Training Tuesday Podcast

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

 

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SGT Golay IAARNG  /  SGT Brooks IAARNG

CRAFT DEVELOPMENT

SECRETS OF QUESTION BASED SELLING by TOM FREESE

Make sure you have listened to my interview with Tom Freese, Episode 126.

Chapter 14 Re-Engineering the Elevator Pitch

Most sales discussion take on a SAP format

There is profit in the PAS format.

* Problem

* Alternatives

* Solution

 

Problem == Implications

EDUCATION:

Will you be attending where you want to attend rather than where you can afford to attend?

How important is it to attend school with peers?

How much easier would keeping your grades up if you don’t need and extra job – stay focussed?

One of the college killers is developing bad habits.  Would it be helpful to have a support group helping you so you don’t fall into bad habits?

Most college students graduate in dept.  To what extent would keeping the average loan payment of over $500 a month be helpful to you getting your life started?

Lots of college graduates have strong resumes when they start looking for jobs.  How do you think being able to put military service on your resume would impact your job chances?

Alternatives:  don’t hesitate to bring up and discuss alternative ways to deal with the problems you have discussed.  

Proactively raising potential alternatives in order to position them away as not the most effective.

Secret # 136  Your value propositions gets stronger if you can successfully position away other alternatives as not the bes solution.  

“There are several ways of ….

This is not bad mouthing the competition….it is “subtly poisoning”.

What are alternatives:

Delay of decision

Life just becomes more complex

Stack instead of combine

The benefit is in being an “and” not “or”.

Make a fatal or limiting decision.

Once a final decision is made – it can be fatal to all other options.

Wait until you need the resource

Come in when they need extra money, insurance or job training but the need is critical.

Academy:  

79T Tune-Up  

NGPAM 601-1

2-9. Work Plans

The long term, mid-term, and short term work plans are the sum of the several elements of the recruiting and retention program. Using the established objectives, the area analysis on the Strength Maintenance Area Information Model and the goals established from the ARNG school programs in Chapter 6, etc., the RRNCO establishes the long and mid-term work plans and enters them on the Recruiter Work Station (RWS), Microsoft Outlook calendar program. The short-term plans include the tasks that will ensure success. The issue of an ARNG planning guide or any other commercially available planning guide is required for adequate time management

Planning.

2-10. Long-Term Plans (Yearly)

Each RRNCO will develop an annual work plan that lists the major goals in functional terms. See example of calendar at Appendix B.

2-11. Mid-Term Plans (Monthly-Quarterly)

The next step is to develop a monthly-quarterly (3 months) plan. Using three of the monthly calendars from your planning guide list the major activities for each month. From this point on, there are two important points to remember:

* Start at the end of each month, review your projected and completed activities and then post the next 3 months.

* Whenever a task changes, a new task is planned,

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

79T Tune-Up  

NGPAM 601-1 APPENDIX F

April

As a best business practice, you should contact 100 percent of your senior enrollment and 100 percent of your ASVAB qualified seniors by 30 April. Continue contacts and follow up with juniors. Continue involvement with the chamber of commerce. Arrange now for next school year’s ASVAB testing dates with the school administrator.  Track and field meets begin. Offer to be a timekeeper or a coach’s assistant. Baseball season starts. Offer assistance to the coach. Make an appointment with the senior guidance counselor to discuss the monetary value of ARNG benefits obtained by each enlisted senior from that school. Request permission to present a scholarship certificate at the Senior Scholarship Awards Assembly and/or Graduation. Have the marketing NCO prepare scholarship certificates for every senior you have enlisted to be presented at the appropriate ceremony in May.

Section II

Time Management

2-7. Recruiting Objectives

Based on force structure levels authorized by NGB, each State determines the numerical and quality objectives required of each RRNCO and/or area of operations. Objectives are mission assignments and those assignments are used to judge achievement. They are usually stated in terms of certain numbers of enlistments within stated categories (NPS vs. PS, HSDG, HSJRs, Test Score Categories I through III-B, etc.), or in varying points credited for each individual enlisted. Assignment of objectives and tracking of achievements is kept by each State’s RRC on a production data sheet.

2-8. Goals

Recruiting goals express the RRNCO’s plans for achieving both the State assigned objectives and the self-generated levels of performance the RRNCO impose upon himself/herself. These are expressed as long-term (yearly), midterm (monthly-quarterly), and short-term (daily-weekly) goals. These goals are then used as the basis for the RRNCO’s work plan.

Time Management Matrix

4 Quadrants

Urgent – Not Urgent

Important – Not Important

Time Management Matrix Video

TimeManagementGrid

HOTLINE:  Leave voicemail to share ideas, celebrate success, solve a common problem, ask a question, correct an error  307-202-8031

King Solomon:  If the iron is blunt, and one does not sharpen the edge, he must use more strength, but wisdom helps one to succeed. (Ecclesiastes 10:10 ESV)

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

THIS WEEK:  Time Management; Conflict Resolution; Problem Implication

Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters.  

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

79T Tune-Up  

NGPAM 601-1

Section II

Time Management

2-5. General

Early and careful planning is the key to successful recruiting. This section offers guidance to help RRNCOs attain and maintain high levels of productivity through complete planning. Adherence to this guidance will:

* Help supervisors to develop attainable goals that will meet the needs of supported units and organizations.  

* Focus RRNCOs’ efforts on the most productive activities and times of the day.

* Show RRNCOs how to plan their activities to establish efficient schedules that will help make maximum use of their resources, provide adequate time off from duty, and make allowances for the many factors that affect their time.

2-6. Principles of Time Management

Recruiting and retention efforts are affected by the availability of the persons to be recruited and those who will help the recruiting program. In addition, the requirement for early MEPS processing appointments, evening MET site testing, and evening appointments with prospects, parents, families, and civic/social organizations often make 8-to- 5, Monday to Friday hours impossible. Supervisors will monitor their RRNCOs’ schedules closely to ensure that they:

* Schedule periodic leave.

* Adhere to a relatively normal workweek with one or two days off per week (average), and that they do not work consistently long hours.

* Are not merely maintaining an “office presence” during 8-to-5 hours, and also keeping early morning, late evening, and weekend recruiting and retention commitments. This is an artificial, counterproductive effort that needlessly builds stress, leads to “burn-out” and has adverse effects on the Soldier’s health, productivity, morale, and relationships with family members.

 

Leadership Lesson ADRP 6-22

PART ONE: THE BASIS OF LEADERSHIP

CHAPTER 1:  FUNDAMENTALS OF LEADERSHIP

CHAPTER 2:  ROLES AND LEVELS OF LEADERSHIP

PART TWO: THE ARMY LEADER: PERSON OF CHARACTER, PRESENCE, AND INTELLECT

CHAPTER 3: CHARACTER

CHAPTER 4:  PRESENCE

CHAPTER 5:  INTELLECT

PART THREE:  COMPETENCY-BASED LEADERSHIP FOR DIRECT THROUGH STRATEGIC LEVELS

CHAPTER 6

LEADS OTHERS

USING COMPLIANCE AND COMMITMENT

Methods of Influence

Application of Influence

Resistance

PROVIDING PURPOSE AND MOTIVATION

Building and Sustaining Morale

RESOLVING CONFLICTS

6-35. Conflict is the process in which one individual or group perceives that another individual or group negatively affects their interests. Conflict does not require the involvement of two people, nor is it necessarily founded in reality based on actual circumstances. One person may be in conflict with another, without the second person even realizing it or being at fault. As a leader, it is important to identify and resolve conflict before it affects personal and organizational functioning and effectiveness.

6-36. Conflicts can be categorized as work-based such as clarifying roles,

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

THIS WEEK:  

JEB BLOUNT, SALES GRAVY WEBINAR ON PROSPECTING:  LINK

Summary of Webinar

‘There is no easy button in sales. Prospecting is hard, emotionally draining work, and it is the price you have to pay to earn a high income.’ –Jeb Blount, CEO, Sales Gravy

Prospecting sucks, but ultra-high performing sales reps do it anyway, and that is why they continuously crush their numbers.  Top earning sales professionals are relentless, unstoppable prospectors and obsessive about keeping their pipeline full of qualified opportunities.

Join ZoomInfo for this upcoming webinar with renowned sales expert and CEO at Sales Gravy, Jeb Blount, as he teaches you his secrets – real techniques that work with real prospects, in the real world, while answering questions live from the audience on this same topic. With insights from Jeb’s latest book, Fanatical Prospecting, you’ll learn how to keep your pipeline and bank account full.  

79T Tune-Up  

NGPAM 601-1

2-4. ARNG Features

As an ARNG representative, your knowledge and use of the specialized product information about the available entitlements and benefits is essential to your credibility and success. The acronym (TEAMS) is used to remember ARNG features and benefits. The following is a short synopsis of ARNG product knowledge.

* Training:

* Education:

* Adventure:

* Money

* Service to country:

* The other areas a prospect could be interested in include travel, achievement, advancement, recreation, job satisfaction, and security. The key point to remember is that they all fall under the categories listed above.  Achievement, advancement, and security are money related issues. Recreation and travel could be included with adventure. It’s not important to probe these areas separately.

Leadership Lesson ADRP 6-22

PART ONE: THE BASIS OF LEADERSHIP

CHAPTER 1:  FUNDAMENTALS OF LEADERSHIP

CHAPTER 2:  ROLES AND LEVELS OF LEADERSHIP

PART TWO: THE ARMY LEADER: PERSON OF CHARACTER, PRESENCE, AND INTELLECT

CHAPTER 3: CHARACTER

CHAPTER 4:  PRESENCE

CHAPTER 5:  INTELLECT

PART THREE:  COMPETENCY-BASED LEADERSHIP FOR DIRECT THROUGH STRATEGIC LEVELS

CHAPTER 6:  

LEADS OTHERS

USING COMPLIANCE AND COMMITMENT

Methods of Influence

Application of Influence

Resistance

PROVIDING PURPOSE AND MOTIVATION

Building and Sustaining Morale

6-32. Military historians describing great armies often focus on weapons and equipment, training, and the national cause. They may mention numbers or other factors to analyze, measure, and compare. Many historians place great emphasis on one critical factor that cannot be easily measured: morale.

6-33. Morale is the Army’s most important intangible human element. It is a measure of how people feel about themselves, their team, and their leaders. Units achieve high morale through effective leadership, shared effort, trust, and mutual respect. High morale results in a cohesive team striving to achieve common goals. Competent leaders know that morale holds the team together and sustains it during operations.

6-34. Leaders can boost morale in the face of extreme danger by providing their Soldiers the means and support for successful operations.

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote interstate collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

THIS WEEK:  REPS; OPPORTUNITY TO EDUCATE; SERVICE TO COUNTRY & WARNINGS

Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters.  

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

CRAFT DEVELOPMENT

SECRETS OF QUESTION BASED SELLING by TOM FREESE

Make sure you have listened to my interview with Tom Freese, Episode 126.

Chapter 12 Turning Cold Calls Into Lukewarm Calls

Stage 2 – Discovery

From an introduction to information gathering

Transition:  Instead of forcing the conversation – earn the right

How familiar are you with the ARNG ***key wording*** vs Have you ever heard

Can I ask you a couple specifics about ________?

Secret #112 By securing your prospect’s permission to proceed, you can expect more productive responses to your probing questions.

Narrow your scope for Credibility – See Chapter 9

Open with a short series of diagnostic questions that establish your credibility

Do this before asking any open-ended probing questions

“Can I ask you a couple specifics about life as a high school student?”

Use any social media or reference data to ask relevant questions

5-6 questions – easy to answer and not too deep or personal

Leverage any information about the school

“You are a junior, right?”

“Do you have Johnson or Smith for English?”

“Looks like you had a pretty good football season.  You planning to play your senior year?”

“Are you able to have a summer job or does something else take up your time?”

“To what extent is going to college important to you?”

Status – Issue – Implication – Solution

Global Questions

How do you mean?”

What else?”

Like what?”

“And then what?”

What happened next?

How so?

Avoid – vague questions

What – why

“You mentioned thinking about going to college – what has prompted that?”

Stage 3 Value Proposition

“Would it make sense for me to take a minute and bring you up to speed on the ARNG?”

Opportunity to educate

Secret #116 Providing too much information, too early in the process, makes it way too easy for the prospects to say, “No, thanks.”

Brief “infomercial”

Put the best foot forward

Position both the Gold Medal and German Shepherd

Stage 4 Close on the next step

There’s no good way to go over the details over the phone.”

“That’s why with most students, we set up a meeting so they can understand how things work.”

“Would it make sense to get the appropriate people together in front of a piece of paper to map out the specifics”  “Who else needs to be involved?”

“We need to choose another date.”

Some will still say, “No.”  Better to leave them positive than pissed.

Referral??

79T Tune-Up

NGPAM 601-1

2-4. ARNG Features

As an ARNG representative, your knowledge and use of the specialized product information about the available entitlements and benefits is essential to your credibility and success. The acronym (TEAMS) is used to remember ARNG features and ...

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

THIS WEEK:  Introduction Video; Diagnostic Questions; Money

Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters.  

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

Introductory Video Example:

PRESENTATION Be an -AND- Kind of Person

PRESENTATION Be an -AND- Kind of Person PRESENTATION VERBIAGE

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

 

CRAFT DEVELOPMENT

SECRETS OF QUESTION BASED SELLING by TOM FREESE

Make sure you have listened to my interview with Tom Freese, Episode 126.

Chapter 12 Turning Cold Calls Into Lukewarm Calls

Stage 2 – Discovery

From introduction to information gathering

Transition:  Instead of forcing the conversation – earn the right

How familiar are you with the ARNG ***key wording*** vs Have you ever heard

Can I ask you a couple specifics about ________?

Secret #112 By securing your prospect’s permission to proceed, you can expect more productive responses to your probing questions.

Narrow your scope for Credibility – See Chapter 9

Open with a short series of diagnostic questions that establish your credibility

Do this before asking any open-ended probing questions

“Can I ask you a couple specifics about life as a high school student?”

Use any social media or reference data to ask relevant questions

5-6 questions – easy to answer and not too deep or personal

Leverage any information about the school

“You are a junior, right?”

“Do you have Johnson or Smith for English?”

“Looks like you had a pretty good football season.  You planning to play your senior year?”

“Are you able to have a summer job or does something else take up your time?”

“To what extent is going to college important to you?”

Status – Issue – Implication – Solution

Global Questions

How do you mean?”

What else?”

Like what?”

“And then what?”

What happened next?

How so?

Avoid – vague questions

What – why

“You mentioned thinking about going to college – what has prompted that?”

 

79T Tune-Up

NGPAM 601-1

Appendix F

March

As a best business practice, you should contact 90 percent of your senior enrollment by 31 March. Continue contacts and follow up with juniors. Have the marketing NCO prepare certificates for those faculty and staff members who have aided you in your HS recruiting efforts. Present these certificates at a Center of Influence (COI) event.  Continue to advertise in school newspapers and conduct class presentations. Award certificates of appreciation to key influencers throughout your HS of assignment.

2-4. ARNG Features

As an ARNG representative,

Reduce new-hire production delays, resource Performance-Improvement-Plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain our institutional knowledge.

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

Shout out to SGT Zachary Brooks – Des Moines, IA Recruiting Team

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

What are you paying for your tuition?  There are no free passes.  We all know this as NCOs…we earn our stripes.  Recruiting is no different.  You must pay your dues/tuition.   

Advanced Selling Podcast

 

CRAFT DEVELOPMENT

SECRETS OF QUESTION BASED SELLING by TOM FREESE

Make sure you have listened to my interview with Tom Freese, Episode 126.

Chapter 12 Turning Cold Calls Into Lukewarm Calls

4 Types of Questions:  Status – Issue – Implication – Solution

Stages of a Lukewarm Sales Call

* Stage 1:  Introduction

* Stage 2:  Discovery

* Stage 3:  Value Proposition

* Stage 4:  Close on Next Step

 

Stage 1:  Introduction

Experienced salespeople are keenly aware that the beginning of the initial sales call is one of the highest hurdles in the sales process.

Secret #108 Very few sales are consummated during the initial sales call, but this is where many sales opportunities are lost.

Down to earth and considerate

Identify yourself and your company

Voicemail – Chapter 7 one of the curiosity strategies

Straightforward (purposeful)

Initially no small talk

Titles are not as important as your role (team)

“I am on the team, who reports to the Governor of WV, and is responsible to connect with WV junior and seniors….”

Next – why you are calling

“…to discuss their plans after high school and if they might benefit from serving in the WV ARNG;  being a part of the State’s overall plan to provide disaster relief and at times part of the national security.”

Familiarity – lowers defenses and can add to the “why”

Need to tell the prospect “why” without unloading a bunch of features/benefits

Personal Endorsements

“Did Fred let you know I’d be calling?”

Associative References

Starting lower in the chain and working up

Herd Momentum

Credibility by association

Discover what others are doing

Glimpses of Value

Dangle a few enticing benefits to see if they want to hear more about them

Humbling Disclaimer to Minimize Your Risk

Did I catch you at a bad time?

Don’t ask too early – must have stated why you are calling

Wanted to see if it made sense for us to have a conversation.

Stage 2 – Discovery

From introduction to information gathering

Transition:  Instead of forcing the conversation – earn the right

How familiar are you with the ARNG ***keywording*** vs Have you ever heard

Can I ask you a couple specifics about ________?

Secret #112 By securing your prospect’s permission to proceed, you can expect more productive responses to your probing questions.

 

Adventure: The ARNG offers exciting challenges and adventures to young men and women. These may be realized through the undertaking ...

RRNCO turnover kills mission completion.  We reduce new-hire production delays, resource performance improvement plans, and promote collaboration to increase ARNG enlistments by providing weekly audio sustainment training and an online training archive to retain and transfer our institutional knowledge.

 

Jocko Willink:  http://jockopodcast.com/ Extreme Ownership

Entreleadership:  #228 Donald Miller “How to double your revenue”

Youtube – full length

Story brand one liner exercise:

HOTLINE:  Leave voicemail to share ideas, celebrate success, solve a common problem, ask a question, correct an error  307-202-8031

King Solomon:  If the iron is blunt, and one does not sharpen the edge, he must use more strength, but wisdom helps one to succeed. (Ecclesiastes 10:10 ESV)

This week we head to the locker room for a halftime discussion with CSM (r) Dave Eustice from Military Recruiting Experts on ATTITUDE.

 

Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters.  

This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted.  What you do matters…..you make a difference.

Welcome, Idaho…1SG Justin Cole.

HOW MANY PEOPLE DID YOU ASK TO JOIN THE NATIONAL GUARD LAST WEEK?

79T Tune-Up

February

As a best business practice, you should contact 60 percent of your senior enrollment, 100 percent of your HS graduates and 100 percent of your junior enrollment by 26 February. Dynamic momentum can be infused into your HS prospecting program this month for the following reasons: It is the beginning of a new semester. For seniors, it is their last. Regardless of plans they may have made, they are now more aware of what this final semester indicates. The reality for many will mean they will be more open to the ARNG message than in previous contacts. Use your senior class ARNG recruits to assist in your efforts to prospect seniors! Juniors want something to do this summer. They want to earn money and they want to do something with their friends. The good reasons for enlisting during the junior year still apply, but they are looking for excitement. Encourage your junior class recruits to obtain prospects while you foster enthusiasm for a great program. Absences of teachers who are chaperoning field trips will provide opportunities to give additional presentations in the classrooms. These classroom incursions will be an addition to SEVs you have already planned.

Leadership Lesson ADRP 6-22

PART ONE: THE BASIS OF LEADERSHIP

CHAPTER 1:  FUNDAMENTALS OF LEADERSHIP

CHAPTER 2:  ROLES AND LEVELS OF LEADERSHIP

PART TWO: THE ARMY LEADER: PERSON OF CHARACTER, PRESENCE, AND INTELLECT

CHAPTER 3: CHARACTER

CHAPTER 4:  PRESENCE

CHAPTER 5:  INTELLECT

PART THREE:  COMPETENCY-BASED LEADERSHIP FOR DIRECT THROUGH STRATEGIC LEVELS

CHAPTER 6:  LEADS

Providing Purpose and Motivation

6-30. Positive reinforcement such as tangible incentives (such as monetary rewards or time off) as well as intangible rewards (such as praise or recognition) can enhance motivation. Leaders can use healthy

competition to renew intensity, such as recognition for the most improved score, the top five finishes, or those working together best. Punishment can be used when there is an immediate need to discontinue dangerous or otherwise undesirable behavior. It can send a clear message about behavioral expectations and the consequences of violating those expectations. One caution is that punishment should be used sparingly and only in extreme cases because it can lead to resentment.

CHAPTER 7:  DEVELOPS

CHAPTER 8:  ACHIEVES

CHAPTER 9:  LEADERSHIP IN PRACTICE

PART FOUR:  LEADING AT ORGANIZATIONAL AND STRATEGIC LEVELS

CHAPTER 10:  ORGANIZATIONAL LEADERSHIP

CHAPTER 11:  STRATEGIC LEADERSHIP

 

SALESMANSHIP SEGMENT

SECRETS OF QUESTION BASED SELLING by TOM FREESE

Make sure you have listened to my interview with Tom Freese, Episode 126.

Chapter 12 Turning Cold Calls into Lukewarm Calls

Nobody likes to make cold calls – interrupt others.

QBS methodology – pique the prospects curiosity

CaLls are microcosm of the Sales Process

Generating interest; uncovering needs; presenting solutions

Must be purposeful, relevant, valuable, credible

Secret #107 In the strategic sale, the larger goal of making the sale is achieved by accomplishing a series of smaller successes along the way.

**We must be willing to do poorly everything we want to do well, until we develop the necessary skills.**** Go to School!!!