Creating An Accountable Organization By: Jack Fry Mission Statement: Quality Living, Embracing Change, Serving Others.

1290 Broadcasting Rd Reading, PA 19610

Population: 407,971 Agent Population: 830 Median Income: $55,800 Median Sale Price: $164,000 Source: http://www.epodunk.com/demographics/footnote.html

Culture Accountability Culture of a Real Estate Company... What is it’s importance? Your largest asset, your agents, walk out our door every night and the connection that keeps bringing them back in the morning is the culture in your office. An agent that isn’t firmly connected to your culture will be one of the first ones to leave you. So what’s the importance?........Keeping you assets!

People Still Matter -Steve Murray Culture “Culture is the set of expectations, behaviors and attributes that combine to create a unique organizational character.” Steve Murray wrote a book entitled “People Still Matter” which I’ll talk about throughout my presentation. Here’s the definition of Culture from his book.

Culture Accountability Who is accountable for the culture in your office? Who created it?

Culture Accountability Quotes - J’amie San Souci, Trainer, Brian Buffini & Co. “Be intentional about creating your culture” “A Winning Culture needs to be fiercely protected” Read excerpts from a news article from “The Manager’s Corner” that quotes J’amie San Souci’s. My personal story

1st step in creating a Winning Culture Start by taking inventory of yourself: Who am I? Ego in check? Am I connected? Who am I? What do I believe in? If I had a choice of being kind or right, which one do I choose? – choose kind – relationships grow with kindness and falter when someone has to be right and someone has to be wrong Do I have my ego in check? – Ego is the biggest inhibitor of growth – it destroys community and team work Am I connected to my people? What do I do to connect to them? Do I care about them? Do they know it?

2nd step in creating a Winning Culture? Office environment Fun Integrity Peace Autonomy Belonging Physical Well Being Connectedness Peace - is a state of ease versus being in a state of dis-ease. Dis-ease is actually disease. A definition of disease’s is a departure from health

3rd step in creating a Winning Culture Satisfy people’s needs Fulfilling people needs bonds you with them and creates trust.

People’s Needs and Feelings If Needs are NOT met … feelings are: Sadness Distrust Anger Discontentedness Confusion Disconnectedness Fatigue Negative Energy

People’s Needs and Feelings If Needs ARE met … feelings are: Joy Trust Love Contentment Connectedness Peacefulness Inspiration Enthusiasm Positive Energy Meeting needs creates trust ……… trust creates a positive environment ………. Positive environment creates a Winning Culture!

Results: A Winning Culture Joyful, Trustful, Loving, Connected, Peaceful, Inspired, and Enthusiastic. This is the kind of environment you want! I’ll go one step further and said that I think you have no choice but to create this kind of environment for your company. You owe it to the people in your company. It’s your obligation and responsibility as a Leader! Life is to short not to be enjoyed!

Creating an Accountable Organization… Beyond Culture.

People Still Matter Vision The ability to describe what the organization wants to achieve and the beliefs and principles that support it. It is not a business plan It is what a leader believes should matter to the people in the organization

People Still Matter Transparency is when a company is free from pretense or deceit, is readily understood and characterized by accessibility of information.

Our Accountability for Transparency Executive Council Meeting Small Group Meetings Annual Budget Meetings “Walk Abouts” Open Door Policy – for anything Executive Council – most new initiatives are reviewed and approved here. If Council doesn’t approve it we don’t do it – we have plenty to do that we agree on – why mess with something they don’t buy into? Staff business meetings – we have speakers and presenters, discuss challenges they have and how to improve, they work very much as a team Small group meetings – at least 3 no more than 8 – discuss market and contemporary issues. Annual business meeting – show agents our income and expense for running the office. I don’t share profit and loss. Open door policy – no one fears to ask questions. Transparency is very closely related to Communications.

Our Accountability for Discipline Written policies & procedures Office Policy Employee Policy Duty Time Policy Internet Policy Conduct Policy Disciplinary Policy

We believe discipline is the backbone of trust. If you don’t swiftly correct bad actions, you erode the trust of your company. Trust is given to all. It’s theirs to lose, but once we can’t trust a person………..they are remove quickly.