How does a new Real Estate Agent find a good mentor?

A new real estate agent usually doesn’t need to find the most successful agent in town. They need to find someone who is successful at the specific business they want to build and willing to teach the actual day-to-day work.

Here’s a practical way to do it:

1. Decide what you want the mentor to teach you

Before approaching anyone, identify your biggest gaps. For example:

• Finding and converting leads
• Buyer consultations
• Listing presentations
• Negotiation
• Contracts and transaction management
• Open houses
• Prospecting and follow-up
• Building a referral business
• Working with investors
• Building a social-media presence

This matters because a great listing agent isn't necessarily the right mentor for someone who wants to specialize in first-time buyers.

2. Look inside your brokerage first

This is often the easiest place to start. Ask your broker or team leader:

“Which agents here are good at working with newer agents and would be willing to let me shadow them?” Don't just ask, “Who is the top producer?” Ask who is both productive and accessible.

NAR's current guidance emphasizes that effective mentorship works best when it includes practical experience—such as shadowing listing appointments, buyer consultations, inspections and open houses—rather than simply sitting through training.

3. Attend local real estate events

Go to:

• REALTOR® association events
• Continuing-education classes
• Broker caravans
• Open houses
• Networking events
• Industry breakfasts
• Local investment/real-estate groups

Instead of immediately asking someone to mentor you, get to know them first. Watch how they interact with people and listen to how they talk about their business.

Local associations and brokerage networks are specifically recommended as places for new agents to meet potential mentors.

4. Look for a mentor with a track record—not just a big social-media following

I'd investigate:

• How long have they been in the business?
• What type of transactions do they actually do?
• Do they work in the market you want to work in?
• Have they mentored other agents?
• Can you talk to former/current mentees?
• Are they willing to let you observe real transactions?
• Do they have time for you?

A person who closes 100 transactions but never answers your questions may be less useful than someone who closes 30 and is an excellent teacher.

5. Interview them before agreeing to anything

Treat it like a two-way interview.

Ask:

“How do you normally work with a new agent?” “How often would we meet?” “Would I be able to shadow you on appointments?” “What would you expect from me?” “What would you expect me to accomplish in my first 90 days?” “Have you mentored other agents? Can I speak with one of them?” That last question can be particularly revealing.

A structured mentorship should have a specific mentor, regular interaction and clear expectations rather than simply promising that a brokerage offers “support.”

6. Don't make the first conversation “Will you be my mentor?”

That's a big commitment for someone who barely knows you.

Instead, try:

“I've been following your business and I really like how you handle your clients. I'm a new agent and I'm trying to learn the business the right way. Would you be willing to let me buy you coffee and ask you a few questions about how you built your business?” Then show up prepared.

If the conversation goes well, you can later say:

“I'd really value learning from you. Would you be open to letting me shadow you occasionally and possibly developing a more formal mentor relationship?” That's much more natural.

7. Give the mentor a reason to say yes

This is overlooked.

Don't approach the relationship as:

“You have experience; please give me your time.”

Instead:

“I'm going to do the work. I want your experience to help me avoid unnecessary mistakes.”

Be willing to:

• Prepare before meetings
• Take notes
• Do research
• Help with open houses
• Follow up on assignments
• Report your results
• Respect their time
• Actually implement their advice

Mentorship is a relationship, not a free coaching subscription. REALTOR.com specifically recommends thinking about what you can contribute to the relationship as well as what you hope to receive.

8. Be cautious about paid “mentorship”

A paid coach isn't automatically bad. But understand the distinction.

A coach is often providing a structured service for a fee. A mentor is generally developing a longer-term professional relationship.

Before paying someone, determine exactly what you're receiving:

• One-on-one time?
• Transaction supervision?
• Role-playing?
• Lead-generation training?
• Scripts?
• Shadowing?
• Accountability?
• Actual access to their business?

Don't pay a large amount simply because someone calls themselves a “mentor.”

A simple strategy I'd use

If I were starting from zero, I'd make a list of 10 experienced agents whose businesses I respect.

Then I'd:

1. Follow their work for a few weeks.
2. Identify 3–4 who seem like good teachers.
3. Ask each for a short coffee/phone conversation.
4. Ask about their business and how they developed.
5. Ask whether they ever work with newer agents.
6. Offer to shadow/help where appropriate.
7. Start with a 30–60 day trial relationship rather than making a huge commitment.
8. Evaluate whether I'm actually learning and getting hands-on experience.

The goal isn't simply to find someone who will tell you what to do. It's to find someone who will let you watch, practice, make mistakes safely, and gradually handle real business yourself. That's the type of hands-on mentorship NAR's recent guidance emphasizes.

If you tell me what market you're in and whether you're with a brokerage/team already, I can also give you a very specific strategy for finding 5–10 potential mentors and approaching them.

“Have you mentored other agents? Can I speak with one of them?” That last question can be particularly revealing.

A structured mentorship should have a specific mentor, regular interaction and clear expectations rather than simply promising that a brokerage offers “support.”

6. Don't make the first conversation “Will you be my mentor?”

That's a big commitment for someone who barely knows you.

Instead, try:

“I've been following your business and I really like how you handle your clients. I'm a new agent and I'm trying to learn the business the right way. Would you be willing to let me buy you coffee and ask you a few questions about how you built your business?” Then show up prepared.

If the conversation goes well, you can later say:

“I'd really value learning from you. Would you be open to letting me shadow you occasionally and possibly developing a more formal mentor relationship?” That's much more natural.

7. Give the mentor a reason to say yes

This is overlooked.

Don't approach the relationship as:

“You have experience; please give me your time.”

Instead:

“I'm going to do the work. I want your experience to help me avoid unnecessary mistakes.”

Be willing to:

• Prepare before meetings
• Take notes
• Do research
• Help with open houses
• Follow up on assignments
• Report your results
• Respect their time
• Actually implement their advice

Mentorship is a relationship, not a free coaching subscription. REALTOR.com specifically recommends thinking about what you can contribute to the relationship as well as what you hope to receive.

8. Be cautious about paid “mentorship”

A paid coach isn't automatically bad. But understand the distinction.

Finding a good mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in real estate school and the chaotic, high-stakes reality of closing deals.

Here is a step-by-step guide to finding and securing a great real estate mentor:

1. Leverage your brokerage first
   • Many brokerages—especially large national franchises—have formal mentorship programs built right in. Ask your managing broker or team leader if they pair new agents with experienced producers. Even if they don't have an official program, a brokerage is the easiest place to observe who is active, ethical, and willing to teach.
2. Attend local networking events
   • Go to local real estate board meetings, title company open houses, and industry mixers. Don't walk in looking to aggressively pitch yourself as a mentee; instead, ask experienced agents about their business, what market shifts they are noticing, and how they handle specific challenges. Real agents love talking about their successes (and battle scars).
3. Look for alignment in values and specialization
   • A high-volume luxury condo agent in the city might not be the best mentor if your goal is to sell suburban horse properties or fix-and-flips. Look for someone whose business model, communication style, and work ethic you genuinely admire and want to emulate.
4. Offer value in return
   • Mentorship shouldn't be a one-way street of free labor or time-sucking questions. Ask established agents if you can shadow them at open houses, host an open house for one of their listings, help install signposts, or assist with their social media/marketing in exchange for shadowing them through a transaction.
5. Conduct "informational interviews"
   • Reach out to agents you respect via text, email, or social media. Ask for 15 minutes of their time for coffee or a quick Zoom call to pick their brain. If the chemistry is good and they are generous with their insights, you can naturally transition that relationship into a formal or informal mentorship down the road.
6. Consider a team structure
   • Joining an established real estate team is often the ultimate form of mentorship. While you may split commissions more heavily on your first few deals, the trade-off is receiving active lead generation, contract oversight, and direct hands-on training from a lead agent whose financial success depends on yours.

If you'd like, let me know:

• Have you already chosen a brokerage , or are you still shopping around?
• Are you planning to go independent or join a team?

I can give you more tailored advice on how to approach agents or structure that relationship.

A new real estate agent should look for a mentor who is actively doing the business you want to build—not simply someone with a big production number.

Mentorship can dramatically shorten the learning curve, but the right mentor matters more than simply having a mentor. Current guidance from NAR, Florida Realtors, and Realtor.com emphasizes hands-on learning, clear expectations, and finding someone whose experience matches your goals.

1. Start with your brokerage

This is usually the easiest place to look.

Ask your broker or team leader:

“Which agents here are known for being good teachers and actually work with newer agents?” Don't just ask, “Who is the top producer?” A top producer may be too busy to teach.

You want someone who:

• Has consistent production.
• Knows contracts, negotiations, inspections, and closings extremely well.
• Is willing to let you shadow real appointments and transactions.
• Communicates well.
• Has successfully helped other newer agents.
• Has enough time to actually mentor you.

NAR's current guidance specifically emphasizes that real estate is learned by doing—shadowing buyer consultations, listing appointments, inspections, open houses, and other real-world activities.

2. Look for a mentor who matches your goals

Don't choose someone simply because they're successful.

For example, if you want to become a strong listing agent, find someone who is excellent at listings.

If you want to work with first-time buyers, find someone who does a lot of that business.

If you want to build a sphere/referral-based business, find someone who has actually built one.

Ideally, your mentor is already doing the type of business you want to be doing 2–5 years from now.

3. Go where experienced agents gather

Florida Realtors recommends networking through brokerage training, local investor meetups, association events, committees and volunteer activities.

So don't just sit in the office waiting for someone to notice you.

Attend:

• Local REALTOR® association events
• Broker training
• Open houses
• Industry networking events
• Investment/property events
• Continuing-education classes
• Brokerage meetings
• Community/business networking groups

Pay attention to who other agents respect. That's often more revealing than someone's Instagram presence.

4. Interview the mentor—not the other way around

This is important.

Before committing, have a conversation and ask:

• “How do you normally work with a new agent?”
• “How often would we meet?”
• “Would I be able to shadow you?”
• “Could I sit in on buyer and listing appointments?”
• “Would you review contracts with me?”
• “How do you handle questions when you're busy?”
• “Have you mentored other agents?”
• “What would you expect from me?”
• “Is there any fee or commission arrangement?”

A good mentorship should have specific expectations and accountability, rather than simply being an experienced agent you occasionally text when you're stuck.

5. Don't be afraid to approach someone directly

You don't need to say:

“Will you be my mentor?” That can sound like you're asking them to take on a major obligation.

Instead, start with something smaller:

“I've been watching how you handle your business, and I'd really like to learn from you. Would you be willing to let me shadow you on a buyer consultation or transaction sometime? I'm serious about building this career, and I'll make sure I respect your time.” If the relationship develops naturally, mentorship can follow.

6. Give the mentor a reason to want you

This is where many new agents miss the opportunity.

A mentor doesn't need another person who constantly says, “Can you help me?”

Become the person who is easy to help.

Offer to:

• Help with an open house.
• Prepare materials.
• Research properties.
• Help with social media.
• Assist with event setup.
• Preview homes.
• Follow up with leads when appropriate.
• Take notes during training.
• Do the work your mentor doesn't have time to do.

Mentorship is a two-way relationship. Florida Realtors specifically points out that mentees can contribute through assistance, introductions, referrals, support, and appreciation.

7. Watch for red flags

I'd be cautious if a prospective mentor:

• Is constantly unavailable.
• Doesn't actually produce business.
• Can't explain why they do things.
• Teaches shortcuts that seem ethically questionable.
• Won't let you observe real transactions.
• Wants substantial money before explaining exactly what you're getting.
• Talks mostly about recruiting you rather than teaching you.
• Has a history of unhappy former mentees.
• Makes you dependent on them instead of teaching you to become independent.

A mentor's job isn't to create a permanent dependency. The goal is to make you competent enough that you eventually don't need them.

A simple strategy I'd recommend

For a brand-new agent, I'd do this:

Week 1: Identify 10 experienced agents you admire.

Week 2: Have conversations with 5 of them.

Week 3: Shadow 2–3 agents if possible.

Week 4: Choose the person whose teaching style, business model, ethics, availability, and personality fit you best.

Then establish a simple 90-day plan with them.

For example:

Days 1–30: contracts, MLS, buyer consultations, showings, open houses Days 31–60: lead generation, follow-up, offers, inspections Days 61–90: negotiations, pipeline management, first closings

That kind of structure is much more valuable than simply having someone you can call when you're confused.

One more thing if you're in Florida

There are currently formal mentorship options available through some Florida brokerages, including programs designed around hands-on transaction support. For example, Real's Florida program lists mentorship as one of its recommended onboarding paths for new agents, and other Florida brokerages offer structured mentor programs as well.

If you're a brand-new agent, I'd actually compare 3 paths before choosing a brokerage:

1. Independent + mentor
2. Join a productive team
3. Brokerage with a formal mentorship program

The best choice depends heavily on your market, commission structure, and how much hands-on support you need.

If you tell me what city/state you're getting licensed in and whether you're joining a brokerage already, I can help you develop a specific strategy for finding and approaching 5–10 potential mentors.

Week 3: Shadow 2–3 agents if possible.

Week 4: Choose the person whose teaching style, business model, ethics, availability, and personality fit you best.

Then establish a simple 90-day plan with them.

For example:

Days 1–30: contracts, MLS, buyer consultations, showings, open houses Days 31–60: lead generation, follow-up, offers, inspections Days 61–90: negotiations, pipeline management, first closings

That kind of structure is much more valuable than simply having someone you can call when you're confused.

One more thing if you're in Florida

There are currently formal mentorship options available through some Florida brokerages, including programs designed around hands-on transaction support. For example, Real's Florida program lists mentorship as one of its recommended onboarding paths for new agents, and other Florida brokerages offer structured mentor programs as well.

Finding a great mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in real estate school and the chaotic, high-stakes reality of the field.

Here is a step-by-step approach to finding and securing a valuable mentor:

1. Leverage your brokerage first

• In-house programs: Many brokerages have formal mentorship or coaching programs built in. Ask your managing broker or team leader what options are available before looking externally.
• Top producers: Look at the office leaderboard. Approach agents who align with your values, are consistently closing deals, and seem to have a balanced business model.

1. Attend local networking events

• Industry mixers: Go to local real estate association meetings, Title company open houses, and young professional networking events.
• Observation: Notice who people gravitate toward in your local market. The most respected agents are often generous with their knowledge.

1. Use digital networking and communities

• Local Facebook and LinkedIn groups: Join groups for real estate professionals in your specific city or region to see who is active, helpful, and answering questions thoughtfully.
• National platforms: Participate in communities like the BiggerPockets Forums to connect with experienced investors and agents who enjoy teaching newcomers.

1. Lead with value and respect their time

• Don't just ask "Will you be my mentor?": Busy agents are protective of their time. Instead, ask for a 15-minute coffee or a quick phone call to pick their brain.
• Offer reciprocity: Even as a newbie, you can offer to host an open house for them, put out their signs, or help with administrative tasks in exchange for shadowing them on a listing appointment.

1. Vet potential mentors carefully

• Track record vs. current practice: Make sure they are actively selling in today's market, not just coasting on a reputation from ten years ago.
• Teaching style: A high producer isn't automatically a good teacher. Look for someone patient, transparent about their mistakes, and willing to let you make structured mistakes under supervision.

Would you like me to share a cold-outreach script you can use to approach a top producer, or would you prefer tips on what questions to ask during your first meeting with a potential mentor?

Finding a good mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in licensing school and the chaotic, high-stakes reality of closing deals.

Here is a step-by-step roadmap to finding, vetting, and securing a mentor who will actually help you succeed:

1. Leverage Your Brokerage First

Most modern brokerages have structured mentorship or onboarding programs, but they aren't all created equal.

• Ask for options: If your brokerage assigns a mentor, interview them just as hard as they interview you. If you don't click, request a switch.
• Look for top producers with bandwidth: The absolute #1 agent in the office might be too busy to answer your calls at 8:00 PM on a Saturday. Look for agents who are consistently closing a steady, high volume (top 20% to 40% in the office) but aren't drowning in multi-state expansion teams.
• Check out coaching platforms: If your brokerage falls short, look into external industry coaching programs or check resources like the National Association of Realtors (NAR) for networking and educational pathways.

2. Attend Local Industry Events

Mentors rarely post "Seeking Mentee" ads on Craigslist. You have to go where active agents congregate.

• Office meetings and board events: Show up to local board of REALTORS® meetings, charity drives, and CE (Continuing Education) classes in person.
• Title company mixers: Title reps and mortgage brokers know everyone in the local market. They know who the ethical, high-producing, patient agents are—and they love connecting new agents because they want future business. Ask a friendly title rep for a recommendation.

3. Use the "Reverse Interview" Approach

When you identify a potential mentor, approach them with respect for their time and a clear value proposition. Don't just say, "Will you be my mentor?" (which sounds like free labor or endless hand-holding).

• Lead with curiosity: Ask for a 15-minute coffee meeting to pick their brain about a specific local market trend or how they handle a certain contract contingency.
• Offer reverse value: Can you offer to host an open house for them? Put out their signs? Handle floor time or administrative tasks in exchange for shadowing them on a listing presentation?
• Be clear about your commitment: Show them you are full-time or fiercely dedicated, have a marketing budget, and aren't going to quit after three tough weeks. Top producers want to invest in people who are actually going to stick around.

4. Vet Them for the Right Traits

A great closer is not automatically a great teacher. Make sure your potential mentor possesses these qualities:

• Patience and communication: Do they explain why they do things, or do they just bark orders?
• Aligned values: Ensure their philosophy on client care and ethics matches yours. You don't want to learn bad, high-pressure habits that ruin your reputation before you start.
• Modern adaptability: Real estate moves fast. Make sure your mentor embraces technology, digital marketing, and modern CRM systems rather than just telling you to cold-call expired listings from 2004 (unless that's your specific niche).

If you'd like, I can:

• Provide a list of questions to ask during a mentor interview
• Help you draft a cold outreach message to a top producer
• Share tips on how to structure a split/compensation agreement if they mentor you

A new real estate agent usually finds a good mentor by looking for someone whose business they want to build—not just someone who is successful. The right mentor can shorten the learning curve by helping with prospecting, contracts, negotiations, client management, and the realities of running a business.

1. Start inside your brokerage

Your brokerage is often the best first place to look.

Look for agents who:

• Close a consistent number of transactions each year
• Work in the market or niche you want to enter
• Are respected by other agents and clients
• Actually enjoy teaching

Ask your broker:

• “Who are the strongest agents here who are willing to teach?”
• “Do we have a mentorship or shadowing program?”
• “Can I sit in on buyer consultations, listing appointments, inspections, or open houses?”

Hands-on observation is often more valuable than classroom training alone.

2. Don’t just pick the top producer

A high-volume agent is not automatically a good mentor.

A good mentor usually:

• Explains why they do things, not just what they do
• Has patience with beginners
• Gives honest feedback
• Has systems you can learn from
• Treats clients and other professionals well

Someone closing 100 deals a year but too busy to answer questions may be less helpful than someone closing 30–50 deals who genuinely invests in developing others.

3. Network where experienced agents gather

Places to meet potential mentors:

• Local Realtor association events
• Brokerage training sessions
• Real estate investment groups
• Community events
• Industry conferences
• Social media (especially agents who share useful education, not just sales posts)

Professional organizations and networking groups can be good places to build relationships with experienced agents.

4. Approach them the right way

Avoid saying:

“Will you be my mentor?” That can feel like a big commitment to someone who does not know you yet.

Instead, start smaller:

“I’ve been following your work and I really admire how you handle your business. I’m a new agent and I’d appreciate 15 minutes to ask you a few questions about how you built your career.” Then:

• Show up prepared
• Ask thoughtful questions
• Take action on their advice
• Follow up with results

Successful mentors usually want to help people who demonstrate effort and follow-through.

5. Bring something to the relationship

Mentorship should not feel like taking.

A new agent can offer:

• Help with open houses
• Social media assistance
• Video/photo skills
• Research
• Administrative help
• Energy and willingness to learn

The best mentor relationships are mutually beneficial.

6. Ask these questions before choosing a mentor

Before committing, ask:

• How many years have you been in real estate?
• What type of clients do you mainly serve?
• What would you do differently if you were starting today?
• How do you generate business?
• What skills do you think new agents underestimate?
• Have you mentored anyone before?

A simple 30-day mentor search plan

Week 1: Identify 10 agents you respect in your market. Week 2: Meet or message 5 of them. Week 3: Shadow at least one agent during real activities. Week 4: Choose someone whose teaching style and values fit you.

The goal is not to find the most famous agent—it is to find someone whose daily habits, ethics, and business model match the kind of agent you want to become.

A new real estate agent should look for a mentor very differently than they’d look for a teacher. You don't primarily need someone who can explain real estate—you need someone who will let you watch, practice, make mistakes safely, and learn how they actually run their business.

Recent NAR guidance makes the same point: effective mentorship is hands-on, with things like shadowing appointments, inspections, buyer consultations, open houses, role-playing, and regular accountability.

1. Start with the brokerage, but don't automatically choose the top producer

Ask your broker/manager:

• "Which agents here are genuinely good at developing new agents?"
• "Who is willing to let me shadow them?"
• "Who has successfully mentored agents who are now producing?"
• "Can I speak with two or three of those agents before choosing a team?"

A mentor doesn't necessarily need to be the #1 agent in the office. A great producer who can't or won't teach you may be worse than a very good producer who loves developing people.

If you're in California, there's an additional consideration: salespersons conducting licensed activities must operate under the supervision of a licensed broker, so make sure you understand who is actually responsible for your supervision versus who is simply acting as an informal mentor.

2. Look for someone whose business you want to build

Don't just ask, "Is this person successful?"

Ask:

"Do I want a business that looks like theirs?" For example, if you want to become a listing agent, a mentor who primarily works referrals from past clients may teach you something different from a high-volume investor specialist.

Look for someone who is:

• Successful in your market
• Ethical and respected
• Consistent—not just having one spectacular year
• Good at communicating
• Willing to explain why they do things
• Still actively selling
• Comfortable letting you observe real transactions
• Producing in an area/niche you want to pursue

And ask about their previous mentees. What happened to the agents they trained? That's often more revealing than the mentor's own production numbers. Realtor.com similarly recommends evaluating a potential mentor's experience, transactions, niche expertise, and history of mentoring others.

3. Don't ask, "Will you be my mentor?" right away

That's a big commitment for someone who barely knows you.

Instead, approach 5–10 agents you admire and ask for 20 minutes of their time.

Something like:

"I'm a new agent and I've been studying how successful agents in our market built their businesses. I really respect what you've built. Would you be willing to grab coffee with me sometime? I'd love to ask you a few questions about how you got started." That's much easier for an experienced agent to say yes to.

Then show up prepared.

Ask:

• "What would you do differently if you were starting over today?"
• "What skills should I become excellent at first?"
• "What activities actually produced your first 10 clients?"
• "What mistakes do you see new agents making?"
• "What do you think separates agents who make it from those who quit?"
• "If you were starting over with no database, how would you spend your first 90 days?"

If the conversation goes well, then ask:

"Would you be open to letting me shadow you occasionally? I'm happy to help however I can." That can naturally evolve into a mentorship.

4. Offer something in return

This is where many new agents get it wrong.

Don't approach an experienced agent with:

"Teach me everything you know."

Approach them with:

"How can I make your life easier while I learn?"

You might offer to:

• Help prepare an open house
• Create social media content
• Organize their CRM/database
• Help with market research
• Put together property packets
• Assist with open-house setup
• Photograph/video properties if that's a skill you have
• Help with administrative tasks
• Host an open house alongside them

You're essentially saying:

"I'll bring effort; you bring experience."

That's a much more attractive proposition.

5. Test the relationship before making it formal

I'd recommend a 30-day trial mentorship rather than immediately committing to six months.

For example:

Every week

• 30-minute mentor meeting
• One role-play
• One real-world shadowing opportunity
• Review your prospecting numbers
• Identify one skill to improve

At the end of 30 days, ask:

• Am I learning?
• Is this person accessible?
• Do they give honest feedback?
• Am I actually implementing what they're teaching?
• Do our personalities work together?
• Is this relationship helping me generate business?

NAR's mentorship guidance emphasizes clear expectations, goals, communication, commitments, and feedback rather than simply attaching a new agent to an experienced one.

6. Watch out for the "mentor" who is really just recruiting you

This is especially important.

Some teams/brokerages use the word "mentorship" when what they really mean is:

"Join my team, give me part of your commission, and we'll give you leads/training." That isn't necessarily bad—it can be a very good arrangement—but understand what you're actually getting.

Before joining, ask:

• How is the mentor compensated?
• What percentage of my commission goes to the team?
• Who owns the leads?
• Can I work my own sphere?
• What training is actually provided?
• How often will I get one-on-one coaching?
• Will I be able to attend actual appointments?
• What happens when I close a transaction?
• Are there transaction/desk/marketing fees?
• What happens if I leave the team?

A paid team arrangement can be worthwhile. Just don't confuse a business relationship with mentorship.

7. Your best mentor may actually be 3 people

This is one of the most useful ideas from recent NAR guidance: don't assume one person has to teach you everything. Different agents can be excellent at different parts of the business.

I'd actually build a small "personal advisory board":

• Agent #1: Prospecting & lead generation
• Agent #2: Contracts, negotiations & transactions
• Agent #3: Listings, marketing & personal branding

You can learn different strengths from each without expecting one person to be your real-estate guru.

The simplest strategy

If I were a brand-new agent, I'd do this:

Week 1: Identify 10 successful local agents whose businesses I admire.

Week 2: Contact all 10 and ask for a short coffee/phone conversation.

Week 3: Meet with 3–5 of them and ask the questions above.

Week 4: Pick the person I connect with best and ask to shadow them.

Then I'd become the most useful new agent they've ever worked with.

That's how you turn:

"Can I ask you a few questions?" into:

"You know what? I'd be happy to mentor you." And that's generally much more powerful than simply being assigned a mentor by a brokerage. Recent NAR guidance specifically notes that simply assigning a mentor isn't enough; the relationship needs structure, accountability, and hands-on learning.

If you tell me what market you're in, whether you're with a brokerage/team already, and whether you're brand-new or already licensed, I can also give you a specific 30-day plan for finding and approaching 10 potential mentors.

"Can I ask you a few questions?" into:

"You know what? I'd be happy to mentor you." And that's generally much more powerful than simply being assigned a mentor by a brokerage. Recent NAR guidance specifically notes that simply assigning a mentor isn't enough; the relationship needs structure, accountability, and hands-on learning.

A new real estate agent finds a good mentor by looking for active, top-producing agents within their own brokerage or local real estate investor associations, and offering value or assistance rather than asking for a formal favor.

Watch this breakdown on practical ways to identify and approach industry mentors:

1m Finding a Real Estate Mentor 1 year ago YouTube · Calgary Real Estate Investor Hub

Where to Look for a Mentor

• Inside Your Brokerage: Many brokerages have formal mentorship programs, but self-selecting an active top producer who aligns with your niche yields better results than taking a randomly assigned match.
• Local Networking Events: Attend meetings hosted by local Real Estate Investor Associations (REIAs) or chamber of commerce mixers to meet seasoned professionals who are currently active in the market.
• Open Houses: Visit open houses hosted by successful agents in your target farm area, introduce yourself as a new agent, and ask intelligent questions about their local market.

Steps to Secure and Build the Relationship

1. Identify your goals: Determine whether you want to focus on residential listings, luxury properties, or commercial real estate so you target the right producer.
2. Offer value first: Reach out by offering to host an open house for them, put up their signs, or assist with administrative overflow in exchange for guidance.
3. Ask for micro-advice: Instead of asking "Will you be my mentor?", ask for their specific advice on a single, distinct contract or unique market scenario.
4. Follow through: Take action immediately on the advice they give you and report back on the results; mentors invest in agents who actually implement what they teach.
5. Beware of paid schemes: Avoid expensive, high-fee external "gurus" or paid mentorship programs that promise quick shortcuts without real-world production backing.

If you'd like, tell me:

• What specific niche or market you plan to focus on (residential, commercial, rentals)
• Whether your current brokerage offers an in-house program

I can help you draft an introductory message to approach potential mentors.

A new real estate agent can find a good mentor by looking within their own brokerage, networking at local industry events, and organically building relationships with experienced professionals rather than buying into expensive external "guru" programs.

Watch this video for insights on selecting a great real estate mentor and avoiding common pitfalls:

2m Do I need a Real Estate Mentor? How to select a GREAT Mentor.1 year ago YouTube · Kenton Knows

Finding the right guidance is vital to surviving the challenging first years in the industry. Use these key steps to locate and secure a valuable mentor:

Where to Look for a Mentor

• Your Current Brokerage: Ask your managing broker if an official agent-matching or mentorship program is already in place.
• Local Industry Events: Attend local Real Estate Investors Association (REIA) meetings, chamber of commerce mixers, and local board of realtor roundtables.
• Adjacent Professionals: Build relationships with trusted local lenders, home inspectors, or title reps who work with top-producing agents daily and can make warm introductions.

Steps to Build a Mentorship Relationship

If you'd like, let me know:

• Your specific niche (residential, commercial, luxury, or investing)
• Whether you have joined a brokerage yet

I can give you more tailored advice on how to approach agents in your exact market.

A new real estate agent usually finds a good mentor by looking for someone whose business model they want to copy, building a relationship first, and showing they are willing to work hard. The best mentor is not always the biggest producer in town—it is someone who is successful, ethical, available, and willing to teach.

1. Start inside your brokerage

Your brokerage is often the easiest place to find a mentor because you already share systems, tools, and compliance resources.

Look for an agent who:

• Closes consistent business (not just someone with a flashy social media presence)
• Works in the market or niche you want to enter
• Communicates well with clients
• Handles problems professionally
• Has helped newer agents before

Ask your broker:

“Who are two or three agents here that you believe are excellent examples of how to build a long-term real estate career?” Many brokerages have formal mentoring or training programs, but a strong informal relationship can work just as well.

2. Look for agents you admire—not just famous agents

Study local agents:

• Attend open houses
• Follow their listings
• Watch how they market homes
• Notice how they communicate with clients

Then reach out. A simple message works:

“I’m a newer agent and I really respect how you handle your business. I’d love to buy you coffee sometime and learn more about how you built your career.” Don’t immediately ask, “Will you be my mentor?” Build rapport first.

3. Attend places where experienced agents gather

Good mentors are often found through:

• Local Realtor association events
• Continuing education classes
• Industry networking events
• Real estate investment groups
• Brokerage meetings
• Community involvement

Networking works best when you focus on relationships rather than asking for favors immediately.

4. Choose a mentor based on your goals

Different mentors teach different things:

• Want more listings? Find a strong listing agent.
• Want to work with buyers? Find someone who runs efficient buyer consultations.
• Want luxury real estate? Find someone already serving that market.
• Want investment clients? Find an agent who understands investors.
• Want a sustainable career? Find someone with years of consistent production.

A mentor who is great at one thing may not be the right fit for your goals.

5. Make yourself valuable to the mentor

Experienced agents are busy. Give them a reason to invest time in you.

You can offer:

• Help with open houses
• Social media assistance
• Research on neighborhoods
• Administrative help
• Technology skills
• Reliability and follow-through

A good mentee is someone who listens, takes action, and comes back with results—not just questions.

6. Ask for a small commitment first

Instead of asking for a year-long mentorship, try:

“Would you be open to meeting once a month for the next three months? I’d come prepared with questions and updates on what I’m working on.” This makes it easier for someone to say yes.

7. Watch for red flags

Be cautious with mentors who:

• Only talk about recruiting agents
• Promise overnight success
• Have poor client reviews
• Are too busy to ever interact with you
• Teach shortcuts instead of fundamentals
• Pressure you into spending money on their programs

A good mentor helps you become independent, not dependent.

A practical first step: make a list of 10 local agents you respect, rank them by the qualities you want to develop, and personally reach out to the top three. A thoughtful message to the right person often works better than waiting for someone to volunteer.