Are You Looking for the Four E’s?
June 23rd, 2009 categories: Real Estate News, Relocating
Have you ever wondered what it takes to be successful? Of course, “successful” means different things to different people. But, for the sake of our argument, let’s use Webster’s definition, ” a favorable or desired outcome.”
Most of us would probably agree with that characterization. But, what does it take to get there, to achieve that end?
In the real estate business, many of us define personal success in terms of goal achievement, and numbers or monetary sales goals met. For others, it may be as simple as satisfied clients. But, whatever measure is used, what strategy do we use to acheive those goals? What about clients, home buyers or sellers? What methods do they use to maximize their chances of success?
For years, Fortune 500 companies have looked for certain qualities in their future employees. For many, they are looking specifically for the ”braniacs”. But at least one of those companies, has, for years, used a different approach.
Jack Welch, General Electric’s Chairman and CEO from 1981 – 2001, used another approach. He looked, not necessarily for brains, but for what he called the Four E’s.
According to Jack Welch, it’s as easy as Four E’s.
This is the criteria he used to assess employees at GE.
1. Do they have the energy – positive energy? Do they start the day with enthusiasm, and end it that way too?
2. Do they energize others? According to Welch, “it doesn’t do you much good to be a whirling dervish if you don’t end up exciting other people.”
3. Do they have edge? Do they have the ability to say ‘yes’ or ‘no,’ and not ‘maybe’? Do they make the tough calls?
4. The fourth E is execute. Do they get the job done? In other words, do they deliver?
Said Welch, “Integrity is assumed. These four E’s—when you look at people and want to evaluate them, and when you look at yourself and evaluate yourself this way—give you a pretty good read on where you stand.”
According to Welch, this recipe for success will work in any environment.
If that’s the case, should we be looking for the Four E’s when we hire employees? Are those considerations we’ve used in selecting peers for leadership positions? If not, why not?
Are buyers and sellers looking for these qualites in the agents they hire to represent them? It would certainly make perfect sense. If they’re not, and, at the end of the day, leave the settlement table dissatisfied with their agent’s performance, they’ll have nobody to blame but themsleves. It’s called, “Due Diligence.”
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