Team training and leadership
Put the standard in the team, not in your head.
For team leaders, brokerage owners and market center leaders. Devin installs a shared operating rhythm, working scripts and real accountability, so production stops depending on how closely you are watching.
The leader's problem
A team that only performs when you are watching.
If production dips the week you are on vacation, the system is you. That is fixable, and it is the whole job here.
Most teams are built around one great producer who hired help. The standard, the scripts and the instincts all live in that one person’s head. When the leader is in the room, the team performs. When the leader is at a listing appointment, on vacation or simply tired, production drifts.
That is not a people problem. It is a systems problem. The team was never given a shared way of running the week, a shared language for conversations, or a meeting that actually holds anyone accountable. So the team does what any group does without a standard: each person invents their own, and the results scatter.
Devin leads a Keller Williams office and serves as its Chief Vision Officer. Building standards that survive without the leader standing over them is not a theory he teaches. It is the job he does every week, in a building full of agents, with his own numbers on the line.
Signs it is time
And every one of your best leads still routes through you.
Everyone reports, nobody commits, nothing changes.
Different scripts, different follow up, very different results.
Onboarding is whoever has time to answer questions this week.
Usually for a clearer path, not a better split.
What gets installed
A team that runs on a system.
These are the pieces that make a team consistent. The audit decides the order, and each one is built with your team, not handed to them.
A shared operating rhythm
One version of the week for the whole team, with protected prospecting time, shared database routes and a clear picture of what a productive day looks like. This is the piece everything else hangs on.
Scripts and dialogues
A shared language for prospecting, listing, buyer and objection conversations, role played until it sounds natural.
An accountability meeting
A weekly team meeting built around leading numbers and commitments, not announcements and updates.
Onboarding for new agents
A clear first ninety days for every new hire, so production starts sooner and depends less on who happens to be free.
Team scoreboard
The same leading indicators tracked for every agent, so coaching conversations start from data instead of feelings.
Career paths
A visible path for agents to grow inside the team, which is the single biggest reason good people stay.
Formats
Three ways to work with your team.
Start with an intensive, run ongoing coaching, or both. Most teams get the best result from a strong launch followed by a steady rhythm.
On site intensive
A focused half day or full day with the whole team in the room. The operating rhythm gets designed, scripts get practiced, and everyone leaves with the same plan.
- Pre event audit with the leader
- Hands on workshop built to your numbers
- Written team playbook afterward
Ongoing team coaching
Regular virtual sessions with the team across a ninety day block, so the system gets installed piece by piece and actually sticks.
- Recurring team trainings
- Team scoreboard reviewed together
- Adjustments as the numbers come in
Leadership coaching
One to one coaching for the team leader or owner: your role, your hiring, your standards and how you lead the people who carry them out.
- Weekly calls with Devin
- Hiring, retention and structure
- Leading meetings that hold people accountable
Built by a working leader
He leads an office. He is not guessing.
As Chief Vision Officer at Keller Williams, Devin is responsible for the people, the culture and the numbers every week. He is licensed in Georgia and works with partners in all fifty states, and he is still listing while he does it. The systems he installs in other teams are the ones holding his own together.
Devin has an exceptional understanding of leadership and a unique ability to bring out the best in others. He positions you for long term success regardless of your level within the organization.
Leilani Glenn, executive coaching client
How it starts
From first call to a team that runs.
Leader call
Twenty minutes on the team, the numbers and what is not working.
Team audit
Production, activity and structure reviewed to find the real constraint.
Install
An intensive, ongoing coaching or both, built around what the audit found.
Hold
The scoreboard and the meeting keep the standard in place after training ends.
Before you ask
Common questions.
Do you train teams on site?
Yes. On site intensives are available across the country, and ongoing team coaching runs virtually so it fits around the team’s schedule.
Does the team need to be with Keller Williams?
No. The systems apply to any brokerage model. Devin leads within Keller Williams, but teams at any brokerage can train with him.
How is this different from a keynote?
A keynote shifts how a room thinks for a day. Team training installs systems, scripts and accountability that change how the team operates for the long term.
How big does a team need to be?
There is no minimum. A leader with two agents and a leader with forty both need a shared system. The format changes with the size, not the principle.
What does it cost?
It depends on team size, format and travel. After the leader call you will get a clear proposal built around what your team actually needs.
Build a team that runs without you in the room.
Start with a twenty minute leader call. No pitch, just an honest read on where the team is stuck.