How to Get Your New Team Members Moving

I read this great question from John K. recently:

“You present your business. People get excited and join the business but do nothing. Most get in and drop out without knowing what they were in. How do you progress them to the next level to create momentum?”

Excellent question, John. It’s a good reminder of two things – why the InvitingFormula developed and why great training really is the key to success in this business. I want to address the two questions separately: 1) Why do people get excited, join the business and drop out without knowing what they were in? 2) How do you progress new members to the next level to create momentum?

The reason I’m breaking these questions up is because I think you have two types of team members here – those who don’t clearly understand their goals and why they are with you and those who are stuck with where to start.

Team Members Who Drop Out From Lack of Understanding

There may be a handful of people who fall into this category that should be in the next category – stuck on where to start. See how to fix this below. However, if a team member just drops out without knowing what they were in the business for, I’d call that a breakdown somewhere in the Inviting Formula.

Before you bring someone into the business, it’s really important to be crystal clear on what that person needs, wants and doesn’t want from this business. This happens in the Qualify step and I think it’s good to sit down with that part of Professional Inviter and see where things may be falling off. See if there’s a pattern.

Next, I want you to look at your follow through step of the Inviting Formula. Are you helping the prospect find EVERYTHING he/she wants, needs or doesn’t want from your opportunity? I don’t have room to break this down into deep detail here, but tomorrow’s post, Getting the Prospect to Follow Through, will help you determine if follow through is the problem.

Team Members Who Are Stuck With Where to Start

Something I said in the past is, “If you look upline for a training system that works and everyone you talk to is focused on personal development stuff; they’re not in the trenches – so you’ll have to create your own training system.”

What I meant by that statement is that you are often given inspirational quotes such as “Run through a wall” or “Just do the work.”

Well, that’s all fair. But what I ask you is this, “How do you ‘just do the work’ or ‘run through a wall’ when you don’t know what the work is or what’s causing the wall?

You must have training on how to do the job to do the job. Just like when my mentor was in the Navy, he had to run and swim and sometimes thought I couldn’t go one more step. But then he’d read his fellow officer’s t-shirt with a quote like, “Just do it.” That’s all he needed to keep going.

But you can’t keep going until you get going. So, there are five things your new team members must know to get going and keep going:

1.    Correctly set a goal (so they don’t chase something they don’t really want). 

2.    Correctly plan for that goal. 

3.    Correctly break that plan into projects.

4.    Correctly break those projects into tasks.

5.    Correctly reorganize their life so they actually do those tasks.

I hope breaking this question down gives you a place to start.

Now, I’ll turn it over to you. What would you do in John’s situation? Tell us about it in the comments below.