Dan Tudor

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Failing at Landing Recruits? Here’s 9 Reasons Why It Might Be HappeningMonday, April 30th, 2007

The great thing about the approach of summer is that its a chance to start thinking about new beginnings for college coaches around the country.  That’s right…the 2007-2008 recruiting season is just around the corner.

You might be at a new school.  Or, you have new athletes coming in to your program.  Maybe you have some new coaches in your program…or, perhaps everything around you is the same, except for the fact that its going to be a new year full of new and promising possibilities.

Now, let me snap you back to reality, coach.  Many of you are worried.  Real worried.  You don’t want the upcoming year to be as bad as the this year – I know, because you’ve talked with me about it.  When it comes to recruiting (which is really selling, remember…) the same thing holds true for a lot of you: You’re worried.

Recruiting is the lifeblood of any college sports program.  If you don’t recruit well, you don’t win.  If you don’t win, you might not have a job.  And even if they let you keep your job, its not as much fun walking around campus as it is when you’re winning.

So today, let’s not focus on what to do to be successful at selling and recruiting.  Instead, lets look at the reasons you might be failing when it comes to recruiting high school and junior college athletes.  See if any of these struggles plague your recruiting efforts:

  • You don’t believe in your ability to recruit.  Believe it or not, a lot of coaches struggle with this.  They know they’re great coaches, but they hate recruiting and feel like they can’t get the job done.  If you don’t think you have the ability to recruit, get help.  Learn to sell.  Read our recruiting guide for college coaches.  Do things that will raise your ability level when it comes to selling and recruiting.
  • You are lazy and unprepared.  Sound harsh?  It isn’t in the case of some coaches.  Many coaches I meet with don’t take recruiting seriously, and don’t prepare for it going into a new season.  No preparation will equal mediocrity every single time.  Is it hard to be more prepared than your competition to recruit?  Your darn right it is.  Start now to prepare yourself for the upcoming recruiting battles.
  • You don’t know how to accept rejection.  Coaches tend to get down on themselves when an athlete rejects their offer.  Many develop a negative attitude and a defeatist outlook when it comes to recruiting.  Remember, coach:  They are not rejecting you, they’re rejecting your offer.  There’s a difference.  Don’t become bitter, and don’t lose your optimism.  Maintaining your confidence and belief in your ability in the face of rejection is key to succeeding.
  • You fail to master the fundamentals of sales.  I’ve said it many times: Like it or not, coach, you’re a salesperson.  Recruiting is selling.  Have you mastered selling skills?  Are you reading sales training materials?  Are you serious about developing this crucial aspect of your professional career?  If you answered "no" to any one of these things, that should be a red flag.  Take matters into your own hands and train yourself to become a great salesperson, or let Selling for Coaches help you become that great salesperson.  The resources are out there…they are yours for the taking.
  • You fail to overcome the objections of your prospects.  This is huge.  We talk about it frequently here at Selling for Coaches, as you may already know.  This is the number one reason coaches fail when it comes to recruiting.  Why?  Because no prospect is going to say "yes" when you have failed to answer each one of their concerns.  Learn our techniques to overcome objections, and you’ll find that recruiting will get a whole lot easier and more enjoyable.
  • You blame others for your mistakes or shortcomings.  Recruiting isn’t easy, there’s no doubt about it.  But when you start blaming others for your recruiting failures, you’ve lost the psychological battle in selling.  Don’t blame your athletic director, your fellow coach, your facilities, your school’s academic standards, the prospect’s parents…stop it.  The buck stops with you when it comes to your area of recruiting oversight.  Make it your goal to be the best recruiter in your athletic department instead of looking for the next scapegoat for your lackluster performance.
  • You can’t cope with change.  Some coaches are creatures of habit.  And, they like it that way.  But change is constant in the NCAA and at your institution…new policies and procedures, new recruiting limits, new rules, new guidelines, new restrictions.  You know the drill.  To be the best, you have to embrace change and learn to succeed under new and changing circumstances.  Maintain your positive attitude – it’s essential to being successful in recruiting, and in life.
  • You fail to develop long term relationships.  How many high school and junior college coaches did you really work at developing relationships with last season?  Did you expand your recruiting network?  Failure to develop enthusiastic advocates at the high school level is a common problem we see when we come in to help develop a winning recruiting strategy at colleges around the country.  Why is it so important to develop long term relationships?  Because you’ll have more eyes and ears out there eager to give you tips on who to watch and recruit.  Prep coaches are eager to give you that information…if they feel you’re partnering with them for the good of their program and their athlete’s lives.  Take the time to develop GREAT long term relationships this year with as many high school coaches as you can. 
  • You aren’t persistent.  "I’ll only recruit a kid if they call me first."  Or, "I’ve already sent them enough information…if that’s not good enough, then we don’t want them."  Those types of "take it or leave it, kid" statements from college coaches are foolish.  And the coaches who hold those attitudes won’t be coaching for very long in most cases.  Being professional persistent is a key to selling in the business world, and a big key to success in the college recruiting world.  Don’t give up.  Ever.  But remember to be professional.  And, as we talk about in our recruiting book, "Selling for Coaches", if an athlete picks another program over yours be professional in how you respond to them (those of you who have already read the book know the secret – and some of you have already e-mailed me to tell me how it has worked for you!).

Hopefully, none of these apply to you.  For many of you, some will apply.  Here’s the next step: Determine how to erase any of these bad habits from your work life as a recruiter and a coach.  Even one of these can cripple your coaching career, and make recruiting more of a chore than it needs to be.

Need help?  Have a question?  Contact me via e-mail at dan@sellingforcoaches.com or call my office at 661-746-4554.  We thrive on working with coaches who need help formulating a winning strategy when it comes to recruiting, marketing and communication.  We’d love to hear from you.

Four Ways to Spice-Up Your Recruiting VisitsMonday, April 30th, 2007

Here’s a question for you, coach: How many times have you gone into a home on a recruiting trip with that feeling in your gut that’s telling you, "Here we go again…same old presentation, same old techniques." 

Hey, its tough.  One of our Premium Members I talked to recently likened it to reciting the same old script, in the same movie, in the same costume day after day after…well, you get the idea.

That got me to thinking: What are some presentation techniques I that haven’t seen from a lot of coaches?  I’ve worked with enough over the past two years or so, and when I really thought about what I see working and what I don’t see that probably would work well, the list got pretty long.

So, I’m calling these top choices my "four overlooked secrets" when it comes to persuasive presentations.  Four techniques that can shake up your recruiting visits and the way you approach your prospects year around…

  • Tell stories about failure.  Most home recruiting visits consist of boasting, bragging, and tearing down a competitor.  They want to cram as many success stories down the throat of their prospects as possible in the hour or two they have in the home.  So, one recommendation that I’ll make is to tell stories of athletes that have failed at your school – IF that failure was the result of a poor choice they made or advice that wasn’t followed during their time under you as their coach.  Telling a story about failure can enhance your credibility, and let the athlete know that you’re being honest with them in what mistakes not to make once they commit to your program.  One more word of advice: Make sure not to use the real names of athletes that are the subject of your failure stories…your prospect will want to know that you’ll keep their mistakes and failures confidential if they occur.
  • Understate rather than Overstate.  Instead of making promises of stardom and glory and happily-ever-after, present a range of possibilities that might happen in the athlete’s career at your school.  Don’t promise them the starting job; instead, let them know what kind of competition they’ll face along with the promise of an equal shot at the job.  In general, promise on the minimum you can deliver.  You know what will happen?  Your prospect will "add to" your minimum promise in their mind, instead of "discount" your pie-in-the-sky promises that are too good to be true – that’s human nature, coach.
  • Never feel bad about taking the "underdog" role.  Why?  People (even your prospects and their parents) have a tendancy to root for the underdog IF a compelling story is presented that builds the case for them joining your quest to build a champion.  Too many coaches I talk to are ready to jump off of the gym roof if they finish last in their conference or take over a struggling program.  Instead of shying away from being the underdog, embrace it!  But do so with the right approach and the right motivation for your prospect to "join the revolution" and becoming a champion.  
  • Plant questions you’d like your competitors to address.  Attacking your competitors directly comes off as petty and unprofessional (in fact, it causes more lost prospects than you might think).  But during your conversation with your prospect, you can bring up issues, questions or topics that would raise doubts about your competitors.  This is a good subtle way of planting questions in the mind of your prospect that they’ll want to raise if and when they talk to a competitive school that would recruit them.  Done correctly, this is a great technique for raising your stock in the mind of your prospect.


NOT SO FAST: Text Message Ban on Hold?Monday, April 23rd, 2007

Last week, we gave our SFC Premium Members a detailed 11-page report on the NCAA text message ban.  We told them what it meant, and strategies for how to make it work in a positive way.

Now, some late breaking news that could put it all on hold.  The American Football Coaches Association has sent a letter to the NCAA requesting that they delay the ban, and come up with a more balanced approach on the issue of text messaging.  This news is only a few hours old, and you can read all about by clicking here.

Some of the nation’s top prospects are also weighing in on the topic.  Most don’t like the decision, saying that text messaging was a convenient way to stay in touch with coaches.  Some, however, say that they’re glad that the texting will stop.  Read more about the prospect’s view on this issue by clicking here.

The bottom line for college coaches: This issue seems far from settled.  Stay tuned for the latest news, and how it can effect the way you recruit.

Are You Writing Easy-to-Read Recruiting Letters?Monday, April 23rd, 2007

May is going to be a busy month here at SFC, as our On-Campus Seminar tour schedule is jam-packed and will have us criss-crossing the country.  I’m excited!

One of the most interesting parts of working with a coaching staff or athletic department is sitting down with them to evaluate their recruiting letters.  Most coaches agree that a good letter, or e-mail text, is essential in getting a prospect interested in their program early on.  Yet few coaches take the time to really analyze those letters for what kind of message they send recruits, and even the "readability" of those letters and e-mails. 

It’s very important that the material coaches send to recruits be simple and straight-forward.  You may have heard that most Americans read at a 7th-grade level. Sounds pretty scary to me, but it does show us why we should keep our writing clear and simple. 

Here’s a great tip for your office computer to help you quickly and easily determine the readability of your outgoing recruiting message, coach.  If you use Microsoft Word, you can test the "readability" of your writing by clicking on "Tools" then "Options" and then "Spelling and Grammar." Then click the check box at the bottom that says "Show readability statistics."

After you spell-check your document, a box will pop up showing the number of words you used, the number of paragraphs, the number of sentences, the number of sentences per paragraph, the number of words per sentence, and the percentage of passive sentences. It will also give you two indicators that are based on the Flesch-Kincaid formula for readability. These indicators measure reading ease (based on 100 points, with 100 being the easiest) and grade level.

I aim for a readability score of around 65 or higher when I’m communicating with coaches, although lower numbers are acceptable when I communicate with all of you because you’re college graduates.  But you need to remember who your letter is being read by: High school students, some of whom tend to be most comfortable when reading at or below their grade level.  Keep that in mind as you’re crafting your messages out to student-athlete prospects.

Here are some other tips that we regularly give to coaches when we’re On-Campus or consulting one-on-one with them as a SFC Premium Member:

  • E-mails need to be very short and to the point, with an easy to follow call to action.  Never write long, detailed e-mails…especially at the start of the recruiting process.
  • Have a specific subject or "theme" for a recruiting letter.  Don’t be too broad, as it tends to let the reader drift off and not finish the entire letter.  Sticking with one central theme will let you drive home a single, clear message to your recruit.
  • Use bold and underlined text to highlight important points.  But don’t go overboard with it!  The more it is used, the less effective it becomes in drawing emphasis to your message.
  • Tell stories in your letters: How a recruit came in from the other side of the country and found a home at your school.  How an athlete realized their dream of being the first from their family to graduate from college.  What your athletes did during their off-time on that trip to the tournament in Hawaii.  Stories highlight specific events or people, and you can use those people and events to drive home a clearly defined message to your recruit.

Make your recruiting letters effective by making them more readable, and more message-driven.  Be focused when you’re creating them, and make sure that each and every communication with your prospect has a purpose behind it.

The Secret to Writing GREAT Recruiting LettersMonday, April 16th, 2007

Ed is a college baseball coach who was beginning to think he couldn’t write an effective recruiting letter if his job depended on it.

Actually, his job did depend on it.  He had struggled for the past two years to sign higher caliber kids that would equate to winning seasons, and I found out later in my conversations with him that his athletic director had started to put the pressure on to sign better recruits, and win more games.

But when it came to writing recruiting letters, he struggled for the right words.  He didn’t know which highlights he should focus on in his letters.  He didn’t know how to end his letters in such a way that prompted action from the prospect he was writing to.

So when he became a Premium Member of Selling for Coaches, the first question he asked me was not surprising at all:  "Dan, what should I do to learn how to write better letters to my recruits?" 

My answer to him was simpler than he was expecting:  Use some simple techniques to make your recruiting letters more interesting to the kids that are reading it.

That’s it?  Yup.  That’s it. 

The letters that I see being written by college coaches aren’t bad in terms of content.  There are some really interesting facts and information that are buried in them, much of which can be helpful for an athlete as he or she decides which college program to choose. 

The problem I see is with how the information is presented.  I hate to say it, coach, but a lot of it is just plain boring to read.  Deep down, you know its true.  The letters going out are accurate, and full of information, but they aren’t going to jump out and grab your attention if you’re a kid who’s getting letters from every school in the state.

So, I wanted to pass along three "secrets" that professional copywriters have used effectively for years to generate millions of dollars in sales through direct mail.  The same principles can be used (and are starting to be used) by college coaches who want to break through the clutter and grab their prospect’s attention through the mail. 

Use athlete testimonials.  Your prospects really want to hear about other athletes’ experiences at your school.  They want to get to know them as potential teammates, and find out that they may have had the same fears or questions about your program that they now have as your new prospective student-athlete. 

Highlight your players’ background and "story" of how they found their way to your program.  It’s one of the best ways to quickly reach your prospects through the mail.  And, keep them interested by promising more athlete profiles in future letters.  Getting to know their potential future teammates is a great tool for getting your prospect letters read consistently.

Historical biographies of important athletes and coaches from your program.  Told in story form, these can really drive home the history and the interesting people that have made your program what it is today.  Stressing the history and tradition of a program is something college coaches love to do, but sometimes it comes across as plain ol’ bragging.  Instead, tell a story…about the founding coach, the early struggles, the rise to glory, or an inspirational player.  Bring out the history of your program by talking about it as a story.  Tell it like you would read about it in a facinating history book.  Done right, you can connect with your athlete very effectively.

Use news stories about your program as the lead for the letter.  You might even include an actual copy of the headline across the top of the letter.  Then, give them a taste of the article that’s positive about your program: A big win, a great player, your recent Coach of the Year honor…whatever!  Actual newspaper articles that are the lead in a recruiting letter are a great way to have someone else say great things about you.  Plus, here’s an added bonus: Your prospect gets to see that your teams gets media coverage in your area.

One final point about effective letter writing: The lead is vital.  If you don’t grab their attention in the first paragraph, they probably won’t read the rest of the letter.  Take a look at the letters you’re writing, and ask yourself, "What is exciting or interesting about what I’m telling this teenager in my letter?"  If you can’t answer that, it’s time to revamp your recruiting letter writing strategy.

Can I Check You For “Tics”?Monday, April 16th, 2007

As a country music fan here in California, I love singer Brad Paisley’s songs.  If you’re a fan too, you know that his new hit is entitled, "Ticks".  The quirky chorus of this country music hit features the line, "I want to check you for ticks".

Well, today I’d like to do the same thing – kind of.  I’d like to check you for verbal tics.  You might recognize them as, "uh", "um"…or "you know".  Another term for them is "vocalized pauses", and they can pop up at really, really inconvenient times.  Like in the middle of a recruiting visit, or in a speech to alumni, or addressing your fellow coaches.  Tics and vocalized pauses can hamper your credibility, and – if they are really, really bad – ruin your reputation as a professional, well-educated coach.  Good communication skills are crucial to successful recruiting, which is a big topic for us in our guide for recruiters, "Selling for Coaches"

Most coaches are unaware that they have this common problem – so how do you know if you have it? And if you do, what can you do about it?

Ask a trusted friend if you tend to fill up your sentences with meaningless filler words. Or record your half of a telephone conversation. Verbal tics are a habit – like biting your nails – that you may not notice until you force yourself to look for them.

Want to know the key to eliminating them?  OK, here you go.  Learn to pause. Get comfortable with silence, which can add emphasis to your words and give you a moment to plan your next sentence.  Sounds simple, I know, but if you begin to implement it in your everyday conversation you’ll find that it take practice.

Put a period (with your voice) at the end of every sentence. Most people with verbal tics end their sentences with an upward inflection, so the sentence never feels complete.

Having verbal tics is one of the easiest speech problems to overcome, and the results have immediate benefits for you in the form of respect, admiration for your speaking abilities, and a reputation as an intelligent coach and recruiter.

We’ll be talking more about presentation skills, and how they will either positively or negatively affect your recruiting abilities.  SFC Premium Members will get our report on the subject in a few days.  If you’d like to be a part of this extra training, it’s pretty simple: Try our Premium Membership for free for 30 days.

How to Ask “Super Qualifying” QuestionsMonday, April 9th, 2007

If you’ve seen the movie "Jerry McGuire," you’ll remember this scene.

Jerry, a pro sports agent played by Tom Cruise, is at a crucial point in his "recruitment" of the star #1 draft pick that is being courted by a rival agency that fired Jerry earlier in the movie. Jerry is the hotel room of the star and his father. Jerry, through a phone call from the rival, finds out that his million-dollar superstar made a commitment with his rival even after the father promises Jerry that they’ll sign with him earlier in the story.

If you’ve seen the movie, do you remember the pain on Jerry’s face as he realizes that he’s just been undercut by his rival and lied to by his would-be client? That was the only time in cinematic history that I’ve seen an actor smiling from ear-to-ear to keep a straight face, while the blood vessels in his forehead were bulging out under beads of sweat. It was a classic scene.

If you’ve been recruiting at the college level for a while, you’ve probably experienced a similarly frustrating incident: You’ve been working your rear end off trying to get a commitment from a prospect. Phone calls. E-mails. Maybe even a personal visit. In your heart, you think you’ve got the prospect. The prospect may have even told you that they were going to commit to your school. "It’s a done deal" you think. And then it happens. You find out that your prospect that you’ve worked so hard for just committed to another school. 

You probably looked a lot like Jerry McGuire when that happened.

How do you prevent something like that from happening again? I mean, we’re getting very close to commitment dates for a lot of sports…you, as a coach, have put a lot of work into your recruiting class. Months of hard work, perhaps. Is there anything that you can do that will guarantee that your prospect won’t turn his or her back on you and sign on with your rival?

Well, nothing is "guaranteed." But there is a type of question that you can ask that will really cement a prospect’s commitment with you and get you inside their head during this crucial time.

It’s what I call a "super-qualifying question." It goes a little deeper than the basic "qualifying questions" that we’ve talked about in our book for recruiters, "Selling for Coaches". It basically is a question that assumes commitment, and then takes it a step further by asking the prospect to tell you how they’re going to handle other schools that are recruiting them.

Here are some quick examples:

"How do you think the other coach will counter when they find out you have committed to us?"

"What will you do if the other programs try to counter with {fill-in-the-blank-offer}?"

"What will your parents do when the other program counters with {fill-in-the-blank-offer}?"

"Do you believe that the agreement you have with us is the best agreement that you can make for yourself and your college education / playing career?"

Powerful. Simple. Very, very effective.

Will it "guarantee" a commitment from your prospect? No. Nothing can do that short of a signed letter of intent. But these questions will force your prospect to do one of two things: Lie to your face (difficult to do in this instance, don’t you think?), or be very honest with you.

Try it the next time you’re feeling like you’re in a "Jerry McGuire moment" with one of your prospects.

Five Easy Ways to Master “The Name Game”Monday, April 9th, 2007

I have to admit something to you, and its not easy to do.

Remembering names is tough for me.  So tough, that I really, really have to work hard at remembering the name that goes with the face of someone new that I meet.  It’s always been hard for me.  I don’t know why.  I’m genuinely interested in the other person, and want to remember their name.  But it’s a 50/50 shot.  Sometimes I’ll remember the name, sometimes it will slip my mind.

The solution?  I needed to learn some easy to remember techniques that would help me master "the name game".  These six principles helped me.  If you’re also someone who has a tough time remembering names in recruiting or coaching situations, they might help you as well, coach.

  • When you hear someone’s name repeat it out loud as soon as possible in conversation.  You’ve heard that one before, right?  There’s a reason for it.  IT WORKS.  It’s the most basic, most proven technique around.  Are you practicing it?  If remembering names is a challenge for you, this is the first thing you’ll want to make sure you do whenever you meet a new prospect, their parents, or a fellow coach.
  • Append it to the beginning or ending of your greeting to that person: "It’s a pleasure to meet you, Amber" or "Tyrone, how nice to meet you."  This is another simple technique, but it works.  It’s also helpful (for me, anyway) to make sure I mention a person’s name throughout the conversation.  Not only is it a good technique for remembering a name, its a great way to connect with your prospect and make them feel understand that you’re interested in them as an individual.
  • Try to associate a stranger’s name with what they tell you about themselves. Repeat it out loud if need be: Ken the new assistant coach at State University; Ariana, the mom who goes to all of the away games. Hearing yourself say their names, and associate it with what it is that they do, makes it more real and memorable.  Associating their name with what it is that they are "known" for makes remembering their name all the more easier.
  • European names employing W may sound like V’s: Tony Bacezwski pronounces his name Tony Ba-SHEV-ski.  Details like this are important, because some people will be greatly offended if you mis-pronounce their last name.  If you’re facing pronouncing a difficult name, make sure you do a little research before you try pronouncing it.  At the very least, remember this one rule with some European names.  Chinese names, on the other hand, may take the form of last name (surname), first name (given name).
  • Employ mnemonic devices or alliteration to help you remember prospect or coaches names: Lane from Lexington, Helen who’s Gellin’, Sandy…like my sister-in-law (of the same name).  This is a great way to immediately associate their name with an easy to remember mnemocic word or phrase.

These techniques work.  I can personally speak to that fact.  And remembering names is crucial when it comes to effectively connecting with your prospect, a new coaching associate, or anyone else that is important to your coaching career advancement.

Want another five tips when it comes to remembering names?  If you’re a SFC Premium Member, you’ll be getting that list on Friday.  If you want the list – and want a free 30 day trial run of our Premium Membership – just click here.

Five Tips For Writing E-MailsMonday, April 2nd, 2007

Following our talk about leaving effective voicemails last week, including some great one-on-one conversations with our SFC Premium Members throughout the week, the same question kept coming up: Can a coach apply the same approach to sending better e-mails?

The short answer is, "Sure!"  Of course, we’ve talked about effective e-mail strategies before.  And, we spend a lot of time talking about winning e-mail communication in our book for college recruiters, "Selling for Coaches".  But I want to discuss it again today, and put some different spins on some of the previous tips we’ve given.

Here are today’s five tips for writing e-mails that get noticed, get a response, and further the recruiting process with your prospect: 

1) Your subject line should creatively say why you are sending the email   "Do YOU have what it takes to play ball here?" is much more effective and interesting than "State University baseball program". Subject lines can either make you or break you, especially with teenagers.  Talk about why you’re contacting them, why they should open the e-mail, or a creative slant on a basic recruiting message. And providing a theme – with just a tiny bit of self-promotion – will remind them why it’s important to read your email.

2) Cut to the chase. And make it QUICK!  "Chad, I’ve looked over your stats and credentials, and I think you’ve got what it takes to make our roster"… is the right way to start off your e-mail. Put all the details into later paragraphs. This is super-helpful in this "Age of Text Messaging" so that your recipient doesn’t need to scroll down or select "more" to get the full message. Many communication experts also prefer the simple present tense "I write to offer you…" versus the "present progressive" tense "I am writing to offer you…" but most people find that a bit quirky and formal, so use at your discretion!  Whatever you choose to do, don’t beat around the bush!

3) Use bold font sparingly, to accentuate words that you’d like emphasized.  You need to be careful not to overuse bold font, italic font or underline font.  Use it too much and your e-mail message begins to look cluttered and confusing.  Same goes for different colored fonts.                             

4) Number or alpha-bullet points.  When you have 8, 9, or 31 different points and they are undifferentiated, it is very difficult for your prospect to sort through them or ask follow up questions. Use a), b), c) or 1), 2), 3) to break up the email, clarify your main points, and make responding to you easy.

5) Attach with caution!  MS Word documents are the safest form for resume attachments. Always send your resume as a .doc or .txt unless a recruiter specifically requests otherwise. While formats like PDF’s may seem harmless, Adobe isn’t nearly as common as MS Office, especially for your teenage prospects.  Using PDF files in the adult world is a different story, of course, but you have to remember who you’re dealing with – teenagers.  If you find that you absolutely must send one of your prospects a PDF file, do them a favor and include a free link to Adobe.com for the free reader software for reading PDF files.

There are two more tips I want to pass along: One is a crucial part of any e-mail message that you send to your prospect, and the other is a tip that you probably have never thought of doing before.  If you’re a SFC Premium Member, the tip will be arriving in your Inbox on Wednesday morning.  If you want the additional two tips, why not sign-up for a free trial of our Premium Membership?  You’ll get the two additional e-mail tips, plus lots, lots more throughout the next month.  Get the details here.

Try using these tips to improve your prospect e-mails, and let us know if you have any questions or need further assistance with creating great e-mails.