Monday 30 July 2012

The Responsibility of Risk and Reward - Why Agencies Do Not Pay the Full Joining Expenses For New Associates..


Can any Good Mentor from Estate Agency pls explain why most companies are not paying the reg fee and insurance fee for new RES who wanna to join the estate Agy ? Since most Estate Agency want new RES to join them why not the company is paying all these fees for them ?

Posted by Anonymous - Jul 26, 2012 - Viewed 151 times

Posted Jul 31, 2012

Hello Anonymous,

Thank you for your question into why agencies are not footing the bill for new entrants into the business since all of them are always looking to expand.

As my colleagues here have already pointed out, real estate is a "business" and not a typical "job". In a job, the risks are bourne by your employer, whilst the employee gets a consistent fixed salary for his/her time. In a business, a business owener bears ALL the risks, and also ALL the associated rewards.

Further than that, there is also the subject of having raised the barriers of entry into the business.

A few years back, there was no need for even proper certification and courses. Today, as you have pointed out, RES course fees and Insurance charges can and do add up to a tidy sum. Add into that the time spent which is usually 12-14 weeks for a new entrant to be RES certified, and registered with CEA.

Having such a high barrier to entry into this industry has had its intended benefits:

1. The "fly-by-night" and "part-time" real estate agents have been weeded out from the industry, leaving behind a mostly committed and full time real estate sales persons.

2. As agency leaders, we always look to recruit business partners, not employees, but our key and most fundamental requirement for our incoming associates is for committed and dedicated agents. The level of committment is clearly evident when the new RES entrant balances the potential rewards, and the likely costs that they will have to endure.

The dedicated and committed ones have never questioned the costs when it has been laid to them.

Only those who have not fully chosen or decided on taking up the Real Estate path have issues with overcoming the financial barrier to joining.

In my discussions with new entrants that have not even taken their RES courses, my advise for them is always to make a firm decision on their course, and then CHOOSE POWERFULLY to come on board by being responsible for BOTH their RISK and REWARDS in the industry.

Once that is done, the finances are never an issue, but a committment to succeed instead.

Have a great day ahead!

Mervin Tang
Marketing Manager
Division Lead Trainer, Project Sales
CEA Reg No. : R030951Z
Huttons Asia Pte Ltd

Mobile: (65) 9184 0208
Website: http://www.SGrealestate.sg
Sales Enquiry: mervintang@SGrealestate.sg
Discussions: http://sg-realestate-sg.blogspot.com/

Wednesday 25 July 2012

Real Estate as a Business Model, A Network, And a Platform For Bigger Things To Come...


please advise which estate agency provides 20/80 as commission for new RES

Posted by Anonymous - Jul 25, 2012 - Viewed 34 times

Mervin Tang
79d7532041822_1_V60B
Posted Jul 26, 2012

Hello Friend,

Thank you for your query on the commission sharing breakdowns of which agencies have the 80-20 rate at the starting entry level.

First off, Huttons Asia Pte Ltd is one of these agencies.

Secondly, have you wondered about the rationale between the commission sharing systems?

Real estate is first and foremost a business, and must not be seen myopically from just how much an individual can earn from his own efforts alone.

Companies that adopt the 70-30 entry level range tend to have a different focus from those that are 80-20. The difference between the 2 are of course in the number of "Tiers" that share the commission that the entry level agent earns. The higher the number of "Tiers", the lower the closing agent takes back.

Huttons Asia Pte Ltd approaches the business from a more aggressive approach. First, having only 2 tiers above the entry level agents allow for the closing agent to have a larger share;

1. Build confidence, and
2. Achieve success faster


Having only 2 tiers also creates the incentive to recruit faster and have more associates instead of relaxing and letting the multiple tiers make money for you.

This way, you will find that the companies that have the 80-20 system are ALWAYS more dynamic, driven and motivated than those that are more "relaxed".

Building on this, our approach to the business is further enhanced.

1. Our new associates never work in the field alone,

2. Our new associates are trained comprehensively with a strict regime of imparting CONFIDENCE, SKILLS, and KNOWLEDGE, for the simple reason that our rule is that the trainers must first and foremost be the team leaders that lead the new associates in the field, and never office bound trainers.

3. Success markers have consistently been achieved. New associates train together with their seniors, junior managers always train with their mentors. Leaders LEAD BY EXAMPLE.


In essense, "Everyone Fights, No One Quits, No One Gets Left Behind".

Hope this broadens your scope when viewing the different agencies. Good luck with your exciting future career in this industry!

Best Regards,
Mervin Tang
Marketing Manager
CLMD Lead Trainer, Project Sales
CEA Reg No. : R030951Z
Huttons Asia Pte Ltd

Mobile: (65) 9184 0208
Website: http://www.SGrealestate.sg
Sales Enquiry: mervintang@SGrealestate.sg
Discussions: http://sg-realestate-sg.blogspot.com/

Performance Coaching In Huttons Asia Pte Ltd

RE: CLMD Project Training - "SURVIVOR SERIES 1 of 3":- "EVERYONE Fights, NO ONE Quits, NO ONE Gets Left Behind"

"Most people spend their lives avoiding what they fear most.  Many makes excuses, Many blame the world, Many quit.  Today you have a choice."

Welcome to the Project Training - "Survivor Series 1 of 3".  Before last week, training classes have been relatively "safe", class participants sit in, listen, absorb what they can, leave, and tomorrow is another day.

For the class participants of Survivor Series 1 of 3, they would have realised that anything valuable comes with pain and hardwork.


(Survivor Series 1 of 3, it is a good sign
when the trainer no longer has a seat for himself.)

For those who were there, they would have seen Alan Chan face his inner fears, push to the very edge of what he thought his limits were, and then break through, to become stronger than what he thought he was capable of.  To understand it, you would have to go through it yourself, there is no other way.  The lesson for the day was a simple one.  Don't quit.

Welcome to the first chapter of PERFORMANCE COACHING.

Performance training is very different from normal training is about, hence it might not be suitable for everyone.  What started as a training session for building a sales kit, is really about "merging" the sales kits INTO the individual. 

As such, for the SURVIVOR Series, please exercise discretion on whether you choose to attend the next 2 sessions, it is not for everyone.

The passing criteria for session 1 was "Don't Quit".
The passing criteria for session 2 is "Fight, Don't Quit, Don't get left behind", else you are a detriment to the morale of the rest of the cadre, and will be politely removed from the class.

Topic:  Sales Kit Building Part 2

Venue:  Huttons Office #05-02

Date:  31st July 2012

Time: 2-430/5pm

To Bring:  iPad/Internet Capable Device for Presentation Purposes

To Prepare:  Clear out your schedules till 5pm, take all necessary phone calls before or after, have no interuptions during this training phase.

Best Regards,

Mervin Tang
Marketing Manager
CLMD Lead Trainer, Project Sales
CEA Reg No. : R030951Z
Huttons Asia Pte Ltd
Mobile: (65) 9184 0208
Website: http://www.sgrealestate.sg/
Sales Enquiry: mervintang@SGrealestate.sg
Discussions: http://sg-realestate-sg.blogspot.com/

Friday 20 July 2012

Training Directive 2012 – Supplementary 20th July 2012

Training Directive 2012 – Supplementary 20th July 2012

In the beginning of 2012, with the support and participation of the 4 team leaders KL, Jason and Andy, plus Division Director Casey Lim, CLMD embarked on a training initiative in 2012 that was primarily designed to achieve the purpose of:

  1. Mass training of all associates to cover all aspects of real estate from Project Launches, Resale, HDB, and Commercial/Industrial.
  2. Secondly, to immerse all incoming associates into an environment that has existing successful senior associates, evidence to them being that they too will get there very soon.
  3. To drive recruitment numbers for the whole division, by centralizing the training and mentorship functions such that even young managers would be able to bring in new associates.
  4. To instill a new culture of openness and sharing in the Division whereby associates/managers assist and supplement each other in their work.
Each “Cycle” was scheduled to run for:
7 weeks in Projects,
2 weeks in Resale
2 weeks in HDB
5 weeks in Commercial/Industrial

Currently, Cycle 1 has just completed their training, and they together with the new batch have begun Cycle 2.  The success of the Cycle 1 has thus led to the opportunity to scale up the Training Directive to include the next level of operations.

Cycle 1 has brought about 2 new dimensions, namely:

  1. An Esprit de Corp amongst the Cycle trainees
  2. A ready cadre of trained associates to take out team level projects
Within the current system of Huttons Asia Pte Ltd, the strength of the company lies in project sales, as such, it is the easiest route for new incoming associates to build their business within.  There are essentially 2 ways that this works, firstly by “hyping”, whereby associates have free reign over their choice of projects and time that they operate.  The second is the time and location bound “core team”.

The difficulties faced when training the 2 types clearly are that “hypers” will have no fixed operating location; hence they will be much harder to train collectively.  The “core team” on the other hand if led personally by a team leader will provide direct mentorship, and collective training, and sales activities in the field for the duration of the project. 

This is where I believe the next phase must unfold towards.

Building on the strong Esprit de Corp amongst the new associates and the cadre of trained associates from Cycle 1, I propose that the next step of the training directive of 2012 move towards action in the field taking the following:

Form: (Project X)

  1. For associates in CLMD to be collectively led and organized by the team leaders to step forward first as Group Leaders (GL), leading a collective of new associates from the Division in project core teams within the GL’s targeted Project GTA.
  2. As the skill competency and results of the associates gets built up, they will then be seeded into new projects as GLs, again with CLMD associates forming the supporting core team.
  3. To ultimately work projects as a close unit whereby specialized tasks and training are then possible to achieve greater results for the whole division.
  4. The support functions from CLMD HQ will include training, research, marketing channels, manpower allocation, etc to field teams to ensure their rapid success.
Intention: (Project X)

1.       To first chart and plot a systematic process whereby associates are supported and groomed into their future roles as GLs, and then to further enhance and support their development (“Assisted Path”) into CGL, 2IC, and then finally as Project ICs, all the while assisting them to recruit and build their own business groups.
2.       To build up a large collective “result”, by focus in Projects such that the Division’s results and momentum generate the results that creates a self sustaining driver for recruitment, and leadership building.
3.       To provide an activity platform where associates learn on the job direct from their mentors.
4.       As part of a 5 year training and recruitment investment into team building, to quickly develop the existing cadre of new associates into successful young managers, and the build many more success stories as part of our larger end goal in the real estate business.

Moving forward, this Training Directive 2012 – Supplementary is intended to work in conjuncture with CLMD Training Directive 2012.  The base key to this is first and foremost to provide a training platform for ALL associates in the Division.  From this training cadre, individual team leaders will then be free to formulate business plans that can draw on this pool of trained salespersons.

Associates, who have completed Project “X”, will have an experience and results level that would surpass and complement the existing cadres who are in the basic training cycles.  This talent pool is also available for team leaders to enroll into CLMD Real Estate Business Projects.

Best Regards,
 
Mervin Tang
Marketing Manager
Division Lead Trainer, Project Sales
CEA Reg No. : R030951Z
Huttons Asia Pte Ltd

Mobile: (65) 9184 0208 
Website: http://www.sgrealestate.sg/
Sales Enquiry: mervintang@SGrealestate.sg

Tuesday 17 July 2012

A Good Mentor has Teachers, I was blessed with 30..

There has been an age old debate about whether leaders are "born", or they are "made".  Throughout my blog I have been a strong advocate that strong mentorship/leadership is vital to the success of the team and new associates.  Here, I will share my story of my 30 mentors that taught me to be leader that I am today.

As with all journeys, they started "somewhere".

This is my story:

There are many "schools" where the traits of leadership can be learnt.  Some as far back in school like being in the scouts, or the girl guides, but the story I shall tell is the school of leaderhip that for me spanned 15 years. 

The School:  SAF
The Teachers: The commanders and men of 673SIR Motar Platoon

The story begins with me being a wide eyed cadet in OCS, where "on-ness" is the bread and butter of the day, where we learn to keep our equipment and uniform squeaky and pristine, and sing merry songs in between marching everywhere.  In a nutshell, let us just say that OCS trains excellent cadets.  But good officers are another thing. 

Of course OCS is like a laboratory where all the stimuli and outcomes are predictable.

15 years later, I dare say the only way that Officers are made is out in the field, leading the combat units.

Hence in this humbling lesson that I have learnt for myself, leading these 30 commanders and men that were placed in my care, to balance the needs of accomplishing the mission, and returning them safely to their family and loved ones has been my key task, and in this, I learnt from them what being a leader really is about.

Our journey started when we were 18, then, sons and brothers.  Along the way, as my charges dated, got attached, then married, and now fathers, they have come full circle.  Most of them, sons, brothers, husbands and fathers as I have come to become myself.  Each step in that journey, my burden has become heavier.  And yet, I see in them what is reflected in myself that they are here because they have chosen to be.  Not compelled to by a letter stating their obligations to the state.

The beauty of this is that the system is purely voluntary.  Why do I say this? Simply because the system, as with any system, will have loop holes.  The ones who lacked the conviction in their duty have all since skivved, downgraded, and left the combat service, and yet, my commanders and men are still here with me, standing proud together, shoulder to shoulder in our MR parade today.

This comradre, and more importantly, the willingness of my commanders and men to take on this responsibility of defending their family, home and friends is my most humbling take away for me as their platoon commander.  Many of them had the avenue and the means to get themselves out of this responsibility, and yet they did not. 

For that I am proud to call them "my men".  They may not be the fittest, the fastest, the smartest and driven of the whole SAF, but these soldier citizens I will never have second doubt should the day be come when I am called to lead them against the enemy where-ever they may be.  These citizen soldiers, who are sons, fathers, brothers, husbands, and fathers.  Each and every one of them a Titan.  I am proud of them as any father would though most of them are older than myself.  I will call them my Men/Man, anyday.

Words betray the depth of gratitude that has been my honour to have led these men through our missions over the last 15 years, they have given more than I can ever ask, and today, we all return to our families safe and sound, having done our duty, no more, no less.



My Commanders:-
Leonard, Han Seng and Joel whom can take command of any detachment in any order
Siang Meng and Chan Hong that can fill any gaps
Randy my principal fire fighter
Edwin who is a rock in the command post
Edwin Gan and Wee Kee who are no longer with us, are boulders in a storm and they were sorely missed
Alex Ho, the one whom I will never move out without, my platoon sergeant who taught me more about being a PC than any instructor in OCS.

My Men:-
Peter, Thomas Chai, Thomas Loo, in any other platoon they would have been commanders
Tai Kok Seng, Vincent, Woon, Fabian, Jeffery, Yap Chee Ming, Navin, Lee Soo How, Sum - All I have watched grow from boys into dependable men.
Ah Keng, who joined me to return to the field even when wearing his boots was close to impossible.  Why?  "Because the rest of the platoon is out there....."

My Peers in Support Coy:-
Andy, the OC that gave us the free reign and support to accomplish our missions
Alan and Samuel who keep me honest

Some might say that our efforts are futile, and that Singapore will never have to fight a war.  I beg to differ.  History is full of stories where the strong take advantage of the weak.  It is precisely that any one who might want to pick a fight with us fears the tragic outcome that they never dare try.

Standing shoulder to shoulder with my men and the rest of the MR battalion of 673SIR, I feel humbled being a cog in a very big mechanism that together serves a higher purpose.  This journey that has made me a man and a father too, has taught me the virtues of leadership that CANNOT be found in any book or classroom, but forged out in the sun, rain and mud, fighting hunger and the need to sleep, side by side with men that have become close as brotherse, and yet getting the job done with my platoon.  Some people may ask why we do it.  Honestly, it is all and only about the man beside you, and the family back home.  To understand it though, you will have to have been there yourself.

Thus and therefore, good leaders are made through trials and tribulations, there are unfortunately no shortcuts.

673SIR, SP Coy, 120PL:  Thank you for making the man, husband and father that I am today, and the leader that I am yet to fully become.

I pity the ones that might have to stand against you. 

The poor bastards.


Best Regards,
Mervin Tang
Marketing Manager
CLMD Lead Trainer, Project Sales
CEA Reg No. : R030951Z
Huttons Asia Pte Ltd

Mobile: (65) 9184 0208 
Website: http://www.sgrealestate.sg/
Sales Enquiry: mervintang@SGrealestate.sg

Exclusive Modern Concept 3 and 4 Bedroom Units At The Colonnade @ Grange Road

THE COLONNADE @ 82 Grange Road -         Exclusive mODERN cONCEPT lIVING IN THE HEART OF THE CITY! Renovated bathrooms and kitchens. Exclusi...