Menu
Leadership Lessons from Selling Sunset
By VICKY BROWN
Well, this past weekend it was way too hot to go out and do anything, so it was 2 days of Netflix and Chill. And it turned out, one of my guilty pleasures had a new season. But as I made my way through the shenanigans of Selling Sunet – it got me to thinking – what leadership lessons does it show.
OK, on the one hand, I understand that there are some standard excuses for why these folks can’t be managed like everyone else.
We have to keep in mind it’s a TV show, crafted for maximum drama. And the people are real estate agents, so they’re generally independent contractors. Now while independent contractors aren’t employees, there are some nuances.
For instance, a real estate agent has to work under a brokerage or a broker – that’s where the brokerage in Selling Sunset comes in. So, yes, they are independent contractors – but as the owner, you do have some say around what you require of the agents working under your brokerage;
So, in a nutshell – no they aren’t employees, but even as independent contractors you can require them to agree to your terms if they want to work under your brokerage.
Oh, and let’s not forget – even though they may not be seen on camera – there are also other individuals in the office. Staff members for instance. And as employees, they have some protections that have to be kept in mind. For example, their employer has to protect them from being in an environment of harassment – even if that harassment is coming from non-employees.
So – with that in mind – what should you do when faced with this group to manage.
Well, first up – let’s talk about…well, talking. Because it has to be said, some of the subjects discussed in the office clearly fall under the banner of inappropriate at best, and sexually harassing at worst.
The other piece – that so often gets overlooked – is the tone that profane and unprofessional language can cast over an environment. It simply drags everything, and everyone, down. It’s hard to think about bringing your A game, and striving for professional excellence, when the people around you are consistently behaving in an unprofessional way. It reflects on the brand, and what people think of the company you work for.
So requiring, and modeling professional behavior, sets the tone for excellence. Now, you’ll note I said requiring AND modeling – because everything starts with you as the leader. Telling people what to do doesn’t have the same impact as telling them, and then doing it yourself. Mixed messages aren’t helpful, so be clear in your language, and your behavior. You have to be the one to set example.
“…the tone that profane and unprofessional language can cast over an environment. It simply drags everything, and everyone, down. It’s hard to think about bringing your A game, and striving for professional excellence, when the people around you are consistently behaving in an unprofessional way.“
And while we’re talking about setting the example – it’s rarely a good idea to have an intimate relationship with someone who reports to you (to say nothing of 3 someones?).
If someone is your employee or even an independent contractor that reports to you, it’s best to keep your relationship professional. There is simply too much exposure to legal action. The person in question could easily feel compelled because as the boss, you’re in the power position. And even if that isn’t the case, other people who work in the office can feel resentful, or like you’re playing favorites, or that in order to be successful they have to have a relationship with you – it just makes for a huge mess. And it really hobbles you as a manager.
But what about relationship issues between the folks that are working together. Well, the first thing I want to put out there is – you are not, I repeat not a family. I know all the reasons people gravitate to this phrase. I think what they’re trying to say is we’re close, we have one another’s back, we really like one another, we’re more than just work colleagues.
But, are you – really? Sure, when things are going well, it may feel that way – everything is touchy feely and sunshine. But what happens when someone isn’t performing – or the company isn’t performing and to survive you have to downsize?
You’re a team. Sure, a team all rowing in the same direction (hopefully); and a team that gets along – but at the end of the day you have solid professional boundaries, expectations are clear on both sides and the success of the organization is everyone’s north star.
OK – now that we’re clear on why you want to go the team, vs. family route – let’s talk about your leadership role when people aren’t getting along.
Whether you’re an entrepreneur jumping into a leadership role, a seasoned business pro with new HR responsibilities, or just starting your HR career – we’ve got the right path to guide you through your HR hurdles.
Check out the Leaders Journey Experience. This online education platform holds the LJE Masterclass, HR SimpleStart Academy and HR FuturePro Academy.
Not sure where to start – take the quiz!
Don’t be fooled by the show. There are other options available to you other than throwing up your hands and becoming an absentee manager, or alternately trying to take on a parenting role. Again, remember these are adults, and if you as the leader start treating them like children – well nothing good can come of that.
So when you see that conflict is impacting the workplace, and the parties involved aren’t getting to resolution, you’re going to have to step in.
Start by gathering the facts – after all, you can’t make any type of reasoned decision if you don’t know what’s going on. Once you’ve done that, sit the parties down (maybe individually first then together, or skip the individual meeting and just get both parties in a room). Explain your understanding of the situation, and that it is negatively impacting the workplace. Their actions, communication, behavior (whatever it is) is unacceptable and unprofessional and has no place at the company. You expect them to behave appropriately with one another, and around their colleagues. And if they can’t do that, then additional steps may be needed.
And if someone needs to get disciplined, then do it. After all, actions have consequences.
But you can’t just leave it alone, let it fester, and then throw around empty phrases like “I just want everyone to get along”. That’s not leadership. And it doesn’t serve anyone.
And finally we come to the third rail of business policies – clothes. Honestly, I seriously thought about leaving this out because it can be such a touchy subject. After all, there are all sorts of reasons someone may need to wear a certain garment – it could be religion, or cultural practice, or maybe they just like it – again, we’re all adults. But you can, and should, draw the line at clothing that is unprofessional, inappropriate or overtly sexual. Because, unless that’s your brand, it’s giving off a bad image. We’ve got to remember, everything the client sees, hears or experiences impacts your brand.
If your brand is casual, beach vibe, and you show up in a 3 piece suit – well, that impacts your brand’s image. And by contrast, if your brand is more formal and someone shows up in cutoff shorts and a t-shirt – well, that’s going to impact your brand’s image too.
So, with all that in mind – how would you lead the Selling Sunset team?
Spread the word
MORE HUMAN, MORE RESOURCES
310.308.7680 option 1
hello@idomeneoinc.com