I haven’t heard of this one but it is intriguing: To boost the chances of preventing that hiring misstep, there’s one easy tactic everyone should take in an interview: Stop asking candidates to evaluate their own abilities. Here’s why. Underskilled candidates consistently overrate their abilities, and more skilled candidates consistently underrate their abilities. There’s even a name for this: the Dunning-Kruger effect, a psychological research finding that the poorest performers are the least aware of their own incompetence. So I’m immediately left questioning why? Are highly-skilled salespeople awash in humility? I don’t think so and neither does the author. Top performers set higher standards for their own performance, so they… Read More
Continue ReadingThe Psychology Of Color
This is a little off the curve, but it’s Friday and I thought it was interesting. From a MyeVideo blog post: Color psychology, apart from studying physiological reactions to colors, also studies the cultural aspect of color use – the traditional deep-seated patterns in people’s minds that differ across the globe. Thanks to symbolism and psychology, we can target specific audiences that a certain product is meant for, thus achieving more meaningful sales results. So the money question is what do the color represent? Here they are: Red – excitement, strength, passion, speed, danger Blue – trust, belonging, freshness Yellow – warmth, happiness, joy, cowardice Orange – playfulness, warmth, liveliness… Read More
Continue ReadingMore Bad Ad Writing
Just saw this title to a sales position ad (emphasis mine): Regional Sales Manager Job “Job”…seriously? Don’t do this in your ads. Salespeople, especially young salespeople, are looking for opportunities, careers, even a path. If you promote the position as a job, you will instantly limit the perspective, or upside, of the position.
Continue ReadingCultural Qualifying
I ran into an old coworker, whom I consider a good friend, at a coffee shop this Friday morning. He is the VP of Sales with 75 or so direct reports. His company is international with a majority of their revenue occurring in Asia. He was telling me about sales training he held for the entire sales team. The focus was on negotiating and, more specifically, how to ask the right questions to qualify the opportunity. The Asian sales reps balked at some of the questions based solely on their approach to qualifying. Let’s just say they prefer to take a more passive, unquestioning approach which leads to prayer rug… Read More
Continue ReadingObjectivity Trumps Bias
We are all biased, it is simply how we are wired no matter what people believe. Our brains have the innate ability to categorize – a distinct survival mechanism for sure. This ability becomes problematic in the hiring process as hiring managers can often be influenced by their own biases when making hiring decisions. To be blunt, hiring managers are prewired to clone themselves in their hires. So what of this? Does it matter? If your hiring manager is strong, especially a sales manager, wouldn’t it be best to clone them? No. End of post…ok, I won’t be so short. The key to successful hiring, especially as it pertains to… Read More
Continue ReadingManaging Paradoxes
From the Herman Trend Alert email newsletter (sorry, no link): Agile Thinking Skills. In this period of sustained economic and political uncertainty, and, agile thinking and the ability to prepare for multiple scenarios is vital. In industries that face significant regulatory and environmental challenges, including life sciences, and energy and mining, the ability to prepare for multiple scenarios is especially important—72 percent and 71 percent respectively, compared with 55 percent for the overall population of respondents. To succeed in the changing marketplace of the future, HR executives also placed a high premium on innovative thinking (46.0 percent), dealing with complexity and managing paradoxes (42.9 percent). I couldn’t agree more with… Read More
Continue Reading5 Tips For Hiring A Sales Manager
This Selling Power article is a quick, solid read. The 5 tips are all on point with this one being my favorite: 2) Metrics without context. Your candidate noted that his or her team closed $2 million in sales last year. That’s great. But what was the quota? What were the expectations? Was this half of what your potential new hire and the team were expected to do? Or did they not only exceed quota, but also outperform every other sales team at the company? Don’t rely on metrics alone; your candidate should provide context that tells the whole story. So much of resume information is devoid of context yet… Read More
Continue ReadingOverpaid Jobs?
I grow tired of these comparison articles that look at pay for positions based on the median. It is almost impossible to compare roles across companies, markets, industries, etc. However, there is always one position within a company that takes the main blow…CEO. I’ve been fortunate to work with quite a few highly-skilled CEO’s and been provided the opportunity to see their typical day. The CEO position is extremely difficult even in the “easiest” of positions. So here comes Salary.com with The 8 Most Overpaid & Underpaid Jobs. And, of course, CEO’s are one of the overpaid positions. A good CEO helps an organization meet its goals, improves profits, makes… Read More
Continue ReadingLeadership Jargon
Oh does this Sales & Marketing Management article hit me where I live. The gist of the article is the corporate speak many leaders use in hopes of sounding…smarter? I really don’t know why they do it. I have encountered this approach when working with leaders and their teams. Assessing teams provides insight into how the team interacts and how the leader interacts with the team. There are many leaders out there who seem preoccupied with the latest buzzwords and corporate speak. A waste of time in my opinion. Apparently the author shares this view: “My leadership philosophy is to optimally leverage the passions of my people such that at… Read More
Continue ReadingAgile Leadership
Here is a Forbes article that hits on a crucial topic for the next generation of leaders – agility (h/t Rick Brimacomb). Short article but let’s set the table: For companies to continue succeeding, next generation leaders must be able to handle any curve ball thrown their way. Leading through this new business environment requires the capability to sense and respond to changes in the business environment with actions that are focused, fast and flexible. The best way to put it: next generation leaders have to be agile. Exactly. The business market moves in rapid, titanic shifts requiring leaders to be nimble and agile to react. The author’s description: Agile… Read More
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