One of the most important aptitudes in sales is a proper results orientation. The key word is “results.” Oftentimes we encounter sales managers who place their focus on activity orientation instead of results. An example would be a salesperson who has a furiousness to their work…almost like their hair is on fire. But no significant deals seem to close despite their frantic pace. I used to work for a sales manager who would describe those salespeople as a horse-drawn wagon. There would always be a cloud of dust around them, but at the end of the day, the wagon hadn’t moved. Salespeople who lack a strong results orientation are often… Read More
Continue ReadingThe Demand For Salespeople
Salespeople, with strong skills, are always in demand in any economy. Certainly some sales opportunities have an ebb and flow tied to the current economic conditions, but those are mainly business-to-consumer positions. From that understanding comes a 2008 sales hiring outlook from Monster.com. First key graph: In 2008 as always, salespeople in nearly any industry will find work, if they’ve got the contacts, the product knowledge and the street savvy. “Any successful salesperson in any industry is able to write their own ticket,” says Brandon Gutman, director of marketing and business development for recruiter Stephen-Bradford Search in New York. Couldn’t agree more. As companies make difficult decisions, some strong salespeople… Read More
Continue ReadingQualifying Is In The Questions
Successful selling is far more than being a smooth talker. It requires the ability to listen attentively and move within the conversation. This principle is discussed in a ManageSmarter.com commentary titled Build Sales Relationships: Consultative Questioning. The opening recollection of the author’s first sales position is excellent: I marched into orientation, ready to close like a champion. That’s when my real learning began. My manager opened training with a startling insight: “Want to be successful in sales? Keep your mouth shut and your ears open.” His approach contradicted everything I read: He stressed dialogue instead of dominance and questioning in place of presenting. And he always customized his approach based… Read More
Continue ReadingTopgrading The Sales Force
That is an excellent turn of phrase from Dave Kurlan’s recent blog post. He provides an excellent explanation of how hiring processes regress to the stereotypical approach that leads to “safe” hires that don’t produce sales. I know Kurlan is accurate because we see this regression occur first hand. Companies often become frustrated with the process itself. Some would rather hire anybody than wait for the right person to come along. When they get frustrated they don’t follow the process and won’t listen to expert advice, defaulting instead to their old position of taking somebody they like, who fits the industry profile, rather than the other compromise, taking someone who… Read More
Continue ReadingHiring Well Sounds Simple
CNNMoney.com’s quick-hitter advice article titled 7 ways to avoid employees from hell offers some simple advice. How about this one: Hire well Even the lowest-level prospect – the kind who is typically hired quickly – should be thoroughly vetted by at least two interviewers. Check references. Well, yes, “hiring well” is the key to strong employees. Eating well is also a key to losing weight…but that doesn’t make it easy to do. Two interviewers is a good start. Objective assessments are a better plan. Having a structured hiring process is the best plan.
Continue ReadingUse Anti-Bonding When Hiring Salespeople
Here is an interesting article from Columbia Business Times titled The Mysteries Of Hiring Salespeople Unlocked. Good title. The short article has some excellent advice and some marginal suggestions. From the excellent column (emphasis mine): 3. Unlearn your present interviewing system. First, throw away the hiring profile assessment you are using now (are you using one?), and instead find one that measures sales skills, adversity, toughness and, most important, whether this applicant will sell for you in your industry. Second, remember this applicant was someone else’s salesperson. Salespeople who “turn over” get good at giving you answers you like to hear. Third, instead of using your natural bonding skills, try… Read More
Continue ReadingThe Subtle Requirements For Successful Sales Hiring
ManageSmarter.com offers up an interesting article titled Do You Have the Right Talent? First off, I love the fact that they advocating the pursuit of talent – that is the key to a successful sales hire (read: not experience). Second, the author strikes a chord that resonates with us: There is no one-size-fits-all salesperson. The right approach is to look at a salesperson’s abilities and see how well they fit into your sales model. This approach is talent/skill-based, not experience-based. Here is an excellent example of this principle in action (emphasis mine): A client of ours is a partner in a construction company specializing in commercial ventilation systems. They have a… Read More
Continue ReadingHiring By Gut
Imagine a salesperson who comes to a forecast meeting and puts down a huge forecast. The savvy sales manager naturally starts asking a few questions of the salesperson regarding each forecasted account. What is driving them to look for a new solution? What is their decision process? When do they want to have a solution in place? Who else are they looking at for this project? Now imagine the salesperson’s responses involve statements like this: I know we are the best solution for them. I have a good feeling about this one. They will make a decision shortly, they have to think it over. If you have been in sales… Read More
Continue ReadingThe Two-Minute Warning
It’s playoff time for the NFL and I love to watch quarterbacks (and coaches) who can execute in the red zone, run an effective two-minute drill and get the job done. That may be why I get so nervous when I hear salespeople say – ” It’s in the client’s hands now, all we can do is wait.” We’re waiting on such an opportunity right now, and we’ve been waiting since before Christmas 2007. I’m nervous because there is no two-minute drill in progress to help the customer make the right decision and there appears to be a lack of urgency in our salesperson’s approach, now that the proposal is… Read More
Continue ReadingThe Toughest Topic To Qualify-Money
It’s not really when you know how to do it. Unfortunately, many salespeople have a distinct weakness when it comes to even broaching this topic with a prospect. This weakness leads to compounded expenses in that the salesperson will typically invest time and resources on a prospect who will disappear at the first discussion of price. Many salespeople are aware of this fact so they deem it best to avoid the money topic all together with the hope they can persuade the prospect with an extended dog-and-pony show. The entire sordid affair feeds upon itself. The costs here can be enormous. I’m of the belief that a salesperson’s greatest asset… Read More
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