Management orientation school

Day 2

Today’s Agenda

• Re test • Journey of successful manager • Introduction to BOLD• Recruitment process in mission India Consultancy• Rule of 31 and Recruitment funnel• Ideal client profile-Name Gathering Sources• Nominator Approach-Telephone• Activity

Re-Test

Journey of A Successful manager

Purpose Process Payoff

• Purpose - To provide you with an understanding of the Role of an Manager

• Process - By reviewing the various tasks and expectations of no Manager

• payoff – The ability to build a profitable agency

Role Of An manager

Role of an manager – Recruitment At Mission India consultancy, a manager must Recruit from a

position of strength

• Selection vs. Hiring• The objective is to identify and develop people who will stay

with us and produce business• We don’t hire people; we select them and change their lives• Managers need to be best prospectors and sales persons in

order to transfer expertise to new candidate • Thy need for Quality candidate never ends. People are our

most important asset•

Role of an manager - Recruitment

• If Recruiting is the No. for managers, it us also most important ingredient in agency growth!

• There are two vital activities to achieve recruiting success:

• Consistently getting enough quality names(prospecting)

• Accurately identifying the right people through a structured interview process(selection)

Prospecting• Just as on candidate prospects for job candidates, a

manager must be committed to high activity levels.

• Prospecting is a contact sport played 24 hours a day,7 days a week, 365 days a year

• A manager should know the desired candidate qualities• A manager should know where to find qualified candidates• Good prospecting takes time and effort.

prospecting is either takes a habit or a problem!

Selection the selection process…• The 4+ interview (screening, P200, compensation

interview, career interview)• The need for adequate name flow• Mastery of interview skills• The puss/pull method selection is not an exact science…

“good judgment comes from experience. Experience comes from poor judgment.”

Role of an Manager-Development

• Follow the tools and planning and tracking the development process

• Couch the candidates to develop the right skills and habits

• Lead by example • Inspect what you expect

Role of an M-Retention

• To be successful, you must retain the candidates you recruit

• Be a couch and a mentor - Help them develop a long-term vision/mission -focus on the A&A’s needs and motivators • Inspire your team to achieve high standards• Demonstrate and build loyalty and commitment

towards the organization and its people

Role of an Manager

motivator

visionary

coach

mentorfacilitator

My Snapshot • Name:___________,• Designation: manager,

• Date of joining:__________,

• My achievement: -sales master -Recruitment champion -Premium champion -Qualified for mission India consultancy champion’s meet

Picture

The Right Work Habit

• Control the controllable• Plan your work, work your plan• Prospect on you breath• inspect what you expect• Lead by example

My experience

best practices for carrying out your role of an M effectively

Work a full day Plan your work, work your plan Learn from your mistakes Define personal goals

Questions?

Introduction to BOLD

Purpose process payoff

Purpose: to provide you with on understanding of the BOLD system

Process: By reviewing the various process and tools relevant for BOLD

Payoff: The ability to create and manage a professional agency

The BOLD System

Over the years, the Branch office leadership development (BOLD) system has been providing managers with:

• Guidelines and processes that enable them to recruit effectively• Method to develop, retain, and supervise candidates

BOLD is the “operating system” for the field.

Benefit OF BOLD

consistency: The BOLD system provides creative and entrepreneurial

minded agents and managers with a proven business development process so they can focus their efforts on execution instead of creating new procedures.

The system provides a uniform, enterprise-wide template so that managers can be promoted and easily transferred within the system. And it allow the company to grow and manage diverse groups of people through common facilitating ease of management and supervision

Key principals

Excellence: As a global financial service leader, mission India

consultancy has the reputation for excellence in performance. The BOLD system is proven and it helps insure that all mission India consultancy offices apply best practices in the most effective manner.

Standards: Leader must communicate and hold subordinates to

established expectations and standards. The BOLD system provides managers with the tools assist in accountability.

Key principals

Proactive:• Effective leaders cannot be passive• They must deliver results• The proactively deal with challenges or problems

The tools and process within the BOLD system are designed

• To help managers to be proactive in their efforts• To grow and develop a successful office

Components of BOLD system

• Recruiting & retention• Supervision• Development methods PRP-performance review and planning FOD-field observation and drill IID- individual instruction and drill GID- group instruction and drill

Check your understanding

1. What is BOLD?

2. How will BOLD be useful in building a profitable agency

Conclusion

“success is not based upon luck. It is based upon effective implementation of plan to achieve result.”

The BOLD system provides system and tools to review and analyze prior performance, determine future objective , and establish action plans.

Recruitment process in MLI

Purpose process payoff

Purpose: to provide you with on understanding of the importance of following a recruitment process

Process: By reviewing the various areas of the recruitment process and discussing the significance of each area

Payoff: to be able to understand the time tested

method of recruitment.

The necessary foundation

“people don’t plan to fail, they fail to plan.”

• Developing a recruiting plan and stately is key to a successful career

• Time spend on good planning is never wasted• Once a plan is in place, its execution becomes vital

Recruitment Process

Name gathering

Career interview /

batch admit card

screening interview

Reference check

Evaluate P200 &

compensation

interview Career seminar & administer

P200

The Recruitment funnel

ADM’s activity standards (minimum)• 60 Names • 12 Screening• 10 NAT’s• 8 Career seminar• 4 evaluation of P200• 2 Career Interview• 1 Candidate invited for batch

Rule of 31

“To gather 3 new names every day and look one screening per day”

Ideal client profile- Name Gathering Sources

Purpose process payoff

Purpose: To understand the sources for candidate recruiting and identify the ideal candidate profile

Process: Through a review of controlled and uncontrolled sources and characteristics of high quality candidates

Payoff: Ability to: * Identify characteristics of an ideal candidate * Identify the recruitment sources to find the right candidate

Ideal candidate – 12 point criteria

Knock out factors

Controllable and Uncontrollable source

Controlled sources Uncontrolled sources

•Centers of influence•Nominators•Personal Observation•Candidate

•Newspaper advertising•Direct mail/pre-approach letters•Seminar•The internet

Relative effectivenessControlled sources No. of names required to

contract 1AANo. screening interviews required to contract 1AA

•Candidate referrals•Nominators•Centers of influence• Personal Observation

06 16 16 ---

05 08 06 05

Uncontrolled sources

•Newspaper advertising•School placement office•Internet job board•Career seminar and job fairs•Letter

21 33 34 39

---

40 --- 60 --- 30

Relative effectiveness

To get the desired closing ratio, you should focus on • The right activity, and • Higher initial activity

The right strategy Spend your time with "people”• Candidate referral• Centers of influence and nominators • Personal ObservationSpend your money on “TOOLS”(sources of name gathering)• Internet• Advertisement • Direct mail • Job fairs

Nominator approach- telephone

Purpose process payoff

Purpose: To understand the nominator source for candidate requiting

Process: Learn effective techniques and script for approaching a nominator

Payoff: Enhanced knowledge and skill in using nominator approach to improve prospecting quality and results

Nominator

The help of nominator can give you a winning edge…• Nominators are typically business owners, or manager

who are actively involved in community organizations.• Typically they are easy to indentify • Local resources can help with contact information• The best place to start is their place of business• The best time to call may be early in the morning

How to find a NominatorThe best places to find nominator are… Chamber of commerce/ambassadors Charitable organization/NGO’s Prominent business Public relation Civic groups Alumni of schools and colleges School districts City officials (Government) Religious organizations Banks Real Estate Colleges or Universities

The best way to approach a nominator is by phone

Nominator approach script outline

To conduct an effective nominator approach follow this process-

1. ask for permission to talk2. State purpose of the call3. Briefly describe the opportunity4. Ask for the appointment 5. Confirm the time and place 6. Thank them

The Nominator approach script• “Hi ____, this is ________, an agency development manager with

mission India consultancy. Do you have a moment to talk?• ____, the purpose of my call is not that my office in ____ is currently

looking for good people in sales management.• Over time, we have discovered that our best recruits come from

recommendations by successful people like you, who com in contact with lots of people everyday.

• _____, I would like to meet you for 15-20 minutes to share some of the traits of the kind of people we are looking for.

• This will help you identify individuals you’d like to help and recommend for a career with mission India consultancy.

• With this in mind, I look forward to meeting with you. Are morning of evenings better?”

Practicing Nominator approachFrom triads and practice approaching a nominator telephonically.

Switch roles once done.Follow the process:

1. Ask for permission to talk2. State purpose of the call3. Briefly describe the opportunity4. Ask for the appointment5. Confirm the time and place 6. Thank them

Activity

Practice preparation of COI and Nominator list

Thank you