Creative Avoidance
Written by:
Gary Silverman
Article Overview: How many of you procrastinate when it comes to contacting leads, calling customers, prospecting, or following up? Have I hit a nerve? You are not alone, it is in our nature to avoid confrontation because of our fear of rejection. Our primary job as salespeople is to attack that fear head on and convert “NO’s” into “YES’s”.
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Creative Avoidance
This does not happen on it’s own. We are salespeople NOT cashiers! Your prospect may find it easier to say no or put off a decision to avoid their fear of risk associated with making a decision. That’s the boxing match - “In this corner heavyweight fighter “FEAR OF REJECTION” facing “RISK AVOIDANCE” in fifteen rounds. Quite a match, but not worthy of pay per view.
Whether confronted or not, rejection does not disappear and eventually news of it’s existence will knock on your door. The same goes for fear of making a decision. If you put it off long enough the decision will be made for you and it may not have been the best option; you relinquished control.
Oddly enough the anticipation creates greater anxiety than actually confronting the situation. Think of how relieved you are once you make a decision or make contact. “No bad things will happen”! Think back to when you were dating. After the first date there was the anxiety of either having to call the next day or wondering if you would be called. Once you dialed you almost hoped there would be no answer and you could leave a message. Mission accomplished? Not really as you would second guess the awkwardness of your message and wish you could steal the answering machine.
If your salespeople are leaving messages they are probably creatively calling the numbers they know will not be answered. Calling the home number during the day or the office after hours does not count as a contact. Even in the age of cell phones you can still find a time where your call won’t be answered. Perhaps they are hiding behind letters or e-mails. There is no substitution for direct contact. You need to ask your prospect which number is the best to reach them and when would be the best time to call. There must be a reason for the call and a prepared statement so you communicate your thoughts properly and the call isn’t wasted. You must anticipate the questions or objections in advance and be prepared to answer and overcome them. A steady regimen will make you more comfortable and you will gain confidence. Stop avoiding your job and the results will follow.
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Article Tags:
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cell phones,
direct contact,
existence,
fear of rejection,
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About the Author: Gary Silverman
RSS for Gary's articles - Visit Gary's website
Based in Atlanta, Gary takes a unique and innovative approach to the daily realities of the business world. A contrarian and eternal optimist his spin on life is always entertaining and thought provoking. With over 25 years as a top executive in the Retail Automobile Industry, Gary is no stranger to cyclical businesses. He focuses on simple solutions with proactive change, always looking for opportunities to expand the business within the business.
As a trainer and seminar moderator, Gary tailors his message with a common sense approach to problem solving. Always committed to team building and personnel development, he manages with an eye on reducing turnover by creating an environment that builds a bank of promotable employees, believing this is the most effective way to advance a company to the next level. For the past three years Gary has been committed to measuring the “Customer Experience”. There is more to learn from prospects who are NOT buying from you than those who are. His analysis has been an eye opener to his clients which leads to extensive changes in the way they do business.
Click here to visit Gary's website

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Related Forum Posts
Happy Worker as of Dec 31 2007
- Here's mine... I'm now off to make an offering to the business planning gods for their help in getting to these goals & beyond.
To the combined success of Prophets 2 Profits!
-----------------------------------------
1) Corporate
a) Retail
- Sales reps covering all major markets (1M or more)
- Retail product launch plan
- 1 more retail release (TBD)
b) The Toy Agency
- Systems for:
o Creative process
o Pricing
o Manufacturing
o Logistics
- Marketing agency strategy in place
- 1 new customer every 2nd month (5 new customers); 1 of which will be rev of >= 500K/year
c) Business
- Creative talent pool management strategy & process
- Outsourced and/or weekly bookkeeping
- Monthly budgeting & forecasting
- Better banking organization (Line of Credit, CCs, automate billing for appropriate vendors)
- Team total of 5
- Larger office
d) Web site
- Daily updates
- Start of separation of Blog/TTA/Retail
2) Personal
- Most weekends “off”!
- Entirely separate personal finances; basic personal financing plan
- Family….?
Re: What would you do if you knew you could not fail?
- I would write a screenplay, and possibly be involved in making the movie. Creative writing is something that I love to do, but it is a bit of a leap from being an unpublished to a published author. If I knew I could not fail, I would write as often as I could.
Synergy and Other Creative Insights
- Truth is that there is [u:2iwgooi1]C[/u:2iwgooi1]ollaboration - on a formal basis and [u:2iwgooi1]c[/u:2iwgooi1]ollaboration which is informal.
Let's say that you have a great new product. Before it launches you get loads of buddies in the same business as you to tear it apart and let you refine it.
Creative people will get others in as well. people from outside the business - or those who are in the business who might not have anything to do with it and seek their input - listening hard.
These aren't focus groups, they are way beyond this - they are real outsiders and thus have very open minds, asking the dumb, the stupid questions, which are often the most valuable. Questions like these help me be a good coach too!
I once worked in a business where the backshop (the store room) was always untidy. They held a team meeting and had the cook in as well (you know the one who ran the employee facility).
She knew nothing about the storeroom and its processes, but boy did she ask some tricky questions of them.
Sometimes, little 'c' collaboration is real good at the mocro level, without which the big 'C' collaboration would be worthless.
Re: Template of Service Agreement/Contractor Agreement
- Shimmy-
I, too, would be happy to share my template contract for a service provider. But beware, a template agreement may not be sufficient to properly address your needs.
Some key differences between Employees and Service Providers:
1. Tax Status. Employers are responsible for withholding tax on employee's earnings. Independent Contractors are responsible for reporting their income/taxes. There is a significant reporting burden and liability associated with this.
2. Confidentiality/Intellectual Property. Often times, employee handbooks will specify an employees confidentiality obligations and many states impute a duty of loyalty. Contractors are under no such obligations absent a written agreement. Same thing for IP/Creative works. The copyright Act draws a sharp and significant distinction between employees and contractors when it comes to ownership of creative works.
3. Liability for tortious acts. Generally an employer is liable for the tortious acts of its employees under the theory of respondeat superior. An entity hiring a contractor may/may not be liable, but without a written agreement for the contractor to indemnify/defend the hiring entity, their may be little recourse against the contractor.
There are many other subtle differences too numerous to mention. I hope you find this helpful.
Re: Template of Service Agreement/Contractor Agreement
- [quote="Dave_Adler":21fe7egl]Shimmy-
I, too, would be happy to share my template contract for a service provider. But beware, a template agreement may not be sufficient to properly address your needs.
Some key differences between Employees and Service Providers:
1. Tax Status. Employers are responsible for withholding tax on employee's earnings. Independent Contractors are responsible for reporting their income/taxes. There is a significant reporting burden and liability associated with this.
2. Confidentiality/Intellectual Property. Often times, employee handbooks will specify an employees confidentiality obligations and many states impute a duty of loyalty. Contractors are under no such obligations absent a written agreement. Same thing for IP/Creative works. The copyright Act draws a sharp and significant distinction between employees and contractors when it comes to ownership of creative works.
3. Liability for tortious acts. Generally an employer is liable for the tortious acts of its employees under the theory of respondeat superior. An entity hiring a contractor may/may not be liable, but without a written agreement for the contractor to indemnify/defend the hiring entity, their may be little recourse against the contractor.
There are many other subtle differences too numerous to mention. I hope you find this helpful.[/quote:21fe7egl]
I was thinking these same points as I was reading the earlier posts. I've been working with independent contractors for years - first as one, and then hiring many of others. These are three of the key things to be sure you include in your agreement. If they are truly an independent contractor, they are reasonable to handle their own taxes. I always include a confidentiality clause and very few have tried to break it. Liability can be a huge issue, depending on the sort of business you are in. In the US - there are all sorts of tax rules for state and federal government to distinguish if a person is or is not an independent contractor. If you make the wrong choice there are all kinds of penalties to be paid. Another thing that should be considered is that your business worker's compensation and/or liability insurance may have to cover these people. I know in construction, I'm charged for any independent contractor and their employees if they don't have their own insurance. That can get really pricey. If you're in a similar situation, talk with your insurance company, some will allow an independent contractor to sign an agreement that they will waive your responsibility to insure them. You would still need to pay for their employees, but it does save some money during an insurance audit.
Chris
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