jp maroney http://www.jpmaroney.com
the e-max factor: the revolutionary system for unleashing employee performance, productivity and profits.
10 things to know about people:
1. people instinctively resist change
2. one negative person pulls 5 positive people down, but 5 positive people cannot bring 1 negative person up
3. whever you want people to think and feel, you must think and feel first
4. a person's past will help you predict their future (think about that during your next interview!)
5. what people do, not what they say, tells you the kind of person they are
6. when people come together for a common cause (good/bad), it is usually achieved
7. people support what they help create
8. people organized around a common mission/purpose become an unstoppable force
9. people want to be a part of an organization that is moving forward, achieving goals, and pursuing worthwhile causes
10. people only do things to satisfy their own motives
It's a slight edge that gives you the advantage. The willingness, initiative, and passion to do at least a little more than what others are willing to do.
people pyramid:
top 3% - winners: want to win, are little children in older bodies, write a lot/are listmakers, seek problems, ask questions that their afraid of, dream a lot, predict the future
10% - acheivers: make good managers, will work with support, don't want to do their own thing, solve problems, put out fires, think a lot, hope for the future
60% - make it through'ers: just want to make it through the date/week/life, live for breaks, retirement, vacation, want a check for their attendance, hide from problems, think they think, can't wait for the future -- these people are usually just misguided and undeveloped. society conditions them to be mediocre and it's the manager's job to recondition them to excel
bottom 27% - takers: want something for nothing, flight against rather than for, these are the people that you need to get rid of from both the workplace and your life, cause problems, would rather die than think, want without working
3 big questions:
Once you know how people act, think, live, how do you attract the best ones?
Once you know how to attract them, how do you keep them?
Once you know how to keep them, how do you maximize their performance and productivity?
3 keys to leveraging your organization's human capital
motivation: the factors that drive performance
opportunity: secrets to creating emotional equity (let them try new things and do what they enjoy)
tools: systems, processes and training
when employees have these 3, they treat the company as their own. they have to have a concept of what "winning" is, of what they're working toward, and you can't improve something or know when you get there unless you can measure it.
12 ways to unleash employee performance, productivity and profit potential:
opportunity to participate in the improvement process
opportunity to do what they do best and enjoy most
opportunity to fail in a safe environment - risk free
motivation through high level of satisfaction
motivation through appreciation
motivation through inspiration
motivation through compensation
tools: information systems
tools: procedures and operational systems
tools: productivity enhancing technology
tools: learning and development tools
luncheon speaker - dan thurman "off balance on purpose"
it's not about doing big things, it's about doing little things that add up
it's ok to put things down at the end of the day, because after resting and recharging you can and will pick it up again tomorrow (that whole life/work balance thing...)
don't strive to be balanced - strive to be off-balance. it's only then that you can move forward quickly
when handling lots of things (multi-tasking), you really aren't doing a bunch of things at once. you're focusing on a lot of things quickly. to do this well, you have to learn to be able to switch your focus completely and quickly.
if the ball's in your hand - throw it!
mentoring begins with establishing a foundation and commonalities, then synchronizing your actions so that you both are heading in the same direction.
if you think what you're doing is hard, try something more difficult - the original thing won't seem so bad when you go back to it. (challenge yourself continually!!)
look up. by looking up, you can see a pattern and a rhythm and how everything interacts.
mike paton http://www.signatureworldwide.com
creating a resident-centered sales culture
what is it?
corporate culture: employee attitudes and behaviors linked to key business outcomes (productivity, retention, customer loyalty, profitability)
selling: helping people buy (each call is an indication that there is a need for a solution; we are here to help the caller make an educated buying decision)
legendary experience: value = delivery / expectations (scale of 1 -10, less than 1 is bad, more than 1 is good)
resident-centered sales culture - every employee is dedicated to:
-creating legendary experiences
-focusing on resident needs
-helping people buy
service culture is now the same as a sales culture
in a culture-changing program -
-the entire team changes attitudes and behaviors
-"i believe in this mission and own the result we get"
-managers get new tools - not directives - that help them mandate excellence
-everyone - communities and employees - gets better
-creates a lasting change in performance and results
find out what your culture is:
ask associates and listen
talk to prospects and residents
measure performance
-conversion rates
-renewal rates
-resident surveys
-mystery shops
do you:
create legendary experiences
know your community
know your area
know your residents
use the above to help you help residents buy and renew
do the above every time
mystery shopping: items to look at (helps to record call or have personal experience)
-appropriate greeting
-ask/use name
-get to know caller beyond price/size of apartment
-promote community
-ask for appointment
-say thank you
if you don't have to use basic selling, are you charging enough for your communities?
how do i build it?
define it properly (sales = service) - don't project your own fear of being sold onto others)
help your team do great work everyday
-teach them "how to wow"
--measure performance - measure the things your training on to prevent it from being a negative; it's feedback on the training effectiveness
--regularly train and coach
--recognize and reward success
-demand and encourage excellence
Simple magic formula:
connect with the prospect
-smile
-answer in 3 rings
-use an upbeat tone
-ask and use prospect's name
deliver value
-describe your community
-build value before giving rate/price
discover needs and wants
-get to know the caller (where do you live now? what are you looking for? single most important thing?)
-listen carefully
legendary close
-ask for an appointment
-say thank you
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