Following my studies in the financial industry, for a good number of years I engaged in work that never game me any true satisfaction. IN search of some sort of fulfilment I took a leap of faith and started my journey in the letting business. It felt like walking into a company that was more of a second home than my place of work. Every day I fell a little more in love with what I did and my work became my passion.
Having been given the role to train our new recruits was truly an exciting opportunity as it meant I could share my passion and drive with those still starting their venture into this industry. First and foremost I wholeheartedly believe that a company’s greatest assets are its employees and thus as per Henry Ford’s outlook « The only thing worse than training your employees and having them leave is not training them and having them stay. » For this reason I didn’t want to design a training programme that took a rigid and formal approach. Our company is a fun and exciting place to be and thus the training programme should reflect accordingly.
Like everything else in life the training procedure doesn’t come without any challenges. A group of new recruits means a group of different individuals, different learners and different backgrounds. Some understand more on a theoretical level whilst others are more practical. This is why our training programme is a good balance of both. It is also the trainer’s responsibility to keep learning new techniques and then translate that information to its recruits, because the greatest training in the world is ineffective if it is not delivered consistently with intense enthusiasm.
Furthermore, part of the learning process is learning from each other. Therefore instead of providing a teacher versus student environment our academy promotes discussion and sharing of best practice. This provides space for unidentified gaps and loopholes. Understanding that life isn’t always rainbows and butterflies we also evaluate how to accept rejection and how to deal with different clients.
In addition, part of our training strategy is to enhance the notion of self – worth because confidence comes from self-discipline and good quality training. As an academy we strive to go from good to great, to go from being average to being awesome. Having said this part of our learning theory is not to get comfortable with our own success but rather to hire awesome people and allow them the freedom to practice their awesomeness.
As a young girl I remember watching Mary Poppins and she was so very right in saying that « In every job that must be done, there is an element of fun. You find the fun and SNAP ! – the job’s a game ! »