THIS WEEK: “That’s It I’m Out”; Just Say No; 100%; Character Development; Mastering Your Message
Providing ongoing, mobile sustainment training to stimulate success and promote professionalism.
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 as you serve our citizens, by bringing the best and brightest into our organizations. What you do matters…..you make a difference..
Training Tuesday Podcast Update: Moving to a listener supported community as I complete the transition back to the civilian life. What this means is that starting in June we will begin a 60 day transition from MSG Siggins supported community to a shared support community. Each state and territory who desires to remain part of the collaboration and continue to receiving the podcasts will purchase a 6 month (June-November) subscription for $2000. This quite easily will be the most beneficial investment you will ever make, with the greatest return-on-investment, for your RRB. We will, together, not only sustain but grow in our motivation, focus, and mindset by developing our 79T craft. We will continue this important conversation of collaboration to lower the barriers between the states and turn from a me-centric to a us-centric organization where we can share ideas and build a common knowledge base.
Shout out to my son SPC Colby Siggins 13P Bravo Btry 2-300th FA
SFC Matt Pederson retiring from WI ARNG as a 12 year recruiter.
PERPETUALLY PROSPECTING: (At our core we must be Prospectors)
Fanatical Prospecting by Jeb Blount, Chapter 8 “Time the Great Equalizer of Sales”
“Eighty percent of the sales professionals and sales leaders who attend our sessions say that they struggle most with time management.
The difference between top performers and all of the other salespeople who are picking crumbs up off of the floor is top sales pros are masters at maximizing prime selling time for…selling.
Every salesperson has exactly 24 hours each day, and only a handful of these hours are available for selling. It’s how you efficiently and effectively use these “Golden Hours” that is the ultimate difference between failure, average, and superstardom.
My primary objective is to generate awareness for how critical time management is to your success and income and, help you shift your mindset about how you schedule and manage time for prospecting and other sales activities. I want you to take an honest look at the consequences of the choices you are making about where and how to spend your time and how those choices may be holding you back.
For dramatic effect, I ask the salespeople in our Fanatical Prospecting Boot Camps to take out their business card, scratch out whatever title is on it, and write in CEO.
CEOs are ultimately responsible for the results of their organization.
Your job is to generate the highest ROI possible
The true test of CEOs in the business world is their ability to find creative solutions to inevitable roadblocks.
Here are your choices: Delude yourself
Just say no. One of the most effective ways to unload nonsales activity is to just say no.
Prioritize. Get your priorities straight.
Do important nonsales activities before or after the Golden Hours.
Your daily mission is simple: Squeeze as much out of the Golden Hours as possible by managing that time wisely. If you are not prospecting, qualifying, information gathering, presenting, or closing during Golden Hours, you are hurting your career and your income and you are not doing your job.
79T TUNE-UP: (Doing the basics well)
NGPam 601-1 Appendix F
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.
LEADERSHIP LESSON: (Professional Development)
“Best thing you can do to become a great recruiter is to become a great Soldier.” CSM Butz
3-26. Soldiers and Army Civilians are shaped by their background, beliefs, education, and experience. An Army leader’s job would be simpler if merely checking the team member’s personal values against the Army Values and developing a simple plan to align them sufficed. Reality is much different. Becoming a person and leader of character is a process involving day-to-day experience, education, self-development, developmental counseling, coaching, and mentoring. While individuals are responsible for their own character development, leaders are responsible for encouraging, supporting and assessing the efforts of their people. Leaders of character develop through continual study, reflection, experience, and feedback. Leaders hold themselves and subordinates to the highest standards.
3-27. Doing the right thing is good. Doing the right thing for the right reason and with the right goal is better. People of character must possess the desire to act ethically in all situations. One of the Army leader’s primary responsibilities is to maintain an ethical climate that supports development of such character. When an organization’s ethical climate nurtures ethical behavior, people will think, feel, and act ethically. They will internalize the aspects of sound character. Leaders who are excessively negative, do not value people’s worth, and berate followers are not setting a good example.
3-28. Effective leadership begins with developing and maintaining a leader identity. Identity refers to one’s self-concept. People possess many self-definitions, such as female, strong, smart, or Soldier. Leader identity refers to an individual’s awareness of self as a leader. Leader identity forms because one—
- Self-identifies as a leader.
- Is perceived as a leader by others.
- Is a leader in relation to another person.
- Is collectively endorsed by the organization as a leader.
3-29. Character development affects an individual’s leader identity. Leaders lacking self-awareness will have difficulty influencing others or attaining goals related to leader growth and development. Leaders lacking a clear sense of leader identity will not want to develop or improve their leadership skills. An incomplete or inaccurate sense of identity hinders the growth of leaders. The ability to lead and inspire others begins with an understanding of oneself, which ultimately determines a leader’s character.
EXPERT BADGE TRAINING (those committed to their craft)
Storytelling isn’t a new idea. But have you truly mastered your messaging? In today’s episode, veteran sales trainers Bill Caskey and Bryan Neale help you learn to blend your company’s story with your own to create your personal messaging.
How do you know what things to say and not say when sharing your story?
What elements of your story will help your customer better understand what you do?
In this episode of The Advanced Selling Podcast, Bill and Bryan walk you through how to improve your messaging around the edges by using their storytelling formula. Your story and your messaging can work for you or against you— listen in today to learn how mastering your messaging will allow you to stand out and differentiate yourself against your competition.
CALL TO ACTION
- Identify your Golden Hours. Identify 3 tasks that frequently interrupt your Golden Hours. Create a plan to schedule these tasks outside the Golden Hours. Send your team leader your plan for accountability.
- What is one way your attitude would have to change in order for you to truly treat your RRNCO position as if you were the CEO? Are you willing to make the change? Write a mission statement for this change and identify one goal it will help you accomplish.
- Schedule your awards presentation opportunities for each of your seniors.
- Ask your supervisor and 2 peers if you contribute to a positive ethical environment. If the feedback is marginal or negative ask your supervisor to help you design a self-study plan to improve it.
- Write 300 word response to Paragraph 3-28 and 3-29 of the ADRP 6-22. Submit it to your supervisor.
- What is the story telling formula identified in the Advanced Selling Podcast? What changes can you make to your National Guard story to more effectively communicate it?
TRAINING TUESDAY PODCAST:
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