Today’s real estate agents don’t just choose a broker, writes brokerage owner Lori Mueller. They are choosing a supportive community where they can grow.
In every organization, real estate or otherwise, there are choices to be made to determine leadership. Production numbers, titles, and even experience don’t matter. It’s a choice of way of thinking.
Does your brokerage have an “I” leader or a “we” leader?
This one difference determines culture, retention, growth, and ultimately legacy.
The idea of a leader as “I”
“I” leaders build organizations around themselves.
They are highly motivated and charismatic, and can be successful even by traditional standards. But their leadership is rooted in control, ego, and self-preservation. Decision-making is filtered by one question: “How does this benefit me?”
“I” leaders often say this.
Measuring success by personal income, status, or reputation Needing to be the smartest or most powerful person in the room Controlling information, decisions, and opportunities Taking credit for wins and avoiding responsibility for losses Exercising leadership through authority, pressure, or fear of substitution
In me-driven environments, people perform well but rarely succeed. Team members feel like assets, not partners. Innovation is slowed down because ideas have to be approved, managed, or filtered through the ego of the leader.
Over time, trust erodes, engagement declines, and turnover becomes the norm. Organizations may grow rapidly, but they rarely become stronger.
“We” as leaders think
“We” leaders build organizations around people and purpose.
They understand that leadership is not about being indispensable, but about building something bigger than themselves. “We” leaders ask another question. “How does this help our team, our mission, and our long-term vision?”
Our leader:
Share credit freely and take full responsibility Hire and empower people who are smarter than you Create transparency instead of information silos Lead by example, consistency, and service Invest in development, mentorship, and leadership pipelines
In organizations where we lead, people feel seen, valued and trusted. Ownership replaces compliance. Collaboration gives way to competition. Accountability becomes shared rather than forced.
result? Sustainable growth, stronger communities, and leaders stay because they want to, not because they have to.
Why is this important in real estate?
There is no shortage of “I” leadership models in the real estate industry. For years, the industry has celebrated rainmakers, top producers, and celebrities who have built brands around themselves. Productivity is important, but leadership is even more important.
Today’s agents aren’t just choosing a brokerage. They are choosing a supportive community.
What they want is:
Transparency rather than promises Partnerships rather than hierarchies Growth paths rather than glass ceilings Leadership that develops rather than exploits them.
“We” leaders understand this change.
They are not afraid of strong people – build them up. They don’t hoard opportunities; they create them. They build a stage for others rather than taking the spotlight and leading the way.
The real difference: control vs. contribution
Essentially, the difference between “me” and “we” leadership comes down to control and contribution.
“I” the leader controls the outcome. “We” leaders contribute to results. “I” leaders create followers. “We” leaders develop leaders. “I” leadership creates dependence. “We” leaders create capability.
And here is the truth that many leaders avoid. The success of “I” leaders often ends with them. The influence of “we” leaders multiplies beyond the leader.
Legacy is the real indicator
Leadership is not evidenced by the number of people working at a broker. It is proven by how many people have grown thanks to the broker.
The most successful organizations are not led by heroes. They are led by builders, leaders who understand that shared success is more powerful than individual advantage.
“We” leaders don’t have to be the center of the story. They focus on building stories worth continuing.
Every leader must continually and intentionally choose how they show up every day.
You can build a business around you, or you can build a successful business without needing you.
Certain types of leaders create control. The other creates a legacy.
And legacy always outlasts ego.
Throughout this month, we are focusing on ‘New Mediation Strategies’. How securities companies operate in 2026 will be no different than before. From corporate giants to finicky indies, we map the new playing field and talk to brokerage leaders across the country about what’s working now and what’s next.
Lori Mueller is president of Fathom Realty in Appleton, Wisconsin. Connect with her on Facebook or LinkedIn.
