Tag: ITB Partners

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Stop Procrastinating and Accomplish More!

I put this article off for too long! No kidding! Procrastination is not one of my worst habits, but I am prone to succumb to it from time to time.

Why write about the subject now? Maybe because it is time to file our state and federal taxes. It is on my mind because people I know waited until the filing deadline to complete their taxes. I am confident they are not alone. I have known many who were last-minute tax filers. Fortunately, that is not an issue for me as I have an accountant who does our personal and business taxes. He has complete access to my QuickBooks Online account, which is always current. I have almost eliminated my tax preparation requirements. Procrastination is no longer necessary.

I have never been much of a procrastinator. I am a planner by nature and by training. I try to be proactive. The thought of putting myself through the stress and anxiety of meeting a deadline at the last minute is too painful to bear. That does not mean that I don’t procrastinate from time to time. Sometimes, I procrastinate to avoid irritating or mundane tasks. Getting my annual automobile inspection is a good example. While in college, I did not engage in last-minute, pre-exam cram sessions. Instead, I believed that I would perform better with a good night’s sleep. It was the same during my corporate career. I made a point to complete my assignments early, especially if they involved a presentation. I used the extra time to hone my subject matter knowledge and focus on the presentation. I never wanted to present work that was less than my best effort.

To some extent, everyone engages in procrastination. I have known many who wait until the last minute to complete assignments. I spend much of my time coaching my clients to overcome procrastination. Watching them race through the process of completing an important task at the last minute is painful. Helping them defeat the urge to procrastinate improves their performance, moving them closer to their goals. Share on X

Ways to Approach and Correct Procrastination

Do not punish yourself for procrastinating
Commit to completing the task
Promise yourself a reward upon completion
Find someone to hold you accountable
Change your attitude toward the task
Focus on the issue
Eat an elephant, one bite at a time

To minimize procrastination, I’ve adopted a few helpful habits that may interest you. My most powerful technique is to put the task right in front of me to be in my way. I create a situation where I cannot get around the job, so I must dispatch it. A good example is putting my dry-cleaning in the passenger seat of my car. Once that is done, I cannot ignore it. I must take it to the cleaners and retrieve my clean laundry. I know that is a small, inconsequential example. Even so, the concept works with more essential matters.

No one likes paying bills, but the avoidance cost is steep. We must pay them eventually. To get this task behind me, I will put a stack of bills in the center of my desk. They are right there in front of me, screaming for attention. Furthermore, I have adopted electronic bill pay methods, including the authorization for automatic withdrawals. Now, I have one less activity to avoid.

To continue making progress in a health-related area, I set concrete milestones and plan rewards for goal attainment. For example, I will plan to purchase an article of clothing as I achieve specific points in a weight loss program. Creating a reward keeps me motivated to stay on track to achieve my objective. I find it helpful to start with a plan that segments the overall scope of larger projects into smaller components. Completing small activities generates momentum that leads to successful completion.

In conclusion, procrastination is a bad habit that inhibits your productivity and goal achievement. It is a common affliction. It is natural to avoid complex, tedious, unpleasant, aversive, and stressful tasks. Instead, we prefer to engage in the fun stuff! To defeat procrastination, consider changing your attitude toward the job. Make it a priority you cannot avoid. Break larger projects into smaller parts to be tackled sequentially. Reward yourself for completing a dreaded task. Finally, you might look for ways to eliminate routine tasks through automation. Begin practicing some of these tips, and let me know if they work for you

For more information about procrastination and how to overcome your avoidance issues, you may find it helpful to check out these links.

https://www.businessinsider.com/main-types-of-procrastinators-how-to-avoid-accountability-coaches

https://www.washingtonpost.com/lifestyle/wellness/procrastinate-why-stop-advice/2021/07/09/13b7dc2c-e00e-11eb-9f54-7eee10b5fcd2_story.html

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

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Hanetball360 TM – Revolutionary New Team Sport – to Host First Official League Games

Hanetball360 TM – Revolutionary New Team Sport – 

 Davie, FL (March 23, 2022) – Hanetball360 TM, will host its first official HBA360 league games on Saturday, March 26 at 5:30 p.m. with two matches taking place. The women’s teams open the night with the Lake Worth Charmers facing the Palm Beach Dazzles followed by the Palm Beach Avar vs. Ft. Lauderdale Gurus in the men’s division.  The contests will be played at The Rick Case Arena on the campus of Nova Southeastern University in Davie, Fla.

Hanetball360TM was created by Fritz Valdeus, Jr., the CEO of the Boca Raton (Fla.) headquartered DMIL360 Inc. The sport is played by two teams of seven players each on a Hanetball360 TM regulation rink which measures 157’ 2” long and 70’ wide.  The object of the game is to score points by “grounding” the Hanetball TM inside the opponents Grundnet TM.  The Grundnet TM is a 360-degree goal that is guarded by an Aimmeeter™(goalie). The games consist of four 13-minute rounds.  More details on how the games are played can be seen on the Hanetball360TM YouTube Channel video – https://youtu.be/tZLIFNDjjSU

This sport and HBA360 league, which was developed by and is fully managed by minorities, has been played competitively in Haiti, Cuba, and the Dominican Republic. The league is planning to have six teams based in the United States and will have additional teams located in Cuba, Haiti, and the Dominican Republic.

“The goal of Hanetball360TM is multifaceted, but one of the primary purposes, is to make a positive change in the world by promoting a revolutionary new way of thinking, called QuantumThinking360TM, said Valdeus, Jr.  “This new paradigm changes everything because Hanetball360TM is the first organized team sport to score and defend on a 360-degree field of play.”

 

The second set of league games is scheduled to be played on April 16 at The Rick Case Arena.

For more information on Hanetball360TM, visit www.hanetball360.com, watch the video on the official YouTube channel https://youtu.be/tZLIFNDjjSU  or follow on Instagram at www.instagram.com/hanetball360.

 

Hanetball360TM OPENING HBA360 LEAGUE GAMES

Saturday, March 26 at The Rick Case Arena on the campus of Nova Southeastern University.

Doors open at 4:00 p.m., the first match starts at 5:30 p.m.

Lake Worth Charmers facing the Palm Beach Dazzles (Women’s Division)

Palm Beach Avar vs. Ft. Lauderdale Gurus (Men’s Division)

For more information on the event, including tickets, please call Kenneth Stanley (561-922-6802) or Losaire Bien-Aime (561-922-6753).

Media Inquires:

Fritz Valdeus, Jr., CEO of DMIL360 Inc.
Office 561-910-0476
Direct 561-922-6806
fvaldeus@dmil360.com

 

 

 

 

 

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First, Build Trust!

Building Relationships

Recently I had the unfortunate experience of watching a client suffer through the effects of failed relationships with two of his vendors.  It was painful to watch, but it cost my client far more.  The impact of these failures was delayed project completion, an additional cost of labor and materials, and an erosion of trust with his customers.  The most painful realization was that these situations were self-inflicted wounds, easily preventable if my client had followed the proper procedures.

The fundamental issue was that my client failed to properly qualify either vendor to ensure that they could deliver on their promises.  I remember Ronald Reagan’s motto during his presidency; trust but verify.  In this case, my client invested his trust without verification.  Regrettably, the results were predictable.  These vendors were not competent to do the work my client required of them, and one was impossible to work with, continually trying to rewrite the terms of the agreement.

The long lead time for materials resulting from the Covid pandemic created a difficult situation for my client.  As a result, he looked for an alternate solution using a local vendor.  He found someone and immediately gave him four significant projects.  Admittedly, this vendor had good references, and his finished product was acceptable.  As an executive recruiter, I understand the limitations of a reference check.  Extracting useful information from them takes a certain degree of skill.  Unfortunately, I was not a part of the vetting process.  The result was unfortunate.  Although the vendor was a good craftsman, he was not a good businessman.  He could not determine appropriate priorities for his work.  He had little regard for his customer.  He did not finish the required onsite work and held my client hostage for payment he did not earn.  My client should not have trusted this vendor with the scope of work needed.  Likely, he will soon be an employee working for someone else.

The other subcontractor had done good work for my client on many routine projects.  However, he professed to be competent in one area my client had not witnessed.  That turned out to be a big mistake.  This vendor hired an incompetent subcontractor who made a mess of the project.  My client was required to find another subcontractor to demo the original work and start the project over.  We later learned that the subcontractor had hired a relative to complete his job.  My client refused to pay him for the shoddy work.  Even so, the vendor continued to demand payment for his work.  My client could not finish his work on time, which strained his relationship with the customer.

Both situations created significant angst for my client.   He gave his vendors his complete trust without adequately vetting their capabilities.  I explained how he could have used me to check the references on one vendor and how we might have further vetted the competency of the other.  My client was operating in blind faith.  That is not my preferred way to conduct business.

I use a well-defined process to build trust.  I begin by giving someone small projects to evaluate their competency.  If the first project is successful, I gradually increase the scope and complexity of further tasks assigned to that person.  The last thing I would ever do is give a significant assignment to an unproven person.  This process works for almost any relationship.

I believe that respect is given, but trust is earned.   Everyone deserves respect; it’s just a good practice among human beings.  However, one must earn trust.  It is a precious commodity to be carefully guarded.  Gaining someone’s trust requires an investment in time.  You know what you have to do to gain the confidence of your clients, customers, friends, and especially your spouse. We must be vigilant to guard against situations that put our relationships at risk. That includes developing confidence in the capabilities of our employees and vendors to help us serve our customers. Share on X

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

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Network Your Way to Business Success

 

If you’re an aspiring entrepreneur, growth is a key factor in your business start-up’s success. Networking is a great way to immerse yourself in the world of business and can help you develop a base following from which to grow. ITB Business Partners – Management Consultants can be a valuable resource when it comes to providing high value-added solutions to your most pressing challenges.

What Is Networking?

Networking is basically an opportunity to connect with other people as a way to establish or advance relationships, identify potential areas for collaboration, and meet prospective clients and customers. Networking is a term used to describe everything from attending business functions to how you follow up with people you’ve been connected with or introduced to through others. As the term implies, your goal with networking is to build alliances, meet new people who can help you advance your business, and amplify your connections. It requires a sincere approach, so if you’re a hard-sell personality, you might need to temper yourself during in-person networking situations.

Why is Networking Important

While there are certainly many ways you can go about marketing and advertising your business, developing relationships, requires a more personal one-on-one touch leading to more robust business relationships. For example, if you’re in a networking event and meet somebody who provides printing services, which you need, you’re more likely to feel comfortable with someone you’ve met and spoken to than somebody you’re found online. These personal connections can be long-lasting and profitable. Your goal should be to establish mutually beneficial alliances. Once trust is established, the relationship can grow and business opportunities will follow.

Where to Network

So where are the best places to network? According to Copper Chronicles, there are a surprising number of places to network once you’re in a networking frame of mind. You can connect via online or in-person business functions offered by small business development centers, chambers of commerce, and Rotary clubs. You can also attend conferences, trade shows, and business networking events specifically designed to connect business leaders. You can also network at volunteer events, particularly those that are associated with your line of work or your Industry. Virtual networking is important too, – you can start with LinkedIn and your social media platforms. Don’t forget non-traditional yet effective methods – talk to other parents at kids’ sporting events, go to charitable events and fundraisers, join your local PTO, and if you belong to a house of worship, serve on a committee and arrive before service for coffee and connecting.

Preparing to Network

Before you start seriously networking, make sure your business is well-positioned. This means having a website, social media presence, and a business card that has your business name, your name, your website, contact information, and potentially on the back, a few bullets, or a brief overview of the products and services your company provides. To make a memorable impression, consider looking for a way to design your own business cards. Using a premade template for your cards allows you to customize your work by adding images, text color, and the fonts of your choice. Make sure your card matches your company brand so you make a notable impact.

Maintaining Networks

In addition to building networks, maintaining them is also important from a customer relationship management perspective. Don’t consider the people you’re connecting with as just “leads,” but rather, as people you can learn from and build a foundation with. In other words, develop a relationship in which you stay in touch, get coffee or lunch, offer support where you can in the form of referrals, and take an actual interest in them and their business. Establishing trust and learning about one another’s business goals can aid in finding ways to collaborate. According to Business News Daily, giving more than you ask for is another great way to establish solid connections.

While there’s nothing new about the concept of networking, digital marketing has allowed us to connect in a number of different ways, some of which will require different approaches. Be strategic in your approach to ensure you’re getting connected to the people most likely to help you build and grow your business. Share on X

ITB Business Partners – Management Consultants help business managers solve their problems by matching them with high-quality independent management consultants who are experienced leaders, discipline experts, and project managers. Visit the site to learn more, sign up for the company newsletter, and reach out directly for more information.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Photo By Pixabay

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Make Your Complaint Count!

ITB Partners Members Meeting

Recently my wife and I were in a big box flooring store buying tile for upgrades we are making on our home.  As with many retail establishments trying to get back in business after the pandemic, this retailer had its challenges.  They were short-staffed, so it took longer to complete the full sales cycle.  I never saw a manager in the store that evening.  While I was waiting to talk with a salesperson, another customer began complaining to an employee.  The employee was assembling his order.  His issue was about the time it took to have a salesperson help with his order and then to have the selection pulled.  He wasn’t quiet about it either.  He became somewhat animated.  I sympathized with him; however, I noted that his approach was unproductive as he complained to the wrong person.  He directed his anger at an employee equally frustrated by the situation.  He might have been more effective if he had found a manager to express his thoughts.  Or maybe even a letter to the company CEO.  But railing at a non-management employee?  Hardly a wise decision.

Complain to the right person about the correct issue.

Whenever I observe or hear of someone getting ugly with someone trying to help them, I remember a story I heard early in my career.  I don’t know if it’s true; however, the message is instructive.  The story tells about someone trying to get an airline flight home after a difficult week.  Thunderstorms in the area created a challenge for the airlines.  As it took longer for the ticket agent to find a suitable flight, this passenger became more agitated.  He berated the ticket agent, complaining about her employer’s poor customer service, and suggested that she was incompetent.  Ultimately this gentleman got his ticket and boarded his flight.  However, he landed in Peoria, not his destination, and his luggage arrived in Timbuktu.  As I said, I don’t know if the story is true, but from my experience, it certainly could’ve been.  It was likely a punchline to a comedian’s joke, however prescient.  The moral of the story is never making an enemy of someone trying to help you.

Please don’t misunderstand; there is a time and place for customers to express their displeasure with their service.  Hearing customer feedback is critical to help companies improve their operations and become more competitive.  However, one must deliver input to someone who can make a difference.  Make a meaningful contribution by offering your complaint to customer service representatives, a manager, or someone responsible for the customer's experience. Share on X Otherwise, you have wasted your time and that of your target.

Successful employees quickly learn that a large part of their job is to solve problems.  They are successful because they present solutions that resolve negative situations.  Employing this strategy ensures further career success.  Most corporate types have heard their superiors say, “bring me solutions, not problems.” I have witnessed the benefits of following this career-development strategy.  My career was launched and maintained by finding solutions to problems that were hurting my company’s effectiveness.  I know of many people who have had success following this principle.

Let’s return to my experience at the flooring store.  The picker noticed my cooperation during this situation and pointed that out to the complaining customer.  I nodded in agreement that it was not his fault as he was also a victim of their staffing shortage.  I can tell you; he bent over backward to help me when it was my turn to be served.

If you have an issue with a vendor, find someone to help you resolve your issue.  Make sure that person understands how their service failed to meet your expectations.  But don’t stop there.  Send a letter to a more senior manager with a summary of the incident.  A written note is especially relevant to recognize a satisfactory resolution.  Doing so is an opportunity to generate goodwill by recognizing the person who helped you experience a positive result.  Don’t waste time complaining to someone who cannot resolve the situation.  Seek out someone who can.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

 

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Starting Over: Building a Business After the Pandemic

As the United States emerges from the COVID-19 pandemic, many people are deciding it is time to chase their dreams and work on starting their own business. According to research, this happened many times during state shutdowns. If this is your first time venturing into entrepreneurial aspirations, learn about what you can do to get started on the right foot with this guide from ITB Partners.

Finding a Business Idea That Works

Before doing anything else, it is crucial to find a business idea that works. It doesn’t necessarily have to be complicated. Consider your experience, skills, and education, and what you would like to do.

Perhaps you already have skills as a hairdresser and want to work for yourself. Maybe you have lots of experience with animals and would like to begin a dog walking and boarding business. There are plenty of business possibilities to help you get started.

Setting Up and Making It Legal

Once you decide what your business will involve, decide on a name for your company and begin the process of setting it up. You may choose to make it a sole proprietorship, an S-corporation, or a limited liability company.

If you choose an LLC, know that there are many benefits associated with this, such as limited liability, less paperwork, certain flexibility, and even advantages when it comes to taxes. Depending on the state you live in, there are different regulations when it comes to setting up an LLC, so make sure you research those first. If you want to outsource the paperwork and avoid dealing with an attorney, you can use a formation service to help you.

Networking and Meeting Other Professionals

No matter what stage your business is in, make it a priority to network with others. Share on X This will help you find your new clients, introduce you to professionals to help build your business, and make it easier to get referrals and reach out via word of mouth.

Look for events such as Network After Work. You should also start talking to people you know, even if the last time you were in touch was high school or college. There are plenty of online tools that can help you find contact information so you can reconnect again, allowing you to build your circle.

Creating a Marketing Plan for Your Company

All businesses need a marketing plan. Start putting together ideas of how you want to reach your client base. This can include using social media, direct mail marketing, having a website, going to trade shows, and using promotional materials, to name a few.

If you plan on adding images to your company’s marketing materials or you are working on an image with a graphic designer, you may find it easier to compress JPG files so you can email them with ease. However, compression can sometimes degrade the way the JPG file looks. To combat this, use a JPG-to-PDF converter, which can allow you to make your JPGs into PDFs while keeping the same quality. You can even do this with more than one file at once.

Creating Space and Enlisting Services

In getting your startup off the ground, you want to ensure that you’ve got a designated space at home where you can work. If you go as far as upgrading an unused room to a home office, you may even improve your home’s value. Just make sure that you’ve got the privacy and resources you need.

You’ll also want to set up a great website for your business and see to it that your cyber security is looked after. Online threats are growing ever more numerous and widespread, and they can threaten both your business and your customers’ information. Make sure you are all protected with a comprehensive plan.

Getting Support From a Mentor

Running a business can be hard. Rather than try to go through it alone, get help and support from a mentor. Business mentors can give you ideas on what problems you might run into and provide advice when you aren’t sure what is best for your company.

No matter what your reasons are for starting a business, it is possible to get the support and guidelines necessary for success, as long as you take everything step by step.

This article is brought to you by ITB Partners, a consortium of independent management consultants providing high value-added solutions to your problems. Our consultants are experienced leaders, discipline experts, and project managers. Our industry expertise ranges from consumer packaged goods and manufacturing to supply/chain,  logistics, and the service sector.   Additionally, we have depth in consumer services franchising, specifically restaurant, hospitality, retail. For more information, please contact us today!

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

 

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Create a Culture of Collaboration

A well-functioning company is a company in which different teams and team members all easily collaborate with one another. And when that kind of successful teamwork happens, it can look so easy and organic, one might even assume that things just fell into place naturally, with no effort. But while good collaboration looks effortless, often it only comes about through multiple efforts on multiple levels. As a business owner or manager, you need to acquire the leadership skills that will allow you to facilitate that kind of teamwork. Here are some guidelines for how to master these skills and get your company running like a well-oiled machine.

The importance of collaboration.

If everyone in your company is only ever assigned to work within their own department, on their own project, they may become extremely adept at detailed work within their own professional silo but may be missing out on the opportunities that arise when teams cross over departmental borders and communicate about different projects.  And this means your company is missing out, too, because creative crossover and exchange are necessary for your company to maintain a cohesive identity. Additionally, the added energy that comes from heightened collaboration can propel company growth. Without collaboration, team members may develop unhealthy workplace attitudes, too, including suspicion, resource-hoarding, and interdepartmental tensions. Share on X

Start with the right people.

Part of getting your teams to work well together means choosing the right team members. So, when hiring, don’t just look at skill level and experience. Some novice professionals may be better than seasoned experts when it comes to working well with others. So don’t just look at a resume. Also, ask for references from former managers as well as colleagues, so you can get a sense of a candidate’s communication and collaboration skills. Also, remember not to confuse surface-level social charm with the actual ability to collaborate on a group project.

Create opportunities for collaboration.

Employees may not be aware that you are encouraging more collaboration if you don’t open avenues for them to do so. Encourage consultation between different teams and let different team members take turns leading meetings and discussion sessions. It can be a good idea to mix things up a little, by encouraging employees to switch up teams and projects – but be wary about doing this to a point that induces stress or burnout. An important way to encourage collaboration is to create spaces, both real and virtual, where all team members across departments interact, express concerns, ask questions, and develop good connections.

Foster a culture of communication and trust.

This is an area where you as a leader need to model the kind of culture you want to see in your workplace. You can’t cultivate communication and trust if you come off as suspicious, distrustful, unwilling to listen, and taking everything too personally. And you definitely should not be engaging in or tolerating toxic workplace behaviors like bullying or harassment. Instead, take time to get to know team members, listen when they have concerns, and be firm when it comes to not tolerating bad behavior. Be respectful to your team members, be authentic, and never ever violate anyone’s trust.

Invest in the right tools.

Encouraging collaboration is a lot easier when you make available the tools that facilitate it, such as templates, apps, and software that allow for better communication and information sharing. Employees will appreciate access to such tools, too, because it’s so much easier to work well on a project when you understand its place in the bigger picture. For instance, if your company is working on a new product, it’s helpful to create a product roadmap template so every team member can see where their task fits into the overall project of production and launch.

Remember that teamwork can’t be forced, but it can be modeled and encouraged. Do your part as an owner and manager to create the kind of workplace culture where collaboration happens, and this will pay off for all parties involved. Leaders in the food and beverage industry interested in fostering greater collaboration among team members may be interested in the coaching and mentoring programs offered by New Century Dynamics.

Image via Pixabay

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

 

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Ten Common Career Mistakes to Avoid

Executive Career Consultant, Richard Kirby discusses Ten Common Career Mistakes to avoid. This presentation was delivered to the Atlanta Chapter of Great Careers/The BENG on February 8. For more information about Richard Kirby, visit his website at www.richardkirby.net

 

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

 

 

 

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Make the Damn Call! Dialing for Love and Dollars

*One in a series for Innovative Growth Solutions: CALL RELUCTANCE

She was beautiful, had sparkling eyes with an enchanting smile, and looked great in her cheerleading outfit. I was smitten and wanted to ask her for a date. As a fifteen-year-old and filled with all the desire of a coming-of-age teenager along with an equal share of anxiety I agonized for hours … should I … could I … make the Call? I did, and it worked out pretty well.

Today, the internet has replaced the phone and I would send her a text instead of making a call. In fact, according to a Stanford University study, around 40% of American couples first connect online.1 Bringing that statistic closer to home, half a dozen of my relatives met their spouses or partners online.

“What’s love got to do with it?” And, what’s this have to do with business? Answer: The phone. Specifically using it to reach out to someone you want to connect with.

Online marketing, pay-per-click (PPC), search engine marketing (SEM), and mass emails, are all useful for generating a list of Cold Leads: Names qualified as having buying influence for your company’s products/services as well as Warm Leads: Prospects who have indicated an interest in your company’s products/services.

However, unless your company’s sales are transacted online, communication with a sales associate is necessary to convert a ‘lead’ into a ‘buyer. While marketing emails are the most popular tool for reaching out to prospects, following up with a phone call provides advantages over sending another email: Share on X

    • Contact from multiple points reminds prospects about your company’s products/services. Follow up an email with a phone call.2
    • Phone outreach has a response rate of 8.1%, compared to .03% for email.3
    • Phone calls are more effective to receive direct responses.3
    • Emails are often overlooked. Email open rate varies with industry; the average open rate is 18%.4
    • You can adjust your pitch in real-time in response to how your prospects react during the call

As noted, phone calls are quantifiably effective. So why are salespeople not making more phone calls? For many, it is Call Reluctance – a natural psychological phenomenon causing anxiety for making sales calls, which includes fear of real or imagined rejection, shame, and embarrassment.5 This anxiety is heightened when charged with making cold calls. The following is a summary of an excellent report on why and how to overcome Call Reluctance found on Cience website.6

Why Salespeople Experience Call Reluctance

    • The natural fear of rejection
    • Neurological predisposition
      1. Some people are more vulnerable to rejection than others.
    • Corporate culture
      1. The company endorses a policy, “Don’t come off as a salesperson.”
    • Lack of training and support
      1. New sales representatives are not familiar with your products/services
    • Calling the wrong prospects
    • List of low-quality leads
      1. Sales leads purchased from third parties may not be up to date

How to Conquer Your Anxiety of Cold Calling7

    • Prepare for the calls
      1. Prepare for all the possible scenarios and outcomes of the conversation.
      2. Be mentally prepared to hear an abrupt “No thanks,” and know how to react
      3. Be ready to handle objections or receive negative feedback
      4. Never take their behavior personally or let it affect your confidence.
    • Create a good sales script.
      1. Introduction and rapport building
      2. Briefly explain who you are, then immediately focus on the topics that matter to your prospect
      3. Key message: Start by giving the prospect the intent of your call: “The reason why I’m calling you today is …”
    • Appeal to the prospect’s values
      1. Based on the answers to your pre-qualifying questions, make an offer that builds value for the prospect and can widen their perspective
    • Create a dialogue
      1. End with a final call-to-action
      2. Ask more questions
      3. Use personalization
    • Put creativity into your process
      1. Listen to your favorite music to pump yourself up
      2. Practice the script with a colleague
      3. Try different techniques to develop your speaking skills

As noted earlier, call reluctance is a natural psychological phenomenon of anxiety for making sales calls. In addition to the recommendations above for overcoming call reluctance, I would like to share my techniques and invite you to start a dialogue about how you deal with it, too.

Start by only working for companies that maintain high ethical standards and whose products/services would be beneficial to its prospects. I mitigate call reluctance by telling myself that I am not calling a prospect, s/he is my friend or relative. There is a subtle but significant difference, you do not ‘sell’ friends or family, you reason with them. Responses to a prospect’s objections can become testy, even combative, s/he says this, and you say something to trump that and instead of evaluating the merits of the products/services, the focus has become a contest of wills. The mindset with a friend or family is you are a ‘giver’ not a ‘taker’’. Your persistence is tempered by a sincere desire for them to understand how they will benefit from acquiring the products/services. You are not ‘selling’, you are presenting the company’s product/service value and educating him/her. When done properly you have not sold a prospect to do what you want them to do, you have guided her/him to become a buyer who wants to do what you want him/her to do.

“What’s love got to do with it?” And, what’s this have to do with business? Making more phone calls will increase sales and you got to love that! Make the damn call!

About the author: Artie Ruderman: Partner, ITB Partners, Management Consultants / CEO, Innovative Growth Solutions, Fractional CMO & Business Development / Member: Billion Dollar Sales Club / Host: Business Developers Network Show featured on Pro Business Channel / Board Member: Auditory-Verbal Center: Teaching deaf and hard of hearing children how to interpret sound and speak fluently

Contact: Artie Ruderman – 404-557-5516 / Artie@IGScorp.Net

 

Credits & Resources:

 

Photos:

Cheerleader: Pixabay

Tense person on phone: Unsplash

Businessman on phone: Pixabay

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Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

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The Top HR Trends for 2022

If we learned anything from the last two years, it is that we need to adapt to how and where we work. We learned that the world is becoming increasingly more home-centered as work becomes a virtual instead of a physical environment.

As Dr. John Cascone, Sr Vice President at Flex HR notes, “The devastating effects of the pandemic have reawakened the interest in monitoring environmental influences,” and reminds leaders to plan “to adapt quickly to moderate the impact of the crisis on the organization and its employees.”

So, with this new adaptability, here are our Flex HR top HR trends predictions for 2022:

1. An Increase in ‘Employee Wellbeing’ Benefits

As we saw in 2021, there is an increasing awareness of the importance of employee well-being, including their physical and emotional health. This now includes employees’ families, and issues like health insurance and time off for employees to care for sick family members are highly valued.

One study found that 62% of employees value benefits related to well-being and are more likely to take jobs that offer those.

The Future of the Industry Report 2021 also revealed that 87% of employees want employers to value mental health.

As Jessica Stafford, Payroll Tax & Compliance Consultant at Flex HR notes, “Competitive businesses will continue to adopt unlimited paid time off policies in 2022,” which increases “productivity and morale” and presents “stronger financial statements and less work for HR and payroll departments.”

2. Hybrid Work Model Will Continue

The pandemic permanently shifted work to a hybrid model. Surveys reveal that 83% of employees want a hybrid option and 63% of growing companies have already shifted to meet this need.

Therefore, it is vital to have these hybrid and work-from-home policies in writing and in the employee handbook.

Dianne Hartness, HR Client Success Manager at Flex HR shares, “As more companies become distributed and do away with office space it is important to define culture and create connection by using digital tools.”

Some examples of collaborative tools include Slack, a communication tool that promises more productivity and a more in-sync team. Another tool is QuizBreaker, a game your team can play virtually.

3. More Use of Technology and Artificial Intelligence

As we noted at the end of 2021, the use of technology and artificial intelligence will continue to rise in the workplace. Businesses and employees have had to become proficient in using a plethora of tools to communicate, including Zoom, WebEx, Slack, Stream Yard, and Microsoft Teams, Strivr, Immerse, and BodySwaps.

The use of technology has become a top priority for companies as they seek to unify their workforces. Technologies including artificial intelligence, digital transactions, and e-commerce have changed business operations and will continue to do so.

Going forward, it is likely that AI will help HR teams make better decisions and will automate and streamline administrative tasks.

With the move to more cyber time, businesses must now increase cyber security to prevent phishing and malware.

4. Focus on Diversity, Equity & Inclusion and Other Values Matter to Employees

Another trend that is here to stay is DEI issues, which continue to matter to employees and companies alike. As many as 45% of HR professionals are planning to focus more on issues of diversity and inclusion in the coming year, as one study indicated.

Deirdre Huff, HR Client Success Manager at Flex HR, predicts that in the coming year “more employees and job seekers” will base “their decisions to accept employment offers off how well the company handles diversity, equity, and inclusion.”

In fact, Flex HR’s clients have been requesting DEI boot camps to help train their organizations in how to be more equitable and diversity-minded. Our consultants have already begun leading boot camps and informational seminars in the DEI space.

Dr. John Cascone predicts, “The trend toward promoting cultural diversity in all sectors of the organization will continue but coupled with the emphasis on diversity of ideas, values, work styles and ethics operating under clearly defined standards of accountability and outcome performance.”

One study revealed that 80% of employees choose their job based on aligned values, proving that employees want to work at companies that have similar values to their own.

Other values of importance to employees include childcare solutions and work-life balance. In fact, companies that value work-life balance will recruit and retain more employees as the millennial generation takes over the workforce.

Dr. John Cascone maintains that “Work-life balance will shape management practice to support worker accountability and productivity.”

5. Demand for Value and Development of New Skills

In 2022, there will continue to be a huge need for Human Resources expertise because HR is evolving into a much more expansive role.

One Harvard Business Review article predicted that there will be a need to train HR professionals in 21 new types of jobs in the near future. Because of these changes, HR professionals will need to acquire a wide range of skills for which companies are often not able to train them proficiently.

Businesses will need to outsource their HR to firms like Flex HR because of the complex HR challenges that they are facing.

6. Shifts in Recruiting Strategies, Especially to Internal

 With a push to develop new skills for HR and other employees, upskilling employees and shifting recruiting strategies have become essential.

Senior Vice President of Flex HR, Phil Davis, predicts “employers will continue to see higher than normal employee turnover and rapidly escalating wages” and emphasizes the “need for effective recruitment and retention programs.”

Similarly, Heather Summers, HR Client Success Manager at Flex HR, sees the need for companies to “up their game” in the recruitment department, by re-evaluating “their benefits to employees, insurance, offer sign-on bonuses or employee referral bonuses to attract talent.”

Companies that are “winning” at recruiting have realized the importance of training and hiring from within their organization.

As Dr. John Cascone predicts, “There will be a shift away from investing dollars in recruiting new employees to invest dollars in retaining and developing employees.”

Recruiters will need to be more strategic in their approach, finding creative methods for attracting quality candidates.

Different recruiting strategies will include looking for non-traditional talent from within the company, using social media and texting, making company websites look more personable and friendlier, offering higher wages and more time off, and many other strategies we noted in last year’s article on 10 Ideas for Better Recruiting to Attract More Candidates.

Upskilling and training have become essential alternatives to recruiting.

Flex HR’s Laura Ladd, HR Client Success Manager, reminds us, “Studies show that “future-oriented” organizations are making leadership psychology training and development programs mainstream. Such programs include learning about the human brain, how we think, how we analyze data, and how we make decisions.”

Going forward, Dr. John Cascone predicts, “The greater challenge for leaders will be to retain quality employees, not to recruit them Share on X.”

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.