legacypc46
01-16-2008, 08:23 PM
Originally Posted by chefmeg
Please do share what you managed to do to recruit 16 folks since April!! What one or two things do you attribute that kind of success to?
Okay, proof-positive that the Red Carpet Interviews don't get listened to! (Just kidding, but this was almost the same question I had to answer there :)) What I said at Leadership was a lot shorter and more diplomatic, but here goes:
I honestly don't like the whole 'recruiting thing.' But, I do like being a consultant, and I have no regrets about my decision to become one. After 14 months, I am very comfortable recommending this to anyone.
This is exactly what I say at my shows (minus the comment about recruiting). I simply stop at some point towards the end of my show (or earlier if a guest brings it up), and take a deep pause to signal what I'm about to say is important. I also make eye contact around the group. I'm intentionally very low-key, but very deliberate. I want anyone who is interested to give themselves permission to be interested.
Most of my team were first guests, then hosts, then consultants. When host coaching, I share the same recommendation, so I guess it all kind of builds. (I also averaged 8 shows per month last year, so that's a lot of potential consultants I met.)
During the interview, I tell them to ask any questions they want; I'll answer them fully and truthfully...nothing hidden. It takes the pressure off and makes it easier for them to give themselves permission to really listen. (Honestly, when someone actually hears how risk-free it is, how can they not join?) I think of the 16 consultants that have signed, all but three qualified within 30 days (one 'disappeared' and two are still in their first 30 days).
For the sake of truth in advertising, I am not having the same degree of success sustaining my team. I have several inactive and a few close. My growth to director happened faster than I was really ready for. Between my own show schedule and training new consultants, I didn't adequately prepare my gals for business after the holiday break. I feel like I am only now starting to 'get a clue' (thank you fellow cheffers). I'm now away from most of my team so that is an added challenge I am working to overcome.
I hope this answer helped. I wish I could give you something more concrete and 'actionable', but I think a sincere low key approach does work. It's hard to be a PC consultant and not care about people...let that side show.
-leggy
Please do share what you managed to do to recruit 16 folks since April!! What one or two things do you attribute that kind of success to?
Okay, proof-positive that the Red Carpet Interviews don't get listened to! (Just kidding, but this was almost the same question I had to answer there :)) What I said at Leadership was a lot shorter and more diplomatic, but here goes:
I honestly don't like the whole 'recruiting thing.' But, I do like being a consultant, and I have no regrets about my decision to become one. After 14 months, I am very comfortable recommending this to anyone.
This is exactly what I say at my shows (minus the comment about recruiting). I simply stop at some point towards the end of my show (or earlier if a guest brings it up), and take a deep pause to signal what I'm about to say is important. I also make eye contact around the group. I'm intentionally very low-key, but very deliberate. I want anyone who is interested to give themselves permission to be interested.
Most of my team were first guests, then hosts, then consultants. When host coaching, I share the same recommendation, so I guess it all kind of builds. (I also averaged 8 shows per month last year, so that's a lot of potential consultants I met.)
During the interview, I tell them to ask any questions they want; I'll answer them fully and truthfully...nothing hidden. It takes the pressure off and makes it easier for them to give themselves permission to really listen. (Honestly, when someone actually hears how risk-free it is, how can they not join?) I think of the 16 consultants that have signed, all but three qualified within 30 days (one 'disappeared' and two are still in their first 30 days).
For the sake of truth in advertising, I am not having the same degree of success sustaining my team. I have several inactive and a few close. My growth to director happened faster than I was really ready for. Between my own show schedule and training new consultants, I didn't adequately prepare my gals for business after the holiday break. I feel like I am only now starting to 'get a clue' (thank you fellow cheffers). I'm now away from most of my team so that is an added challenge I am working to overcome.
I hope this answer helped. I wish I could give you something more concrete and 'actionable', but I think a sincere low key approach does work. It's hard to be a PC consultant and not care about people...let that side show.
-leggy