A successful CEO search requires more than posting a job description and interviewing a few candidates. It requires structure, discipline, honesty, confidentiality, and a clear understanding of the leadership style the organization actually needs.
From the outside, an Association Executive search may look simple. Post the job. Review resumes. Interview a few people. Choose the strongest candidate. But anyone who has been through a leadership search knows it is rarely that easy. Recruiting a chief staff executive for a REALTOR® association requires strategy, confidentiality, legal awareness, governance sensitivity, and a clear understanding of what makes association leadership different from other executive roles.
If you have been considering applying for the CEO role at the Women's Council of REALTORS®, now is the time to act. Applications close on April 17th. This is a rare opportunity to lead one of the most respected leadership organizations in real estate, and we do not want the right candidate to miss their window. Details on the role and the application link are below.
Some leadership roles come with a desk and a title. This one comes with mountains, rivers, a thriving community, and the chance to work alongside some of the most genuine, hard‑working real estate professionals in the country. The Boise Regional REALTORS® Association (BRR) represents more than 6,000 real estate professionals across the Treasure Valley. The organization is now looking for a Chief Executive Officer who wants to be part of a growing region, build meaningful relationships, and help REALTORS® succeed in one of the most exciting housing markets in America.
About a year has gone by since my last article about why great Association Executives are getting fired and the landscape hasn’t improved much so I’m back at it. My observation is that many Association Executive failures don’t start with the CEO. They start with a board that never defined what success actually looks like. Six, twelve, or eighteen months later, everyone is frustrated. The board says the CEO “isn’t the right fit.” The CEO feels blindsided.. Confidence erodes. Staff morale drops. And another talented executive exits the industry wondering what just happened, sometimes after a very expensive lawsuit.
The Huntsville Area Association of REALTORS® (HAAR) is beginning a leadership search at a moment of extraordinary growth for both the organization and the region it serves. HAAR is seeking a progressive, forward-thinking Association Executive who brings fresh ideas, proven leadership experience, and a genuine passion for elevating the value of the REALTOR® community across North Alabama.
Being bipartisan does not mean being silent. It means being mindful of your role.
Intermountain MLS in Boise, Idaho is searching for its next Chief Executive Officer. The ideal candidate is a leader who combines strong relationship-building with a modern technology vision and deep executional capabilities. If you’re passionate about serving brokers and agents, energized by innovation, and ready to lead in one of the fastest-growing markets in the country, then keep reading.
For real estate associations, the employment contract of the CEO serves as a critical foundation for setting clear expectations and ensuring mutual accountability.
After receiving about my 15th call is as many weeks from a distraught Association Executive telling me they just been fired, mostly for irrational and indefensible reasons, I just had to get my thoughts down to see what we can do to fix this systemic problem. I wrote an article entitled Why are so many of our strongest Association Executives getting fired?, about the ill-fated careers of many amazing Association staff leaders.
Today, it is more important than ever that the real estate industry nurtures and protects its best and brightest staff executives. We need people that are thoughtfully helping the industry navigate the uncertain waters we are swimming in right now. I have noticed an alarming trend, though, counter to this need. In the past year or so, many progressive Association Executive leaders have been dismissed without cause, advance notice, or well-documented justification. It seems as though as the market has gotten tougher the number of firings has increased. This alarming trend made me think about a few things that may be lacking in training and governance orchestration we may want to consider.
As we stand on the cusp of a new year, real estate agents across the United States are gearing up for the challenges and opportunities that the new year presents. This offers brokers a key opportunity for connection, mentorship and guidance in annual business planning exercises. Whether this is accomplished through group sessions, one-on-one mentorship, or virtual training and resources, assisting your agents with establishing obtainable goals and developing a measurable path for success plays a big part in your annual recruitment and retention efforts. I work with many brokerages each year in the development of strategic annual planning programs. Below are my tips, tricks and strategies for brokers looking to stand out from their peers and serve as true servant leaders.
