Overcoming Frustration: Building a Successful Team for Leadership

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Discussion Overview

This thread explores the challenges participants face in building successful teams and the frustrations associated with recruiting. Participants share their personal experiences regarding the difficulties of obtaining consistent commitments from potential team members and discuss various approaches to recruitment and follow-up strategies.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant expresses frustration over receiving inconsistent responses from potential recruits, noting a pattern of "no's" and "maybe's" that do not lead to solid commitments.
  • Another participant shares a similar experience, mentioning that they also have had several promising "yes's" turn into "no's" and currently have only one recruit.
  • Several users discuss the importance of follow-up after initial interest, with one participant detailing their approach during service checkouts and how it often leads to indecision from potential recruits.
  • One participant suggests using open-ended questions to gauge interest more effectively, contrasting their own dislike for the business aspects with their enjoyment of conducting shows.
  • Another participant appreciates the support from their director in conducting conference calls with potential recruits, viewing it as a positive step in the recruitment process.
  • One participant reflects on their tendency to overwhelm potential recruits with information, recognizing it as a barrier to successful recruitment.

Areas of Agreement / Disagreement

Views differ among participants regarding the effectiveness of various recruitment strategies and follow-up techniques. No clear consensus emerges on the best approach to overcome the challenges faced in building a team.

Contextual Notes

Participants share personal anecdotes and experiences related to recruiting within the context of their roles as Pampered Chef consultants. The discussion reflects a range of emotions, including frustration and optimism, as they navigate the challenges of team building.

Who May Find This Useful

This discussion may be of interest to Pampered Chef consultants seeking to understand different perspectives on recruitment challenges and strategies within the community.

linojackie
linojackie
Messages
492
I am a little frustrated right now because, while I have been asking EVERYONE lately, I can't seem to get a Yes/Yes. What I mean by that is I may get a few no's, a Maybe that turns into a no, or a Yes that turns into a no. But never a yes that stays a yes. I've lost 2 team members and one is still on board but inactive. If I don't get my team built up, I'm not even going to get to go to Leadership, let alone walk!
 
Keep it up, odd are in your favor and eventually someone will say yes!!
 
linojackie said:
I am a little frustrated right now because, while I have been asking EVERYONE lately, I can't seem to get a Yes/Yes. What I mean by that is I may get a few no's, a Maybe that turns into a no, or a Yes that turns into a no. But never a yes that stays a yes. I've lost 2 team members and one is still on board but inactive. If I don't get my team built up, I'm not even going to get to go to Leadership, let alone walk!
Click to expand...

What and how are you asking?

For those that say yes, what is your follow-up?
 
I feel your pain, Jackie. I've had a number of, what I thought were, good solid yes's... that turned into no's. I have a "maybe, but probably not" right now and I'm going to be opptimistically confident that she will be a "yes". Right now, I only have one recruit, so I need another one before I can even get to Leadership. We'll get there together!
 
  • Thread starter
  • #5
amy07 said:
What and how are you asking?

For those that say yes, what is your follow-up?
Click to expand...


Well, I am doing the full service check out, so to them I say "was there anything about the business that interested you?"

For hosts I say "you would be so good at this, have you ever thought about becoming a consultant?"

Where my Yes's go wrong, is the follow up, they either say "wellll..I read the info, but I don't think I wanna do it right now" or "no, I've changed my mind". That is, if I can even get them to answer the phone.

My director is doing this new Dream Team thing, where if I can get the lead to agree to a conference call, she will take it from there (as long as I need
her to) and help them with their decision. So far, I could only get one person to agree to the call and it was my dad. He is considering the op, though not right away.
 
linojackie said:
Well, I am doing the full service check out, so to them I say "was there anything about the business that interested you?"

For hosts I say "you would be so good at this, have you ever thought about becoming a consultant?"

Where my Yes's go wrong, is the follow up, they either say "wellll..I read the info, but I don't think I wanna do it right now" or "no, I've changed my mind". That is, if I can even get them to answer the phone.

My director is doing this new Dream Team thing, where if I can get the lead to agree to a conference call, she will take it from there (as long as I need
her to) and help them with their decision. So far, I could only get one person to agree to the call and it was my dad. He is considering the op, though not right away.
Click to expand...

I applaud you for asking everyone! I'm not there yet.
But what I would offer is this, instead of "was there anything about the business that interested you?" how about an open ended question like, "so what do you think is the coolest thing about my show/job etc". Depending on the answer, you've got what DOES appeal to them about the biz. Seriously, there is NOTHING about the "business" part of this I find interesting. I hate the paperwork. I hate keeping track of expenses. I hate picking up the phone and making calls. BUT I LOVE DOING THE SHOWS!

Second, don't let them read the material. Go over the material with them, or just talk to them like you would a friend. Just be yourself.
Hope that helps some. You are doing something right, you're getting interest. I would highly recommend the CD, "Getting to Yes" with Jillian Eisenberg and Julie Sittner from the supply order form. Julie is hilarious and she makes a great analogy of recruiting and dogs that cracks me up.
 
I also wanted to add that I think that it is great your Director is going to do conference calls with you. Good Luck!!!
 
  • Thread starter
  • #8
amy07 said:
I applaud you for asking everyone! I'm not there yet.
But what I would offer is this, instead of "was there anything about the business that interested you?" how about an open ended question like, "so what do you think is the coolest thing about my show/job etc". Depending on the answer, you've got what DOES appeal to them about the biz. Seriously, there is NOTHING about the "business" part of this I find interesting. I hate the paperwork. I hate keeping track of expenses. I hate picking up the phone and making calls. BUT I LOVE DOING THE SHOWS!
Click to expand...
You know what, that makes perfect sense! I was so focused on just asking, that WHAT I said wasn't even part of my concern.

amy07 said:
Second, don't let them read the material. Go over the material with them, or just talk to them like you would a friend. Just be yourself.
Hope that helps some. You are doing something right, you're getting interest. I would highly recommend the CD, "Getting to Yes" with Jillian Eisenberg and Julie Sittner from the supply order form. Julie is hilarious and she makes a great analogy of recruiting and dogs that cracks me up.
Click to expand...

I didn't even know that CD existed, so I will definitely check it out. I'll bet my director even has it and could let me borrow it.

It has been pointed out to me that when it comes to bookings and recruiting I verbally "throw up" on my potentials, so I know that is part of my problem. I think I feel the need to make sure I can get all the info I can before they can object so that I don't have to be the "pushy salesperson" and find a comeback after they've already said no.
 

Frequently Asked Questions

What are some common frustrations leaders face when building a team in direct sales?

Leaders in direct sales often face frustrations such as lack of engagement from team members, high turnover rates, difficulty in motivating individuals, and challenges in communication. These issues can hinder team cohesion and overall success, making it essential for leaders to develop strategies to address them effectively.

How can I motivate my team members to stay engaged?

To motivate team members, it's important to create a positive and supportive environment. Regularly recognize and celebrate achievements, provide opportunities for personal and professional development, and encourage open communication. Additionally, setting clear goals and offering incentives can help keep team members focused and engaged.

What strategies can I implement to improve communication within my team?

Improving communication can be achieved by establishing regular check-ins, utilizing group messaging platforms, and encouraging feedback. Creating a culture of transparency where team members feel comfortable sharing their thoughts and concerns can also enhance communication and foster stronger relationships within the team.

How do I handle team members who are not performing well?

Addressing underperformance requires a compassionate approach. Start by having a one-on-one conversation to understand any underlying issues. Set clear expectations and provide support, such as additional training or resources. If performance does not improve, consider discussing alternative roles or options that may be a better fit for the individual.

What are some effective ways to build a strong team culture?

Building a strong team culture involves fostering trust, collaboration, and a sense of belonging. Organize team-building activities, encourage participation in decision-making, and promote shared values and goals. Regularly solicit input from team members and create opportunities for them to connect on a personal level to strengthen team bonds.

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