The Ontario Broker - August 2019 - 16

THE NEXT GENERATION
OF MANAGERS

BY KEVIN O'HARE, EDUCATION SUPERVISOR & INSTRUCTIONAL DESIGNER, IBAO

B

rokerages face a lot of decisions on talent,
from finding the right people to making sure
the business is financially healthy to making
customers love you.

Organize your evaluation to positively reinforce how staff
did something well or suggest alternatives when something
doesn't go well. Experience can only come from doing.
Lyall suggests that IBAO's Level 2 course offers a rich
learning environment. "Over 5 days, learners develop strong
interactions with their peers. They support each other,
especially those that might be struggling a little more in the
course. Because everyone's there with a common interest,
they develop a healthy network they carry with them
throughout their career."

Then there's the question of management succession
planning. It often lingers: "Who should run this business
once I retire?"
Succession planning is typically pushed to the end of the
list. But it takes both time and pre-planning, so I recently
brought it up with Lyall Bell, our RIBO Level 1 and 2
Facilitator.

Time remains to find those diamonds and put your plan
in place. IBAO has a five-day RIBO Level 2 Unrestricted
Management course beginning November 18th at our office.
We look forward to connecting with you as you continue on
your succession journey!

"To run a brokerage, you need to have your RIBO Level 2
Unrestricted license," said Lyall. "The difference between
RIBO's Level 1 Restricted license and Level 2 Unrestricted
license is that Level 2 has two exams to pass-an
Unrestricted Management, and an Unrestricted Technical."
If you've completed CAIB, as a CAIB grad you can apply to
RIBO to have your Technical exam waived.
"Passing these exams isn't easy. They have a mix of questions
pushing applied practice (case studies, creating financial
sheets) so it makes sense that a Level 1 licensed broker
needs to wait 24 months before they can apply to sit this
exam. It takes experience to succeed," said Lyall.

SUCCESSION
PLANNING IS
TYPICALLY PUSHED
TO THE END OF THE
LIST. BUT IT TAKES
BOTH TIME AND
PRE-PLANNING.

Experience, as any manager knows, doesn't happen
overnight. It starts by planning succession, not just
worrying about it.
If started early, education fosters growth and development
in staff towards a management skillset. Start by reviewing
your team to identify who exhibits management qualities.
What's their conduct inside and outside the brokerage? Can
they train others? Are they growing into the role quickly?
Provide a training path that includes tasks and duties
(supervised of course!) that range from simple to complex.

AUGUST 2019

16

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The Ontario Broker - August 2019

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