Dan Tudor

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P.S. You Need This in Your Recruiting MessageSunday, March 28th, 2010

Dan Tudor, Selling for CoachesHere’s the shocking truth about the letters and emails you’re writing:

They might be missing their most effective ending.

That ending?  Your “P.S.”

Adding a P.S. statement after your main text is one of the most effective selling techniques any coach, at any level, can start implementing as a part of their recruiting campaigns.  For our clients, we try to incorporate a “P.S.” into their message on a regular basis.  The reason is simple…it works.

Why does it work?  There’s actually some science behind the explanation.

We’re naturally “wired” to remember the last thing we read.  Whatever the message, we stand a much better chance of recalling the last part of what we were told.  Whether its a fictional story, a sales letter that you get in the mail, or a recruiting email read by your prospect, in each instance the thing we say last is remembered the most.

So, if you’re looking to add some punch to your recruiting messages, here are the general rules you’ll want to follow:

  • Hint at what could be lost. “Fear of loss” is a powerful emotion.  Nobody want’s to lose something that could be their’s for the taking.  Your prospects, and their parents, are no different.  Hinting at a potential loss of attention, a future roster spot, or an invitation to visit campus can be a powerful motivator when it comes to responding to you.
  • Lay out what they might gain. An even stronger motivator is explaining, in a detailed “P.S.”, what the result of your desired action will be.  Give them one or two things that they will gain personally from responding to you as you’ve instructed.
  • Add some urgency. That could come in the form of a soft deadline of some kind, or at least a date that they need to respond to you by.  I am a huge believer in giving recruits direction when it comes to their response to you, and adding urgency is a proven way to do that.
  • Make it short and to the point. No more than two sentences, three short ones at the most.  But since it’s the last thing they’ll see – and remember – in your message, make it memorable!
  • Make it say “oh by the way”. Write it in a very conversational, oops-I-almost-forgot-to-tell-you way.  In fact, if you aren’t sending out very many, one of my favorite recommendations to our clients is a handwritten P.S. statement.  Talk about getting their attention in a memorable way!  Keep in mind, however, that doing this will draw their eyes immediately down to the bottom of your message.  So make sure it refers to something that you said earlier in your letter or email so that they’ll go back and re-read what they just skipped.

For those of you who have read our two popular recruiting guides for more advanced college recruiters, you’ll remember that you learned all about the motivations behind why today’s recruit choose to either ignore or respond to particular messages.  Use that inside knowledge of how prospects’ minds tick when you’re putting together that last memorable P.S. statement.

Think about the idea of the last thing we read being the thing we most remember: Now ask yourself, “What are my recruits thinking as they finish reading my email or letter?”

Our two recruiting guides for college coaches offer a lot more tips, techniques and proven strategies for recruiters who are looking for an edge.  To get more information, or to order the guides, click here.

Does This Annoying Part of Your Website Drive Your Recruits Away?Monday, March 22nd, 2010

Pop-Up Advertisingby Sean Devlin, Front Rush

Have you ever tried to go to a website and rather than getting the website you expected, you get some “intro-screen” with a video or giant picture that pops-up and jumps out at you?

And if this isn’t startling enough, you have to spend 30 seconds looking for some sort of “click to enter” or “click to skip” button?

Well, the “intro-site” was very popular on the web in the early 2000′s, buuutt…

They disappeared for a long time. The reason that they disappeared is because internet users got really annoyed with them.

When you go to a website, you expect to see the website and not have to find the “click to enter” or “skip permanently” button. More recently, we have started to see more and more of these “intro screens” on athletic sites. The primary reason has been to push season tickets or special events, but we have also seen highlights of a team’s performance or requesting support for a team’s post-season run.

Here’s the thing, Coach…these pages are quite successful at getting the desired attention, however studies show that they are incredibly bad from a user experience perspective. In the same way that you don’t want to go to a website and have to be interrupted with an “intro screen”, your recruits won’t want to experience that either.

Imagine a recruit coming to your athletic site to find out more information about your team and instead getting hit with a page trying to sell them season tickets. This is very disruptive in terms of a user’s expectations and ultimately leads to many “bounce rates” or user’s leaving your site before they get their desired information.

We understand that the goals of an athletic department vary significantly so we are not saying to march to your Sports Information Director and ask them to take down the page. We just want you to be informed about the potential consequences from a recruiting perspective. So check out your schools athletic site, see if you are hit with one of these pages and then think about how it effects your navigation.

Sean Devlin is one of the resident technology experts from Front Rush, the recommended recruiting communication management tool of Selling for Coaches.  Their expertise goes past their product, however…they advise their clients on all aspects of creating a good web experience for your recruits and your fans.  To learn more about what they can provide, visit them at www.frontrush.com (and while you’re there, check out the impressive list of clients that use Front Rush as their primary recruiting communication tool!)

Amplification, T.V. Infomercials, and How They Can Make You a Better RecruiterSunday, March 21st, 2010

I know we probably hate to admit it, but there is a strange allure to television infomercials.

You know the ones:  The ShamWowThe SnuggieBuying No-Money-Down Real Estate…there are literally hundreds of products being advertised on television.

And all the ads look, sound and feel pretty much the same.

Ever wonder why?

The answer is simple: The formula works.

And you, as a college coach, can employ the same psychological justification that successful infomercial marketers use to rack-up billions and billions of dollars of sales every single year.

Hang with me here…I know the idea of being just like a TV pitchman may rub you the wrong way.  And, it should.  But that’s not what I’m asking.  You don’t have to become college recruiting’s version of the late Billy Mays.

It all comes down to the language.  And that’s what I want to teach you in one simple lesson today…

You see, most infomercials use the same time-tested technique to keep you interested and, ultimately, get you to buy their products.  The technique takes place throughout the commercial, and usually comes out sounding like “but wait, there’s more!”  Or, “and that’s not all!”

Why does that work so well?  Because it’s based on an ancient Greek technique called “amplification”, and way before there were television infomercials, there were Greek philosophers who wanted to prove their point in court and in the town square.  And they used the same technique as shrill-voiced comedian Gilbert Gotfried uses now in selling the ShoeDini.

It’s called “dirimens copulatio”, which will sound better when you tell your fellow coaches about your new technique versus telling them that you learned it from watching television at two in the morning.  And it’s based on the language argument of, “not only this, but also”.

When would you use this in your recruiting message?  Well, we employ this technique when creating our master-planed recruiting strategies for our clients when we want to stress the value of being a student-athlete at their college.  It could take a variety of forms, but here are some of the areas that we see it being most effective:

  • Selling a potential objection about a school or a sports program by listing all of the qualities and ”value” that they have to offer, lessening the effectiveness of the objection.
  • Selling a recruit on the idea of simply visiting the school, rather than trying to ”sell” a commitment to the school through your letters and emails (which is nearly impossible, based on our research that we’ve done with athletes around the country).
  • Overcoming the objections of a parent who has a different program in mind as their top choice.

Another way to use this technique?  Not being afraid of losing the prospect.  Willing to ”walk away”.

After stating everything that you can give your prospect, and telling them point-by-point why you are the logical choice, let them know that if they don’t agree with what you’re saying, that’s o.k…you will move on to the next recruit on your list, even though you think they are the better athlete.  It’s tough for a coach to pull off, but those that learn to use this powerful persuasion technique will see their recruiting results take a big spike in the right direction.

Why does the technique work so well?  Psychologists suggest that we are wired to look for the most out of any potential beneficial situation that we might choose to engage in, and choosing a school (or deciding whether or not to start baking giant cupcakes like the other cool parents on the block) fit into that category.

Sometimes, you’ll need to tell your prospects and their parents, “But wait!  There’s more!” before you get their attention and are able to sit down and have a logical conversation with them as to why you and your program are the best choice for them.  Try to incorporate it into your next recruiting campaign.

If you need help, or want to talk about how we work with coaches all around the country to improve their recruiting results, email me directly this week at dan@dantudor.com.  I’ll be happy to answer questions and talk about your situation over the phone.

Overcoming objections by using this ancient technique is going to be just one of the amazingly insightful break-out sessions at the upcoming National Collegiate Recruiting Conference.

“But wait!  There’s more!” (sorry, couldn’t resist)…you’ll also hear from industry experts, nationally recognized marketing experts, and even learn insider secrets from your fellow coaches in attendance. “Plus you’ll also get” one-on-one time with Dan Tudor and the experts from Tudor Collegiate Strategies in a relaxed, information-based setting.  Click here to reserve your seat this coming June!

9 Reasons Your Recruiting Class Didn’t Turn Out the Way You WantedMonday, March 15th, 2010

Something went wrong as you were building your last recruiting class.  And now, you’re feeling like your recruiting efforts are derailed heading into this next class.

It’s one of those times of the year where you start to wonder why your new recruiting class didn’t turn-out better, and you’re also trying to figure out how to make it better the next time around.

For some of you, it’s even more dire than that:

Many of you are worried.  Real worried.

The bottom line is that you don’t want the upcoming year to be as bad as it was this year.  Recruiting, afterall, 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 you need 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 that you want for your program.  I’m warning you, Coach…some of these statements are pretty straight-forward (and maybe even a little harsh).  But, think of it as a little “tough love” at a pivitol point in your recruiting year.

See if any of these struggles plague your recruiting efforts:

  • You don’t really 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, or make plans to invest in your career at the National Collegiate Recruiting Conference coming up later this Summer.  Do things that will raise your ability level when it comes to selling and recruiting.
  • You might be a little bit 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.  A lack of preparation will equal mediocrity every single time…like not having a real recruiting game plan that is defined for the upcoming year.  Is it hard to be more prepared than your competition to recruit?  You’re darn right it is.  Start now to prepare yourself for the upcoming recruiting battles for this next class.
  • 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 in this business.
  • 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.  When we conduct a workshop on a college campus, one of the things that comes out of our focus group sessions with current athletes is that they felt like their coaches were not strong at overcoming some of the initial objections that they had when first considering a particular school.  The result?  They chose another program.  Learning effective selling skills is what will separate you from your competition the next time around…commit to learning.
  • You fail to overcome the objections of your prospects. 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 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 limited budget, 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 a 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.

Hopefully, none of these apply to you.  But if they do, here’s an easy next step towards correcting the situation: Determine how to erase any of these bad habits from your work life as a recruiter and a coach.  Just one of these can cripple your coaching career, and make recruiting more of a chore than it needs to be.

We’ll be focusing on equipping and motivating recruiters this June at the National Collegiate Recruiting Conference.  All the details are here, but just in case you can’t make it to this year’s conference, you can still get all of the great information from the event!  Get your DVD and conference notes from all the speakers and information from past NCRC’s…just click here, and we’ll send it to you.

Where to Go Recruit So You Won’t Get Beat-UpMonday, March 8th, 2010

A few years ago while I was doing an On-Campus Workshop for an athletic department, a coachDan Tudor, Selling for Coaches confided to me that they kept losing out to a rival college down the road when it came to all their good recruits.

“It’s like we go to the bar and get beat-up by the same guy night after night, Dan.”

My advice?

“It’s time to to a different bar.”

And that’s the lesson I think it’s important to pass along today.  It’s part of a recruiting strategy that we’re recommending in detail to our clients who use us on an ongoing basis to help behind the scenes with their prospect plans, and it’s something that you need to consider as you wrap-up this class and set your sights on your next one.

Here’s the general rule that I believe is true when it comes to today’s recruit: The farther away your college is from them, the easier it will be to get their attention and sell your story.

I believe it to be true because your athletes tell us it is.  When we sit down with them an conduct closed-door focus groups with them while we are on campus, we are hearing how the program that was far away and a little bit of an “unknown” was immediately one of their top considerations.

And, it was for no other reason than the fact that they were in far away:  California kids are intrigued by the school in Virginia that recruits them, and the kid in Pennsylvania is smitten with the school in California that comes calling.

Here are a couple of basic things that I think every coach should remember as you map-out your next recruiting plan:

  • This generation is up for adventure. It amazes me how often athletes will tell me that they picked their current school because it was the farthest one away from home.  Not all of them, but many of them.
  • It’s easier to tell your story to a prospect when they aren’t familiar with you. The prospects that live nearby have probably already assigned a story to you and your program…sometimes positive, sometimes negative.  But to the kid who is a few states away, you’re a blank slate.  Which situation do you think is easier to build a recruiting message around?
  • Being farther away will get you in the door, but you’re going to have to overcome some objections along the way from both the prospect and their parents. But the fact that they’re willing to listen puts you a few steps closer to a positive ending right from the start.
  • Another interesting thing that our studies reveal: As a program begins to recruit more out-of-area athletes, the image of the program is enhanced back in their local community.  When outsiders come in, a program is viewed as more ”in demand” nationally, which can actually then make it easier to recruit local athletes who now have a different view of your program that’s now in demand from athletes from other areas.

Does it present some additional challenges?  Sure it does…unofficial visits are harder to get agreement on, and we find that parents often worry about now being able to hover over their son or daughter in their accustomed helicopter fashion.

However, if you are looking for easier recruiting conversations and an increased pool of athletes, you need to seriously consider this recruiting strategy.  We’re seeing it work, and our coaches are happier.

(Probably because that mean guy from the old bar isn’t hanging around anymore).

This is the time of year when coaches are looking for new recruiting strategies toSelling for Coaches incorporate into their next campaign.  We have two popular workbooks for advanced college recruiters, “Selling for Coaches” and “What They Didn’t Teach You About Recruiting.” They’re packed with original approaches to getting better recruiting results.

Have You Googled Yourself Lately, Coach?Sunday, March 7th, 2010

Front Rushby Sean Devlin, Front Rush

Have you ever “Googled yourself”?

I have. And, if you haven’t, do it right now.

Why? Because your recruits will.

Just as you search for your recruits on Google, or look them up on Facebook (to see what they are posting), or ask your peers their opinions — your recruits are doing the same for you.  So, of course you want to make certain there are no proverbial “skeletons on the web”, but equally as important you should know in advance what recruits know about you. There is definitely a Sun Tzu “Art of War” reference that I could probably insert here. Once you have that knowledge then you can apply your recruiting skills to it.

So how do you Google yourself? Well the obvious is your name. But let’s dig a little deeper…

We want to think from a recruit’s perspective. They might Google you, your assistants, your school, your team, your players, your team’s history, your financial packages, your scholarship offers, and quite a bit more. To think like a recruit, ask your current players what they would Google.

Let’s not stop at Google. Yes, Google will pick up a lot of it but make certain not to leave out Facebook, Twitter, LinkedIn and any other groups that you are associated with.

The web is has made the world transparent, and trust me you were not left out. So Google yourself…you may be surprised with the results.

Front Rush has established themselves as the trusted technology leaders for some of the biggest programs in the country.  Why do so many trust them with their technology needs?  Find out…click here!

Why the Little Things Go A Long Way with Your Team and Your RecruitsSaturday, March 6th, 2010

Clive Woodwardby Mandy Green, Selling for Coaches

Recently I was asked by a few coaches to give them my top 10 coaching management books.  Number one on my list was a book called “Winning” by Clive Woodward.

I had the privilege to be a part of an amazing lecture about team management around four years ago.  In this lecture, the speaker told us about the book “Winning!” The book is about the process coach Clive Woodward went through in turning a struggling England’s National Rugby team into an international Rugby powerhouse.

In an effort to take his team from good to great, Woodward set out to create a unique and incredibly special experience for the players coming into his program.  His ultimate aim was to make the environment so good that once the players had experienced it they never wanted to be left out of it.

Woodward created this experience and environment by focusing on the little things he called Critical Non-Essentials (CNE’s).  CNE’s are all of the little things or details that make your program what it is.  Not just any kind of detail, but the development of things that would and could set your program apart from everybody else.

These CNE’s that he focused on include: the locker room (seating, equipment, lockers, extras, decorations, laundry); dress code (home games, away games); sports information (web, game, media guides, TV, radio, other); practice (before, warm-up, training, cool-down); equipment (practice gear, game gear, logo’s, colors, misc); game day environment; medical/rehab/recovery; nutrition; fitness/strength and conditioning.

So, how does this apply to recruiting?

What do you do to set yourself apart in the eyes of your recruits if your main competitors have the same quality of players, the same resources, and the same standard of coaching?  To be even better and set yourself apart from your rivals you have to do everything in your power to improve the Critical Non-Essentials of your program.

In my usual weekly readings, I learned that Pete Carroll, formally the coach of the USC football program, sat down with his staff and captains at the end of every season and analyzed EVERY aspect of the program from their practice tee-shirts to their game day routines.  They would sit down and he would ask “How can we make this better?”  He did all of this in an effort to create the most productive and special experience for his players.  His players knew that Coach Carroll was willing to go the extra mile for them and it not only showed in how hard they played for him, but it the quality of recruits he kept signing year after year.

In my experience as a coach and since joining the staff at Selling for Coaches, I would say that if you were to take the time to sit down and find ways to make all of these little details of your program even better you would be one of very few coaches and it would show in your current and future players.  With all of the other things that need to get done in a day, I find that with most coaches that these little details are what get put on the back burner and never fixed.  The time spent doing this will not only create a more loyal team, it can and will be something you can use as a selling point that will separate you from the rest of the pack.

Next, take the time to examine every aspect of the players’ experience within your program (critical non essentials) and discuss it thoroughly with your team.  Don’t just do this exercise with your coaching staff!

This is a great exercise to get your team involved with.  Empower your team to give you feedback on how they would like things to be.  You have the ultimate veto power, but let them come up with ideas on what could make each aspect of what they experience within the program everyday a little better.

If you want more from the players, you first have to give them good reasons why they would want to put in the extra effort.  You do that by making the critical non essentials better.  If you make your program attractive, prestigious and exclusive enough, not only will the players give everything they have within them and more, it could be something that sets your program apart from the rest in the eyes of your recruits.

The soccer team I was coaching before I read the book was 9-6-3 that fall season.  I was then introduced to Clive Woodward’s ways that next winter.  I applied every piece of information I read in that book in the off-season with the team and went from 9-6-3 to 17-3-1 the next season.  It took A LOT of time and effort to implement these ideas, but the results we got were amazing. Not only was the team excited and committed to the direction the program was headed and with the experience they were having, the recruits we brought in during that time were pretty impressed as well.  I signed my top 6 recruits that fall!

Take the time to do this coach with your staff and team.  It will take some work and patience, but you will reap the benefits from this simple exercise for years to come.

Want more information on developing a great approach to building your team?  Come hear Mandy Green teach the steps that you need to know as you head into a new year at our 3rd annual National Collegiate Recruiting Conference in Chicago this July 16-18.  She’s one of our featured speakers, and you need to be a part of it live!  Or, reserve your copy of the complete conference on DVD along with all the notes from the event!

The Super Bowl, Slug Bug, and Your Recruiting MessageMonday, March 1st, 2010

VW BugKnow what the number one Super Bowl commercial was this year?

Better yet, do you know what that commercial can teach you about relating to your recruits better?

Here’s the scoop…

Sands Research, a marketing firm that uses a combination of EEG, eye-tracking, biometrics, and surveys to calculate a “neuro-engagement factor” for each ad, recently ranked each of the Super Bowl ads to calculate the viewer interaction and “connection” with the ad messate being shown. Does that mean the advertisements will sell more for that particular company? Not necessarily.

And honestly, do you really care.  Me neither.  Here’s what I’m interested in:  The lessons it can give you to communicate more effectively with your prospects.

First things first, here is the top ranked Super Bowl commercial.  It was the Volkswagen “Slug Bug” spot…here it is.

It registered much higher than the other commercials, and the reasons behind it provide some good tips for you as you formulate your recruiting message for your recruits:

  • Make sure it touches their heart. I’m not being sentimental or touchy-feely here (not too much, anyway) but it’s important: The reason the “slug bug” theme worked so well is that we all remember when we played slug bug as kids.  So, what does your message do to connect with the heart of your prospect?
  • Make sure you keep it simple. It was a simple idea, and a simple production.  Keep each one of your recruiting messages simple.  And, make sure you underscore one main point in your message, like they did in the commercial.
  • Make sure you use a little humor. I’ve talked about how to use humor to get your point across.  There were several funny moments in the commercial, and there’s the lesson: A little humor doesn’t have to be complicated, and it doesn’t have to be all that clever.  You just have to show your recruit that you don’t take yourself that seriously all the time…show them your lighter side.
  • Make sure you keep your text short and to the point. Re-watch the commercial again.  Do you see how quickly the edits happened?  It was a series of rapid-fire images that made it impossible to look away.  That’s because we are wired in our society to be attracted to that kind of presentation.  The same holds true for your recruiting messages.  Keep them coming in short bursts.  Your prospects will respond.

There are actually a lot of lessons you can learn from today’s advertising.  Keep an eye out for how the multi-million dollar ad agencies put together their messages, and then try to translate it into your own recruiting message.

Creating winning messages is our specialty!  Find out our top five “secret weapons” that we pack into every Total Recruiting Solution plan for our clients…click here.

Reality Check: How Are Those New Years’ Goals Coming Along?Monday, March 1st, 2010

2010 goals

by Mandy Green, Selling for Coaches

So it is now March.  How are those goals you set in December coming along?

Did you sign the recruits that you wanted?  Set up your leadership development program?  Lose that 10 pounds?  Spend more time with the family?  Read that book?

If so, GREAT! Good for you.  You really are one in a million.

If you are like most coaches out there, you probably gave up on accomplishing your 2010 goals sometime at the end of January because life got crazy once school started up again after winter break. If it makes you feel any better, you’re not alone. So many coaches get demoralized when, year after year, they set personal and program goals for the New Year that they keep for only a few weeks or maybe even just a few days.

For today, I wanted to give you a few tips that will help you “push the reset button” on your goal setting for the year.

First think about this, I have found with myself and in working with other coaches on their goals that a big reason so many goals set for the New Year fail to make it to March is that the focus is on the “what” instead of the “why” and the “how.”

As you sit down and re-evaluate why you already gave up on your goals for this year I want you to ask yourself a few questions.  First question to ask would be “why” did I make this goal in the first place?  The second question to ask is “how” am I really going to make this goal a reality?  For example, if your goal is to “mange my time better in the office so I can spend more time with my family,” I want you map out what may be the root cause of the problem:

  • I get into the office late
  • I spend too much time emailing
  • I get distracted easily
  • I spend too much time gossiping with fellow coaches
  • I’m not organized
  • I have too many things to get done
  • I get interrupted a lot during the day

Once you have identified the “why” for each goal you have, create specific personal resolves for behavior change from there.

Here are a few specific resolves:

  • I will get into the office 1 hour before the rest of the staff arrives
  • I will only check my email twice a day
  • I will create a personal, team, and recruiting plan (contact us at Selling For Coaches if you want help with this!)
  • I will make to-do lists to make sure the important things are getting done

If you really are serious about accomplishing all you set out to do in 2010 do this:

1. For each goal you created for 2010, make a list of the “why’s.” What is the real reason you want to achieve this goal?  Do this for each and every goal that you set.
2. Come up with specific behavioral changes you are willing to make in order to make each goal a reality.
3.  Prioritize and plan. At the end of each day or at the beginning of the next, look at your schedule and block out specific times during the day that you will ONLY SPEND ON YOUR GOALS!  Lock your door, turn your phone off, and shut down your email.  You do nothing else during that time but the things that will help you take that next step in accomplishing your goal!

I got this quote from a Brian Tracy email recently and thought that it was very applicable to goal setting.

“You must do the things today that others will not do so that you can have the things tomorrow that others will not have.”
– Anonymous

Setting goals is the easy part.  Doing something every day that will bring you closer to accomplishing your goals is where it gets tough and where most coaches give up after a few weeks because they don’t understand why and how they are going to do it.  It is going to take a lot of discipline, planning, and no doubt it will be hard work, but it will all be well worth it in the end.

Please, if you want help in being accountable for your goals or need help tweaking them, feel free to contact me at mandy@sellingforcoaches.com.

Mandy Green, our Team Development Specialist here at Selling for Coaches, will be one of the featured presenters at the 2010 National Collegiate Recruiting Conference in Chicago this July.  Have you registered yet?  There’s a special discount available for a few more weeks…click here for all the details.