Getting Over The Ifs, Through The Ands, and

Off the Buts

“Building A Pipeline of Members and Leaders”

June 13-16, 2019Far West Ski Association (FWSA) Convention

Palm Springs, CA

Michael Bouton, FWSA VP of MembershipTodd Hood, NBSWR Vice PresidentAfarah Board, NBSWR Operational Improvement Chair

Introductions

Michael Bouton, FWSA VP of Membership

Todd Hood, NBSWR Vice President

Afarah Board, NBSWR Operational Improvement Chair

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Workshop ObjectivesGetting Over The Ifs, Through The Ands, and Off The

Buts … by:

Understanding Why People Say “No”

Understanding Why People Say “Yes”

Overcoming Objections by: Getting Over the Ifs, Through the Ands and Off the Buts Your way!

Filling the Pipeline with New Leaders and Committed Members

Being Self-Aware through Emotional Intelligence: Are You Approachable? You Are Leading, But Is Anyone Following? Building Relationships

Closing the deal

Questions

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Why Do People Say “No” Fear of the Unknown

Fear of the Known Public Exposure

Potential for Failure

Limited Resources Time

Ability

Volunteers

Past Experiences Drama

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Why Do People Say “Yes” Desire To Make An Impact Fed Up With Status Quo Public Exposure Potential for Success Sufficient Resources Time Ability Volunteers

Past Experiences Successes

Question to the group: Think of a time you have said “yes” – what influenced you to say “yes”

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Overcoming Objections ByGetting Over The Ifs, Through The Ands,

and Off the Buts

IF …Sets a condition for starting

And …Sets a condition to continue

But …Sets a condition for stopping

Overcoming ObjectionsGetting Over The Ifs, Through The Ands,

and Off the ButsStep #1 - Audience Engagement

Everyone, what are all the objections you’ve heard. (Record the feedback from the audience)

Step #2 – Teams: Ifs, Ands and Buts

Break out in small teams

Each team discuss and record “responses” to respective objectives of If, Ands and Buts

Teams report out

Step #3 – Audience additional input; anything to add?

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Filling The Pipeline Without New Leaders, Organizations Perish

Without New Members, Leadership Pipeline Dries Up

What Attracts New Members and Leaders?

Appeal to Human Nature and Tendencies

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PERSPECTIVE SLIDE (HORSE vs. FROG)

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Filling the Pipeline (cont’d) Developing Leaders

What makes a good leader

It’s not “what” you know (IQ), it’s more about characteristics of the leader and “how” you lead (EQ)

People Don’t Leave Bad Organizations ( Ski Clubs), They Leave Bad Leaders

Exercise: good and worst characteristics of a leader

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Exercise: good and worst characteristics of a leader

Teams Break-Out11

Remember that:

“People Don’t Leave Bad Organizations (Ski Clubs), They Leave Bad Leaders”

Characteristics of BEST Bosses• Open• Listener• Approachable• Coach• Supporting• Present• Bring out the best• Accountable• Visionary• Consistent• Fair• Good Delegator• Integrity• Open to Ideas• Gives Credit• Self-Aware

Characteristics of WORST Bosses• Vindictive• Untrustworthy• Bully• Blames others• Yells/Screams• Dictator• Takes credit for others’ work• Too Busy• Prejudice• Know-it-All• Unapologetic • Self-Serving • Condescending • Micro-Manager• Criticize vs. Teach• Indecisive

Examples

• You will go the extra mile for this leader

• Stay on task or team• Excited about the team or task• Healthy• Exemplary Performance

• Highly stressed• Quit the team or task• Unmotivated• Health Bad• Bad mood!!

Team Member Results:

Characteristics of Leaders

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Emotional Intelligence (EQ)

ECF: Pathway To Leadership 2019 13

Self-Awareness• The ability to assess

yourself realistically• Understanding your moods,

your emotions and their effect on others

Social Awareness• Empathy and the ability to

understand the emotional makeup of other people

• Knowing how people feel

Self-Regulation• The ability to control or

redirect disruptive impulses and moods

• The propensity to suspend judgment to think before acting

Relationship Management• Proficiency in building

networks• An ability to find common

ground and build rapport• Conflict Management

4 Quadrant of Emotional Intelligence Skills

Soc

ial

Per

sonal

• Self-Awareness and Reflection is important• EQ Assessments available for teams and individuals

Emotional Intelligence Described

Emotional intelligence (EI), emotional leadership(EL), emotional quotient (EQ) and emotional intelligence quotient (EIQ), is the capability of individuals to recognize their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking

IQ + EQ + Success!!

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Emotional Intelligence Emotional Intelligence is the ability to identify your own

emotions and those of others. It includes three skills.

Emotional Awareness – the ability to identify your own emotions and those of others

Emotional Harnessing – the ability to harness emotions and apply them to tasks, like thinking and problem solving.

Emotional Management – the ability to manage emotions, including the ability to regulate your own emotions, and the ability to cheer up or calm down another person

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Emotional Intelligence –Cont’d

A good way to measure your Emotional Intelligence level is by testing how you react to various situations such as: Stressful or frustrating situations

Failures or discouraging situations

Leadership positions and methods for achieving success

Methods for managing the emotions of others of various ages

Methods for assessing various personality traits in others

Dealing with diversity and cultural sensitivities

Do you encounter any of these stressors leading your club?

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Self-Awareness Through Emotional Intelligence

Are You Approachable? Are you a leader others want to follow?

Know Yourself and Your Organization

How is Your Reputation?

Are You A Good Leader? Reflect back on good and worst characteristics of a

leader Are you leading, but no one is following? Why?

Know the Importance of Relationship Building

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Self-Awareness: Be Honest & Sincere

Understand the Target What Makes Them ‘Tick’ and “Ticked Off”

Share the Vision

Emphasize the Positives

Admit the Challenges

Explain the Requirements

Commit to Support

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Approaching Prospective New Members

When encountering prospective new members what do you first think about?

Don’t judge a book by its cover.

Keep your pre-judgment about someone on the shelf A good question to ask: What are “you” looking for in

a ski club? Why are you here?

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Build a Relationship Make a connection, build a relationship, follow-up

Listen to their story, what’s important to them

Conclusion- Leaving them wanting more is always good.

Everyone has a barrier for not making a decision. Clearing the pathway is a challenge and it may take a while but persistence is a virtue you will want to establish for yourself

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Perseverance | Creativity Don’t give up hope if you don’t succeed right away.

Think about the reasons you are a member of any organization. Your ski club/council/association may not be for all of your acquaintances.

Don’t be afraid of inviting younger people you encounter. They have their own way of joining. It just takes a little longer.

Discover new activities that open the doors for your club.

Any additional ideas?

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Closing the Deal: Don’t Oversell The Close- Take this information and call me with more

questions. Or, I will call you to see if you have any questions.

The overall reason you don’t get a commitment on the first encounter is that they were not satisfied with what you told them as to why they should be a member. They don’t see the connection with what’s important to

them

They think your club is not what they want in their life right now. Maybe in a year or two they will feel different.

Don’t over sell the issue. Plant the seed and let the decision come in time.

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Feel, Felt Found I know how you feel, I felt the same way, but I

found…

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Questions

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