A Canvasser Has Proven They Can Perform, But Can They Coach And Teach Others To Reach Their Performance Level
The true success for your canvassing department is consistent growth, but you can’t do it all yourself. In previous articles I’ve laid the ground work for establishing a model of performance and being able to communicate it to your canvassers. In short, “selling the dream of advancement” and creating a career in canvassing, not just going to a job everyday.
With that said, understand there are going to be those canvassers who:
- Will always be top performers, but don’t have the skill to teach and coach others
- Will always be top performers, but have no ambition to teach and coach others
It’s great to have these people on your team, but they’re not going to be management material. It’s OK to let them do what they do best, and thrive; rather than pushing them into something they won’t be comfortable with.
Are They Ready To Leave The Field?
You’ve identified a canvasser that’s producing consistent results and you’re ready to move them to the next level, but do you want to move them completely out of the field yet? No, absolutely not! You have a canvasser who’s putting up great numbers for you, but rather than take them out of their comfort zone have them work with new hires. Give them the title “Field Trainer” and let them canvass with your newbies. You’re probably doing this already, but adding this “structure” to your program has a lot of benefits. They’ll feel they’ve been promoted (without having to pay them more) and given more responsibility. You’re acknowledging they’ve reached a higher performance level than a new hire and starting them on their way toward management, where they can have greater responsibility and make more money.
Your new hires will get to see first-hand how a veteran canvasser performs. Additionally, your veteran will be able to coach the new hires between doors. Putting new hires with veterans this way serves two purposes; one- it accelerates your new hire training using successful canvassers and you can monitor how your veteran performs as a trainer… and they’re still producing in the field for you. It’s a win-win situation for everyone; you, the veteran and the new hire.
Stepping Up Their Game
Putting your successful veteran canvassers into the role of “Field Trainer” will help them hone their canvassing skills by teaching and coaching others. They’ve proven they can canvass, but now teaching others their successful mechanics and techniques will help them clarify their skills and abilities while teaching it to others.
In addition to coaching canvassers in the field, field trainers can also help you in the office with role playing in your training sessions. You’re taking them to the entry level of management, but with no administrative responsibilities; they have to prove themselves here before moving on.
Just as we established a performance matrix at the entry level to determine their skill, attitude and work ethic, you now need a performance matrix for your veteran canvasser in their teaching/coaching role. Figuring out this matrix is relatively easy. You’ve already established the performance matrix for entry level, now determine how many trainees your “Field Trainer” must get to reach those entry level standards.
How do you put that into something measurable? I’ll address that next month.
If you’d like to learn more about training you can enroll in my Canvass King Exclusive One-On-One Phone Coaching Program, or call me for a brief, free phone consult. You can contact me directly at (216) 588-1337.