replacement can be substituted.
● Mentee shall provide a “post-closing” evaluation of Mentoring Program to Team Leader no later than 1 week after Mentorship completion.
Program Requirements
Listings:
● Set listing appointment. ● Review all reports and disclosures to understand and be able to explain to clients. ● Prepare marketing materials (various programs, Tool Kit CMA) ● Completion and understanding of the listing packet. ● Listing presentation with seller. ● Pre-market repairs/improvements ● Posting on Multiple Listing System (MLS) ● Implementing marketing plan – office tour, scheduling open houses and related marketing, “Just Listed” cards. ● Communication with sellers – Golden Ruler updates, feedback from showings, listing price review, inventory, and current conditions. ● Present offers – review contracts, preparing counteroffers, negotiations, etc. ● Schedule/attend inspections (at least 3 to learn the process) ● Closing process – paperwork flow, tracking dates, repairs, contingency removals, review of closing documents, transaction worksheet, etc. Buyers: ● Set and attend initial meetings with buyers – discuss buyer agency, pre-approval process, wants and needs, etc. ● Set up a tour (previewing prior to showing if needed). ● Show properties to buyers (Mentor should attend initial showing). ● Mentee shall show subsequent properties and follow up with Mentor. ● Write offer – comparable search, pre-approval letter, cover letter, handling of earnest money, etc. ● Offer presentation (importance of personal presentation when possible). ● Closing process – ordering and attending inspections, lender communications, tracking of performance dates, reviewing and discussing inspections and repairs (contractual vs requested repairs).
No Fault Clause:
This is a philosophy that allows Mentors and Mentees to request changes or reassignments without repercussions. The Mentor/Mentee may request to change or release from this assignment by contacting the Team Leader. The Mentoring Program may be ended for various reasons.
● Completion of the agreed upon objectives ● The relationship is not beneficial to either party ● Discretion of Team Leader
Date __________________
Mentor _______________________________________
Mentee _______________________________________
Team Leader Approval ____________________________________
Mentoring Evaluation
Please check one of the following:
________ Mentee _________ Mentor
Please provide feedback on the program which will assist us in changing and adapting to ensure
the effectiveness of the Mentoring Program. Your response to the following questions is
appreciated and will be handled confidentially.
1. Describe your experiences in working with the Mentee or Mentor. Include the number
of times you met, type of contact you had (face to face, email, phone calls), topics
covered, and your perspective of the effectiveness of the relationship.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. Describe activities which were most helpful in developing your Mentee/Mentor
relationship.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
3. Describe any barriers that impacted the development of the Mentee/Mentor
relationship.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. What suggestions do you have to improve the program?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
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