Other than conducting your private company’s customized training at the Tall Pony Ranch, having Morgan Method training in your office is the ultimate return on investment. Most in-house clients boast minimums of 50% increases in revenue with equal or less staff. Why? Per desk averages dramatically rise. We couldn’t make that claim without backing it up. Read our client case studies. You’ll be impressed.
It begins with a questionnaire which is triggered by a deposit holding dates. Three areas are investigated, allowing Peter to create your lesson plan.
- Quantity of Activity: This tells Peter the rhythm and tempo of your staff’s behavior. Sometimes their quality is good, but they aren’t working fast enough.
- Quality of Activity: They can be working at proper speed, yet they are choosing to work on unqualified projects or people.
- Recruiter and Managerial Forms: Like it or not, these forms set the recruiters expectations of how much data to gather.
Each recruiter and marketing representative is asked to submit a one page handwritten letter, examples of candidate and search write-ups and self-analysis on what they must learn to justify their owners’ expense. Handwriting is analyzed. A lesson plan designed. A workbook is customized. The day approaches. Then the work begins. Peter will know very quickly, what talent you’ve got and what you don’t.
HOW IT UNFOLDS
Peter arrives the night before to meet with management. The three days are broken down as follows:
- Day 1 focuses on the candidate side. Raising the bar of who joins the candidate club.
- Day 2 focuses on client development. Control, fearlessness, credibility and perfecting the position intake.
- Day 3 is a day of management study, staff critique and well sequenced recommendations.
- Recruiters drill a technique with Peter, then immediately go to the phone to reinforce.
There is no other trainer in the world that works in real-time phone calls.
Assignments are given to the management staff to aid in the rollout of new procedures. Time management and recruiter activity standards are agreed upon. Lesson plans are always flexible enough to be directed at the “closest thing to money.”
Most clients bring Peter in two times within six months. Then back once a year for a tune-up. In a perfect world, each new hire is sent to the ranch for the Recruiter Start-Up workshop, bringing them up to speed with everyone else. It’s not discount training, it’s the best there is. No competition on the extra mile.
Peter studies past production, activity/ratios and makes a prediction of gain.
The owner makes an offer of worth. Agreements are made.
Additional expenses: Airfare and lodging
50% non-refundable deposit
50% on completion of service