Episode 300: The Truth About Leading a Real Estate Team
The truth about leading a real estate team is more complex than most agents realize. In this episode, we finally sit down with Laura Buck Smith, a team leader who built a thriving, long-lasting team culture. Laura shares the entire journey—how she started in real estate, why she never worked solo, and how her team grew from a few people to a well-oiled machine of over 25 agents. This episode is essential listening for any agent thinking about building or joining a team.
From Humble Beginnings to Team Leadership
Laura began her career in real estate after being encouraged by her instructor Bob Brooks, who saw her potential early on. She started as a buyer’s agent under Sandy Orgeron and later co-listed homes with her. Eventually, Laura and her husband Steven launched Team Smith at RE/MAX, later moving to EXP, and finally opening their own brokerage, The Market Real Estate Company.
Building the Right Foundation First
Laura emphasizes that too many agents try to start a team before they have enough business. “You need a huge pipeline,” she explains. “Otherwise, you’re just hiring without having enough to give.” Her advice: don’t rush into team leadership unless you already feel overwhelmed with leads and closings.
Structure Matters: Systems and Accountability
One of the key reasons Team Smith thrives is its structured environment. Every team member attends weekly Tuesday meetings. New members go through a five-interview process and a 90-day probation period—where they email daily progress reports. They’re also held accountable for managing leads from systems like BoomTown and Zillow, with performance reviewed monthly. This intentional system is a major part of the truth about leading a real estate team successfully.
Growth Beyond the Team
While many teams experience turnover, Laura’s team has enjoyed exceptional retention. When agents grow too big for the team structure, they can transition to the brokerage side and keep 100% of their commission after meeting a cap. This three-tier model (50/50 team, 70/30 team, or independent agent at brokerage) gives agents control over their future.
Culture Over Commission
Team Smith prioritizes a servant leadership mindset. Laura and Steven see their roles as support systems for their agents. They offer coaching, script practice, tech support, and bonuses. Open communication, positivity, and internal mentorship ensure the team is collaborative, not competitive. This culture has resulted in rare turnover and team members who stay for years.
Expanding to New Markets
When one of their top agents relocated to Fairhope, Alabama, Laura and Steven acted fast—securing a local office and leads within a week. This shows their commitment to supporting their team wherever they go. Their future plans include growing the brokerage side, expanding into more cities, and maintaining the strong team foundation they’ve built.
Final Thoughts
If you’re wondering what it’s really like to run a real estate team, this episode gives you an inside look. The truth about leading a real estate team is that it takes structure, sacrifice, leadership, and a deep sense of responsibility. Laura and Steven show that with the right systems and heart, success and retention are possible—even in a challenging market.
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