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We were just about to board the dive boat when I noticed the sign: “NIKONUS 35mm w/strobes, $75/day.” You mean I can rent a pro-grade underwater camera for only $75 bucks? Sign me up! While we motored out to the reef, the dive master gave me a crash course in underwater photography, and when we returned from Nassau and developed the film, I was in for a shock.
Earl Nightingale had it right when he wrote The Strangest Secret. “You become what you think about.” A friend gave me this cassette when I was a sophomore in college, and it changed my life. It made me aware of the internal chatter in my head, and all of the negative, discouraging things I had been saying to myself. That’s because I grew up in an abusive, dysfunctional family where I was told I’d never amount to nuthin’. My mother mocked me for wanting to go to college, and she was shocked when I won a scholarship.
My dorm roommate thought I was nuts. I started reading affirmations from a deck of 3×5 cards. Out loud. After nearly flunking out my freshman year, The Power of Positive Thinking turned me into a deans-list scholar. Then one day the psychology professor was lecturing about a study that suggested that most of our thinking takes the form of pictures, and that memories are stored and retrieved as pictures. That got me thinking.
A speed reading course had already taught a technique for remembering lists by turning them into pictures. For example, let’s say I needed to go to the store and buy toothpaste, beans, rice, coffee, sugar, bread, cereal, and bananas, I could conjure up a picture of a chimp with bad teeth, wearing a baker’s hat and eating a banana, while holding a mug full of corn flakes heaped with sugar, sitting on two burlap bags stenciled “RICE” and “BEANS.” You get the picture.
Our debate coach taught a variation of this technique, called the “loci method,” to organize important facts by visualizing a walk through the rooms of a house. This trick was popular in ancient Greece for memorizing long speeches and texts. It worked for Aristotle.
One afternoon, Denise, my wife-to-be, was working on a collage for an art class, and it occurred to me that I could put pictures together to represent my affirmations, and this might even be more effective than just words. So we each started building a scrapbook of things we’d like to have, places we’d like to go, and things we wanted to achieve in our lives. The format was simple: a cheep ring binder filled with plastic sleeves where you can slide in the pages. We cut photos from magazines and pasted them together into pages that represented our dreams and goals. We were too poor to afford a television, so we jokingly called our project “TomorrowVision.” We kept these books on the night table, and we’d review them together just before going to sleep when our subconscious mind would be most impressionable.
Years passed, and after a time we fell out of the picture-book-on-the-night-table habit. So much for applied psychology. We both had busy professional lives, then a son, and then another. We still followed the discipline of writing down our goals each month, and keeping a To-Do list in a DayTimer. But I completely forgot about TomorrowVision until I developed the film from Nassau.
One of those early life goals was to learn to scuba dive. This was represented in my scrapbook by a half-page underwater shot, torn from a magazine, of a diver with a big colorful fish on a reef.
When a client asked me to teach a series of seminars in Hawaii, we seized the opportunity and registered for pool classes, and finished our open-water certification in Kona. It was many trips, and many, many dives later that I rented that underwater camera on a whim.
As I was flipping through the dive pictures, I couldn’t believe my eyes. There was the fish, the SAME fish (which I now recognized as Holocanthus ciliarus, the Queen Angel). I called out to Denise, “Darling, do you know whatever happened to those old visualization notebooks we used to have?”
“Look in the pile of books under the bed.”
There it was. The picture in the TomorrowVision book looked as if it had been shot on the same roll of film.
Shock and surprise faded into deep satisfaction as I flipped through these pages. These images that had once represented life-long goals had already been realized: our home in the mountains in Colorado; writing a book; sailing the tropics; skiing with our boys; kayaking in Alaska; teaching at the University; cycling around Ireland; speaking in Mexico, Europe and Australia. I held in my hands a virtual scrapbook of the past ten years of our lives. The music from “Twilight Zone” started playing in my head.
Dr. Maxwell Maltz taught us that, “Your subconscious mind can not tell the difference between an actual experience and one that is vividly imagined.” By looking into our future through our TomorrowVision, we were programming our brains to seek out and recognize opportunities, large and small, that would bring us closer to those goals. Looking back, it seems as if those events were inevitable, because even our most incidental daily decisions were informed by deep, subconscious intent.
Over the past 30 years, leading experts like Louise Hay, Anthony Robbins and Depak Chopra have spoken passionately about the power of creative visualization. It’s no longer viewed as a mystical phenomenon. Today you can even buy an affirmation app for your iPhone. Psychologists and neuroscientists are looking deep into the brain, and can explain in scientific terms exactly how this seemingly magical process works.
I recently read how competitors in the World Memory Championships use variations on these same visual imagery tricks to perform mind-boggling feats, recanting long strings of numbers, like the mathematical constant pi (the record now stands at more than 80,000 digits) or memorizing the sequence of a shuffled deck of playing cards in less than a minute (30 seconds is the new Four-Minute-Mile). MRI scans of the brains of these mental heavyweights shows them lighting up areas normally used for visual recall and spatial navigation. The evolutionary explanation is simple. Presumably our ancestors found it particularly useful to recall where they found their last meal, or the way back to the cave.
The same mechanism allows us to remember our future, and then automatically steer around life’s obstacles until we arrive. The life we’ve lead has been extraordinary beyond my wildest dreams. I have only one regret; what if I had kept up the discipline by changing out my TomorrowVision pages as each goal was realized, replacing them with new images and loftier goals? What more might I have done?
Today that old ring binder is sitting on my desk, awaiting a new set of pages, and I’ve included these two extraordinary photographs for your review. This simple technique can help you achieve your goals and live your dreams as well. Here’s proof that when we give our lives a roadmap, our deep intellect will eventually navigate a course to it, even if it’s hidden away on a reef, deep beneath some distant sea.
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How to Manage and Motivate Your Sales Team
Any behavior which gets rewarded will tend to be repeated. So we advocate paying close attention to how employees are rewarded for performing (or not performing) the various aspects of their jobs.
Performance-based compensation is nothing new. Commission plans for salespeople are common because their productivity is so easy to measure. But small business tends to eschew these compensation plans thinking that “we’re just a mom & pop store. We’re different.” In the competitive environment you’re faced with today, you have no choice. You must use every management tool available to maximize your marketing firepower.
Guerrillas are not only intolerant of non-performers, they lavishly reward their stars, setting ever-higher standards for the whole organization. The problem is how to reward your people appropriately, particularly if they’re not directly responsible for easy-to-measure activities like sales revenue. Some simple guidelines can put this powerful management tool to work for you.
The foundation of an effective performance-based compensation plan is a set of clear and specific goals for your organization as a whole, for each functional department, and for each individual employee. These goals must be objective and quantifiable. For example, “Increase walk-in traffic by ten percent, or to 650 shoppers per month, by the end of the year” or “achieve an average rating of 4.5 of 5 on monthly customer satisfaction surveys.” Subjective factors, like attitude or good work habits might be included in review criteria, but if you can’t measure them statistically, you can’t use them as a standard for performance-based compensation. Then devise methods for gathering data to measure progress (or lack of it) toward these goals. What you measure is what you get, so inspect what you expect.
Salary
The advantage is that it’s easy to calculate: punch in, punch out, so much per hour. The disadvantage is that it doesn’t motivate.
Commission
Commissions can be computed on the gross sale price (good), or the gross profit margin (better). One important factor to consider when designing a compensation plan is that it must be simple. Paying commissions on straight gross sales is easy, and if you put the table below up on the wall in the break room, everyone can quickly estimate what they’re earning if they know the overall gross margin of the store.
Do not pay commission on any gross margins below 13%. If they’re selling at less than 13% margin, they’re giving away the stock and putting you out of business.
Generally, the lower the gross margin, the easier the product is to sell. So guerrillas recommend paying commissions based on gross margin, to reward your sales people for working harder to maintain higher profits, not just sales.
Commission Based on Gross Sales:
| Overall Gross Margin | % of Gross Sales |
| on Sales for the Month | Paid as Commission |
All above 27%…………………………………………… 2.8%
26.0 – 26.99……………………………………………… 2.6
25.0 – 25.99……………………………………………… 2.4
24.0 – 24.99……………………………………………… 2.2
23.0 – 23.99……………………………………………… 2.0
22.0 – 22.99……………………………………………… 1.9
21.0 – 21.99……………………………………………… 1.8
20.0 – 20.99……………………………………………… 1.7
19.0 – 19.99……………………………………………… 1.6
18.0 – 18.99……………………………………………… 1.5
17.0 – 17.99……………………………………………… 1.4
16.0 – 16.99……………………………………………… 1.3
15.0 – 15.99……………………………………………… 1.2
14.0 – 14.99……………………………………………… 1.1
13.0 – 13.99……………………………………………… 1.0
Less than 13.0%………………………………………… none
Basing commissions on gross margin rather than gross sales is harder to track, but it motivates salespeople to sell higher-priced and higher-profit items, accessories and extended service contracts, as well as to follow up with prospects and customers for referrals.
Commission based on gross profit discourages discounting. It can also produce competitive rivalries between salespeople, (which is not necessarily a bad thing).
Commission based on Gross Margin:
| Overall Gross Margin | % of Gross Profit |
| on Sales for the Month | Paid as Commission |
All above 27%…………………………………………… 15.5%
26.0 – 26.99……………………………………………… 15.0
25.0 – 25.99……………………………………………… 14.5
24.0 – 24.99……………………………………………… 14.0
23.0 – 23.99……………………………………………… 13.5
22.0 – 22.99……………………………………………… 13.0
21.0 – 21.99……………………………………………… 12.5
20.0 – 20.99……………………………………………… 12.0
19.0 – 19.99……………………………………………… 11.5
18.0 – 18.99……………………………………………… 11.0
17.0 – 17.99……………………………………………… 10.5
16.0 – 16.99……………………………………………… 10.0
Less than 16.0%…………………………………………… none
Of course, you have to adjust these percentages to your business and your market.
Bonus
Bonuses can be paid on a monthly sales quota, or on reaching a target profit margin. The whole sales team can qualify for a bonus for reaching a collective goal. Managers often receive a bonus for exceeding key performance targets. Some retailers offer year-end bonuses, but these are not really very motivating. Bonuses are more effective if they cover shorter cycles. People need to be able to envision their progress, either on a regular report, a reader board, or a United-Way-style thermometer.
Spiffs
An acronym for “sales promotional incentive funds,” spiffs are paid for specific sales events. Some spiffs are funded by manufacturers to move specific SKUs. Or they can be paid by the store for selling an unwanted, obsolete or damaged item.
Guerrillas never allow the manufacturer to pay spiffs directly to their salespeople because you want the credit for paying the reward. Also, you don’t want the manufacturers to control what products sell on your floor. You need to manage that mix based on your niche, your identity and your business model.
Sales Contests
It’s important to include all the support people, the back office, the warehouse, cashiers and delivery.
You can run a sales contest on any number of metrics. First Sale of the day, Biggest Ticket of the day, Most Line Items in an order, Most Orders written in a day, Order with Highest Gross Margin.
You can also run contests on product knowledge. Devise a simple test and give a certain sum for every question they get right.
The best sales contests combine performance with an element of chance. For example, every qualifying sale wins a ticket dropped into the hat, then a weekly drawing determines the winner of a cash prize, a merchandise prize, or the trip for two to Hawaii. The more you sell, the better your odds of winning.
An effective variation is every qualifying sale gets to draw a playing card from a deck. The best poker hand at the end of the contest wins all.
Wiltshire TV, in Thousand Oaks, California, has developed an unusual variant of Bingo. Each month, each square on the bingo is assigned a different product. Instead of letters and numbers, their Bingo card is laid out with brands across the top and model numbers down the side. Sell a qualifying product and you mark that square on the card. Sell any five qualifying items in a row, and BINGO!
LOTS more Guerrilla Retailing strategies in our book, Guerrilla Retailing – How to Make Big Profits from your Retail Business. Order it today on Amazon.
What About the Ethics?
In response to the last blog on Guerrilla Trade Show Selling, Holly Wilner, Founder at Trade-a-Date Singles Events, responded:
“Yes good stuff [on how to take advantage of a trade show opportunity] …although my boyfriend, a journalist for over 30 years got a little indignant about someone falsely posing as one, which may actually come back to bite the poser…but if he comes through with the article, then I guess hes met his obligation.”
The best description of a journalist that I’ve ever heard: “We observe. And take notes.”
Hey, don’t get me wrong. I never advocated “posing.” I assumed that my colleague, who is a fellow professional speaker, has the necessary command of language to write a great story (or at least the financial resources to have someone ghost it.) And I absolutely re-iterate, you must deliver the goods, or you won’t be asking the right questions or documenting the right answers. If you approach it with the wrong intent, it simply won’t work.
More powerful than any brochure you could send about your product, a tear sheet from the magazine featuring a quote from the CEO is the most powerful door opening weapon in the guerrilla arsenal.
If you have ANY qualms about the ethics of this approach, I recommend full-disclosure. “This is my first assignment. I’m brand new at this. In my day job I work for . . . ”
And by ALL means, ask your editor to coach you. Ask IN ADVANCE what they expect the word count to be, and if there is any special slant or angle on the story they’d like you to take. Editors always give me my best ideas for articles. Ask them to e-mail you their “editorial guidelines” which will serve as a cook-book for their book. Rustle up some past issues at the library or on line to get a feel for the form and format
This approach is based on the Guerrilla Selling principle of “Investment.” Give first. You are giving the magazine and its readers new information and insight; you are giving the companies you interview publicity for their products. You benefit by building relationships with potential customers. Everybody wins.
The expertise you gain in the process will very quickly make you an industry expert, as well as a legitimate journalist.
Grand Hyatt Launches New Weapon in the Amenity Arms Race
Rapid Repair, a little company In Kalamazoo, Michigan, will install a 240 GB hard drive upgrade in your iPod. I can’t make this stuff up, folks. For about the price of a NEW iPod, you can expand your old iPod to 240 GIGS! For cryin’ out loud, the IBM laptop I’m using here only has 40 gigs. Two-Hundred-Forty GIGABYTES is enough disk space for 20 hours of MP3 video or 60,000 songs! What on EARTH would anyone DO with THAT much content? Whatever they want, wherever they want, whenever they want. That’s what.
In advance of Team Summit, I was doing Guerrilla sales training for DISH Network’s National Sales Meeting at the Grand Hyatt. A video billboard just outside the ballroom promoted the hotel’s newest room amenity. They have replaced the typical (and SO last millennium) bedside clock radio with a HI-FI iPod docking station. (And I’m old enough to remember when having a coffeemaker in the room was a big deal!) What do you do with a HI-FI iPod docking station? Well, you listen to your 60,000 songs. That’s what.
So now, you can take exactly the music you want, listen to it whenever you want, wherever you want And when you’re a guest at the Denver Grand Hyatt, you can play it right in your suite, and even wake up in the morning to your favorite (is this beginning to sound a lot like SLING?). No more annoying all-country stations to sift through. No more of those poor people at NPR of nagging you to donate a car. Hyatt has found yet another weapon to deploy in the room-amenities arms race.
Alvin Toffler predicted this kind of made-my-way-on-demand economy way back in 1970. Today’s consumers have more choices than ever, and they still demand more and more options. Ragu now offers 36 flavors of spaghetti sauce in 6 varieties. (Watch Malcom Gladwell’s short video on TED about this phenomenon!)
What this means is that guerrillas can create a competitive advantage by offering their customers hyper-customized versions of their product or service. These same customers will pay more, and they are more loyal.
Boulder CreekFest Vendors Waste a Golden Opportunity, with One Notable Exception
In Boulder, Colorado, my home town, Memorial Day Weekend means the Boulder Creek Festival. And Creekfest is your typical small-town spring fair, with two exceptions: the Boulder Creek Rubber Duck Race (a $5 donation buys a numbered rubber duckie to float from one end of downtown to the other), and the Bolder Boulder (a major foot race that draws a few serious competitive runners and 20,000 costumed crazies).
Creekfest draws some 350,000 visitors so it’s a guerrilla marketer’s dream. It has all the trappings you’d expect: dozens of food stalls, two beer gardens, carnival rides, inflatable bouncers, bungee-enhanced super-trampolines, five stages of live music and block-after-block of EZ-up tents selling art, jewelry, hemp clothing, solar collectors, bottled yogurt, soy milk, artificial turf, New Zealand hats, wheat-filled neck warmers, hand-made musical frogs and 1,000-thread-count-Egyptian-cotton sheets (actually 100% microfiber Made in China).
Also represented were The Libertarian Party (who were having some sort of political shouting match) Boulder County Parks and Open Space (featuring a stuffed coyote you couldn’t touch), a chiropractor (offering “Free Gentle Adjustment”), a yoga studio and a Judo school (who weren’t offering anything).
If I had been the guerrilla marketing police I would have written a whole book of tickets. While THRONGS of people strolled slowly by, most exhibitors just SAT there under their tent, with DOZENS of pieces of literature spread out on the TABLE set BETWEEN themselves and the traffic, and talking to EACH OTHER. These would-be vendors had paid $550 and up for a ten-foot tent space just so that they could waste a perfectly good Memorial Day weekend WISHING they had more business!
We did see a couple of exceptions. The guy at the Boulder Brewery beer kiosk made eye contact and simply asked, “What’s your favorite?” Never mind that a 12 oz. plastic cup was $5.00. He just ASSUMED that because I was standing in front of his stall, I MUST be thirsty. (I recommend their “Dazed and Infused” IPA.)
Remember at Team summit, I said “Have something for the kids to do.”
What stopped me in my tracks was the sound of a four-year-old boy wailing away on a snare drum and hi-hat, accompanied by a ten-year-old blond Hanna Montana wanna-be on electric guitar, and a teen age boy with greasy black hair playing electric bass. You could hear them a block away. Three adults in matching black rock-concert-roadie T-shirts were standing by, cheering them on. The banner overhead said, “Free Lessons.”
This I had to watch. Within seconds, a young woman in her early 20′s wearing black jeans and a matching black T-shirt approached and asked, “Are you a musician?”
“No,” I said, offering my stock answer. “I’m a drummer.”
She laughed, smiled ear-to-ear and said, “I’m a drummer TOO! But I’ve only been playing for about two weeks.” She offered her business card and asked what sort of music I liked to play.
“Actually, I play in a working Brazilian Jazz band.”
“OH, a professional! Well, then, you’ll have to stop by our rehearsal studio in Lafayette. It’s a nice, comfortable place to practice, and it’s already equipped with drums, amps and keyboards.”
I was impressed. Three hours of wondering through block after block of booths and she was the only vendor (besides the beer guy) who had engaged me. Not only that; she had greeted, qualified, and asked for the order in less than a minute.
Her card said, “Dog House Music” and her name was Lindsay Polak, Marketing/Communications Manager. When I asked what they were doing at CreekFest, she explained that they were promoting their Summer Rock & Roll Camp for Teens AND their Fantasy Rock & Roll Camp for Adults. An 8½ x 11 stand-up on the table said, in plain black letters on white paper, “Enroll Today Save $50.” She handed me two single-page fliers and a sticker.
“This is really COOL, what you’re doing here, but I already have a rehearsal studio.”
“Well, perhaps you’d consider being an instructor?” she said. “We’re always looking for good people.” I just about fainted!
S0 what can a Guerrilla Retailer learn from a 20 year old drummer about Event Marketing?
1. You’ve invested a lot to be there; make it pay
2. Remove all barriers between you and your traffic
3. Use simple signs and banners to make your offer clear
4. Put all your people in some sort of uniform so we know who to approach
5. Invite visitors (and especially kids) to participate in a simple, low-cost, fun activity
6. Limit your promotion to two or three offerings you can explain in seconds
7. Proactively engage the adults (they’re the tall ones with the credit cards)
8. Start a conversation and ask qualifying questions
9. Ask for the order
10. Don’t let anyone leave empty-handed
The music wasn’t ready for the main stage, but everyone at this tent was having a ball, ESPECIALLY the instructors. Lindsay and her colleagues are definitely rock stars of guerrilla retailing. Check out their web site. www.doghousemusic.com.
How to Get Above Average Performance from Everyone
by Guerrilla Selling Speaker Orvel Ray Wilson, CSP
How would you like to see a 10% sales lift on a $10 investment? Start by making individual production public.
Go to the office supply and buy a white dry-erase marker board, a set of colored markers, and a couple of rolls of black border tape (that skinny, vinyl tape used for making lines on your whiteboard).
Use the border tape to divide the whiteboard into 9 columns.
The first column is NAME, then a column for each of the seven days of the week, and a column on the right for TOTAL. Now create a line for each salesperson.
Hang it on the wall in the warehouse, break-room or back office where everyone (except customers) will see it.
Each day, require each of your sales associates to write their sales figures for the day in the appropriate box before they go home. A blank indicates that they were not in the store that day. You may have to enforce the rule at first; if they skip (or just forget) fine them a dollar for the coffee kitty. But soon, everyone will be eager to play the game.
This works on several levels. First, your stars will set the pace for the rest of team, because salespeople are genetically competitive. That alone will increase their overall sales performance by the promised ten percent. Great sales trainers and coaches capitalize on that trait to help team members improve their skills.
It will also make everyone more consistent, because no one wants to post a zero for the day. And nobody wants to be consistently in last place, so they will work to improve their product knowledge and sales skills. And that one person you have on your team who you wish you hadn’t hired? After a few weeks he’ll get the message and leave on his own.
Raising the Bar
You can produce even more dramatic results by tracking all of the associates’ performance on three key performance indicators. At end of the month, calculate their total sales volume, their average ticket amount and their gross margin, then compute the overall averages for each variable across the store, and compare each associate’s performance to the average.
Post the results, or print them in a spreadsheet to hand out, for example:
| Associate |
Total Sales Volume
|
Number of Transactions
|
Gross Margin %
|
| Jeannie |
$16,550.00
|
25
|
31.1%
|
| Ted |
$20,196.00
|
26
|
30.2%
|
| Aaron |
$24,952.00
|
30
|
29.3%
|
| Chris |
$19,252.00
|
32
|
32.1%
|
| Pat |
$22,532.00
|
31
|
34.9%
|
| Michelle |
$21,036.00
|
25
|
26.0%
|
| Ryan |
$26,382.00
|
19
|
31.0%
|
| Average |
$21,557.14
|
26.9
|
30.7%
|
Table 1
Congratulate those who beat the norm, then meet individually with each associate to discuss his or her individual performance. “You’re doing a good job over all, and I noticed that last month, you were above average on (parameters) while your (parameter) was just a little bit below the average. Why do you think that was? How could we work together to help get you up to the average (on this parameter)?”
This is a highly motivating combination. Nobody wants to perform “below average,” but suggesting that you just expect them to work up to the norm will always be perceived as reasonable and achievable. It should be easy enough. After all, you’re not asking a low performer to shatter any records, just to improve in one specific area enough to make the middle ground.
In the example above, the average sales volume per associate for the month was $21,557.14. So you might take Ted aside and ask him to suggest ways that he might sell an additional $1,300 this month. After all, he only needs $1,300 to get up to the average.
You’d have the same conversation with Jeannie, Chris and Michelle, and suggest ways that they could increase their overall sales. Maybe they just need to put in more hours, or take a Sunday shift or two. Perhaps they need to pay closer attention to customers when they’re in the store, or be more proactive about suggesting companion products or accessories. Perhaps you can coach them on effectively handling more than one customer at a time.
In the same example, the average number of sales per associate was 26.9, but Jeannie, Ted, Michelle and Ryan all fell below that average. You can talk to them about qualifying customers more carefully, or help them improve their closing skills. They only need to close a few more sales next month to move into “above average” territory.
Similarly, while the average gross margin was 30.7%, Ryan, Pat, Chris and Jeannie made above-average profits, while Ted, Aaron, Linda and Ryan were below the bar. Perhaps they’re over-emphasizing sale merchandise. You might coach them on up-selling to full-feature products, or adding high-margin accessories. Or show the best first. After all, they only need to cross-sell or up-sell every now and then to be above the average.
From time to time, you can change the parameters to help associates improve in other areas such as closing ratios, total accessories sold or extended warranty penetration.
Very quickly, you’ll find that the averages start to climb, as each associate gets exactly the coaching they need from month to month to improve their most critical skills.
To learn how we can help you built a top-performing guerrilla sales team, or to order your own copy of Guerrilla Retailing, call us toll-free 800-247-9145.
Guerrilla Gets a Bad Rap
Some people, when they hear the title of our materials, think we’re advocating something manipulative or dishonest. That couldn’t be farther from the truth. The truth is that Guerrilla Selling relies on Time, Energy, and Imagination to gain a competitive advantage.
On the other hand, it’s no wonder some people get confused.
Camo is back in style
–Orvel Ray
What Makes a Great Book Title
With 47 titles in the Guerrilla Marketing series, in 60 languages, and more than 20 million books sold worldwide, we’ve learned a few things about how to name books.
Publishers love a series. So do readers. String your titles together around a moniker, “Guerrilla Selling,” “Guerrilla Negotiating”, “Guerrilla Retailing.”
Try to shorten your title to two words. Two Words. “Emotional Intelligence.” Three if you count the article (“Made to Stick,” “Good to Great”).
Keep the sub-title 7 words or less, and make it stand on it’s own as an elevator pitch.
Training Doesn’t Cost – It Pays
We have this argument with our clients all the time:
“Oh, we can’t afford to spend money on training.”
“Why is that?”
“Well, what if we train them and they leave?”
“What if you DON’T train them and they STAY?”
Savvy Guerrillas know that marketing is an investment, not an expense. Skills training, and particularly sales training, is one of the most conservative guerrilla marketing investments you can make.
At a “Guerrilla Selling” seminar I was conducting recently, we were discussing creative ways to get through to reluctant prospects, especially C-level executives. One of the participants got up and walked out. He returned a few minutes later to announce, “I didn’t think it would work, so I stepped out in the hall to prove you wrong. Not only did I get through; I got the order!”
Later I learned that the profit from that single transaction was more than enough to cover my fee for the day. We can only guess that the return on investment for this client was hundreds of times their investment in guerilla training.
How do I protect my copyrights if the client publishes my video?
Continuing my discussion with fellow professional speaker Suzannah Baum, she shared some concern about how to approach the client after they have already videotaped her presentation.
As a Guerrilla Selling Speaker, I often have clients video my keynote for internal publication. Guerrillas believe in the power of Investment, so they invest first in their customers and clients. Explain that your copyright attorney had advised you that you need to write a letter specifically granting permission to use the video, because it may otherwise infringe on unforeseen future uses of the material in books, magazines, pay-per-view, etc.
Prepare the letter on your stationary, using the language, “[Your Company] hereby grants limited, non-transferable License and permission for [Client] to publish the [length] minute video, ["Title of Your Training”] recorded on [performance date] at [location], hereinafter referred to as “the video.” [Client] may publish an edited version of the video, subject to approval of the author, on their company website at [http://www.clientswebsite.com] for viewing by employees of [Client] and the general public, for a period of [one year should suffice, but not more than three]. Commercial use and mechanical distribution are specifically excluded.
“[Client] agrees to indemnify [you] from any action which may arise as a consequence of this publication. [You] reciprocally indemnify [Client] and affirm that [your company] posses all rights to the video content, and have the authority to grant such license.
“In consideration of this license, [Client] agrees to surrender to the author all original master video tapes of the video, together with a DV or QuickTime version of the finished product on DVD within 30 days of completion of their edits. All Other Rights Reserved.”
Sign and date two copies, and have them countersign, date and return a copy of the letter. That should do it.
Then point to it from your website, your one-sheet, your bio, your eSpeakers listing, your bureau listings, etc. Here’s the guerilla twist: why go to all the bother of hosting a long demo video on your own servers when they will do it for you?
–OrvelRay
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How to Select the Right Speaker for Your Next Sales Meeting, Conference or Convention
