How to create an environment for women to become real estate leaders

Adam Hergenrother is founder and CEO ofLivian. He believes that business can be a vehicle for personal growth and supports the company’s vision of Love How You live. Adam is a leader and growth consultant for his companies. He enjoys spending time outdoors with his family, Adam and his three children.

I’m the first to admit that I don’t fully understand the unique challenges that women face at home, work, and in society. Despite this, I have had the honor to work alongside some remarkable women throughout my career. My companies are dominated by women.

Although this may have been an accident, it is clear to me, after much reflection and many conversations avec those leaders, what attracted these women into my organization and what has kept their loyalty year after year as the company grows and they move up to leadership positions.

Yes, I could accept some responsibility for helping these women become leaders in realty, but that is taking too much credit. True, I created a growth environment. But these women saw the potential, leaned into their work, and created many opportunities for leadership.

The real estate business has always been a career where women can succeed. Real estate is dominated by women and will be so in 2020. 64 percent of Realtors were women. Despite this statistic, women still make up only 3% of the population. Senior leadership is 20%– Positions in real estate companies This is simply not enough.

As business owners and real estate entrepreneurs, we can do a lot to help women become leaders in real-estate.

Here are some ways real estate leaders can create an inclusive atmosphere for women and help them find leadership opportunities.

Inculcate a culture that values inclusion and choice

It takes focus and intention to create a culture that aligns your vision and mission for your business. That means culture and a company that allows for personal growth.

Leaders who focus on the whole person and embed this in their culture create a culture that encourages understanding and accountability. Outside of work.

It encourages a results-based organization that allows for flexibility with scheduling and freedom. It fosters an environment where inclusivity is valued and there are many opportunities.

Women value flexibility and the ability to shape their work and career. Knowing this, it is our responsibility as business owners to have those conversations and help women in our organization develop personal and professional growth strategies. We also need to encourage ownership over career choices.

All of this is part of an inclusive, individual culture. No one wants to be put in stereotypical roles. I’ve witnessed first-hand the power of focusing on the individual with my female leaders.

Actively recruit women

Once your culture has been established, it is important that you share it widely and frequently to attract people who will thrive in a supportive environment that values work-life balance. This is just the beginning.

To find your next top leader or agent, you might consider the many women-run and women’s leadership groups. Professional organizations are a great way for individuals to find growth and invest in themselves.

Another great way to give exposure to your company to women is to create apprenticeship-style opportunities within your organization. This will allow you to get a better idea of if they are the right fit for your company.

Actively recruiting women into the real estate industry involves sharing career opportunities, giving access to those opportunities, as well as going where women leaders are already.

Mentorship, training, and coaching

Mentorship, coaching, and training are all important components of creating women leaders. Maybe you hire a coach to help an emerging leader.

Perhaps there is an older leader in your company that would be willing to mentor some younger agents. You might know of several leadership courses or seminars that would benefit women who are interested in leading real estate.

These are great options and opportunities for investing in the growth of your women leaders. You invest in them. In turn, whether they stay long-term with your company or not, you will have more women real estate leaders.

Promote from within the company

I have always believed in the power of internal promotion. This is how you can help develop and provide opportunities for women leaders in your company. This has been a major factor in our company’s success for the past 10 years.

Here are a few examples.

• My listing coordinator was my executive assistant, and is now my chief-of-staff
• Another listing coordinator became our director for agent services
• Our sirector of operations was our marketing director, and he is now the VP for operations.
• One agent from our brokerage became the productivity coach, then team leader.
• Our national director of client service became the client services coordinator

These women are all leaders in my company, as well as many others. You can observe their work ethic and develop growth plans.

More than half of the U.S. citizen population is female. I would like to see women leaders in all industries, including real estate, reach this level of equality. Real estate owners can help make a positive difference by being involved. As a father of two daughters, and as the leader of a company that employs 75 percent women, I strongly believe in representation.

AdamHergenrotheris founder and CEO ofLivianThe author ofThe Force Multiplier & The FounderThe podcast’s host,,Business meets Spirituality. Learn more about Adams companies, cultureHere.