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How Salespeople Can Reschedule Phone Calls Without Losing Customers

How Salespeople Can Reschedule Phone Calls Without Losing Customers

Salespeople are constantly getting pulled in many different directions, juggling so many clients, prospects, and their own lives to boot. When something unexpected happens and you need to reschedule a sales call at the last-minute, it feels like a big deal.

You’re breaching the trust of your prospect or client, especially when they already took time out of their equally busy day to meet with you. Considering how powerful trust is to building the relationship with your prospects and closing sales, rescheduling a phone call can be the end of the deal if you aren’t careful.

Here are five strategies to help you reschedule these important sales calls without making your prospects feel neglected or stood up:

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1. Share collateral prospects can review

The worst thing that can happen when you reschedule or cancel a sales call is that your prospect loses interest or forgets about you. In order to avoid letting them happen, make sure to send them any deliverables you were going to go over during the call, or some basic sales materials for them to peruse.

You can simply send a message along the lines of “even though I have to reschedule, here is the quote (or another piece of information) I promised you. Take the chance to look at it and we will discuss when we get time to talk later.”

By doing this, you keep the prospect involved in building a relationship with you and show that you did indeed take the time to put their deliverables together. This shows that you’re dedicated to them, and not simply blowing them off completely, restoring a bit of the trust you lost.

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2. Book a new meeting immediately

Simply landing the initial phone call is often one of the hardest parts of a sale, so you can’t let it go without a fight. When you speak with your prospect or send a message canceling your call, make sure to include suggestions for the new time.

If you’re sending the message over email, reschedule in Google Calendar or Outlook and send the new invitation right away. This ensures that you stay on their calendar and don’t get lost in the shuffle.

3. Offer maximum flexibility

Your prospects are just as busy as you are. If it’s difficult to find a time that works for you during normal business hours, it’s probably just as hard for them. To show your appreciation for their time, offer them as much flexibility as possible.

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If they’re local, offer to buy them lunch or coffee and handle the sales pitch then. If they’re too busy still, offer to speak with them before or after your normal office hours. This shows that you’re willing to bend your schedule for them and gives them a number of options to ensure that your next scheduled call definitely takes place.

4. Do it over the phone

Sending an email is much more convenient than picking up the phone, but for difficult messages, it’s not the most effective method. It’s extremely difficult to get the tone and emotional message right in an email.

You can write the most sincere apology possible but it will still be easy for a prospect to misinterpret it as hurried or insincere. Over the phone, even on a voicemail, they’ll be able to listen to the inflections and tone of your voice, leaving much less up to interpretation. For such a delicate message, it’s dangerous to leave anything up to chance.

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It’s important to keep in mind that leaving a voicemail is advisable, but you cannot assume a prospect will have time to check it. If you do leave a voicemail, follow it up with a brief, apologetic email that notes you left a voicemail, too.

5. Don’t wait

Giving bad news isn’t fun, so it’s easy to put dialing that phone call off. The less notice you give your prospect, however, the more disruptive to their day it is.

Don’t wait in hope that your schedule will magically clear, even if there’s a chance it will. Reach out to your prospect the second you know there’s a conflict and you’ll have a much better chance of landing the critical reschedule.

Rebooking a sales call with a prospect who’s expecting you is tricky. You need to make sure that they feel important while still pushing them off to a new time slot. By following the advice outlined above, you should be able to move the call to a new schedule without hurting your relationship or the chances of closing the sale.

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Last Updated on June 5, 2020

10 Huge Differences Between a Boss And a Leader

10 Huge Differences Between a Boss And a Leader

When you try to think of a leader at your place of work, you might think of your boss — you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’s main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders Are Compassionate; Bosses Are Cold

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest, and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders Say “We”; Bosses Say “I”

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern-day workplace.

3. Leaders Invest in People; Bosses Use People

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others and note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. People Respect Leaders; People Fear Bosses

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders Give Credit Where It’s Due; Bosses Only Take Credit

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders See Delegation as Their Best Friend; Bosses See It as an Enemy

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust, and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called the self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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You can learn more about how to delegate in my other article: How to Delegate Work (the Definitive Guide for Successful Leaders).

7. Leaders Work Hard; Bosses Let Others Do the Work

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the most difficult tasks when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go,” a.k.a accomplish a difficult task alone, change your phrasing to “let’s go,” showing that you are totally willing to help and support them.

8. Leaders Think Long-Term; Bosses Think Short-Term

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders Are Like Colleagues; Bosses Are Just Bosses

Another word for a colleague is a collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

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As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders Put People First; Bosses Put Results First

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook, even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Final Thoughts

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

More About Leadership

Featured photo credit: Brooke Lark via unsplash.com

Reference

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