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It's October, and we're entering the final stretch of another year in mortgage lending and to be honest, 2027 feels a bit scary. For years, we've been hearing that the market is going to turn around. That rates will come down, inventory will improve, and business will start to feel a little more like it used to. But for many mortgage professionals, the reality has been a lot more complicated.
We've watched companies restructure, teams shrink, and talented people leave an industry they've spent years building careers in. Originators are working harder to find business, operations teams are adjusting to fluctuating volume, and leaders are trying to keep their businesses moving forward with tighter budgets and growing expectations. And through it all, the message has largely remained the same: Adapt. Be resilient. Find new opportunities. Keep pushing.
I don't necessarily disagree with that advice. Adaptability is important, especially in an industry as unpredictable as ours. But I've been thinking about how often we ask people to be resilient without considering whether we're actually giving them what they need to succeed.
At what point does asking someone to do more with less stop being a strategy and start becoming an expectation that simply isn't sustainable?
As we look toward 2027, I think that's a question worth asking.
Because while we can't predict what the market will bring, we can control how we prepare for it. And perhaps that preparation needs to start with our people.
We can't expect originators to confidently navigate increasingly complex borrower scenarios without opportunities to expand their knowledge. We can't expect operations teams to keep up with changing processes and compliance requirements without proper training. And we can't expect employees to take on new responsibilities without investing in their development. Yet when business gets difficult, training and professional development can be some of the first things to take a back seat.
I understand why. When budgets are tight, it's easy to view education as something that can wait until business improves. But I wonder if that's when we need it most. Providing our staff with opportunities to expand their knowledge and develop new skills is one way we can show them that, even when we don't have the resources to bring in additional help, we recognize and value their willingness to adapt, take on new challenges, and grow with us.
And I'm not just talking about checking the annual continuing education box. With NMLS renewal season here, CE is certainly important. But compliance education and customized training that addresses the specific needs of your team can be just as valuable when preparing for the year ahead. It's one of the reasons I appreciate organizations like MaxClass, a longtime supporter of Mortgage Women. Led by CEO Kelly Hendricks, MaxClass is a reminder of how important it is to have women in leadership who understand the value of investing in others.
We talk a lot about women supporting women, but I think sometimes we forget that support doesn't always have to be a grand gesture. It can be sharing what you've learned, encouraging someone to take the next step in their career, or simply making sure the people around you have the tools and resources they need to succeed. And that includes education. Whether it's completing annual continuing education, staying current on compliance, or providing training that's specific to your team's needs, investing in people's professional development is one of the more practical ways we can support them.
Kelly and MaxClass have been kind enough to extend a 35% discount on CE to Mortgage Women readers with code WOMENWIN. For companies looking to invest in education and training for their entire teams, MaxClass is also offering additional group discounts on its compliance education and training programs, including its comprehensive Compliance Suite, with customized options designed to meet the needs and budgets of individual organizations. If you're looking for ways to better support and prepare your team for 2027, Kelly would love to have a conversation about how MaxClass can help. You can reach her directly at khendricks@maxclass.com.
As we approach the end of the year, I know there will be plenty of conversations about finishing strong, hitting production goals, and building momentum for 2027. And those conversations are important. But I also think we need to acknowledge what people have already been carrying and what we, as leaders, need to do to support them when things get even more difficult. Because if there's one thing the past few years have reminded us, it's that we can't always control the challenges this industry throws our way. But we can control how we show up for one another, and whether we're giving the people around us a fair chance to succeed.
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It's October, and we're entering the final stretch of another year in mortgage lending and to be honest, 2027 feels a bit scary. For years, we've been hearing that the market is going to turn around. That rates will come down, inventory will improve, and business will start to feel a little more like it used to. But for many mortgage professionals, the reality has been a lot more complicated.
We've watched companies restructure, teams shrink, and talented people leave an industry they've spent years building careers in. Originators are working harder to find business, operations teams are adjusting to fluctuating volume, and leaders are trying to keep their businesses moving forward with tighter budgets and growing expectations. And through it all, the message has largely remained the same: Adapt. Be resilient. Find new opportunities. Keep pushing.
I don't necessarily disagree with that advice. Adaptability is important, especially in an industry as unpredictable as ours. But I've been thinking about how often we ask people to be resilient without considering whether we're actually giving them what they need to succeed.
At what point does asking someone to do more with less stop being a strategy and start becoming an expectation that simply isn't sustainable?
As we look toward 2027, I think that's a question worth asking.
Because while we can't predict what the market will bring, we can control how we prepare for it. And perhaps that preparation needs to start with our people.
We can't expect originators to confidently navigate increasingly complex borrower scenarios without opportunities to expand their knowledge. We can't expect operations teams to keep up with changing processes and compliance requirements without proper training. And we can't expect employees to take on new responsibilities without investing in their development. Yet when business gets difficult, training and professional development can be some of the first things to take a back seat.
I understand why. When budgets are tight, it's easy to view education as something that can wait until business improves. But I wonder if that's when we need it most. Providing our staff with opportunities to expand their knowledge and develop new skills is one way we can show them that, even when we don't have the resources to bring in additional help, we recognize and value their willingness to adapt, take on new challenges, and grow with us.
And I'm not just talking about checking the annual continuing education box. With NMLS renewal season here, CE is certainly important. But compliance education and customized training that addresses the specific needs of your team can be just as valuable when preparing for the year ahead. It's one of the reasons I appreciate organizations like MaxClass, a longtime supporter of Mortgage Women. Led by CEO Kelly Hendricks, MaxClass is a reminder of how important it is to have women in leadership who understand the value of investing in others.
We talk a lot about women supporting women, but I think sometimes we forget that support doesn't always have to be a grand gesture. It can be sharing what you've learned, encouraging someone to take the next step in their career, or simply making sure the people around you have the tools and resources they need to succeed. And that includes education. Whether it's completing annual continuing education, staying current on compliance, or providing training that's specific to your team's needs, investing in people's professional development is one of the more practical ways we can support them.
Kelly and MaxClass have been kind enough to extend a 35% discount on CE to Mortgage Women readers with code WOMENWIN. For companies looking to invest in education and training for their entire teams, MaxClass is also offering additional group discounts on its compliance education and training programs, including its comprehensive Compliance Suite, with customized options designed to meet the needs and budgets of individual organizations. If you're looking for ways to better support and prepare your team for 2027, Kelly would love to have a conversation about how MaxClass can help. You can reach her directly at khendricks@maxclass.com.
As we approach the end of the year, I know there will be plenty of conversations about finishing strong, hitting production goals, and building momentum for 2027. And those conversations are important. But I also think we need to acknowledge what people have already been carrying and what we, as leaders, need to do to support them when things get even more difficult. Because if there's one thing the past few years have reminded us, it's that we can't always control the challenges this industry throws our way. But we can control how we show up for one another, and whether we're giving the people around us a fair chance to succeed.
It's October, and we're entering the final stretch of another year in mortgage lending and to be honest, 2027 feels a bit scary. For years, we've been hearing that the market is going to turn around. That rates will come down, inventory will improve, and business will start to feel a little more like it used to. But for many mortgage professionals, the reality has been a lot more complicated.
We've watched companies restructure, teams shrink, and talented people leave an industry they've spent years building careers in. Originators are working harder to find business, operations teams are adjusting to fluctuating volume, and leaders are trying to keep their businesses moving forward with tighter budgets and growing expectations. And through it all, the message has largely remained the same: Adapt. Be resilient. Find new opportunities. Keep pushing.
I don't necessarily disagree with that advice. Adaptability is important, especially in an industry as unpredictable as ours. But I've been thinking about how often we ask people to be resilient without considering whether we're actually giving them what they need to succeed.
At what point does asking someone to do more with less stop being a strategy and start becoming an expectation that simply isn't sustainable?
As we look toward 2027, I think that's a question worth asking.
Because while we can't predict what the market will bring, we can control how we prepare for it. And perhaps that preparation needs to start with our people.
We can't expect originators to confidently navigate increasingly complex borrower scenarios without opportunities to expand their knowledge. We can't expect operations teams to keep up with changing processes and compliance requirements without proper training. And we can't expect employees to take on new responsibilities without investing in their development. Yet when business gets difficult, training and professional development can be some of the first things to take a back seat.
I understand why. When budgets are tight, it's easy to view education as something that can wait until business improves. But I wonder if that's when we need it most. Providing our staff with opportunities to expand their knowledge and develop new skills is one way we can show them that, even when we don't have the resources to bring in additional help, we recognize and value their willingness to adapt, take on new challenges, and grow with us.
And I'm not just talking about checking the annual continuing education box. With NMLS renewal season here, CE is certainly important. But compliance education and customized training that addresses the specific needs of your team can be just as valuable when preparing for the year ahead. It's one of the reasons I appreciate organizations like MaxClass, a longtime supporter of Mortgage Women. Led by CEO Kelly Hendricks, MaxClass is a reminder of how important it is to have women in leadership who understand the value of investing in others.
We talk a lot about women supporting women, but I think sometimes we forget that support doesn't always have to be a grand gesture. It can be sharing what you've learned, encouraging someone to take the next step in their career, or simply making sure the people around you have the tools and resources they need to succeed. And that includes education. Whether it's completing annual continuing education, staying current on compliance, or providing training that's specific to your team's needs, investing in people's professional development is one of the more practical ways we can support them.
Kelly and MaxClass have been kind enough to extend a 35% discount on CE to Mortgage Women readers with code WOMENWIN. For companies looking to invest in education and training for their entire teams, MaxClass is also offering additional group discounts on its compliance education and training programs, including its comprehensive Compliance Suite, with customized options designed to meet the needs and budgets of individual organizations. If you're looking for ways to better support and prepare your team for 2027, Kelly would love to have a conversation about how MaxClass can help. You can reach her directly at khendricks@maxclass.com.
As we approach the end of the year, I know there will be plenty of conversations about finishing strong, hitting production goals, and building momentum for 2027. And those conversations are important. But I also think we need to acknowledge what people have already been carrying and what we, as leaders, need to do to support them when things get even more difficult. Because if there's one thing the past few years have reminded us, it's that we can't always control the challenges this industry throws our way. But we can control how we show up for one another, and whether we're giving the people around us a fair chance to succeed.
It's October, and we're entering the final stretch of another year in mortgage lending and to be honest, 2027 feels a bit scary. For years, we've been hearing that the market is going to turn around. That rates will come down, inventory will improve, and business will start to feel a little more like it used to. But for many mortgage professionals, the reality has been a lot more complicated.
We've watched companies restructure, teams shrink, and talented people leave an industry they've spent years building careers in. Originators are working harder to find business, operations teams are adjusting to fluctuating volume, and leaders are trying to keep their businesses moving forward with tighter budgets and growing expectations. And through it all, the message has largely remained the same: Adapt. Be resilient. Find new opportunities. Keep pushing.
I don't necessarily disagree with that advice. Adaptability is important, especially in an industry as unpredictable as ours. But I've been thinking about how often we ask people to be resilient without considering whether we're actually giving them what they need to succeed.
At what point does asking someone to do more with less stop being a strategy and start becoming an expectation that simply isn't sustainable?
As we look toward 2027, I think that's a question worth asking.
Because while we can't predict what the market will bring, we can control how we prepare for it. And perhaps that preparation needs to start with our people.
We can't expect originators to confidently navigate increasingly complex borrower scenarios without opportunities to expand their knowledge. We can't expect operations teams to keep up with changing processes and compliance requirements without proper training. And we can't expect employees to take on new responsibilities without investing in their development. Yet when business gets difficult, training and professional development can be some of the first things to take a back seat.
I understand why. When budgets are tight, it's easy to view education as something that can wait until business improves. But I wonder if that's when we need it most. Providing our staff with opportunities to expand their knowledge and develop new skills is one way we can show them that, even when we don't have the resources to bring in additional help, we recognize and value their willingness to adapt, take on new challenges, and grow with us.
And I'm not just talking about checking the annual continuing education box. With NMLS renewal season here, CE is certainly important. But compliance education and customized training that addresses the specific needs of your team can be just as valuable when preparing for the year ahead. It's one of the reasons I appreciate organizations like MaxClass, a longtime supporter of Mortgage Women. Led by CEO Kelly Hendricks, MaxClass is a reminder of how important it is to have women in leadership who understand the value of investing in others.
We talk a lot about women supporting women, but I think sometimes we forget that support doesn't always have to be a grand gesture. It can be sharing what you've learned, encouraging someone to take the next step in their career, or simply making sure the people around you have the tools and resources they need to succeed. And that includes education. Whether it's completing annual continuing education, staying current on compliance, or providing training that's specific to your team's needs, investing in people's professional development is one of the more practical ways we can support them.
Kelly and MaxClass have been kind enough to extend a 35% discount on CE to Mortgage Women readers with code WOMENWIN. For companies looking to invest in education and training for their entire teams, MaxClass is also offering additional group discounts on its compliance education and training programs, including its comprehensive Compliance Suite, with customized options designed to meet the needs and budgets of individual organizations. If you're looking for ways to better support and prepare your team for 2027, Kelly would love to have a conversation about how MaxClass can help. You can reach her directly at khendricks@maxclass.com.
As we approach the end of the year, I know there will be plenty of conversations about finishing strong, hitting production goals, and building momentum for 2027. And those conversations are important. But I also think we need to acknowledge what people have already been carrying and what we, as leaders, need to do to support them when things get even more difficult. Because if there's one thing the past few years have reminded us, it's that we can't always control the challenges this industry throws our way. But we can control how we show up for one another, and whether we're giving the people around us a fair chance to succeed.
MaxClass is a woman-owned company, and we're offering MWLC members 35% off your continuing education when you use our code WOMENWIN.
MaxClass is a woman-owned company, and we're offering MWLC members 35% off your continuing education. Become a member for our unique code.
Mental Health Awareness Month is a reminder that for many women, navigating major life stages while balancing demanding careers comes with invisible pressures that workplaces can no longer afford to ignore.
Unless I actually believe in what I am selling.
Sometimes the best mentors are the ones who grow with you, step by step, year after year.
A surprisingly powerful break from the chaos of grown-up life.
From Charmed to the mortgage industry
MaxClass is a woman-owned company, and we're offering MWLC members 35% off your continuing education when you use our code WOMENWIN.
MaxClass is a woman-owned company, and we're offering MWLC members 35% off your continuing education. Become a member for our unique code.
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A leader in the mortgage industry and “a visionary” according to her peers, Kelly Zitlow sits at the helm of a nonprofit empowering girls to master the use of power tools and take on the lost art of building with their hands.
May is a month of momentum, a time when the industry looks ahead, opportunities begin to take shape, and leadership conversations become even more important.
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After an incredible first day at the California Mortgage Expo, mortgage professionals gathered in Irvine for an evening focused on connection, community, and supporting the women shaping the future of the industry.
Mental Health Awareness Month is a reminder that for many women, navigating major life stages while balancing demanding careers comes with invisible pressures that workplaces can no longer afford to ignore.
No theory — just the reality of constant change, rising pressure, and leading mortgage operations teams through it.
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