Nov '23 • General Chat
How The HECK Do You...
What's up everybody!
I’m running a cold email outreach sequence for a client who’s a leadership coach. His clientele are 8-figure organizations who are stuck in the growth stage, where he/she is counting on newly hired VPs to take the company to the next level. The problem typically is that the CEO/founder is not letting go, and keeping their people from thriving.
My client does this by providing individual coaching, education, and skills enhancement through his personalized courses and workshops.
I’m running a 7-part email sequence. Each email will go out every 5 days. The goal of the email sequence is to get the lead to respond and then book a call with my client’s sales team where from there they will sell that lead on my client’s personalized online workshops. I’m starting with 1000 leads and this will ONLY be targeting Human Resources Directors in those companies.
Now that you have a clear idea about who my client is and what he does, here’s my MILLION-DOLLAR QUESTION. How the HECK do you sell "leadership coaching" in a cold email Outreach sequence? Because the topic leadership coaching in itself is boring & mundane and definitely won't sell in a cold email sequence.
So I'm aware that I need to come up with a really PERSUASIVE and ENTICING hook/angle/value proposition to get the lead to STOP what they're doing and respond to the email. BUT I'm really stuck on HOW to sell it in a cold email Outreach sequence.
So, what would you do in my place? How would you sell it?
Before I leave, let me tell fill you in on the typical pain points/demographics for a Human Resources Director:
- Their main KPI is recruiting and keeping people
- Talent Acquisition & Retention
- How employee development will keep your organization thriving & expanding
- A LOT of different people throughout the organization/company are coming to them complaining to them
- They don’t think as much about collaboration in organizations
- HR people worry about employee turnover. They want to limit turnover as much as possible since that’s their KPI
- Employee development is the most important element to them that'll win them a "Best Place To Work" aware
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How The HECK Do You...
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