Jason Cutter

Humans don't like change. We love our confort zone. We also love our Ego...it's what tells us we are great, keeps us safe, and tries to ensure we hold our status in society. Feedback attacks both those things - comfort zone and ego. Its really tough for humans to take feedback. Even when someone says they like it, it still triggeres something inside (they are just better at ignoring that auto response). There are two keys to reducing resistance to feedback. 1 - Hire people who have an open and curious mindset, above all others. 2 - Set the right expectation in the beginning, and often, about feedback being given as a way to help them win (not as a way to try control and dictate). Again...remember...humans dislike change.

This part is key - the flexibility. It's why I teach leaders to ensure their team is Married To The Vision (destination, WHY for the company as a whole) and Date The Strategy. Strategies change. They must. Even during good times you must constantly be on the lookout out for ways to adjust so the good times keep on being good times. When times are challenging, flexibility is key. But word of caution, dont chase things in too many directions. Too much flexibility can be bad...because you never know what is working if you change too much. So b e flexible in and constantly look out for ways to improve, while keeping some parts constant. Vital key is to ensure the team is up for the challenge and open to flexibility and change.

Any goal you have should be thought of like a jar, where you goal is to fit the big rocks in first, then the gravel, then the sand. If you try and put the rocks in last, it will never all fit. Thats what most people do with prospecting. They don't enjoy it, its full of rejection and calls that don't get answered. But you must prioritize it during your week, not necessarily each day. Work backwards - how much money do you want to make? How many sales does it take? How many leads to close one sale? How much prospecting to generate one lead? Take that number, divide by 52 - then allot time for that effort each week. Plan out your week with 'Prospecting/Power Hour' blocks. Don't try to power through hours and hours of propecting.

There are some really good responses already for this sub-topic...here is my addition: The one area that gets most people in trouble as a coach/manager/leader/human is they forget that everyone is different. They have different experiences Different struggles Different traumas Different baggage Different hopes and goals Different mental limitations Different personalities Different behaviors They are differenty Just like you are different from me. Most humans (yes - you!) default to thinking everyone sees the world the same way. (Its why you cant talk about politics and religion with people who have a different view - no one can understand why someone would think differently.) So focus on coaching THEM where they are and who they are.

Most people do not understand where objections come from. They think its just a normal part of being a salesperson. But having to overcome objections isn't a requirement for sales. Its something that occurs because a) the prospect is afraid of moving forward (for many reasons) and b) the salesperson hasn't done their job fully to that point. Without fears and when a salesperson follows a proven process (like the Authentic Persuasion Pathway), objections become questions and concerns - not deal breakers. When faced a true objection, make sure you seek to understand the cause. Not just what they are afraid of, but they that topic is important to them. And please don't just rattle off the practiced rebuttle monologue your company gave you.

If the Will is there, and the goals aren't being achieved, then it's a Skill issue. There is something (or many things) that could be improved to achieve better/different results. Btw, there are always ways to improve the skills that lead to bigger results. And that is the key - open minded, growth mindset. Successful people - in any field/category - are ones that never stop wanting to learn and grow. To start, need radicle self-awareness and transparency. Assess your skill levels in all categories. Then you and your coach can get to work. Best places to start are the ones that will give you the most leverage - in the H2H Category. Active Listening, Empathy, Curiousity, Creativity, and did I mention Active Listening? Start there!