Step 1: Understand the Objection

The Objection Handling Formula

Objections come in all shapes & sizes, including questions.

Successfully overcoming an objection comes down to your ability to effectively reframe it without losing rapport.

Before you can effectively reframe something, you FIRST need to fully understand it and the intent behind it. And seek clarity when you don’t.

This first step seems obvious but is often missed. And results in completely missing the mark in steps 2 and 3.

For example, “Happy where I’m at” may actually be a scapegoat for “I don’t think this conversation is worth my time.” If you start to honor & reframe this person’s verbally communicated present state of happiness, whatever you share will be meaningless. You’re speaking to the words shared rather than the real root objection.

Getting to the root takes reading between the lines. And asking great clarifying questions when the “why” behind the objection is unclear.

As you unpack it, you’ll often find that the language being used to process and share doesn’t match the person’s intent at all. Or that the objection is simply something they’ve heard before being regurgitated as a defense mechanism… but doesn’t truly belong to them at all. In recruiting, so often candidates show up to the conversation with objections they've been conditioned by poor recruiters to state/ ask.

So turn up your natural spidey sense to identify the root cause of the words (the “symptom”) shared to get to the true, root objection. When still unclear, lean on great clarifiers like “Tell me more about that…” “Why does that matter to you?” or “Let me make sure I fully understand…”

- Andi

Andi Arroyo is the COO of Vision Architect and Convert. She is the operation’s behind-the-scenes systems & processes expert responsible for choreographing, systematizing, and training.

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