Nurture your creative team

Work to their strengths and know their weaknesses. Know where their passion lies and use it to your advantage. They need to feel as if their opinion and expertise are valued. Creatives are actually fragile creatures – basically they are the Worker Bees of the colony. If you leave them to fly in the sunshine and visit the flowerbeds, they will produce tasty honey.

Creatives invest themselves in their work and ultimately leave a little bit of who they are in every creation. So it is understandable that they are very passionate about the creative process and about doing the best work they possibly can.

Some insider information…

Having said all this, here are a few things to keep in mind for those who are working with or alongside the “Big dreaming, head in the clouds creatives”:

1. They really do want to do awesome work for you; it’s all in the approach.
2. Listen to their professional opinion before you force them to do it your way. They may have an idea you never even considered and they are, after all, getting paid for what they do because they know what they are doing.
3. Value their “head in the clouds ideas” when they bring them up. These are not always available on command.
4. Try to give them as much time as you can to deliver their best work within realistic deadlines. Teamwork on meeting a deadline will always get a better result.
   The more you push, the less they are likely to shoosh.
5. Again, they really do want to do exceptional work, them giving you alternatives is not them just being difficult.
6. Take their strengths and weaknesses into account before expecting something from them that might not be their strong point.
7. A clear and comprehensive brief will always get you brownie points.
8. Being a creative IS a REAL JOB. It is not just a talent they tap into, they have worked hard to get where they are. They are constantly learning and upskilling themselves to be better and stay current. They might be unique weirdos who don’t fit the “norm” but they do take what they do seriously and definitely do not ever want to be considered mediocre.

And with that, the ball is in your court keemosabis.

Door-to-door marketing is a canvassing technique that is generally used for sales, marketing, advertising, or campaigning, in which the person or persons walk from the door of one house to the door of another, trying to sell or advertise a product or service to the general public or gather information. People who use this sales approach are often called traveling salesmen, or the archaic name drummer, to “drum up” business. This technique is also sometimes called direct sales. A variant of this involves cold calling first, when another sales representative attempts to gain agreement that a salesperson should visit.

With the realization of telephone “Do Not Call” lists it is becoming increasingly more difficult to connect with consumers and business people. An emerging trend is the deployment of very professional, highly skilled door-to-door canvassers to drive product sales and brand awareness.

Coordinating, training and motivating these teams to produce results are at the very core of Fulcrum’s proven capabilities. Fulcrum has the knowledge and experience required to implement these programs, such as best days and times to canvass, who will sell the most product; male, female, young or mature and what geographics and demographics respond best to door-to-door marketing. Put Fulcrum’s experience to work for you and avoid the costly mistakes of trying to manage these programs in-house.

Hire and Train Door-to-Door Marketing Team

If you’re in charge of hiring people, that typically means that you’ve found success in Door To Door Marketing yourself. You know what it takes to be great, but now you’re stuck with an entirely new problem. How do you find others who will be just as good (if not better) and will stick around and grow into important influencers invested in the long term growth of the company? A great D2D sales company is a great recruiting company. So what does that greatness look like?

First off, you need to realize that you’re not going to hire a superstar every time. If you think you have found one, be careful. It’s not hard for someone to seem golden during one interview and you don’t want to be fooled.

Even if you think the candidate does have a lot of great experience working in the field for other companies, you have to realize that success doesn’t always translate. What worked for them at previous companies probably won’t work as well for you. In fact, their success will probably make them stubborn; after all, what reason do they have to follow your approach when they’ve figured out their own?

It’s also possible that the rep’s previous company might have had much better-developed training and selling systems than you do, and that system was the key reason they killed it. If you’re not developing a competitive system, what does that communicate about your company? The more dialed-in you are about a rep’s success, the more likely you are to attract and keep strong performers.