Accepting change: How can you help?

New technology is full of emotional change. Everyone finds their own pace when it comes to accepting the changes that come when adopting new technology. With brand new technology, the differences in adoption rates widen even more. Some folks won’t touch new technology. Other people prefer to wait a little while and let someone else take the punches that “first implementers” must often withstand. There are those who consider how the new tech can help them, and if it can, they’ll dive in wholeheartedly. Finally, some chase the Bright Shiny Object (BSO) – no, not the eclipse. The BSO distracts them just like a randomly reflected spear of piercing sunlight off a car windshield grabs your attention while driving.

This isn’t limited to technology

Segmenting the speed of accepting change isn’t new. A series of books by Geoffrey Moore, starting with “Crossing the Chasm“, examined this in detail. However, the phenomena isn’t limited to technology. Anything in our lives that introduces change tends to fit into these segments of how much (and how early) we’re willing to dive in. We’re creatures of habit, even in how we change. Our hesitancy or comfort to try new things impacts every purchase – including the uptake of anything new or different. Some of us love change. Some hate it. Most are somewhere in the middle. Many occupying the “fat part of the (Bell) curve” need a reason to change. Maybe not a big reason, but a reason all the same.

Ever tried to get a young child to try a new food? If so, you probably didn’t give them an adult-sized serving the first time you had them try it. As with the kid and that broccoli they (at first?) loved to hate, it’s often best to ease people into a new thing. Sometimes, you have to offer them something they crave (like ice cream for dessert) if they’re brave enough to choke down their broccoli.

It’s no different with adults. Try to convince a pickup driver to change from Ford to Chevy or Dodge. Ask a golfer to change clubs. Ask a frequent flier to change airlines. In each case, you’ll probably face substantial resistance.

How is that different from you wanting them to switch to your restaurant, hardware store, dinner menu, or IT company from the one they’re comfortable with?

IT ISN’T.

Risk reversal reduces friction

If you need someone to make a change in order for your venture (or career) to succeed – you need to figure out where the friction comes from. Whether you’re trying to work with the pickup driver, golfer, or frequent flier, what creates the resistance that keeps them from considering a change? Risk is a common source.

When we wanted people to change to our software years ago, almost everyone had a 30 day money-back guarantee. A few had a 60 day one. We changed ours from 30 to a full year. The difference in refunds is trivial between 30, 60 and 365 days. The perception of who takes the risk, however, changes completely.

I was on several car lots over the weekend. Of maybe eight different dealers, I met one salesperson who was hustling. He clearly understood that the goal was to get a new customer, not simply to sell a car. Almost anyone can sell a car (or whatever you and I sell), a real salesperson is looking to create customers for life.

Anyhow, this guy offered to send a car home with me for a few days to make sure it fits. Sure, I know how this works. It’s like a test drive on steroids. If they get you to test drive it, they know how much more likely it is that you’ll buy (trust me, there’s lots of data). “Take the car for a few days and see how it fits” is the next step up from a test drive. Even so, it’s a proven risk reversal strategy. We know we’re likely to miss something on a test drive. When our neighbors see the car, when we see that it fits in the garage, & when the rest of the family reacts – it’ll be tougher to return it.

Your challenge: Determine what’s necessary to reduce resistance to the point that your prospects will consider making a change. What risk(s) must you take off the table? “Change” in this case means make a sale and get a new client.

Photo credit: Frank Winkler

Sustainable revenue demands leadership

Recently, an employee of a tool company publicly commented (in a snarky way) about another vendor in their market. The target of his remarks isn’t a competitor. They create tools which complement what’s created by tools sold by the company that the snarky guy works for. Do employees who publicly snark about a vendor (or a client) think about the outcome of a vendor conflict that escalates badly? Perhaps. Let’s take a look at what’s at stake. The situation speaks to the leadership you provide to your people, even at a small company, and how it affects the sustainability of your company, and possibly that of your market.

What does sustainable company really mean?

We talk about sustainable companies and how culture, hiring, marketing, product, service, and leadership all contribute to create a company that lasts a very long time. Let’s tear this down into the pieces you and I can directly relate to. We’ll do it in the context of the two companies I’m referring to, but keep in mind that these things affect every company – including yours.

Many millions of dollars (and other currencies) are made each year from work created by the tools sold by the company that snarky guy works for. The company is rather small and one might think they’re insignificant in the big picture when compared to the big vendors who own that market internationally. You might think the same thing about your business. Don’t. When you look at regularly performed analyses of tool usage worldwide, the snarky guy’s company rarely appears on the list. In the rare occasions when it does appear on such lists, it’s in the second 50 or second hundred. In this market (perhaps like yours), it may seem insignificant. As such, why should we care what one employee said in public, right?

The leadership of that “insignificant” company should care. As should you when your people speak.

The math of an “insignificant” company

While there may “only” be 5000 to 10000 people worldwide who own tools made by snarky guy’s company, a portion of them are generating a good income – good enough to support their families for decades in some cases. This is not “random math”. I know a fair number of these folks. Many have employees. A few have 50 or more employees in the U.S. and/or scattered around the globe, and/or their products are a critical tools for companies with many employees.

When you take that community as a whole, we’re conservatively talking about between 100,000 and 200,000 people affected by the income generated via products created by these tools. Included in that figure are employees, customers, family members of the vendors, client companies, and other groups directly affected by that income. Expand that to the users of the products created by these people by adding those who make a living from the products. Add those making a living where these products are a critical tool in their work day. Now add their employees and families. Add the vendors all of these companies and families buy from. While this tool isn’t a global leader (and that’s OK), it still creates a significant amount of impact. For those who keep the lights on and their kids fed based on income rooted in those tools or businesses run by products created with those tools, it’s quite personal.

I suspect the 100,000 to 200,000 figure is quite low, even though it’s the estimated cumulative impact of one small tool maker who rarely (if ever) shows up on the radar of their industry. Small, much like the impact from any number of small businesses in your town. Including yours, perhaps.

So how does leadership affect sustainability?

The impact of even the smallest of companies must be taken seriously. Your company may seem insignificant compared to large multi-nationals, but the sustainability and leadership of your company has real impact. It affects homes, cars, kids, retirements, groceries, utility bills, and college plans for more families than you may have considered. Your team’s behavior follows the leadership example you set, which reflects upon your community, your company and you. Counsel your people about speaking about your company, your clients, your competitors, and those you collaborate with even in the smallest of ways. The smallest of things start a forest fire. When they do, everyone gets burned. Photo by Payton Chung

Where is the friction in your business?

What do you repeatedly force your clients to do that they simply shouldn’t have to do? Put another way, how does your business frustrate your clients? When dealing with your business, what drives them crazy?

What’s friction?

Can’t open the package without a Jedi sword? Can’t read your boarding pass printed in that microscopic font? Have to do this and this and this and that to buy or pickup a purchase, only to have to start over again? Can’t find out when something will be delivered? Have an appointment window that stretches from sunrise to sundown? Press one because your call is important to us and will be answered by the next available agent?

Yes, those kinds of things. They aren’t the sole domain of the cable company or that big company that’s easy to despise. Small businesses do these things as well, so we have to be vigilant and chase these things out of the building.

Sometimes these things are simple and inexpensive to fix, yet failing to address them creates a point of aggravation between you and your customers. These points of aggravation are often the tiniest of things. Like a grain of sand in your shoe, they could be the start of something much worse if allowed to fester.

Should it fester, you may lose a customer. Losing even one customer to one of these little things will transform that friction-creating “little thing” from inexpensive to very expensive. Remember, losing a customer usually isn’t losing a single sale – it’s losing all future sales from that customer. Friction is expensive.

How do I find these aggravating things?

Ask.

But what to ask? No matter who you’re talking to, poke around in their experiences with you regarding installation, deployment, service, customization, billing, paperwork, repairs, upgrades, financing, returns, shipping, etc. Ask questions about these things using different terms. Repeat yourself until you get the details you need. Using different terms in your questions will provoke different reactions and prod different memories from your customers.

Ask your best customers.

They’re the ones you’d hate to lose. The ones you know by name when they walk in the door. The ones whose names are familiar to your bookkeeper – and not because they don’t pay their bills. They’ll tell you different things than your newest customers, but that’s OK. There isn’t one frustration that fits everyone. Your business has many components. If you sell a number of products and services, you’ll need to ask the best customers of each. You’ll likely get different answers for each product and service.

Ask your newest customers.

Because everything is new, they’re quite likely to be more sensitive to oddities and more observant about every little thing your company does. Listen carefully to these folks. They may mention things that you’re vested in. You might get defensive. Fight that urge. There may be a perfectly valid reason for doing whatever it is. Brainstorm with the customer how you could accomplish this result in some other way.

Ask lost customers.

Did you lose a customer to another vendor? Give them a call, or see if they’ll set a time to visit in person. Make sure they understand that you aren’t there to sell them, but instead, you want to know what went wrong. What could you have done better? How did you frustrate or annoy them? This lost customer probably isn’t alone. Follow up with them once you’ve addressed the things they mentioned. A handwritten card thanking them and briefly describing what you’ve done to correct these things will both thank them and tempt them.

Preventing the growth of friction

Bear in mind that these things aren’t often created intentionally. Most of the time, “they just happen” and we miss them long enough that they become systemic. Once they become systemic, they seem normal and we have to battle a little harder to identify and evict them from how we do things.

Create a culture of ownership for finding and fixing these things. When your team has the permission to fix these things on the spot and bring the situation to your next process improvement discussion (ie: lunch), fixes don’t have to wait. Set boundaries as needed, but be careful to encourage improvement without waiting for seven signatures and a wax seal.

Photo by theilr

Work, Caring, and Filtering Employers

While last week’s “don’t work and don’t care” piece was inspired by comments about millennial workers, those “tests” evaluate things important about all prospective employees. Yet there’s more. One non-millennial responded: “Saw your blog post. Filtering employees is only part of the problem. The other side of the coin is filtering employers.

Exactly. So how do you filter employers?

Don’t filter employers because…

Do you avoid employers who filter prospective employees as I described? Don’t. The more care someone takes when hiring someone to join your team, the more likely that person will fit in and carry their share of the load. Good employers have learned to place small obstacles or tasks in the process to identify those who don’t pay attention to details and/or don’t follow instructions. “Email your resume to gimmeajob@company.com in Microsoft Word format” tells someone you aren’t a bot, you read and follow instructions, and you have a baseline of necessary skills. Can you use Word? Can you email an attachment? Is your grammar horrific? Did you use a spellchecker? If you submit a resume littered with errors, employers will rightly discern that you aren’t a good fit for their work, or the quality their work demands. For some jobs, these kinds of skills things are critical – even if they aren’t the core job skill.

Some employers have a complex interview process. As long as the interviews are engaging, it’s OK. If some interviewers are disinterested or not engaged (such as during a team interview), give the impression they don’t want to be there, or are unprepared to interview you, investigate. Ask about their hiring process. They’ll either be able to describe it, or not. If they tap dance, beware. Ask why they are involved in the process of selecting you as a candidate, but do so late in the discussion. You don’t want probing questions to take the interviewer off-task.

Even so, they need to sell you on their company as a good place to work. How prepared for the interview was this person? Did they seem to know little about you? Did you get the impression they were reading your resume, cover letter and other materials for the first time while conducting the interview? This could indicate a lack of organization, a lack of preparation, a random “Hey, go interview this person” assignment, or it could be that the person who normally conducts that interview is traveling or sick.

Filtering employers

You already know that you’ll be asked if you have questions. Do you prepare for them in advance? It’s clear from my comments that you should expect the interviewer to be prepared – and the same holds for you. The quality of your questions is critical.

Your questions during the interview:

  • Indicate whether or not you did your homework on the company.
  • Identify reason(s) to walk away, or become even more enthusiastic about the job.
  • Help the interviewer figure you out while letting you play detective.

About 20 years ago, I flew to West Virginia to interview for a senior executive-level position. Something seemed off, so I dug deeper than usual. At the time, online information was scarce, except for stock market info. I found news of a buyout, a bankruptcy, & reorganization. I asked about these things during my visit. They were floored – no one else asked about these events. They told me later that these questions were the turning point to them making an offer. I didn’t take the job, but I learned a valuable lesson about homework.

Ask about:

  • … company meetings: Do they have an agenda? Are people there who don’t need to be? Are they frequent or infrequent? Are they productive? These things speak to management style and organization, among other things.
  • … projects: How are projects managed? What happens after a successful project? What about an unsuccessful one? Ask to hear project “war stories”.
  • … the sales team: Some companies have them, some do not. The longevity of the sales team, if there is one, can indicate how things are going.
  • … how they use data: Is there a CRM or other strategic data use?
  • … their on-boarding process. What should you expect day one?
  • … crisis management. How did the last crisis / emergency get handled? What did the company learn from it? Was it something that allowed a change in process / design so it could be prevented in the future? How did this affect the staff?

If someone wonders why you care about these things – tell them that you’re looking for a solid, well-run company to grow with, not simply a paycheck.

Photo by adpowers

They don’t want to work & they don’t care like I do

Human resources. Human capital. Two terms that I really don’t care much for (especially the latter one), yet they attempt to describe what is usually the most important part of your business: employees.

You might think your customers / clients are the most important part of your business, but without good employees who want to take care of your clients, one of two things happens: Either you won’t have any clients or you’ll be doing all the work yourself – which sounds more like a job than it does a business. Two complaints I hear most often: “They don’t want to work” and “They don’t care like I do“.

They don’t want to work

If you have people working for you who don’t want to work, it’s not their fault. It is your company’s fault because the company hired them.

They may be lazy. You may be exactly right about why they are lazy, but it doesn’t matter. The fact that they are lazy and the reason(s) for that laziness are irrelevant. It’s relevant that the company hired them before figuring out they were lazy. Your job as the hiring manager is to find a way to figure out who is lazy (etc) and be sure not to hire them.

Repeatedly complaining (for example) that “all millennials are lazy and don’t want to work” is not only incorrect, but a waste of time. If the millennials your company hired don’t want to work, blame the broken process used to hire them. If three of every 100 applicants show the right stuff, then make sure your process finds the three.

Hiring people is easier if you put a process in place that makes it all but impossible for someone to join your team when they have the attributes of someone who can’t be successful at your place. This process doesn’t come in a box from Amazon. You can’t simply open the box and plug it in. It requires ongoing attention. It’s work. It takes time. It isn’t easy. The process needs to involve the people a prospective employee will work with, and those they will work for.

There are people who shouldn’t work at your place with your people. Your job is to eliminate them before you hire them. To eliminate each attribute that you don’t want working at your business, you add steps to the process that identify those attributes. “Drama queen” is a one of the attributes I eliminate, noting that these folks are both male and female.

Do you want to hire passive aggressive jerks who will tick off your customers? If not, your hiring process needs a way to filter out those people. Sometimes, it isn’t easy, but if you wanted “easy”, you shouldn’t have started / bought a business.

Attributes like lazy, passive aggressive, or any other that cause you to wish you’d never hired someone are no different than “must be able to lift 70 pounds”. They are a minimum qualification for employment. It isn’t the job prospect’s responsibility to apply only for jobs that they are ideal for. That might be nice, but isn’t realistic. It’s your job to sort them.

They don’t care like I do

Of course they don’t. Remember, they aren’t owners, so it will be rare that they will care like you do. They don’t have as much at risk as the owner and they sure don’t have as much potential upside as the owner.

Expecting someone to act like an owner at $10 an hour is silly. Training them to think like an owner and then giving them more responsibility (and more cash) when they act that way is a whole different thing. Some will still work hard, but won’t think like an owner. Some will work hard and think like an owner once they are trained and learn that there are things to be gained by doing so.

A rare few will act like an owner, at least to the extent they can. “These people” will start caring when they figure out that you do. That starts at the hiring time. If you find a way to stop adding lazy, crazy, and dazed to their department, they will notice. If you ask them for referrals, they won’t suggest you hire their dodgy, lazy friends. It simply makes more work for them. Instead, you’ll get the friends they trust to do their part.

Photo by jonny goldstein

“Sink or Swim” is not training

Pentagon Secretary Rumsfeld once said “…you go to war with the army you have, not the army you might want or wish to have at a later time.” He wasn’t referring to the Army personnel, or to their level of training, but to the number of Humvees that were not armored and therefore prepared for Iraq-style guerrilla warfare, IEDs, etc.

While you don’t need armored equipment for your team, they do still need to be prepared to succeed in their roles. Failing that, they will show up and do their best. Rumsfeld’s troops may have lacked the amount of armored equipment, but they didn’t lack training.

That is one of the primary differences between the military and business: Businesses often fail to invest sufficiently in training. It doesn’t matter if they are new to the business or experienced. Your team needs training and equipment. A lack of training might prevent reasonably effective use of the equipment you provide.

Sink or swim isn’t training

Employees are sometimes expected prove their worth via “sink or swim”. They’re expected to get started and become effective and valuable on their own. Failing to do so is “sinking”, and may result in the loss of that person’s job. When the employee is new, and the skill require is sales, sink or swim is usually little more than setting up the employee for failure.

I’ve seen this touted as a means of “separating the men from the boys“, so to speak. The euphemism is about identifying who is ready and able to produce results, but the reality is more nuanced than that. When you put an untrained or poorly trained sales employee on the floor, on the lot, or wherever they work with prospective customers, never forget this: They’re dealing with prospects.

At your car lot or furniture store, you know the business. If 100 people walk in on a Saturday, you can probably tell me within a small margin of error how many are “just looking” and how many are ready to buy. Likewise, you probably can tell me how many of that 100 you’ll likely sell that day. How many of those prospects are you willing to give to someone else because an untrained salesperson loses them? First impressions are everything. If your team is ineffective when the prospect makes that first visit to the showroom, lot or office, you probably know the likelihood that they will return.

Sink or swim undermines a new (or inexperienced) employee’s confidence, which will certainly be reflected in their performance and interaction with every prospect and client. Worse yet, your prospect may leave and never return because they had an ineffective, unproductive experience with someone who simply wasn’t trained well enough to provide for their needs.

Think of the most valuable customer you have. The one who buys furniture every 10 years for their 50 employee office. Or the one with a fleet of pickups for their on-site service people. How would you feel if you found out your new salesperson was sinking when they met the person who would have been your next “most valuable customer”?

Training isn’t fluff. You can tie real dollars to it.

Got the basics?

They’re called “The basics” because everyone should know them. Don’t assume everyone knows them. Train the basics. Vince Lombardi started a championship run by saying “This is a football” to a roomful of experienced pro football players. Take nothing for granted.

As I visit businesses with the intent of making a purchase, I routinely encounter salespeople who exhibit behavior that leaves the impression that they are untrained, or perhaps under-trained. Some are young and perhaps inexperienced, yet some are not as young and not as inexperienced.

Commissioned salespeople walk around without business cards, don’t know their product as well as the prospect, don’t attend to new arrivals “in the sales arena”, etc. At some level, these problems are the salesperson’s responsibility, yet new and under-trained salespeople don’t often realize they are under-trained. They can lose a great prospect who “appears indecisive”, but in reality is annoyed. Ultimately, these issues are on management. Management decides who gets trained, when, and for what skills.

Good salespeople deliver value. I visited a Michael’s Saturday to get a frame re-glassed. The employee in framing told me exactly what would happen, when it would happen, what else I could expect, and the guaranteed service window. This was not a big ticket purchase – yet this person was obviously well trained in what to communicate to me. I’ll go back because that guy made a routine purchase memorable. Isn’t that what you want?

Photo by Jay Phagan

Personas – Like building Mr. Potato Head

The process of analyzing & building customer personas is not too much different from the process of selecting & placing body parts while creating your newest version of Mr. Potato Head. You must identify each persona, then build it out by figuring out what “parts” make each one unique. Of course, there will be aspects of some personas that are shared.

Who are your personas?

The first step to working on your personas is to identify them. For me, a mental walk-through of the business processes of a business tends to produce a fairly complete list.

Once I’ve worked through that process, I’ll assign them role-based names (such as junior astronaut, senior astronaut, or launch manager). Next, I’ll discuss the roles with someone intimate to dealing with the clientele in question. Sometimes you can talk to one person and get a good assessment of your persona list.

Discuss your persona list with front office / sales people, service / field techs / deployment teams, admins and managers at each level. When creating a list of personas, don’t assume that you know them all simply because you run the place.

Getting feedback from staffers who talk to / email with these folks on a daily basis is critical to proper identification of each persona. Your front line people in each area work with these folks every day. Their familiarity will help you accurately describe, critique, and reflect on the qualities / properties of the personas you’ve built. Multiple viewpoints across your staff will fine tune the mental sculpture of them that you’re creating.

Putting the lips on each persona

Selecting the lips to stick onto your Mr. Potato Head is fairly simple. The work to break down the different traits, habits, wants, needs, communication requirements and other aspects of each persona your business works with isn’t.

It’ll pay off when you write emails, phone scripts, letters, forms, ads and other communications intended to optimize your interaction with each persona. Optimization is really about achieving a “message to market match”.

I should clarify the “… to market” part of this. Normally when I mention message to market match, I’m referring to the market of people who buy what you sell. From that high level perspective, your market could be “people who want to buy or sell a home“. Personas drill down on that.

When producing a list of personas from your market, we focus on market subgroups. A persona like “empty nester couples between 50 and 62 who are downsizing” is a good example – and is a good bit narrower than “people who want to buy or sell a home”.

The group of people on the list of folks who want to buy or sell a home include:

  • the aforementioned empty nesters
  • millennials
  • newlywed couples
  • 25-35 couples with kids looking for room to grow
  • single folks who want an ownership experience at a waterfront property without the need to deal with yard work
  • aging couples who want a single story place that will be suitable for keeping them out of a retirement home for 10 more years
  • vacation home buyers
  • rental real estate investors

… and so on. If real estate is your thing, you can probably add to that list without much effort.

Why are personas necessary?

You want to break your customer / prospect base down to this level of detail soso that you don’t communicate with each group using the same message. A real estate ad with a couple of 50+ aged people in the photo might not attract a couple with young kids who are looking for their first home. Likewise, the reverse could also be true. The imagery *and* the words matter. It’s tough to attract anyone when you use a message they doesn’t concern them.

When you do the work to identify what is unique to each of these personas, then you can more easily decide how to communicate with them (Instagram, Facebook ad, postcard, etc) AND what to say when you do.

Winning at this almost never looks like “I created one ad and it attracted everyone.” Creating the right conversation with the right group is more work. The reward is that conversations with better context produce better results. Further, fine tuning your message will reduce the amount of time you waste on people your business / products / services aren’t a good match for.

Finally, don’t forget to use your personas to refine messaging to existing clients.

Photo by beeep

Listen to clients. They say the darndest things.

I love polarized lenses. Sunlight reflected off snow or water is brutal on my eyes. Polarized prescription shades make it all better. They aren’t inexpensive, yet the payoff in improved vision and eye strain is huge. These special lenses help me see things in a way I can’t otherwise experience. Taken further, consider the special lenses available for folks with color blindness. Many YouTube videos show a thrilled & tearful reaction to wearing these lenses for the first time.

You need special business lenses for the same reason.

A special lens filters out glare, distractions and visual “noise” while making it easier to see what’s not normally apparent. This is why  I repeatedly suggest the use of dashboards. Trends and intermediate figures stick out on a dashboard. They don’t typically become apparent (or appear at all) on an income statement – or they’re buried in other numbers.

One of the best lenses for viewing your business is the lens your clients see through. You might see things that you might not normally value – at least not how your client values them.

New clients vs. long-term clients

One area where it’s easy to miss this data is in the difference between your newest clients and the ones you’ve had forever. I visited a long-term client a while back. When I asked “Where do you the value in what we do for you?”, they mostly talked about how (and why) the relationship started. Eventually, the discussion turned to the feeling that they felt protected and that we had their best interests at heart, even after all these years.

I felt like I wasn’t getting “the dirt”, so I asked what makes our stuff critical to them day-to-day. What affected them more than anything was being on time, every day. Not 15 minutes late. On-time meant six figures of difference in their daily cash flow.

While new clients may have bought your stuff because of the latest, greatest thing you’ve done, not everyone fits that mold. Long-term clients may not need the newest stuff you’ve done because whatever you do inherently has more impact on their business day-in and day-out.

The new stuff we’d done was designed to deal with issues that didn’t exist when we first started working together. Even so, those issues paled in comparison to the impact of not being on time. Anything that can affect a company’s cash flow by six figures each day is pretty important (British understatement). It might allow them to avoid hitting a line of credit that week, or even having to have that line of credit. It might be what allows them to take that “month off” each year that many lines of credit require.

Ask openly

When you listen to clients, you have to be careful what you ask, and how. I don’t know if I would have heard about the daily cash flow impact if I had asked about a particular feature, service or product.

Instead, I simply asked them to tell me how (and why) they felt they benefited from continuing to do business after all this time. You could drive an airport snowplow through the opening I provided. Not only did that allow them to tell me about something super critical, but to do so outside of the product / service context.

Cash flow has nothing to do with what’s sold to them, at least not directly (as I learned). What it clarified was that a slower than normal response from customer service could cost them $100K+ that day. To some clients, that hour isn’t important. Getting a quick response at a certain time of day was huge to these folks. Setting up with a special rapid response service would likely benefit them greatly multiple times per year.

Listen to clients without an agenda

While your clients may not have that kind of time-bound value tied to certain hours of the day, there are things to learn from asking open-ended questions that don’t necessarily point at product / service topics – and then listening intently to what they say.

When you listen to clients openly and without an agenda, the value of what you learn can be huge. Questions intent on confirming what we think we already know serve no one. Instead, ask better questions.

Photo by mattlucht

What about the prospect list that isn’t a list?

Last time, we talked about your prospect list (or lack thereof). What about the prospects that aren’t on a list: the folks who have decided to get their info about you via one or more social media platforms. You may feel that the list discussion doesn’t apply to you because your prospects get their product info without signing up for anything. They follow you on Twitter, Instagram and/or Snapchat, they’ve liked your business page on Facebook, or connected on LinkedIn. In most of those cases, you don’t have their contact info other than perhaps the ability to direct message them (don’t, except to reply to their questions).

Like your prospect list members, social media oriented prospects also fit the profile of “a friend who needs the information and advice they’d ask of the friend and expert (you) prior to making a decision about a possible purchase”.

Tracking is different

On a list, you can monitor responses and segment the list into sub-lists so that the people who are clearly showing more interest will be the ones who get the next piece of info you’d typically provide. On social media, there are tools that can make that easier, but you will often find yourself having multiple public-facing conversations at once. There’s nothing wrong with that, but you need to be prepared for it. Without being a robot, you need to have “canned” responses to the most frequently asked questions and comments about the products and services you sell. You’ll want to post this sequence of thoughts, advice and questions via your social channels.

You might be thinking that you don’t have a list of questions like that, but I suspect you do. It’s in your head, perhaps taken for granted because your responses are so ingrained in your mind that you can answer them as easy as you can turn a doorknob. It’s like muscle memory. We all have those questions that we can answer well, even if someone wakes us up at two am. I suggest transcribing those responses from your head onto paper or perhaps better, into a centrally available document that your team can use even if you and your expertise have gone fishing for the day.

As an example, what are the common sales objections that you have to address? Those things go on the list. Objections aren’t always reasons why people don’t want your stuff, they’re more likely to be an entry point into a discussion that addresses why your product or service fits their needs better than the other options they’re looking at – or why yours don’t.

On a social channel, you’ll attract prospects and buyers. Encourage the formative signs of a helpful community. Be the cheerleader, recruiter and mentor. Your presence when the community is small will be critical to its growth.

Think about the buying process

In order to prepare a series of postcards or emails for your list (or a series of social posts), you need to think deeply about the evaluation and purchase process. If you were to write a guide to buying whatever you sell, and that guide was the only resource you could provide to someone looking to buy – what would it say? What would it talk about first? What process of evaluation and selection would it take the prospective buyer through? What questions would it ask to help them choose the standard item in the warehouse vs. the special order or custom-built item? What installation and delivery questions should someone ask? How do your processes for delivery, installation and service after the sale vary? How do they compare to the “industry norm”?

What happens after the sale?

After the sale, the buyer still has questions. The questions change to care and feeding, update, maintenance, cleaning, re-use, deployment, training, replacement, refills, etc. These same questions are ideal topics for both your prospect list and your social channels. Many times, they’ll help a prospect learn of an important facet of the purchase and ownership process that they hadn’t considered. This is an ideal use for video, even though all of the stages from prospect to seasoned user benefit from help that’s best suited to a specific media type. Video is great for how-to info, for example.

Whether the message gets to your prospects and clients via old school media, new school media, or both – the important thing is that it matters to them.

Photo by p_a_h

Leads : Like a friend who needs advice

Your list. Do you have one? List of what, you say? Fair question. Let’s step back a bit. I’m talking about leads, prospects… ie: interested parties.

Does every lead buy the first time they encounter your products and services? The late Chet Holmes always talked about three percent who are ready to buy “right now”. Your business might “meet” 100 people this month who haven’t encountered you before. Using Chet’s numbers, there’d be three who are ready to buy and 97 who aren’t. Yet.

Your prospects might be different than his were, but there’s a percentage that applies to your business and your prospects. You get to analyze your prospects and how long it takes them to work through the lead process and figure that out. There isn’t one number for you and every other business.

That said, if your numbers match Chet’s, then what are you doing with the other 97% of the people you meet? If they don’t match his, that’s OK. The same question remains… what are you doing with the rest of them?

If you know who they are and can reach out to them to educate them (ie: provide them with info to help them learn more about what they said they’re thinking about buying), then you have a list. If you can’t do that, then you don’t have a list.

“People hate being on a list”

You’ve probably heard that. Or said it. Or lived it. Actually, what people seem to hate is being on a bad list.

A bad list is one:

  • ..where everyone gets the same thing, every time they’re emailed, mailed and/or called – regardless of age, gender, income, marital status, history as a customer, or time as a prospect.
  • ..that gets emailed, mailed and/or called with hard sales pitches about things they haven’t shown an interest in. For example, if I stop in to look at a four wheel drive diesel pickup, I don’t expect you to bug me about the latest hybrid two-seater you received. The reverse is also true.
  • ..that’s all about them and rarely about you (the prospective buyer) & your needs. Generally speaking, we don’t care about your end of month sales quota, or your boat payment coming due.

Political campaigns are a good example of a bad list. You get…

  • Mailings whose message resonates only to already-decided voters. See above.
  • Mailings that are all about the candidate’s party and not one iota about the voter they are trying to convince.
  • Mailings that think they can get you to change your mind because someone is, or isn’t wearing a cowboy hat.

If you want an example of what it’s like to be on a bad list… register to vote. If your mailings treat prospects in a manner that’s even close to the way parties and PACs treat their mailing lists, it’s time to reboot.

A good list serves leads

“Lead” is a somewhat impersonal name for these folks – after all, they are real people who have shown an interest in what you do. Leads is just a word. Don’t let it distract you from the purpose of your list of them. Treating them as if they’re all the same is a bad idea.

Why didn’t the other 97% buy? Maybe they’re waiting to get paid. Maybe they need to complete a few other tasks before they can buy. Perhaps they’re starting to learn about something they know they need or want, but they’re far from ready to buy. Maybe they have to wait until their new budget year starts. They all have a reason (want or need) and each one has a timeline. Some are more urgent than others.

You probably know 100 (often taken for granted) things that’d help the 97 (or whatever) percentage of people who didn’t buy figure out what to buy and when. These are the people who, if treated intelligently and kindly, would benefit from being on a good list.

“What do I say to make my list good?”

Imagine that one of your friends decides they need to buy what you sell. What questions would you want them to have the answers to before they make a buying decision? How would you advise them as they navigate the learning & purchase process?

These are the things a good list says. A good list treats leads like a friend who needs advice.

Photo by ccampbell10