You Never Call Anymore

coffee-cup-working-happyToday is Monday – we make all kinds of jokes about Monday being the worse day of the week, the day after the ‘vacation’ of the weekend.  But today is the first day of the rest of your life.  What are you going to do TODAY to move towards success in your business?

Chances are pretty great that you reached out to someone in the not-so-distant past that you need to follow up with.  A potential business contact, a friend, a family member, an industry influencer, a lead, a potential source of income – you reached out to someone and today is the perfect day to reach out to them again because maybe, just maybe, they are waiting to hear from you.


There are a few key reasons people are not calling you back. They include:
  1. They know you’re selling something.  I say this all the time to the clients I coach – avoid coming across like a used salesman.  Stop with all the hype-ads, the scripts, the cutesy little quotes and bumper stickers. Get to the heart of those listening by being real – being relevant – being genuine – and being transparent.  Talk TO them not AT them. Shoot straight and honest and there is a good chance they will want to learn more. Come across as a used car salesman and your phone is going to be oddly quiet.
  2. Ypexels-photo-100528ou offer nothing of value to them.  If you are selling virtual assistance organizations to me, chances are great that I’m not going to be returning your call because, well, ORCVirtual IS virtual assistance.  You need to be offering me something of value – something of worth – something to tempt me!
  3. You lack relevance.  Virtual assistance IS relevant to me and I want to know about the latest and greatest technologies.  But if you haven’t cued in on MY needs to make it relevant for ME, then I’m not calling you back.
  4. Scheduling nightmares.  If you feel that what you have to offer has value to them, then keep in mind the simple fact that life happens.  I recently had a minor heart procedure and I was out of commission for about a week.  Fortunately, I have an AMAZING team that kept things moving forward and none of our clients felt the slightest impact of my being away for a week.  I received somewhat of a rude voicemail from a sales lady who had called earlier and was put off that I never returned her call.  Well, I did not call her but I did email and gently yet firmly put her in her place.  The point is this:  if you are reaching out to the decision-maker whether a company or a household – remember that you have no idea what is happening in their personal life that may be preventing them from calling you back.  Patience and understanding that you do not have all the facts can pay off.

According to the National Sales Executive Association

48% of sales people never follow-up with a prospect

25% of sales people make a second contact and then stop

80% of sales are made on the fifth to 12th contact!!!!!!

Only 2% of sales are made on the first contact

3% of sales are made on the second contact

5% of sales are made on the third


Start Polishing Your Resume Because I’m Not Running a DayCare

Submitted By Kurt Danskin, CEO, ORCVirtual, Inc.

Any time that I was fortunate enough to be in a position of leadership, I always made my primary objective the same:  empower the team. If someone was failing on the job, I believed the first line of accountability fell to me.  It was my job to train the team, support the team, and empower them to succeed.  After evaluation and training, if they continued to fail, the responsibility fell on them.  It comes down to my style of management – if, in the beginning, you need micro-managing to help get you over some hurdles because management failed in their training and in clearly outlining their expectations, then I was happy to do so – for a short period of time.  If, after training and coaching and encouraging and supporting and you continued to fail – start polishing that resume because I’m not running a daycare.

closerlookMany of us have experienced being micro-managed and many of us are guilty of doing it.  Usually it comes down to how we appear, or believe we appear, to upper management.  If we are afraid that upper management does not like something from my team, then I’m likely to take it out on my team whether or not it is a real problem – I perceive it as one therefore the only way to fix it, is to put my foot down.  Many times, if the department manager is hovering over everyone going through their work with a fine-toothed comb,  someone above them is doing the same thing.  The only way to overcome this is to have an honest, open, corporate discussion.  You need to always be asking the following questions:

  1. Am I providing them the right tools to do the job?
  2. Did I teach them how to use and care for those tools?
  3. Do I know what it is like to sit in their chair for a day?
  4. Am I listening to what they have to say?
  5. Am I afraid that if they fail, I’m going to fail?

If dialogue is the answer – well, here’s why I do NOT like honest, open, corporate discussion…

It turns in to a whine-fest.  Someone chimes in about a certain time when so-and-so did such-and-such and they go off on a tangent.  They pick one or two times someone was mean to them and dwell on it and focus on that and constantly hammer it home.  The current political scene is a CLASSIC example of jungle-gym bullying.  You honestly don’t have that many bad things to say about others but the reality is, you don’t have anything great to say about yourself so you spend time throwing the spotlight (blame) on to others hoping beyond all hope that upper management will actually do something about it that will make you look like you are the one that is right.

business man  on a meeting in offce with colleagues in backgroun
Even though everyone comes to the mandatory company meeting – not everyone ‘shows up’

I have seen it so many times in the corporate world – “Let’s have a dialogue” actually means, let’s try to listen to everyone and get them to say it like we want it said.  Have you ever had to have a brutal, this-is-going-to-hurt talk with someone?  It’s not a fun place to be, is it?  But did it RESULT in something GOOD?

Micro-managing should not be “do-this-do-that, and then I”ll check your homework”.  It should be a time to get in that trench with that team member, listen to what they have to say and get a real feel for the rhythm of their surroundings.  Look closely and pick up the tools they were given and see if they actually work.  A little empathy goes a long way. 

Managers absolutely do not want to be surrounded by people who are better than they – it makes them look bad and they fear for their job.  Leaders thrive to educate and coach people into success and thereby surround themselves with people who are much better than they are in that field.

The next time you feel the need to micro-manage someone, ask yourself, “why am I having to do this? What went wrong and where did I fail that this person needs a babysitter?”  But when given the tools, and shown how to use those tools, and supported and empowered and they continue to fail? That’s when I say, “You may want to polish up your resume cause I am not running a daycare”.

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