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

2. 1290 Broadcasting Rd Reading, PA 19610

3. Population: 407,971 Agent Population: 830 Median Income: $55,800
Median Sale Price: $164,000
Source:

4. 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!

5. 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.

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

7. 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

8. 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?

9. 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

10. 3rd step in creating a Winning Culture
Satisfy people’s needs
Fulfilling people needs bonds you with them and creates trust.

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

12. 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!

13. 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!

14. Creating an Accountable Organization… Beyond Culture.

15. 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

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

17. 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.

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

20. 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.