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Close More Sales with a Direct Approach
Pretty much anyone you ask rolls their eyes when talking about salespeople. "Windbag", "Schmoozer" and "Full of hot air" are the phrases that come to mind - well, those are the nice phrases. Salespeople have bad reputations. Many times this...
Good-Bye Bobby Knight And All The Sales Managers Like You!
The recent dismissal of Bobby Knight as the head coach of Indiana University should mark as big a change for sales management as it did for coaching. For years it was popular for sales managers to abuse their staffs with tirades and threats. I...
How To Write The Perfect Classified Ad... and How To Use It To Make Sales
As a major mass media that is almost free to use, the Internet is a great place to take advantage of free promotion tools-- no matter what business you're in. One of the most common places to advertise are free classified sites, but how do you write...
Three Aspects Should Work Together To Generate Sales
Three main aspects are promotions, website content, and follow-up. Why only three, not five or ten? OK let we explain; Before we continue, there are 1 human psychology that always based their deed is "ware". Peoples are very ware when they make a...
Winning Sales Proposals
Your proposal is selling for you when you’re not there, so it must reflect your standards of professionalism.
Like it or not, sales proposals are a tool of the trade, and writing a well-crafted proposal can mean the difference between winning...
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Sales Training – A Short Course, Part II
“I learn by going where I have to go.” – Roethke
Sales managers and experienced producers often have training responsibilities that require them to manage this process, helping people do their best by:
• Assessing individual training needs.
• Setting training goals and making plans to meet them.
• Selecting and organizing training methods and resources.
• Prescribing field activities, coaching, critiquing, reinforcing and follow-up.
Training is not one-sided, however. A trainer’s or sales manager’s responsibility may be to make training available, but it is the sales person’s responsibility to make the most of it. The ultimate responsibility for learning is the learners, so the manager/trainer’s role will be more of a "coach" than a "doer”.
A good trainer is a leader and coach. Michael Beck of Leadership Coaching, Inc. (www.leaders-coach.com) maintains that all leadership is by example. “The people who follow usually duplicate half of the good things their leader/coach does and twice the poor things, say Beck. “To be dynamic, a leader must practice self-discipline, be a perpetual student, become efficient, prioritize tasks well, determine materiality, and practice delayed gratification.”
In other words, coaches usually do not get out on the field and play the game, but they must know how to help their players become winners. Sales trainers must be convincing in demonstrating successful sales techniques. This makes them responsible for being the "player-coach," that is, someone who can play a good game, not just talk about it.
Trainers Can Kill With Kindness
Watching sales being initiated, developed and closed by a player-coach helps pre-contract candidates and new producers learn how to apply the knowledge and skills they’ve learned. But the player-coach role can quickly reach a point of diminishing returns, especially for sales managers or trainers who have a stake in the
outcome.
People may learn best by doing. But once producers have the knowledge and skills they need, every time you close business for them, the less they learn and the closer they get to leaning on you. Worse, every time you don’t make a sale, you lose credibility.
Many salespeople have left the business because their sales managers didn’t know when to stop making sales for them. That instinct is even stronger with pre-contract candidates, since sales managers and trainers have a stake in candidates satisfying their pre-contract requirements.
Resist the temptation.
To be an effective career test, pre-contract training must allow candidates to make it or break it on their own. Unless on joint calls with candidates to demonstrate a sales talk or give technical backup, let them take sales presentations as far as they can before stepping in.
Not to put too fine a point on it, good sales managers understand that their relationships with producers should one of coach or counselor, not true friendship. The treatment of pre-contract candidates and new producers should always be cordial and considerate. However, evaluating a person’s ability to perform to a minimum standard is part of the job, and friends should no more judge each other than they should try to change each other.
Good trainers, moreover, should have a "coaching" attitude in all their dealings with trainees; and good coaches should be caring, non-threatening, and build confidence, trust, and respect.
Want More? Send questions and comments to w.willard3@knology.net.
About the Author
Bill Willard has been writing high-impact marketing and sales training for the financial services industry for over 30 years...but as Will Rogers put it: "Even if you're on the right track, you'll get run over if you just sit there." Through interactive, Web-based "Do-While-Learning" programs, e-Newsletters and straight-talking articles. And fun! w.willard3@knology.net
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| Sales - Wikipedia, the free encyclopedia |
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