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Make the Front Porch a Selling Point

Jun 19, 2018 by

By Melissa Dittmann Tracey, REALTOR® Magazine

The front porch is making a comeback. More builders are adding them back into new home designs too.

The front porch was once a mainstay in home designs in the early 1900s. But over the years it has gotten swapped out for those street-facing garages. Also, homeowners sought more privacy and started favoring decks in their backyards than expansive front porches facing their neighbors.

Now, we’re seeing those iconic front porches coming back.

And the younger generation is bringing a different spin to this idea of “porching.” There’s this growing movement called “Porchfest.” This is where neighborhoods across the country are holding events, like music festivals or even a speaker series, right from homeowners’ front porches.

So if the listing you’re staging has a front porch, make sure to take advantage. Add some rocking chairs, a porch swing, or outdoor furniture–complete with cushions and pillows–to show it off as a place to sip lemonade, relax, and mingle with neighbors on a warm summer day.

Look at how some of these designers on Houzz used the front porch to boost a home’s curb appeal.


Styled, Staged & Sold

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3 Tips to Boost Diversity and Inclusion in the Workplace

Jun 18, 2018 by

Boosting diversity and inclusion has become a top priority for many business professionals around the world. Here are three steps you can take as a real estate professional to help strengthen diversity and inclusion in your workplace.

Attract Diverse Top Talent
Having a mixture of cultures, backgrounds and abilities in your workforce can bring different experiences and talent, which can help to increase innovation and perspective.

Local and national minority organizations are great places to strengthen and cultivate relationships with diverse groups of real estate professionals.

These organizations include:

  • Asian Real Estate Association of America (AREAA)
  • National Association of Gay & Lesbian Real Estate Professionals (NAGLREP)
  • National Association of Hispanic Real Estate Professionals (NAHREP)
  • National Association of Real Estate Brokers (NAREB)
  • National Association of Women in Real Estate Businesses (NAWRB)

“Consider hosting quarterly educational events where you invite high schools, universities and secondary colleges to learn about the real estate industry,” says Teresa Palacios Smith, vice president, Diversity and Inclusion and Multicultural Strategies, at HSF Affiliates LLC. “Host town halls and open forums at your office(s) so that you can invite new and established agents to learn more about your company and the opportunities and tools you offer that can set you apart from your competition.”

Engage and Retain Employees
When employees feel engaged, they’re committed to their team and their company. Be an open organization where team members of all backgrounds, religious beliefs and sexual orientations can be who they are.

Smith emphasizes, “Real estate agents want to be around other successful agents and be part of a company that fosters innovation, mentorship and education, and has strong marketplace visibility.”

Empowering each employee to discover their own potential, through conferences and other development opportunities, shows you’re invested in each of them as an individual, as well as in their growth and advancement.

By building an inclusive environment for your team members, you’re developing stronger networks and connections for your business, and it may also help cut down on the costs of expensive turnovers.

Get Involved in Your Community
Community involvement helps benefit the future growth of the area where you live, work and play, and it provides you an excellent opportunity to attract new employees and clients.

“Depending on the level of participation, getting involved can also develop leadership skills, establish you as an expert in the field and create loyalty among your brand,” says Smith.

Develop strategic relationships with diverse organizations and groups within your community, such as faith-based and non-faith based organizations, nonprofits and local government agencies (police, fire and schools).

Community involvement is also an easy way to boost morale and company culture: It gets team members out of the office and interacting with each other for a cause they care about and support.

People make decisions with their head and their heart, so make sure that your talent and client base is represented in all aspects of the business.

If you have any questions or would like more information on how the Quicken Loans Agent Relations team can help you grow your business, call (866) 718-9842 or email us at AgentRelations@QuickenLoans.com. You can also visit us at RealEstate.QuickenLoans.com. 

Experts from the Quicken Loans Diversity and Inclusion and Talent Brand teams provided insight for this article.

For the latest real estate news and trends, bookmark RISMedia.com.

The post 3 Tips to Boost Diversity and Inclusion in the Workplace appeared first on RISMedia.

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Make the Front Porch a Selling Point

Jun 18, 2018 by

By Melissa Dittmann Tracey, REALTOR® Magazine

The front porch is making a comeback. More builders are adding them back into new home designs too.

The front porch was once a mainstay in home designs in the early 1900s. But over the years it has gotten swapped out for those street-facing garages. Also, homeowners sought more privacy and started favoring decks in their backyards than expansive front porches facing their neighbors.

Now, we’re seeing those iconic front porches coming back.

And the younger generation is bringing a different spin to this idea of “porching.” There’s this growing movement called “Porchfest.” This is where neighborhoods across the country are holding events, like music festivals or even a speaker series, right from homeowners’ front porches.

So if the listing you’re staging has a front porch, make sure to take advantage. Add some rocking chairs, a porch swing, or outdoor furniture–complete with cushions and pillows–to show it off as a place to sip lemonade, relax, and mingle with neighbors on a warm summer day.

Look at how some of these designers on Houzz used the front porch to boost a home’s curb appeal.


Styled, Staged & Sold

read more

Barry Habib Talks Fed Hikes – Tariffs – Housing

Jun 18, 2018 by

Barry Habib Talks Fed Hikes – Tariffs – Housing CLICK the MBS Highway Banner below for a Free Trial

The post Barry Habib Talks Fed Hikes – Tariffs – Housing appeared first on National Real Estate Post.

National Real Estate Post

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Family Teams: The New Succession Planning Model?

Jun 17, 2018 by

This month’s National Association of REALTORS® (NAR) Power Broker Roundtable discusses family teaming and succession planning.

Moderator
Pappas_Christina_60x60Christina Pappas
, District Sales Manager, The Keyes Company, Miami, Fla.; Liaison for Large Firms & Industry Relations, NAR

Panelists
Jacobi_OB_70x70OB Jacobi
, Co-President, Windemere Real Estate, Seattle, Wash.

Jason Waugh, President/CEO, Berkshire Hathaway HomeServices Northwest Properties, Portland, Ore.

Debbie_Lupole_70x70Debbie Lupole, Team Leader, Berkshire Hathaway HomeServices Florida Network Realty, Jacksonville, Fla.

Christina Pappas: I consider myself one of the lucky ones. I grew up in the real estate business, the third generation following my grandfather, who gained control of the company from Ken Keyes who founded our organization in 1926, and my father, who ultimately purchased the company in the ’90s with his brother. While my four siblings followed different paths, l believe there is nothing more challenging or rewarding than a career in this ever-changing business—and while the subject of succession planning comes up regularly for me and my one cousin in the business, there are many ways and many strategies for taking care of business—for us and our producers considering their exit strategies.

Today we’ll be hearing from a few very successful family real estate dynasties to learn how they make it work for them. OB, you are co-president of your family company along with your sister, am I right?

OB Jacobi: Yes, the second generation—and also with Jill [Wood’s] husband [Geoff Wood], our CEO, as the third co-president of the company our dad established. Like you and many real estate kids, Jill and I worked our way up, from sweeping the sidewalks and answering phones as teenagers to sales and then into management. Our dad wanted to be very sure we could walk before we ran, but his goal was always to ensure the longevity of the company and maintain the family asset through succession.

CP: How have you made the succession possible, if you don’t mind sharing?

OBJ: Not at all. Several years before he was ready to retire, Dad sold the franchise company to us on a five-year contract, which is working out well for all of us—and the interesting thing is that 60 of our 325 offices have family teams working in their second generation, as well.

Jason Waugh: My dad, who’s still in the office most days, felt much the same way. We did meet with a third-party consultant to work out the dynamics of succession, but Dad was very clear the business would be mine one day if I earned it. I literally worked my way from the ground up—but once I proved to him that I was up to the job, and that we share a similar vision for the company even though our styles are different, he was very pleased to let me take control.

CP: How does this work in practice, Debbie, when an agent operating under a franchise umbrella develops a family team?

Debbie Lupole: For me, after 35 years as an agent, I had a pretty extensive book of business—and when I began to think about retiring one day, I hoped I could make succession work. My oldest daughter worked with me for a while, but she gave it up when she married and began to raise a family. Fortunately for all of us, her husband—my son-in-law—and my younger daughter love the industry as much as I do. Our company leaders have been very supportive, and it’s wonderful to be working with my family. There’s such a comforting trust level. Also, they are far more tech-savvy than I am, and that’s been a terrific plus.

CP: Are you okay with sharing how you handle the financial details?

DL: We keep it simple. Every transaction is split three ways. They get the benefit of having an instant business, and I know I’ll continue to have an income even after I retire. It’s a win-win for all of us.

OBJ: That’s great—and not uncommon. In our company, we have so much interest in family teaming, in fact, that we created an internship program for the high school and college kids of our agents. They get familiarized with every aspect of real estate, including title and escrow. My son and several of my nieces and nephews have participated in the program, so we have great hopes for the future of the company—but also, it’s been a great way to foster and support the kind of family legacy Debbie is creating.

JW: We, too, see more family teaming in our company. In most cases, these are some of our most highly productive people, and we are glad to provide information and a lot of support to help them transition in the most appropriate way for them, whether it’s bringing in the family or selling their book of business or whatever.

CP: I think that’s the key, actually—transitioning in the most appropriate way for them. As parents, or as the children of successful real estate entrepreneurs, keeping the business in the family is a desirable and understandable objective, and NAR has information available on succession planning for brokers. We’re all going to retire someday; what’s important, I think I hear all of us saying, is that we understand the alternatives for doing so, and don’t put off making the proper and necessary arrangements.

For more information, please visit www.nar.realtor.

For the latest real estate news and trends, bookmark RISMedia.com.

The post Family Teams: The New Succession Planning Model? appeared first on RISMedia.

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