Clint Pulver directly addresses camera: I've worked with hundreds of organizations, and what I found is that there are four types of managers. The removed manager, who is low on standards and connection, the buddy manager who is high on connection but low on standards.

The controlling manager who is high on standards and low on connection. And finally, the mentor manager. This person is high on standards and they're high on connection. This type of manager creates respect. My name is Clint Pulver and I'm a speaker and the author of I Love It Here How Great Leaders Create Organizations That People Never Want

To Leave. Let's take five minutes to talk about the five characteristics to becoming a mentor manager. First is confidence. Are you confident in your ability to get people to where you want them to go? Confidence is a mindset.

It builds trust. Number two is credibility. What is your background? What's your history? Have you been in real estate a long time or is this your first year? And number three is competence. You might not know everything about the marketplace.

But do you know the technology? Do you understand how to become efficient in selling a home? And number four is candor. This is about honesty. Will you be the type of mentor who is honest with me? And finally, number five is caring.

The moment we stop caring for individuals is the moment we fail as a mentor. A mentor must have an invested interest in the person that they're mentoring. So how do you combine these characteristics into a solid mentor manager?

Your role as a mentor manager is to communicate two things to your people possibility and recognition. If your people can't grow where they're at, they will go and grow somewhere else. So that means you have to create a growth development plan with your employees.

You must communicate your goals and objectives where you want your team to rise to in a certain time frame. Do you expect them to sell these houses every month for five great mentors are wonderful at sparking the possibility of what could be.

They're great storytellers. They help others write their stories as well. The next piece is recognition. You must make sure that your people are seen, heard and understood. If they're not seen and heard, they will go somewhere else to be seen and heard.

Recognition is a great way to show somebody that they're of value. I recommend your recognition be personalized. One might like a trophy or another person might like an increase in commission. Some might like an experience or a gift card.

The important thing is that you are recognizing your people in the way that they want to be recognized. Remember, a mentor manager must advocate. It's important for team leaders or managers to know that every team member is asking this same question.

When will you get to the part about me? This is not an entitled statement. It's about bringing humanity back into the workplace. We have to advocate. We have to connect. We have to understand what's important to them individually.

We have to understand their dreams. And once you do that, it will yield the opportunity to create buy in. No significant loyalty will ever happen without significant connection. Real estate is all about relationships and connections. It's no different between a manager or a team leader and agents and other team members.

So get out there and connect. Build trust and get to know your agents.