The world is moving fast. 

Centralization. AI. New tech popping up overnight. And the multifamily industry? We're right in the thick of it. As I've worked with companies in different stages of tech adoption, some folks are strolling around like everything's sunshine and rainbows. Others are silently panicking, wondering if they'll survive the next shake-up.

And the people on your team? They're likely feeling it too. 

I know many industry leaders don't like to admit it-but people ARE scared of being replaced. They're wondering if it's their job that will move to a central location. Some of them are just feeling overwhelmed by it all. 

I remember reading an anonymous social media post by an industry professional and her post was simply, "Have you thought of just leaving? No two weeks notice. Like, just walking out the door and never coming back? Because I do all the time, now." 

I've asked that question countless times to thousands of industry associates-in one of my trainings or keynotes-and I'd say a majority of people have raised their hand. 

Overwhelm is increasing. Resentment is festering. And anxiety is lingering. It can feel like (to many) that showing up on Monday is both a survival test, and a step of faith. 

What People Need From Leaders

I share all of this to you-not to knock proptech, or to bemoan the changes happening in the industry today- but to daylight what is happening all around the industry right now, so that we can face it head on, with honesty, and hope. 

We all know that AI, centralization, and all the shiny new tools aren't going away, and that's for a reason. When implemented and utilized well (caveat alert) they are wonderful tools. But to overlook that for many those "wonderful" tools aren't so wonderful to them, or they don't feel wonderful, would be naive and shortsighted, and not very human. 

I remember chatting with one leader who told me that the changes her company made were stressing her out. They eliminated a position at her community, and it resulted in more work (in some ways), and lots of confusion for many, she felt like they were always behind with their CRM, her people were complaining about the new things, and they had the same fears she did. 

I simply said something like, "Lead honestly. Admit what you don't know, acknowledge their fears and worries, and show up anyway." 

That's it. Simple. Effective. Honest.

When you lead honestly, you take the pressure off pretending, and you give your people permission to do the same. One of the huge mistakes leaders make when uncertainty swirls is they try to be slick or overly hype-y or just try to sound like a 90's "Successories" poster. (Remember those??) But when you do that, everyone stays stuck in the uncertainty. 

So, instead of denying it, admit the uncertainty. Validate it. Show empathy. 

This is what creates safety, trust and connection. And the leaders that do this-create an environment where everyone feels safe-I find that they do more than survive, complain, and moan .... they start to move forward together, finding how how to make the way things work, work for them in this new era. 

How do I know this works? I've helped many teams do this. I have first hand knowledge. Yes, that sounds like a plug. I didn't mean it to be. (Well, maybe a little.)

One More Thing

People are tired of the inauthentic corporate "spin". They are. And they can spot it a mile away. And it makes them roll their eyes faster than an irritated teenager. 

So, just be a human with the people you lead...and watch what happens. 

-Rommel