Building a Legacy: How Family-Centered Leadership Creates Sustainable Mortgage Businesses

In the mortgage industry, we often talk about building businesses that can withstand market fluctuations, regulatory changes, and economic uncertainty. But what about building a business that transcends generations? As someone who's spent over two decades in the mortgage world—15 of those years running my own company—I've discovered that the most resilient business model isn't just about systems and processes. It's about people, specifically family, and creating what I call "Growing for the Generations."

The Power of Family-Centered Business Leadership

When I started CMS Mortgage Solutions 15 years ago, I wasn't just opening a business—I was creating a legacy. Today, my son helps run operations, my daughter handles accounting, my sister assists with administrative tasks, and even my mother contributes by running errands when needed. This family integration isn't accidental; it's strategic.

The mortgage industry can be notoriously volatile, but family-centered businesses have unique advantages:

• Built-in loyalty and commitment that transcends typical employer-employee relationships

• Shared vision and values that create consistency in client experiences

• Long-term planning horizons that prioritize sustainability over quick profits

• Authentic work culture that naturally extends to non-family team members

This approach doesn't mean sacrificing professionalism or growth. In fact, I've found the opposite to be true. When your family's name and future are tied to your business decisions, you tend to make choices that support sustainable, responsible growth.

Creating a "Home Away From Home" Work Environment

One of the proudest achievements in my business journey was purchasing a property to create a literal "home" for our mortgage operations. As I shared in my recent feature in Vision Magazine:

"I'm proud of the home we built here. We're in a condo office community and everything we need is here, including the kitchen sink. When COVID hit, staff were disappointed they had to work from home. They get the same pleasures working here they get at home. We like to make their work experience feel more like home than corporate offices."

This physical manifestation of our family values creates an environment where:

1. Team members feel valued and comfortable

2. Clients experience the warmth and authenticity that set us apart

3. Work-life integration becomes natural rather than forced

4. Productivity increases through genuine workplace satisfaction

For mortgage professionals looking to create this kind of environment, remember that it's not about fancy amenities—it's about creating a space that reflects your values and makes people feel they belong.

The "Growing for the Generations" Philosophy

The term "Growing for the Generations" has become a cornerstone of my business philosophy. It represents my commitment to ensuring that my family can succeed with or without my presence. This approach has several key components:

1. Equipping Family Members with Industry Skills

Rather than simply handing over positions to family members, I've insisted on proper training and development. My son didn't just join the company—he learned the business from the ground up and now runs operations while also having launched his own title company. My daughter has developed specialized accounting expertise specific to the mortgage industry.

2. Embracing Diverse Strengths and Preferences

Not everyone in my family has entrepreneurial aspirations, and that's okay. As I've learned:

"My family has grown up together. I'm not saying I taught them; life has taught us and we've learned to work together as a team. Having my family in my business reinforces every day my personal goal to make sure my family succeeds."

Some family members prefer the stability of defined roles while others thrive on leadership challenges. A successful family business recognizes and leverages these differences rather than forcing everyone into the same mold.

3. Creating Opportunities for Non-Family Team Members

My vision includes ensuring all staff members have the tools to grow within CMS or use their time with us as a stepping stone in their careers:

"I am not afraid of somebody coming on board with me for a year or two years or three years and becoming more successful than me. I opened CMS because I wanted more affordable options for my clients and the freedom to create options for myself, my family, and my community."

This generosity of spirit creates a culture where everyone feels invested in the company's success.

Overcoming Industry Challenges as a Woman-Owned Mortgage Business

As a sole owner of a woman-operated mortgage business since its inception, I've faced my share of challenges in gaining respect in a male-dominated industry. Early in my career, I discovered what I call the "respect card" when I mentioned being a grandmother at a networking event:

"Immediately, I found my respect card punched full, and that respect card came from one word, which had nothing to do with mortgages. Grandmother."

Today, while the landscape has improved for women in the mortgage industry, challenges remain:

"In the past ten years as we've revived the mortgage industry; it's become easier for women. Even so, it's still 85 percent men leading our industry. Women do have a bigger voice at the table and we are not afraid to speak up."

For women mortgage professionals looking to build their own businesses, I recommend:

• Finding mentors who understand the unique challenges women face in this industry

• Building a personal brand based on expertise rather than gender

• Creating strong professional networks both within and outside the industry

• Leveraging your unique perspective as a competitive advantage

Through my business coaching programs, I help women mortgage professionals navigate these challenges and develop strategies for success in a male-dominated field.

Team-Building Strategies for Mortgage Business Leaders

One of my core leadership principles is "delegate, don't dictate." This approach has been instrumental in building a cohesive team that delivers exceptional client service. Here's how I implement this philosophy:

The Dual-Role Approach

Everyone on my team has:

1. Assigned individual roles with clear responsibilities

2. Shared team responsibilities that create cross-functional capabilities

This duality ensures smooth operations while providing natural training opportunities for newer team members.

Recognizing Value at All Experience Levels

"No matter how young or how old, no matter how much experience a person comes in with, they bring value. Just as my 23 years' experience doesn't mean a nine-month experienced person can't bring something to the table."

When leaders create an environment where all perspectives are valued, innovation thrives. This is particularly important in the mortgage industry, where regulatory changes and market shifts require constant adaptation.

Balancing Heart and Hardball

I believe my effectiveness as a leader comes from knowing when to bring compassion and when to make tough decisions:

"I'm half and half, and I tell the guys in my business they have an advantage because most guys find it easy to shut the door on work and sleep at night. It's not that they don't care, they just know how to cut it off a little faster. Women are what we call EBs, emotional bitches. We bring the heart into it and when we have to get tough, we're called EBs."

This balance is especially critical in the mortgage industry, where we deal with both numbers and one of the most emotionally significant purchases in people's lives.

Lessons Learned: What I Would Do Differently

If there's one thing I would change about my business journey, it would be to delegate more and earlier. As a single mother building a business, I often chose working harder over working smarter:

"I was always worried. I needed the dollar as a single mom with two kids. I didn't delegate as much as I could or should have. Instead, I worked harder and longer hours."

The lesson I've learned—and now teach through my coaching programs—is that effective delegation isn't just about offloading tasks. It's about:

1. Identifying the right people for the right responsibilities

2. Creating clear expectations and accountability systems

3. Developing trust in your team's capabilities

4. Focusing your energy on the highest-impact activities

For mortgage professionals looking to scale their businesses, learning to delegate effectively is often the difference between stagnation and growth.

The Future of Mortgage: Educating the Next Generation

One of my passions is bringing new people into the mortgage industry and ensuring they have the knowledge needed for success:

"One of my passions is to educate people on why I do this, how to do it, and to get the younger generations involved. You know, we don't even teach how to write a check in high school anymore."

This commitment to education extends to my leadership development programs, where I focus on preparing the next generation of mortgage professionals for industry leadership. With 80% of current mortgage professionals potentially retiring in the next five years, this mission is more critical than ever.

From Adversity to Leadership: My Personal Journey

My path to mortgage industry leadership wasn't conventional. As I shared in the Vision Magazine feature:

"Corrina has come a long way from being a runaway at 12, an institutionalized 14-year-old, a pregnant 15-year-old, and a 17-year-old senior in high school caring for a two-year-old while working two jobs."

This background doesn't just make for an interesting story—it's the foundation of my business philosophy and leadership approach. It's taught me:

• Resilience in the face of market challenges

• Empathy for clients facing financial difficulties

• Creativity in finding solutions when conventional paths are blocked

• Determination to succeed despite obstacles

These experiences directly inform the high-performance mindset coaching I provide to mortgage professionals and business leaders facing their own challenges.

Building Your Family-Centered Mortgage Business

If you're inspired to create a family-centered mortgage business of your own, here are key steps to consider:

1. Define your family values and how they translate to business practices

2. Create clear boundaries and expectations for family members in the business

3. Develop robust training and development paths for all team members

4. Establish succession planning early, even if retirement is years away

5. Build systems that can operate with or without your direct involvement

Through my comprehensive coaching roadmap, I help mortgage professionals implement these strategies while avoiding the pitfalls that can occur when mixing family and business.

Real Talk: The Truth About Family Business

As I often say, "REAL TALK no-one is perfect. We all grow together." This applies especially to family businesses. My daughter has worked for me three times—and been fired twice! My son had to convince her to come back the third time. These challenges are normal and navigating them successfully is what builds a truly resilient business.

The key is creating clear structures and expectations while maintaining the flexibility that family relationships require. It's a delicate balance, but when done right, it creates a business environment that's both professionally successful and personally fulfilling.

Conclusion: Your Family Legacy Starts Now

Whether you're just starting your mortgage career or looking to transition your existing business to a family-centered model, remember that building a legacy isn't just about financial success. It's about creating something meaningful that can continue beyond your direct involvement.

As I look toward eventual retirement, my goal remains clear: "I don't think I can stop unless I know my family is going to succeed without me. Whether I'm retired on the beach or I'm not here on Earth, my family's wellbeing and future is what drives me the most."

That's the true measure of success—not just what you build, but what continues after you're gone.

Ready to explore how you can create a sustainable, family-centered mortgage business? Schedule a discovery call to learn how my coaching programs can help you build a business that serves both your clients and your family for generations to come.

FAQ Section

How can I create a family-friendly culture in my mortgage business?

Creating a family-friendly mortgage business culture starts with clear values, flexible policies, and a physical workspace that feels welcoming. Implement work-life integration practices, celebrate personal milestones, and create systems that accommodate family responsibilities while maintaining professional standards. The key is authenticity—your policies should reflect genuine care for your team's family wellbeing.

What succession planning strategies work best for mortgage businesses?

Effective succession planning for mortgage businesses requires early identification of potential leaders, structured knowledge transfer processes, documented systems and procedures, gradual transition of client relationships, and clear financial arrangements. Begin planning at least 5-10 years before your intended transition to ensure continuity of operations and preservation of company culture.

How can women overcome challenges in the male-dominated mortgage industry?

Women can overcome challenges in the mortgage industry by developing specialized expertise, building strategic networks, finding mentors who understand the industry, creating a distinctive personal brand, and leveraging their unique perspective as a competitive advantage. Focus on measurable results and professional credentials to establish credibility, while maintaining authenticity in leadership style.

What's the best way to balance business growth with family priorities?

Balancing mortgage business growth with family priorities requires intentional planning, effective delegation, clear boundaries, strategic use of technology, and regular reassessment of both business and family goals. Create systems that allow your business to function without your constant presence, and develop metrics that measure success in both professional achievement and family wellbeing.

How do I train family members to take over my mortgage business?

Training family members to take over a mortgage business should include formal industry education, structured on-the-job training across all departments, mentorship from non-family executives, progressive responsibility with accountability, and clear performance expectations. Create development paths that honor their unique strengths while ensuring they understand all aspects of the business operations.