When you are talking to a potential recruit or a new person, you want to get them to take action right then on the spot.
The faster you can get a person to do something the faster you can build trust and build up the relationship. How you go about doing that depends on each person. However, there are some ways that we have found to be pretty effective with the majority of people.
What are some of those time-tested methods? It starts with talking on the phone or meeting in person. The first thing you want to do is find out what motivates them, what their interests are, really what their “WHY” is in life.
It might be family, it might be money and it might be something they love doing. Find that why and you will be able to lock in on the direction the conversation needs to go in.
So, we’ve got the person’s why and now we tell them what we are doing and how it works. They don’t have to know exactly how it works, but something in general will suffice. Now, we have their why and we have told them about the opportunity. At this point, it’s time to get them to move, to take action and to show you they are on board with the program.
How do we do this?
We use the Internet, books, MP3s, newsletters, etc. We get them to watch some of our videos, we tell them to read one of Andy’s books, hand them a new agent packet, a newsletter, etc. The key is to give them things to do to take action. As they complete tasks, give them more things to do. You never want to prevent a person from taking the next step because you didn’t give them enough to do. How much is enough? How much is too much? It’s different with each person. The goal is to give a person too much to do and hope they keep plugging away at various tasks and assignments.
That’s how you move people. It’s how you teach people to change their mindset and outlook in life. What if a person isn’t moving fast enough? You will have to spend more time working on them, or you will eventually figure out the person isn’t willing to do what it takes to be successful.
People want to change, but many of them are not willing to change. The faster you realize that and begin to identify the people that are willing to change the better off you will be in your business efforts. Your team won’t grow until you can find people that want to grow with you.
The best thing you can hear a new person say is “What do I do next?” When you hear those words, you should light up and give them plenty of tasks.