Alright business buffs and Shark Tank fans get ready for some straight talk from Barbara Corcoran. The real estate queen and Shark Tank OG recently made a bold claim: she thinks she is the best boss out there! Seriously. Bold right? But before you roll your eyes hear her out. She actually has some pretty interesting ideas about leadership that might just make you rethink the whole boss-employee thing.
Forget Traditional Boss Moves: Barbara Corcoran's Leadership is All About Working For Your Employees (Seriously!)
So Barbara isn't shy about saying she is a fantastic boss. In a recent Instagram video she declared "I don't mean to brag but I am the best boss I've ever met by far. I don't think anyone could be a better boss than me." Confidence? Absolutely. But her reasoning is what's really interesting.
Her whole philosophy boils down to one simple but kinda radical principle: a good boss works for the people who work for them. Yep you heard that right. Barbara believes the boss's job is to make things better for the employees not the other way around. It is a flip on the usual power dynamic right?
Instead of being all about hierarchy and control Barbara focuses on what she can do to support her team. She wants to make their jobs easier more enjoyable and ultimately more fulfilling. Why? Because she knows when employees feel supported they perform better. It is a win-win situation for everyone.
From Seven Agents to a Real Estate Empire: Barbara's Boss Style Built a $70 Million Company (No Joke!)
Now Barbara isn't just talking the talk. She has decades of experience to back this up. She founded The Corcoran Group a massive real estate brokerage in New York City. She started super small with just seven agents way back in 1973. But guess what? By the time she sold it in 2001 for around $70 million The Corcoran Group had grown to about 700 brokers. That kind of growth does not happen by accident. Clearly her leadership style works.
And it's not just her real estate success. Barbara is a Shark Tank OG. She has been on the show for 16 seasons making over 650 deals. She is pulling in around $4.5 million a year from her investments including her Shark Tank wins. This woman knows business and she knows people. Her employee-first approach isn't just some touchy-feely idea it's a strategy that has paid off big time.
Boss Mode: Barbara's Action Plan for Supporting Her Team (It's Simpler Than You Think)
So how does Barbara put this "boss works for the employee" idea into practice? It's actually pretty straightforward. She asks her employees what they need and then she delivers. Sounds too simple? Maybe but it is effective.
Barbara actually asks her team what they want where they want to work and how she can make their jobs easier. Then she actually follows through. She gives them what they ask for and takes action to help them grow in their careers. She wants to remove obstacles and create opportunities for them to succeed.
She says she "showers her people with anything they need selflessly." While she says it's selfless she also admits it is smart business. As her employees get stronger and move up in their careers Barbara stays connected to them. That future bond becomes super valuable because it was built on her initial focus on serving her team. It is like she is building a network of loyal and successful people who remember who helped them along the way.
Raise Ready? Barbara Corcoran's No-Nonsense Advice for Salary Negotiation (Listen Up Employees!)
Barbara does not just give advice to bosses. She has some real talk for employees too especially when it comes to getting a raise. She shared some key strategies for negotiating your salary and figuring out where you stand at your job.
First up she says be proactive. Don't just wait for your boss to notice your amazing work. Schedule a meeting specifically to talk about your salary even if you do not expect a raise right away. Just making the request starts the conversation and shows you are serious about your career growth.
Preparation is key. Barbara advises employees to document everything. Write down your job responsibilities when you started and then list all the extra things you have taken on since then. Show your boss how you have grown and how your contributions have increased. Numbers and specifics are your friends here.
When you ask for a raise be direct and be specific. Barbara noticed that men tend to state the percentage increase they want while women are sometimes less direct. Don't be shy about asking for a specific amount or percentage. Know your worth and ask for it clearly.
What if you get a better offer somewhere else? Barbara says do not use it as a threat or ultimatum. Instead talk to your current boss openly. Say you have received another offer but you wanted to talk to them first. This approach is way more constructive than just demanding a raise or you will leave. It opens a door for a real conversation and allows your employer to respond positively. If you just use another offer as a weapon it might signal to your boss that you are already halfway out the door.
Are You Valued? Barbara's Litmus Test to See Where You Really Stand With Your Employer
How do you know if your employer truly values you? Barbara says pay attention to how they handle your raise request. Their response will tell you a lot.
If your boss is willing to talk about your future opportunities and increased pay that's a good sign. It means they see you as valuable and want to keep you around. They are invested in your growth and want to find a way to make things work. But if your employer is indifferent or does not seem interested in keeping you that might be a red flag. It could be a sign that they do not really appreciate your contributions and you might need to look at other options.
Barbara emphasizes that a manager's role is huge in your career growth. A good boss who prioritizes your success will create chances for you to advance. They will be your champion and help you reach your full potential. If you have that kind of boss treasure them. If you do not maybe it is time to find one who will.
Key Boss Moves from Barbara Corcoran: Leadership Lessons from a Shark Tank Legend
- Work for your employees: Flip the traditional boss dynamic and focus on supporting your team.
- Prioritize employee needs: Make their jobs easier more enjoyable and fulfilling.
- Listen and act: Ask employees what they need and take action to provide it.
- Invest in employee growth: Create opportunities for advancement and remove obstacles.
- Value genuine appreciation: Make employee appreciation a daily practice not just a yearly event.
- For employees: Be proactive in salary negotiations: Schedule meetings document your growth and be specific about your desired raise.
- For employees: Gauge employer value by their response to your raise request: Look for willingness to discuss your future and career growth.