One of the most underestimated yet influential aspects of real estate leadership is communication—not just verbal, but non-verbal and interpersonal. Whether onboarding new team members or setting the tone for the company culture, the way leaders show up in conversations and meetings shapes everything from trust to productivity. Great communication isn't just about what is said. It’s about how it's delivered, and more importantly, how it's received.
The most effective leaders understand that every interaction with a team member is an opportunity to influence, build connection, and drive performance. From onboarding conversations to daily stand-ups, each exchange communicates expectations, priorities, and emotional tone—often more through body language and tone than through words alone.
One of the most neglected elements during onboarding is the conversation around feedback. Often, new team members are immersed in tasks without clearly knowing how their progress will be evaluated or how constructive feedback will be delivered.
In high-performing real estate teams, feedback is not a one-time event but a two-way, ongoing conversation. Setting clear expectations about feedback styles and frequency helps normalize it. Early conversations should ask:
Positive reinforcement must also be emphasized. Leaders should recognize early wins, no matter how small, and reinforce desired behaviors publicly and privately. When feedback flows consistently and constructively, team members engage more deeply, feel psychologically safe, and are far more likely to contribute proactively.
Assumptions are the enemy of clarity. Too often, leaders assume team members understand what’s expected simply because tasks have been assigned. But without clearly defining what “great” looks like—both in terms of results and behaviors—teams can drift into confusion.
Borrowing a concept from leadership author Brené Brown, “clear is kind.” Leaders must establish what success looks like for each role and each project. Ask:
Encouraging team members to reflect on these questions reinforces a shared understanding. When leaders make expectations visible, they reduce miscommunication and build trust.
New hires often come in eager but uncertain. They may feel reluctant to admit where they lack experience. By opening the conversation around strengths, leaders give them permission to own what they do best while also identifying where support is needed.
Ask:
When these strengths are aligned with job responsibilities, performance improves and burnout risks drop. Real estate leaders can use tools like CliftonStrengths or Red Bull’s Wingfinder to guide these conversations and help team members explore their “zone of genius.”
While verbal communication sets direction, body language builds trust—or breaks it. In the real estate industry, where client-facing roles and internal teamwork are vital, non-verbal cues matter immensely.
Leaders often unintentionally send mixed messages. A distracted glance, folded arms, or failure to make eye contact can diminish a team member’s sense of value. Conversely, good posture, intentional eye contact, and mirroring open a space for collaboration and respect.
Key areas to refine include:
Teams take their cues from leadership. A manager who genuinely listens, maintains eye contact, and leans into conversation sets a standard for engagement that ripples throughout the organization.
There’s no one-size-fits-all in communication. Some team members may need direct, structured conversations. Others respond better to casual, relational approaches. Real estate leaders must adapt their communication style based on each individual’s needs, experience level, and even cultural background.
Emotional awareness becomes a superpower in these moments. Being attuned to subtle shifts in tone, posture, or expression helps leaders navigate conflict, support growth, and drive alignment. The best leaders adjust—not to manipulate—but to connect authentically and communicate more effectively.
Few real estate leaders embody these principles better than Tami Bonnell, Co-Chair of EXIT Realty. Her ability to personalize leadership through clear expectations and high emotional intelligence has been a model for modern real estate leaders. She listens actively, encourages strength-based development, and leads with both presence and precision—key ingredients for retention and team loyalty.
Similarly, organizations like eXp Realty’s SUCCESS Coaching and industry voices like Glennda Baker—known for her authentic social presence—demonstrate how intentional communication builds powerful brands and teams.
Leadership today demands more than vision. It requires presence—being fully engaged in the moment, listening without distraction, and showing up with clarity and consistency.
By aligning verbal communication, non-verbal cues, and a clear approach to feedback and expectations, real estate leaders can foster a culture where team members thrive. When people feel seen, supported, and understood, they perform better, stay longer, and become the very heartbeat of a thriving brokerage.
In a business built on trust and human connection, it’s not just about what’s said—it’s about how it's made to feel. That’s where true leadership influence begins.
