Joining Team Lally in this episode is Richard Weylman, International Keynote Speaker and Bestselling Author, with his latest book, "The Power of Why". We discuss the different types of leaders and their styles. Richard talks about "The new keystones" for today's leaders and what they have discovered. He also talks about the importance of having a clear strategic vision for your business or organization. Richard also discusses how they have helped elevate the performance of so many businesses.
Also in this episode: Tips of the week, this week's Open houses and Coming soon listings.
Richard Weylman is one of the leading global authorities on how to create a business of distinction; more effectively communicate the exceptional value of products & services, as well as how to elevate the customer experience using both digital & traditional methodologies. What this means to you is he will partner with you and deliver the actionable strategies & tactics that will elevate your business performance in today’s marketplace. He has founded three businesses, two of which have been recognized as ground breaking enterprises in there sectors.
Read word for word from our episode with Richard Weylman below:
Announcer: It’s time to enter the world of real estate in Oahu with Hawaii’s only true real estate radio show: the Team Lally Real Estate Show. Grab a pen and get ready to take notes. For the next full hour Hawaii’s premiere real estate leader Adrienne Lally and Attilio Leonardi will bring you the latest in real estate news and real world strategies on how they can guarantee to sell your home at a price and deadline you agree to - or they’ll buy it! Now here are your hosts Adrienne and Attilio.
Welcome to the Team Lally Real Estate Show, home of the guaranteed sold program - or we’ll buy it. If you have any questions you can reach us at 799-9596. What’s that number? 799-9596 or on that web at teamlally.com. Well hey everybody. As you know, you’re not hearing the female of the side - that’s Adrienne. She’s actually on a plane right now getting ready to land so I’m doing the show solo mio. We do have a guest in the studio tell you a little more about that in a little but I want to share something with you.
Let’s see here. What was I doing? You know I was at the uh Pack 50 IPA, Island Pacific Academy doing the little Rain Gutter Regatta. If you’re into Cub Scouts or you had kids in Cub SCouts you know what I’m talking about but anyway I’m watching my son do the race, lady comes up to me, taps me on the shoulder and starts asking me a bunch of tax and legal questions and I say “those are great questions but I highly recommend you seek the appropriate licensed professional.” And then I said, “But mom, what other questions do you have?” So if you hear anything on the show that sounds like legal advice. Hey, go run that past your neighborhood attorney. Hear anything on the show that sounds like tax advice go check it out with a CPA because today we’re going to share with you a whole bunch of information, real estate related and other interesting topics.
Okay. So this is part of the show where we share our pearls of wisdom. Typically it’s quotes sponsored by Hawaii Pacific Property Management and, you know I didn’t get his quotes but I always have backup quotes. I’m kind of like an undercover officer. You know you got your regular gun and then you got the gun that’s on the ankle. So for quotes I’ve got my backup quotes. So I’m pulling - I’m reaching to my ankle poster for my backup quotes. Here we go.
Let’s see here. These are what we call B.O.L.D. laws, and B.O.L.D. - it’s an acronym. It stands for Business Objective Life by Design. It’s a training course that is offered through Keller Williams for people who may not even be a Keller Williams agent. Maybe you’re not even in Real Estate - you’re just a business owner. I highly encourage you guys give us a call, find out more information if you’re a business owner and realtor and you want to - as I say - sharpen the axe. What do you call a lumberjack that chops wood and never sharpens their axe? That’s a terrible lumberjack ‘cause overtime it’s going to be like hitting a bat against a tree. You’re not going to be chopping too many trees down if you don’t stop to sharpen the axe every once in awhile. So that’s what you can do in this class called B.O.L.D. and so they have quotes for what we call “B.O.L.D. laws” and so I’ll read three of them for you and give you a little bit of an explanation. Here’s a big one.
This is my favorite one. I think of this one when it comes time to working out. By the way I want to thank the crew over at Orange Theory in Kopalei. That’s my favorite place to go working out with Scott and his crew over there. Adrienne is the head coach, not Adrienne who’s on the show, but a different Adrienne - spelled the same way. Anyway there with Orange Theory I work out every morning at 6:15 Monday through Friday. Saturday 9:45 and Sundays at 7:15. And so this is what pops in my head is that drunk monkey. So here’s the B.O.L.D. law: “Don’t listen to your drunk monkey.” Now that’s not like a roommate who has a drinking problem and his nickname is Drunk Monkey. Not that kind of drunk Monkey. This is that little voice in the back of your head that when you’re getting ready to do something that may be a little outside of your comfort zone, or something that’s going to be challenging, that drunk monkey is in the back of your head “Nnnaaahhh you don’t want to do that this morning. You worked out yesterday, do it tomorrow.” Or, “you know what go twice tomorrow.” That’s that drunk monkey that talks you - that little voice in your head that talks you - now it’s a good thing. It may not necessarily be the drunk monkey when it’s telling you like, “You’ve had three beers you should call an Uber.” That is the good monkey. But if you’ve been drinking he might be drunk, but don’t listen to him because he’s going to tell you “Nnnaaahhh you’re good. You can get in that car.” So don’t listen to your drunk monkey.
Here’s the second one: “Success is simple but not easy” and I’ll give you an analogy. Bookstores and AMazon and audiobooks on the internet are full of lots of information. You know everybody has access to information. You could Google it and you know what you need to do. It’s the doing part that’s the challenge - so this what we tell everybody: success is simple, you know what you need to do, it’s not easy because human nature. You know you need to brush and floss your teeth after every meal but do you do it? No. So that’s called human nature. “Success is simple but not easy.”
Last one: “The purpose” - no. You know what? “People will grow into the conversations you create around them.” People will grow into the conversations you create around them so if you’re a negative nelly and all you’re doing is putting down your kids and your spouse then you’re going to have some negative spouses and negative kids, or kids and spouses that don’t want to be around you and that’s not growth if somebody doesn’t want to be around you. So that’s for me personally one of my favorites. “People will grow into the conversations you create around them.” I try and be the person that if you see me walking down the street you don’t cross the street and walk on the other side, that you leave me presence saying “Wow that awesome. That was interesting, and his breath is fine.” No no no.
Anyway so that’s our pearls of wisdom for the top of the show. Next up - do we have Duke on the line? Not yet? How about Janyce? Oh not yet? Okay you know what - we’re going to give Duke a call. He’s the Duke. I’m not talking John Wayne but I’m talking about Hawaii Pacific Property Management and he’s going to give our property management tip of the week. See if we can get ahold of him. He might be busy taking care of clients. If he is you know what’s good? He’s been on the show so many times. I’ve interacted with him so much that I’ve learned a couple of tips - property management tips - that I can come up with myself and you know what my middle name is on the radio? Phil. Because I can do a lot of filler talking on the radio.
But anyway what I want to tell you about Hawaii Pacific Property Management is they - they’ve got a rent guarantee and I know what you’re hearing. You’re like, “What does that mean rent guarantee? Are they going to guarantee to pay my rent?” Yes they will. Here’s how it works - we got Duke on line? Alright let’s bring Duke on the line. Duke are you there? Hello Duke!
Duke: Hi! Good afternoon everybody at Team Lally Show!
Attilio: So we’ve got Duke on the line from Hawaii Pacific Property Management and you’re going to give us that tip of the week.
Duke: The tip of the month right now is if you’re going to rent a house out, probably don’t want to do it with carpet in it.
Duke: Carpet has been characteristically short on lifespan and the tenants are actually shying away from carpet right now.
Attilio: Oh wow!
Duke: Yeah with more allergens getting caught in the pads and things like that, a lot of the parents are requesting homes that have either laminate or tile floors.
Attilio: So they’re kind of like a 12 year old girl that walks into the room and goes “Ew!”
DUK and ATT laugh.
Duke: Yeah. Exactly.
Attilio: Even - I think - well you’ve gotta ask yourself in the hospital rooms - do they have carpet? No.
Duke: Yeah there’s so much problems and the carpet usually lasts 2-3 tenants anyway so for value on your home, the laminate and even the vinyl floors these days, and tile, have the most shelf life and so much more value.
Attilio: You know I had a buddy of mine back in the mainland and I check in with him from time to time. He owns like 50 properties and he gave me some advice, he said, “You know what get rid of the carpet.” Just like what you said because he noticed in the beginning when he was first accumulating properties that when the carpet started getting dirty that the tenants were ready to move out and -
Attilio: They wouldn’t even say but he would find out after the fact that the carpets are getting dirty and “we don’t want to go through the hassle of having it cleaned and blah blah blah.” So he ripped out carpet on all his property and went with some hard surface instead and lo and behold a higher retention rate, lower vacancy.
Duke: Yep and even nationally the houses that are selling faster either have laminate or tile floors.
Attilio: Mhm. You know -
Duke: Just the general consensus of mentality of where the market is going.
Attilio: Okay. Yeah, less maintenance, better tenants, they’re going to want to want to stick around longer. You know carpet, I have an analogy for because Tony Robbins - you know the motivational speaker - says “Use analogies. It creates a learning opportunity for people who may not understand the concept” and then this is also an opportunity for me to test some of my humor so here we go.
Attilio: Carpeting is like facial hair on a man. When a guy walks into the room with a full beard you’re like “Wow interesting dude with a beard there,” but when a man walks in a room and he’s clean shaven, nobody says “Hey he’d look really good with a beard.” Nobody says that.
Attilio: So that’s like carpet. Nobody walks into a house and says “This house would be really neat with some carpeting in it.” Nobody says that. Okay so now people are like “men’s facial hair, carpeting, what the!”
Attilio: Anyway that’s how we roll on the show. Now there’s the memory hook. It’s a memory hook that you may not even want in your mind right now but it’s there anyway. It’s there anyway. Full bearded man like ZZ Top. You’re going to be thinking of ZZ Top when you think of carpeting in your rental property. Kay?
Duke: Well it is Movember.
Attilio: There you go.
Attilio and Duke laugh.
Attilio: Alright so last thing DUK. Tell our - you know you guys always have this interesting rent guarantee. You know what I want you to do? Tell them about the rent guarantee and the eviction guarantee.
Duke: Well you know I’m so confident about our business that I think I’m the only property management that extends a guarantee that states “If I don’t rent your home in 30 days or less I’ll pay the rent.” Also if we put the tenant for you we’ll guarantee that if we ever have to evict them that there are going to be no charges back to the owner. Guarantee our work.
Attilio: Because you guys are doing reference checks, credit checks -
Duke: Background checks, criminal checks, last landlord checks.
Attilio: The whole thing.
Duke: Yep we do it all.
Attilio: Yeah just short of peeing in a cup you’re checking them out. Which is good. Because your number one objective-
Duke: There’s the analogy.
Attilio: Yep. There it is. Now another memory! Oh man I can’t get that out of my head right now for these tenants. But anyway.
Attilio: Thanks so much DUK for calling in and we appreciate you.
Duke: Alright Team Lally. Go 2017.
Attilio: Yes let’s do it.
Alright folks that was DUK Kimhan of Hawaii Pacific Property Management and you can reach his team at 445-9223. That number is 445-9223. You can check them out on the internet. Hipacficpm.com That’s hipacific.com Ask them about their rent guarantee. It sounds crazy. They’re either crazy or they’re good. You know what we say? They’re crazy good.
Anyway we’re getting ready to take a break here. Stay with us because we’re going to have - we’ve got a special guest in studio. His name’s Richard Weylman and this is what he’s going to be talking about. One of the things he’s going to be talking about. The new keystones for today’s leaders. Stay with us.
Announcer: The Team Lally Real Estate Show continues.
Welcome back. So if you’re just tuning in you’re listening to the Team Lally Real Estate Show home of the Guaranteed Sold Program - or we’ll buy it. I am not ADR but I am ATT and if you have any questions you can reach us at 799-9596. “What’s that number?” 799-9596 or on the web at teamlally.com. That’s L-A-L-L-Y.
Well hey folks. Guess what? We’ve got a call-in guest. Her name is JAN.
(Dream House Drafting jingle plays)
Attilio: JAN are you there?
Janice: Hello. Good morning.
Attilio: So JAN from Dream House Drafting. You’ve got some kind of very intelligent and full of wisdom tip of the week for us?
Janice: I just wanted to provide an update concerning ADU prechecks.
Janice: Just so that everybody knows.
Attilio: Tell us that acronym. What’s that acronym mean?
Janice: It means an “accessory dwelling unit.”
Attilio: Yes so tell us more.
Janice: So I just wanted to let everybody know that they’ve seen the applications for the precheck.
Janice: They will moving through the city a little bit faster.
Attilio: Oh good.
Janice: It is still recommended that people not skip this step. It is a requirement to allow all the agencies involved and building departments, people who need to review such an application, to give you the go ahead to actually have one.
Attilio: Mhm. Don’t skip it!
Janice: So don’t go designing one and all of that before having this precheck done because sometimes people get surprises and yes I’ve been told...
Attilio: You’ve been told what?
Janice: I’ve been told by many people including some realtors “Well look the property needs the criteria that are on the basic general rules and brochure.”
Attilio: Yes. Full steam ahead.
Janice: But there are other things that need to be considered and sometimes there are issues like the road is not wide enough.
Janice: Or the wastewater department will say “Sorry we cannot accommodate more sewage coming into the system at this point, or more wastewater.” So those things would stop an application in its tracks. All it takes is one “No” on the list and then it can’t happen.
Janice: So it’s something that should be done before starting design and then when you get the good news you go forward.
Attilio: Yeah so before you start spending money on design, buying all the plywood, sheet rock, knocking down something that might be in its place that you’re going to build over, do the precheck. It’s kind of like skipping steps on a spiral staircase. You’re going to hit your head. Can’t skip the steps on the spiral case. You’ve gotta go up one step at a time. You still get to the top.
Attilio: And no hurry, no worry. Okay. You know what I think that’s even easier than doing a precheck? I think what’s even easier is just having them call you and do a consultation from minute one on this project of building an ADU. Look folks you’ve got that older child sleeping on your couch, you’re sick and tired of seeing him when you get up in the morning, or maybe that mother-in-law and you know she just - she’s got bad karaoke voice and need to get her out of the home and build that ADU. First thing you’ve gotta do is don’t kick mom-in-law out of the house or that older child off the couch. You’ve gotta JAN. So if they call you, free consultation initially?
Janice: Yes. Phone consultations are definitely free.
Attilio: Okay. Well thanks JAN! It’s always good to hear your voice.
Janice: Okay! Same here. Take care.
Attilio: Alright. Take care.
Attilio: Alright folks that was JAN Myrland with Dream House Drafting. She’s an expert. If you’re realtors out there or home owners and you’ve got work done on your home. Open permits. Permits that weren’t closed. She’s also an expert at after-the-fact permits. That means you already built it, you didn’t get the permits closed because you hired your uncle on the side to go build it, lo and behold it’s time to sell and you don’t have any value on it because it’s not permitted. If an area in your home is not permitted it’s as if it does not exist as far as value is concerned or appraisal. Just a head’s up on that. You’ve enjoyed it all these years but you’re not going to enjoy the aspect of the value of the sale of it unless everything in your home is permitted. Call JAN. 206-7107. That’s 206-7107. Check her out on the internet. Dreamhousedrafting.com.
Alright. So if you’re just tuning in you’re listening to the Team Lally Real Estate Show and we have our special in-studio guest who I’m going to introduce here. His name is Richard Weylman and he’s one of the leading global authorities on how to create a business of distinction. He’s taught us this word before - distinction - and I know we’ll probably talk about it. More effectively communicate the exceptional value of products, as well as how to elevate the customer experience both digital and traditional methodologies. What this means to you is he will partner with you, deliver actionable strategies and tactics that will elevate your business performance in today’s marketplace. He has founded three businesses - two of which have been recognized as “groundbreaking enterprises in their sectors.”
Now there’s a couple of things here but I don’t want to talk about them. I want to weave them into our conversation as far as your background but Richard welcome to the show.
Richard: Thrilled to be with you ATT. Thank you so much for the privilege of being on the show once again and to be here in Hawaii and have this conversation.
Attilio: Yeah! You know it’s funny because I was talking with Adrienne last week before you were coming in. She’s like “Please tell Richard I’m so sorry I’m not in the studio again.”
Attilio: Yeah I think she was off-island or doing something the last time you were in-studio so. She is not a figment of our imagination. She’s a real person. No I know she’s a real person because she met you at a luxury thing that you were doing somewhere on the east side.
Richard: Yes at the Kahala Hotel-
Attilio: At the Kahala Hotel.
Richard: -when she was there and that’s where we met originally and then I had the privilege of meeting you and-
Attilio: We brought RIC to talk at one of our little masterminds at the Kalamandarin and that was awesome. That was a great presentation that you did for our little group. Real diverse group. We had somebody running an asset hedge fund that buys properties that funds nonprofits. We had a representative from Zillow. We had some realtors. We had a coaching guy in there. Just a whole eclectic group and then you allow broke bread with us afterwards and that awesome.
Richard: Well it was my privilege thank you.
Attilio: Yeah so what do you want to talk about today?
Richard: Well the key thing today is that we’re seeing a massive shift with all these different generations. You know if you think about the average business today you get three or four generations that are working in that business, whatever that type of business.
Richard: To say nothing of the fact that if you’re in any type of business that interfaces with customers they too are at all different generations for the most part.
Richard: So what we’ve done over the last several years has really begun to research what does it really take to move an organization forward as a leader? Now we’ve all read all the books about leadership this and leadership that and manage and that’s all good.
Richard: But what we’ve identified are what we call the “Three New Keystones for Today’s Leaders.” What does it really take to move forward? And we’ve discovered there are really two different types of leaders in the marketplace.
Richard: And moreover that influences the success of the business, the success of the employee, shall we say enterprise and the work that they do, and retention. So there are really two different types of leaders out there and there are three different cornerstones that we’ve identified - regardless of the business - that really are essential to move forward.
Attilio: Now the three cornerstones are they applicable to the two different leadership styles or -
Richard: You would hope that they are. You know I speak at a lot of CEO clubs and you know work in that nature. However the challenges with the two different types of leaders - the first type is all about themselves, all about their business, their role, even in a public company they work with. “My role,” “I’m CEO,” or “I lead this division,” or “I’m the head of this department.” They’re all about themselves, they’re all about what they want to get done, about their profit, about their budget. Every conversation is all about them.
Attilio: A lot of Is in them, no we.
Richard: I often say they have “I Trouble”
Attilio: There you go.
ATT and RIC laugh.
Richard: I mean it’s just - and it’s at all different levels. It doesn’t have to just be CEO. Then you’ve got a whole different style of leader out there - and it’s really not even style, it’s type - and they’re all about everyone else.
Richard: Now back in the day we used to call it “servant leadership” which in some cases has fallen into disfavor because people think you’re allowing other people to do things and you can’t be a servant and a leader which of course is false.
Richard: What we’ve really discovered is that a leader who’s really all about others, including the customer, the employee, and all those other shall we say, things that involved, those are the individuals that have really figured out how to work with the generations. What the three keystones really are - and it’s not that they took a course but in our interviews with them well over several hundred of them and of course in our work in the industries, we can tell in five minutes, is this individual about running their department or running their crew? We’ve got a landscape company running their crew or is it all about what they can do to help the individuals succeed and achieve in their organization and it’s crystal clear there’s two completely different leaderships types in the marketplace. Regardless of the type of business.
Attilio: So the “I” leader, I, me. It’s all about I and me. That is very egocentric and the acronym for ego is “Eliminating Growth Opportunities.” That I leader so they have one cornerstone - get rid of themselves and replace themselves, that’s their one cornerstone right for key leadership?
Attilio: Gary Keller, the founder of Keller Williams International, he wasn’t an “I” guy but he brought in a consultant and the first thing that the consultant said is - it’s kind of like the people who start the company, they aren’t necessarily the ones who are going to take it to the next levels so Gary was humble enough to take the advice of this consultant that said “You need to fire yourself” and then he gave him 12 other names he needed to get rid of, and today it’s the largest real estate firm under one roof. There are conglomerates that own a bunch of different brokerages but with one name, one brand, 104,000+ agents worldwide, it’s the largest brokerage in the world right now and it’s because he - exactly what you said. He was out there to serve people and educate and change people’s lives and it wasn’t about Gary Keller and you know “I’m going to rule the world,” or any of that stuff. He is a good example of a servant type leader.
Richard: Right and you can see that and that’s not to say people that are all about themselves, to your example, cannot change behavior. Well what we’ve discovered is in our work and all lots of different industries around the globe. We have five offices. So we see a lot of different industries, etc.
Richard: The thing that strikes me is many people who have that “I Trouble” we’ve identified simply have never understood what it takes to build a caring culture, to really focus on other people. It’s just the way they came up.
Richard: You know, the leader that led them was this dictatorial, “this is my way or the highway,” -
Attilio: Heavy handed.
Richard: Yeah. So that they’ve just said “I guess that’s how we do this right?” Now let me give you a 30 second example. Isn’t it interesting often times companies that are just doing “okay” in the marketplace and the board steps up and says, “That’s it we’re putting somebody else in, let’s say, the CEO role.”
Richard: Isn’t it interesting with very few changes downstream in the organization that CEO that comes in that has a vision and is really about everyone in the organization, servant leadership, wants to make a difference in the lives of the people that work there, as well as the customers - isn’t it interesting how those companies turn around? They didn’t change the products, they didn’t change the services. They changed the culture. Why? Because this individual brought a culture to the marketplace and to that firm that’s completely different than the guy or girl that’s all about themselves.
Attilio: Yeah Southwest Airlines is a good example. I mean there are tons of airlines, but that’s the one that always gets brought up as an example of people enjoying - they have so many applicants who want to work there. They have fun doing it. People have great experiences. I always look forward to flying through Southwest. I wish they were here in Hawaii but just in the mainland. So that’s a great example of how leadership has affected the culture of that airline because a jet is a jet is a jet.
Richard: Exactly and you know one of the key things to this process - and again even if you’re running a landscape crew or you’re the CEO of a publicly traded company - it all really starts down with vision. What is the vision that you have for your department, your crew, your office, your company and vision is so important because it excites people around you. The other thing it does, it helps people keep their spirits up but the larger point is it gets people focused on creating a future together.
Richard: Because you’re talking about vision if you will. Boeing’s a classic example. I mean they’ve got back quarters now for ten years.
Richard: They were up against airbus, I mean things were chaotic, they brought in a new CEO. It was infighting. Everybody’s fighting for budget share. It was just chaos. But he basically said “Let’s be clear here. We are not here to be all so rance. What we want to be - is to lead, to be the best, and nothing less,” and over a period of about eight months he shifted the mindset of every department to go into that direction and of course we know the outcome.
Richard: Look at Nike when you talk about leaders. You know back in the - when was it - the 60s when Nike got started their vision was “Crush Adidas!” and of course it worked.
Richard: They owned it but today when you talk to Phil Knight all he talks about is “We want to be the #1 athletic company in the world.” So what’s happened is - and you mentioned Southwest Airlines, same thing - it gets moving in a direction bigger than themselves.
Richard: It gets people working collaboratively towards a larger goal and to create a future. So that’s one of the most important keystones but I can’t tell you how many I talk to, they don’t have a clear strategic vision at all.
Richard: All they want to talk about is, “what do you think our next strategy is?” “So what do you think our next strategy is?” “How are we going to solve this problem?” “Oh I don’t know what strategy?” The truth of the matter is if you know where you want to go then you’ll choose to write strategies then if you don’t then no amount of strategy is going to save your business because you’ve got no clear sense of direction, and worse your employees and even your customers, they don’t have any idea where you’re going either.
Attilio: Sure and that’s not an atmosphere or culture or an environment that you either want to have your staff in and/or have your clients participating in or experiencing either because then it’s - you know this is my favorite word, it’s not “sustainable.” I always tell people we do a lot of recruiting, coaching. We go through a nine step hiring process because we know that the costs of a bad hire could be hundreds of thousands of dollars, reputation, lawsuits, loss of business, you know being a rotten apple in the whole culture. So we tell them - we actually as one of our recruiting steps we require that they interview three other brokerages. We started doing that because we would interview somebody, they’d say all these, and we’d get them in there and they’d fall into this grass is greener type atmosphere. Not that the grass was greener but there was a perception that it was and anybody that’s left the team has made less money.
Attilio: So we said you know we’ve gotta have them have that realization upfront and that if something else appeals to them better then that’s great they’ll go in that direction but we needed to be abundance minded and servant minded and say “We want to make sure you’re making the best decision for you and your family and if it’s not Team Lally that’s awesome, and if it is that’s awesome. But we wanted to have that discussion with you right now, right upfront,” and that’s why we have people interview with other brokerages. We require it. We’ve had people say “I’ve only researched you guys, I just want to join your team,” and we’re like “That’s great. You need to interview three other brokerages.”
Richard: Well that’s good because the truth of the matter is that it helps make you distinct.
Richard: It also allows you to help you to help them figure out what their vision is, you know. There’s so many people in the workforce so what’s your vision? I mean most Americans’ idea of longterm planning or vision is “What are you doing for the weekend?”
Richard: So this gets people thinking about, “Okay now if I go here, is that really going to help me get the house I want or take care of my kids?” Whatever the, shall we say, vision of their life is, their lifeplan. That’s brilliant that you do that because as I said, if you don’t have a clear strategic vision as a business owner or an individual no amount of strategy, no amount of decisions, is going to solve your issues.
Attilio: Yeah. You know what I’d like to do. I want to definitely get those three cornerstones in here. How about we do this - let’s take a quick break. We’ll come back, talk about those three cornerstones, and see where our conversation takes us.
Announcer: It’s the Team Lally Real Estate Show. Here’s Adrienne and Attilio.
Attilio: Alright welcome back. So if you’re just tuning in you’re listening to the Team Lally Real Estate Show home of the Guaranteed Sold program - or we’ll buy it, and I’m ATT, and if you have any questions you can reach us at 799-9596. Well back to our in-studio guest. We’ve got Richard Weylman. International keynote speaker. Richard Weylman Inc. So real quick in a nut shell what do you help people do?
Richard: ATT our central focus is to help people elevate their business performance in today’s marketplace by being great leaders, setting their business apart from all others, the way they message, the way they serve, and the way that they interface with their customers and their prospects, whatever type of business they may be in.
Attilio: Alright and so prior to the break - and we gave them a little teaser before you even came on - is that we were going to talk about the keystones for today’s leaders. We talked about the two types of leaders. The “I” leader. You know they’re capable of change but if they’re going to change their organization they have got to start with that person in the mirror. Then you have the second one that’s probably open. They want to make a difference in their company, they have a personality of wanting to serve the people, their company, their clients. So let’s talk about the three keystones that you mentioned. Let’s go through those.
Richard: Okay the first is anyone in leadership today has to have a clear strategic vision of what they want to accomplish as a business, as somebody leading a team of individuals, a department head. It may just be somebody that’s working the counter. It’s the lead at McDonald’s. So okay great what do you want your team to - what’s the vision for your team? What do you want to accomplish because it excites you, it excites people around you, it helps people create the future, and it helps you make far better decisions. Second keystone: Great leaders today have to be cognizant of their communication tone, and their actions. The truth of the matter is regardless of the generations people respond enthusiastically to positive tones, and positive actions.
Richard: As an example: Great leaders that execute this use praise and cooperation rather than scolding, intimidation, and orders. Secondly they realize that any communication that tells people they’re wrong will not be received. People immediately get defensive. On the other hand if you allow people to explain why they think they’re right it opens the door to correct them. In other words you make it a dialog as opposed to-
Attilio: A monologue.
Richard: - a monologue. Thank you.
Richard: So you treat mistakes as an opportunity to teach. I had a young lady that worked for us, she made a mistake on a contract, I began to look at the flow and I was like, “Gosh we seem to be way behind on this,” and I called her and she said “Well Richard, I made a terrible mistake, I priced this wrong. What are we going to do?” and I said “Well what did we learn from it?” and of course we didn’t change a contract we fulfilled it.
Attilio: Stuck to it yep.
Richard: Right. Two months later she comes in and says “This one is pretty tricky I think you oughta do it.” I said, “Well what did you learn from the last one? It sounds to me like you got it.” She’s never made a mistake since. So you have to take, mistakes if you will, and turn them into opportunities to teach. That’s critical. And then the third thing is great leaders always create a caring employee and customer centric culture.
Richard: People ask me all the time, “How do you assess culture? What does culture mean?” Culture is a reflection of the internal ways of an organization and the external value that you’re projecting to your customers. So in reality if you really put it into words, it’s really simply this: a culture is strong when people work with each other and for each other, but a culture is weak when people work against each other for themselves.
Richard: And the leader sets that tone. If he’s all about himself, if she’s all about her business, this way, this way, this way, not about the customer, or they’re all about their product and what happens is the employees then become all about themselves and so what happens in that environment is people work against each other. You’ve heard about companies in silos.
Richard: We do a lot of work in that area. You’ve got five different silos and what we always discover is they’re either about what they do in that silo and it’s all about them, so they work against everybody else, whereas if you turn down the silos and people talk about that, the only way to do it is have a vision, clear communication, that positively reinforces working together in a collaborative spirit so you create a culture where people are working with each other for each other and it changes the game.
Attilio: And I think that what’s supercritical is at least one Friday a month they do like a nerf war inside the office. Then you know your team members will speak to you if you’re a leader with the amount of nerf bullets coming your way. No. You know we just did an exercise, we did do a team advance.
Attilio: We do it in the last quarter of the year to plan and set our mindsets for the following year. We do it in the last quarter of the current year.
Richard: This is an offsite you’re doing.
Attilio: And we did it offsite.
Attilio: Spent the whole day doing it. It’s called our team advance and it’s probably our fourth or fifth one we’ve done. We did an exercise called “Start, Stop, Keep” and literally we just gave them a postcard - a red postcard, had the word stop on it - and they would write three things that we should stop immediately and no names or anything because we wanted this to be anonymous. We wanted to create an open environment where people - as the military, you know, comes up to an officer, “permission to speak freely,” - and we created that atmosphere. And the next one was keep, and it was blue, “we like doing this stuff, we should keep it and we should keep doing it.” Like they like our wheel of fortune spins where we give away money. We’re going to keep that one.
Attilio: Provide lunch at our team meetings. We’re going to keep that one. And then they had the most important one which was stop - I mean, no, start. These are things that we should start doing now and that we value and that we as leaders needed to demonstrate that we were listening and then we didn’t just write all this stuff down and then blow it off. The next subsequential meetings we made sure we went through every single item and we didn’t say anything. We just said “Okay somebody here says we should keep holding everybody accountable to prospecting on a daily basis. What are your thoughts?” and everybody gave input, and nobody know who wrote any of this stuff down. It was all anonymous and it was a great experience and we’re going to do it every year. Our next team advance - I’ll put the invite out now - we’d like to hire you to come in and take a thirty minute session, forty minute session, and talk at our team advance. We like it when we bring in outside people and we like your style of presentation and the information you share. It’s super valuable.
Richard: It will be my privilege and thank you for the invitation.
Attilio: You know if somebody’s listening in right now and they want to hire you or at least do a consultation and find out how you can help them, what’s a good way to get ahold of you?
Richard: Well there’s several. The first is obviously by email, given where we are in timezones it’s better. So it’s richard@richardweylman. I’ll spell it. Richard@richardweylman - W-E-Y-L-M-A-N -.com. Or you can call area code (941) 828-3600. That’s a Florida number. That’s where my master team is. As you know we have five offices but they’re headquartered in Florida. Voicemail is there of course but they answer the phone. (941) 828-3600 or send an email to firstname.lastname@example.org or you can go to my website richardweylman.com. Just fill out the info sheet and send it in and the important is that if you want to have a conversation and you just want to talk through some topics or whatevs we don’t - our whole business is about serving you.
Richard: So let’s have a conversation. If we can’t help you we’re very transparent. If it’s an issue that we really don’t feel we can bring value to your business, or to your situation, then we will direct you in a different direction if we know someone who can accommodate that particular need but the most important thing is what we want to do is not just tell you what to do as consultants that talk about strategy.
Richard: We partner - as you know - we partner with firms and walk them step by step on the execution tactics. I had a client of mine the other day who was a head of a large financial services company and he said, “You know the one thing is RIC you’ve given us step by step descriptive tactics to execute and that’s helped our organization move forward.”
Richard: But we’ve worked with all kinds. I mean I’ve got a small trucking company in Canada we work with. A guy starting a fast food chain, he’s got five stores, “How do I make it bigger?” and now he’s got 117 locations but we got the platform right. So size is not important to us - what’s important is a passion to be distinct, a passion to elevate your performance, and a passion to do the right thing and build a culture where it’s all about the people. Not just your employees but also about the customer and if that’s where your heart is we’d love to talk to you.
Attilio: I like the fact that you give people actionable items because, you know, there’s a line from the movie Three Amigos and it said - the henchman turned to his subordinate, “Well El Jefe we have a plethora of solutions here,” and El Jefe, the big boss bandito, turned to his henchman and said, “What the blank is a plethora?!”
RIC and ATT laugh.
Attilio: Anyway the point being is there’s a plethora of information out there and if nobody executes on it what good is it? And that’s what you’re helping people do - is cut through all that clutter out there and you examine their company, consult with them, and say “Hey here are actionable things” and you kind of become like a partner with them and say “Hey this is how we’re going to execute.” I like that.
Richard: That’s exactly right and we take them out to 90 days plan and that’s something on your start, stop, keep. Same thing. Build a 90 day plan, here’s what we’re going to start, here’s what we’re going to stop, here’s what we’re going to keep, and have a 90 day plan so you have actionable items. The good news is this: 1.) You can find out what’s working faster. You also find out what’s not working and the important thing is you have an accountability through the process and you can see you’re making progress and the people on your team begin to realize this wasn’t just a conversation. It just wasn’t an exercise, that this organization is practicing self-discipline, not just self indulgence.
Attilio: Okay. Well RIC thanks so much for being on the show, again if you’re just tuning in and your pen ran out of ink, your pencil broke while you’re writing down his information, I’ll give it to you again. You can reach him at (941) 828-3600. That’s (941) 828-3600. On the internet send him an email. Say hello. He’s got great information. You know what I subscribe..
Richard: Thank you.
Attilio: I get your email in my inbox or every once in awhile when you send it to me. Richard@richardweylman.com or the website. I like your website because you have all these videos. This row of videos that I can click on and see the public speaking events you’ve been to, so that’s awesome.
Richard: Well thank you. We have a YouTube channel as well.
Attilio: Yeah all the videos were on the main website and I could click and watch all the little excerpts from the talks that you’ve done. But that website is richardweylman.com. That’s W-E-Y-L-M-A-N. Again, thanks so much for being on the show.
Richard: My privilege thank you ATT.
Attilio: Alright we’re going to - did our patient get impatient and they left us or do we got Tina? We got Tina, she’s still there. She’s hanging in there. Let’s get Tina on the line. Hey Tina are you there?
Tina: Hello this is Tina.
Attilio: Hi Tina! Are you guys talking about an open house today?
Tina: I am actually, yes.
Attilio: Okay tell us about it.
Tina: Okay. You bet. This is centrally located. It’s a condo in Mililani and it’s over on Lanikuhana Avenue. It is just a really cute little place that’s had a lot of updates. It’s a three bedroom, two and a half bath and it hasn’t been on the market for very long, and it’s really in good condition. The HOAs are pretty reasonable too and they really cover a lot of the utilities so that’s helpful.
Tina: Do you have any questions about it?
Attilio: No are you going to be there and it’s going to be totally awesome and it’s going to be a great experience?
Tina: It is actually. I’m going to be there and I’m excited to be able to show people that come through this really darling condo and it is going to be an awesome experience because I am excited for a family to come and find their next home
Attilio: Alright well thanks Tina for sharing that with us.
Tina: You’re welcome. Okay yes I’m going to be there on Sunday from 2-5 PM.
Tina: And the address is, if you have a pen handy -
Attilio: I do, go ahead.
Tina: Okay it’s 941430 Lanikuhana Avenue. It is Unit 481.
Tina: And again that is in Mililani and the price on this one is $429,000.
Tina: Yeah! And you know the square footage is pretty good, it’s almost 1,300 square feet so lots of room. So bring all the kids and we’ll see you on Sunday.
Attilio: Alright thanks Tina.
Tina: You’re welcome, thank you.
Attilio: Alright so if you need to find out the rest of our open houses. Here maybe we’ll try to get Brooks on the line, there. He’s in the red. He’s one of our listing partners. He’s going to be talking about coming soon listings but anyway if you want to find out where all our open houses are because literally we’re carrying anywhere from - I don’t know - 40, 50, 60 listings at any given time all over Oahu and we’re talking from - off the top of my head - I know we’ve got one in Haula. We’ve got them out in Makaha. We’ve got them out in Maili. We’ve got some on the east side … Kopalei. Everywhere we’ve got inventory. It’s important to be able to - I don’t know if you know folks but listen, we are in a market that’s what we call a “seller’s market” and if you know what that is, is basically the inventory is low and the demand is high which means if you’re a buyer in today’s market you’re going to be competing with other buyers for a smaller amount of inventory so you want to make sure you’re working with a real estate team that’s got inventory and I’m going to tell you a little secret.
ATT (whispering): Come closer. We have inventory.
Attilio: Yes we have what’s called “coming soon” inventory. These are properties that we’re working with homeowners to get ready for market. They’re not on the market just yet but they will be. Okay so give us a call, 799-9596. We’ve come to the end of another awesome Team Lally Show and so here we go. Well thanks for listening and thank you to our sponsors. Gabe Ame and Jim Owens of Hawaii VA Loans. Bradley Mariama of All State Insurance. Jodie Tonga and Derek Tonga of Pacific Rim Mortage. Nathan Baker of Pillar to Post Home Inspections. Ben and Tony Mamaud, AAA Roofers Hawaii. Janyce Myrland with Dream House Drafting. John Speed with Kilauea Pest Control. Duke Kimhan, of course, of Hawaii Pacific Property Management. If you want to get ahold of any of our sponsors just go to teamlally.com. We also want to give a thank you to our producer, Leia here in the office. Alright! This is the Team Lally Real Estate Show home of the guaranteed sold program! If we can’t sell your home at the agreed upon price and terms we’ll have it bought for cash! Thanks and Aloha!