How could we lose track of buyers? Unfortunately it is very easy. That nice person we have been dealing with inside the company, the one with whom we have built a solid relationship, where the trust is brimming and the bonhomie is pumping, is transferred to another section or they leave the company for another job. Suddenly we are left with nothing. If it is an internal transfer, we may find there is a new person who decides they will put their own stamp on things. They bring in their own suppliers who are their favourites. They have a competing established relationship or maybe they don’t like the cut of our jib. If a new person is being hired in to replace the incumbent, then there will be a break in the traffic for a couple of months and before you know it, things have begun to drift and we have trouble making the connection with the new person.
Maybe there is a global pandemic and everything shuts down for a couple of years. The company has stopped spending on what we offer and when we go back to rekindle the relationship quite a lot has changed. The people may be gone, the budgets may be gone, the strategy may be new and different. Basically, we have to start again. We know the history with the client, but often the new people we are dealing with have no idea who we are and we are basically doing a cold call to this company. Some are working in the office and some are still at home. Getting hold of people puts us in quandary.
That iron wall of disinterest on the part of those answering the phone is there in all its confronting glory. In Japan, if you don’t know the actual name of the person, you are almost guaranteed to never get through to the function you need to be speaking with. “We will take a message and let them know” in my experience never translates into getting a call back, no matter how many times you call. The junior person answering the phone fully believes their duty is to keep you as far away from their company as possible and they are incredibly diligent in that endeavour. If you ask them the name of the person performing that functional role they won’t tell you, as if this information was a major corporate secret and you are an industrial spy.
I remember there was a change of President in an international luxury firm here we had been dealing with and I tried to speak with the new President. Unfortunately, I didn’t know the name of the replacement and no matter how many times I called, the young woman answering the phone would block me and was most unhelpful. Frustrating doesn’t even begin to describe the feeling. I never did meet the new President
What can we do? If there is going to be an internal transfer, these usually take place every April in Japan, as that is the start of the new financial year. It is a good practice to check with our champion that they are not getting transferred to a new section and we shouldn’t assume they will be staying put. Every year we should get it into our calendar to check in on any likely staff movements which might effect them.
If they flag a move, then we need to ask them to sprinkle the sacred water on our brow and anoint us into the bosom of their colleague who is taking over. Being introduced by our champion is very powerful because it helps us to overcome any likelihood their replacement may go crazy and introduce our competitor. There is an implicit obligation to honour what their predecessor was doing, otherwise it looks like an oblique criticism of their work. When we meet the new person we have to start again and build the trust. What personality style are they? Highly analytical, time is money, have a cup of tea together or a big picture person? What communication stye do they prefer? We need to rejig everything.
If there is a new person being recruited from outside then the whole effort becomes more difficult. Our existing champion has left the building, so they have no influence any more on what happens. How will we know when they have recruited the new person? This is not very easy because when we call, we get that junior person who is highly motivated to tell us absolutely nothing about what is going inside the firm. We can try and ask our champion to nominate someone in the same section or in a related section, who will take our call and who will share the name of the new person.
Another tack is to ask the junior person who usually answers the phone to help us meet the new person. We can explain that Suzuki san is leaving and we know that it will take a few months for the replacement to arrive and that we would like to call them every now and then and get an update, so that we can meet the new person. Given we have a relationship with Suzuki san, there is a super slim chance they will agree to help us.
Sometimes our champion is the President of the organisation. As we know, corporate life can be brutal and suddenly your President champion is out of the organisation. This has happened to me a couple of times recently. One was through a merger and the conquering acquirer ditched my guy, to put in their own guy. In another case, I happened to see a LinkedIn post where a mutual friend was congratulating my champion on his new venture. New venture? What new venture? I discovered he had quit the company and was now doing his own thing. That happened very fast. A third President, who had been very, very effective in his role and a great client, was suddenly gone. I still don’t know why, but my champion has been pushed out. We need to keep a close eye on our champions!
All of this presupposes we are well organised. We need to keep checking on the internal transfer plans for our champion and also to take action immediately we know they are leaving to be able to track the arrival of their replacement and find out the new name. We need to keep up a regular contact with our President champion, because there are no guarantees of corporate loyalty or longevity anymore. None of this guarantees anything, but it is a lot better than trying to batter down the iron wall keeping us out. Sales is hard anywhere but Japan just adds that patina of difficulty which makes everything much harder here. Yes, it should be better, it should be different but it isn't. We have to adapt and be both agile and nimble.
