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Running a brokerage isn’t just about deals; it’s about people. Melissa Majors, author of *Help Them Thrive*, highlighted this at the September Broker Power Hour hosted by the National Association of REALTORS®. She offered science‑based tactics that help brokers create environments where agents don’t merely survive—they excel.
**1. Connection Drives Performance**
Humans crave genuine relationships, yet most workplaces offer only surface‑level links. Majors notes that while we may have thousands of online contacts, real‑world bonds are scarce. She urges brokers to move beyond transactional talk and foster deep, trust‑based ties. Structured “get‑to‑know‑you” activities can uncover shared values and experiences, turning camaraderie into higher productivity.
**2. Curiosity Beats Judgment**
Inspired by a “Ted Lasso” clip, Majors reminds us that our brains instinctively seek patterns and threats, leading to premature judgments. She advises using the word “earn” as a filter: before labeling an agent, ask whether they’ve earned that assessment. In meetings, replace assumptions with questions, aiming to understand before solving. This mindset reduces bias and opens doors to fresh insights.
**3. Peer‑to‑Peer Mentorship**
Formal programs are valuable, but Majors champions a simpler approach: let top performers coach their peers. Allocate time in weekly meetings for agents to share tactics—such as navigating tough negotiations or salvaging a stalled deal. This peer learning spreads knowledge, strengthens culture, and builds inter‑agent relationships.
**4. Healthy Debate, Not Silent Conflict**
Avoiding disagreement is a costly mistake. Majors cites the Aspen Institute’s Better Arguments Project, which outlines five principles: remove the “winner” mindset, prioritize relationships, consider context, embrace vulnerability, and allow transformation. By framing disagreements as constructive debates, brokers replace gossip with trust and better decision‑making.
**5. Feedback That Sticks**
Many leaders dread giving feedback, yet it’s essential. Majors presents a four‑step, brain‑friendly model from psychologist Leanne Renninger:
1. **Micro‑Yes** – Ask for a moment (“Can we talk about the last showing?”).
2. **Data Point** – Offer a specific, objective fact (“You promised a follow‑up by 11 a.m., and I haven’t seen it”).
3. **Impact Statement** – Explain why it matters (“Without that email, I couldn’t finalize the listing packet”).
4. **Wrap‑Up Question** – Invite dialogue (“How do you see this?”).
She also stresses the importance of soliciting feedback on one’s own leadership. A simple, regular question—“What can I do to support you better?”—followed by active listening, fosters growth.
**6. Model Intellectual Humility**
Every leader has blind spots. Majors encourages acknowledging them and practicing intellectual humility—admitting uncertainty and seeking input. When leaders model this, teams feel safer to share ideas, admit mistakes, and evolve.
By embedding curiosity, empathy, and vulnerability into daily practice, brokers shape a workplace where agents thrive, and success naturally follows.
