Steve Trang didn’t just roll out of bed as a real estate legend. Nope, he started like the rest of us — clueless, fumbling through the mess, trying to figure out what the heck worked and what didn’t.
Raw talent? Check. Hustle? Oh, definitely. But mostly? A whole lot of stumbling, learning, and figuring things out the hard way.
Along the way, he discovered that building a top-tier real estate sales team isn’t just about natural talent. It's about having a clear plan, staying adaptable, and constantly pushing to improve.
“Building an elite sales team is equal parts chess game and high-wire act,” Steve told PropertyRadar.
“You need structure — a clear framework to guide the conversation, checkpoints to ensure no detail is missed,” he continued. “But you also need adaptability, because no two clients, negotiations, or deals are the same.”
Take it from the man himself. Founder of Stunning Homes Realty, creator of the Real Estate Disruptors Movement, and a renowned sales trainer, Steve has built more than just a career — he’s built a legacy.
He’s trained some of the sharpest closers in the game, produced countless success stories, is a podcast host with over 100,000 downloads a month, and is well on his way to achieving his mission of creating 100 millionaires.
Watch the full episode here:
So, if you’re ready to build an elite real estate sales team, prepare yourself — because in this guide, we cover:
#3: Embrace the Power of Feedback and Continuous Improvement
#4: Leverage Technology and AI Without Losing the Human Touch
We’ve all seen it: a room buzzing with ambitious pros, sharp as knives but teetering on the edge of getting way too cozy after their first taste of victory.
Morale of the story? Don’t get too comfortable because the moment you stop feeding your curiosity and chasing growth, that first taste of victory will be the last thing you ever savor.
It’s about always questioning, always evolving. Take it from Steve…
“I was always curious — whether it was figuring out why my toys had leftover springs after reassembling them or understanding human psychology in sales,” he smiled. “That curiosity has been my edge."
"It’s not just about knowing more," he added. "It’s about asking better questions and understanding what drives people.”
So how does curiosity translate to building an elite real estate sales team? Well, it’s about creating a team culture where asking the right questions is just part of the job. Questions that help uncover what clients really want, understand their motivations, and push everyone on the team to keep improving how they work.
For example, instead of just focusing on what people are doing right or wrong, Steve takes it a step further with questions like, “What’s your biggest challenge right now, and how can I help you work through it?” or “What skills do you feel like you need to level up to hit your next goal?”
He also likes to ask questions that help him understand what motivates his team. “Why did you get into real estate in the first place, and what keeps you going even when things get tough?” Or, “What kind of impact do you want to make on your clients and your community?”
Steve encourages his team to ask questions and think things over, creating a culture where curiosity isn’t just something one person does — it’s something everyone shares that helps the whole team move forward.
And when the team comes together, Steve asks “How can we work together to create more opportunities for everyone?” or “What’s something you learned this week that could help the whole team?”
It’s this curiosity — this never-ending “what if?” and “why not?”— that became his ultimate advantage for growing his sales team, and it can be yours too.
Every challenge is a chance to learn: a deal that didn’t close? That’s a blueprint for improvement. A strategy that didn’t work? That’s an opportunity to tweak the system.
A setback in negotiations? That’s a chance to refine your approach. A client who walked away? That’s valuable feedback for your pitch.
A market shift? That’s a prompt to adapt and stay ahead. A failure to meet a goal? That’s the perfect moment to reassess and aim higher. And a tough conversation? That’s a lesson in communication and resilience.
Every day, Steve watches talented sales people hit a wall — not because they lack skill, but because they stop pushing themselves to improve.
“It’s like basketball: raw talent might get you to college, but without constant improvement, you’ll never make it in the NBA,” he said.
“Sales isn’t some mystical talent you’re born with, like a secret ability to talk to animals (I wish). No, sales is a skill. A craft. A discipline.
And anyone with the grit and curiosity to learn it can master it. The myth that successful salespeople are born with silver tongues and magnetic charisma? That stops here.
Now let’s talk about why this myth persists. For one, it’s easier to credit someone’s "natural abilities" than to acknowledge the blood, sweat, and tears they’ve poured into honing their craft.
Confidence is an asset — until it’s not. One of the biggest blind spots in sales is letting success breed complacency.
"The minute you think you’ve got it all figured out," Steve warns, "you’ve already started falling behind."
The truth is, growth doesn’t stop when you hit your first big wins. It’s a continuous process, driven by humility and the hunger to improve.
This brings me to my next point. Sales isn’t about winging it or sticking to a script so rigid you sound like a robot. It’s about finding the right balance — a structure that guides you without limiting your ability to adapt in real time.
Frameworks give you that balance. They aren’t rigid rules. They’re tools to keep the conversation purposeful while leaving room for creativity and connection.
Ask yourself: What can I do better? What am I missing? That’s the mindset of a top performer. Every call, every pitch, every rejection is a chance to refine your skills and evolve. The moment you settle for “good enough,” you’ve lost your edge.
The debate between sticking to a script and free-flowing conversations has been around forever. But the truth is, it’s not an either/or choice.
Frameworks hit the sweet spot: they provide structure so you don’t lose focus, but they’re flexible enough to let you meet the unique needs of each client.
The key is preparation. Without some pre-thought strategies or go-to phrases, it’s easy to get stuck when the pressure’s on.
But a framework isn’t about memorizing every line — it’s about guiding the conversation, step by step. The goal is to ask questions that open up meaningful dialogue, like “What’s the biggest challenge you’re facing?” instead of “Does this work for you?”
Here’s how to structure a conversation that leads to results:
Start with Clear Expectations: Set the tone for the meeting and define the goals.
Uncover Real Motivations: Identify what the client needs, wants, and values.
Identify Decision-Makers and Deadlines: Make sure you know who’s involved and when they need to act.
Create Urgency: Show why now is the best time to move forward.
Negotiate with Purpose: Aim for agreements that work for everyone involved.
Clarify the Details: Review contracts so there’s no room for confusion.
Build Confidence: Address any lingering doubts before wrapping up.
To keep things on track, Steve’s team uses a detailed evaluation sheet that focuses on two critical areas:
Did the salesperson hit all the required checkpoints? These include setting clear expectations at the beginning of the call, uncovering the client’s real motivations and pain points, identifying decision-makers, and negotiating with confidence. Each part of the process helps the client get closer to making a decision, while making sure their needs are really listened to and taken care of.
Did they avoid the pitfalls we explicitly coach against? These are the sneaky habits that can derail even the most promising calls. For instance, did they ask open-ended questions to encourage meaningful dialogue, or did they fall back on close-ended questions that shut down conversation? Did they listen actively and respond to the client’s concerns, or did they miss important cues because they were too focused on their next move?
Going over calls afterward isn’t about blaming anyone or focusing on tiny mistakes. It’s about building a team where everyone takes responsibility and keeps getting better. By looking closely at each call, the team can see exactly what needs work.
For example, if a salesperson had trouble making the client feel like they needed to act quickly, they can practice better ways to explain why the timing matters or why it’s important to decide now.
Sales is a game of constant evolution. You can’t grow if you’re not willing to look back and ask, “What could I have done better?”
Every call is an opportunity to sharpen your skills. To elaborate on the point from the previous section, focus on the types of questions you ask. Open-ended questions like, “What’s holding you back?” or “How does this fit into your goals?” invite meaningful dialogue and reveal deeper insights.
Avoid close-ended questions that limit conversation to a simple yes or no, like “Does that make sense?” Instead, aim for questions that require thought and encourage clients to share more.
Honest behavior analysis is essential to identify and eliminate blind spots. Pay attention to habits like over-talking, failing to actively listen, or rushing through calls.
Think of your checklist as a game plan for the call. Start by figuring out what’s driving the client — what’s really behind their interest or decisions?
Once you’ve got that, dig a little deeper to uncover their pain points. What problems are they trying to solve, or what’s holding them back from making a move?
Before you wrap things up, make sure to clarify the next steps. Are you setting up a follow-up meeting, sending over some extra info, or finalizing the deal? Whatever it is, giving them a clear idea of what’s next keeps things professional and keeps the momentum alive.
To avoid this, after every call, review what worked, what didn’t, and what could be improved. Document specific behaviors to eliminate and set measurable goals for the next call.
For example, if you noticed you interrupted the client during the last conversation, make it a priority to pause and fully listen during the next one. If you struggled to create urgency, refine your phrasing to focus on the client’s timeline and goals.
To level up, embed feedback into your daily routine. Schedule regular call reviews with your team or manager to gain fresh perspectives. Use actionable strategies like role-playing to practice open-ended questioning and simulate challenging scenarios. Follow up on past goals to track progress, and celebrate wins to reinforce positive behaviors.
The difference between good and great isn’t just talent — it’s your willingness to learn, adjust, and try again. Treat every call as a chance to refine your skills, connect more authentically, and drive better outcomes.
The sales game is changing fast, and it’s not just about who’s got the best pitch anymore — it’s about how you blend tech with your people skills.
For the average person, this means that when it comes to smaller purchases — things under $1,000 — AI is already doing a lot of the heavy lifting behind the scenes. That could be things like answering basic questions, qualifying leads, or even handling parts of the negotiation.
Basically, AI tools are making these smaller sales smoother and faster by automating routine tasks that used to take up a lot of time for salespeople.
But this isn’t just about small stuff anymore. The technology is improving so quickly that soon, AI will be managing bigger deals too — maybe $2,000, $5,000, or more.
What that means for you is that sales jobs that focus mostly on routine or straightforward transactions might start to rely heavily on AI, leaving human reps to focus on more complex, high-touch interactions where a personal touch really matters.
So, if you’re in sales, it’s a heads-up to level up your skills and focus on what AI can’t easily replace — like understanding people, building real relationships, and adapting on the fly.
Here’s the thing, though: it’s not an either-or situation. The best sales teams will combine what tech does best — spotting patterns and staying consistent — with what only people can do: connect, empathize, and adapt.
Say you’re in the middle of a call, and a tool flags something like, “You’re asking too many yes-or-no questions. Try opening it up a bit.” Or maybe, “You’ve spent too long on surface-level stuff.
Get into what’s really bothering them.” That kind of nudge doesn’t take over your job — it makes you better at it.
But don’t fall into the trap of leaning too hard on the tech. Sales is still about people at its core.
Sure, tools can analyze data and suggest strategies, but they can’t read the tone of someone’s voice or build trust face-to-face.
That’s where emotional intelligence comes in — it’s the key to connecting on a deeper level and what separates the great from the good.
At the same time, relying too heavily on tech can lead to another common pitfall: neglecting personal outreach. While tools can help track performance, they’re no substitute for hands-on leadership and genuine connection with your team and clients.
Personally checking in helps keep everyone on the same page, tackle issues quickly, and confirm real progress instead of just relying on numbers. It also shows your team and clients that you care, building trust and stronger connections.
Building a strong team isn’t just about getting the right people on board — it’s about growing together, supporting each other, and making sure everyone has what they need to succeed.
Let’s talk about how to make it happen.
Mentorship really makes a huge difference. When you pair experienced team members with those who are just starting out, it creates a safe space where people can ask questions, learn, and feel supported.
It’s not just about teaching skills — it’s about helping people build confidence and form real connections. When someone knows they have a person who truly cares about their growth, they’re more likely to succeed.
To make mentorship work well, start by clearly explaining what mentors and mentees should do and what goals they’re aiming for, like learning new skills or getting comfortable with their role.
Match people up thoughtfully so their strengths and communication styles fit well together. Make sure they check in regularly to talk about progress and tackle any challenges.
Give mentors helpful tools like guides or training so they feel ready and confident. Encourage both sides to share honest feedback so the program keeps getting better. Celebrate wins, big or small, to show everyone how important mentorship is.
And use easy tools like Slack or Trello to keep communication simple and ongoing. When you put all this into action, mentorship becomes a powerful way to help your whole team grow stronger and succeed together.
Scaling a business isn’t only about increasing numbers; it’s about making sure your team has what they need to hit those goals.
That means investing in the right technology to make their work easier and faster, offering training to help them build new skills, and creating chances for the team to connect and work better together. When these basics are covered, everything flows more smoothly.
To put this into action, start by asking your team what tools or resources they feel are missing or could be improved. Next, look for technology or software that can save time or simplify tasks — this could be anything from project management apps to communication platforms.
Then, schedule regular training sessions or workshops that focus on developing key skills or introducing new tools. Don’t forget to create space for team-building activities, whether it’s casual check-ins, group brainstorming sessions, or informal social events.
Lastly, keep checking in regularly to see if any new challenges come up and adjust your support accordingly. When you focus on these steps, you’ll give your team the foundation they need to grow your business successfully.
No one gets it right 100% of the time, and that’s okay. When you create a culture of humility, your team feels safe admitting mistakes instead of hiding them. This openness makes it easier to learn and improve together.
To build this kind of culture, start by encouraging honest conversations about what didn’t go as planned. Celebrate lessons learned, not just successes, so people see mistakes as part of the growth process. Lead by example — share your own challenges and how you overcame them.
Pair humility with resilience. Teach your team to bounce back quickly from setbacks by focusing on solutions instead of blame. You can do this by offering support when things go wrong and helping everyone find ways to move forward.
Encourage your team to take smart risks by reminding them that failing is okay as long as they learn and improve. When people know they won’t be punished for honest effort, they’re more likely to try new ideas that can lead to big wins.
One big pitfall to avoid? Ignoring personal check-ins and skipping the step of verifying how your team is really doing. Regular one-on-one meetings or group chats help you stay connected and make sure everyone’s on the same page.
To make this happen, set a consistent schedule for one-on-ones with each team member. Keep these meetings focused on their progress, challenges, and any support they might need.
For group check-ins, create a space where people can share updates, ask questions, and collaborate openly.
Make it a habit to listen actively during these conversations. Ask open-ended questions to encourage honest feedback and be ready to address any concerns quickly.
This personal outreach can help you catch small problems before they turn into bigger issues.
Ready to put everything into practice?
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