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How to Sell Intelligently

Hi Peeps!

I have here another great blog which you can relate. This blog is posted by DH/Theo of Sales Grail Team (@SalesGrail). The author states his opinion regarding his observation on how inside sales rep or sales people perform in dealing with clients. Although they are very intelligent, they look like otherwise. This is very painful to see. Although, the title said “Sell More Without Working Harder”, the author did not tell us how to do it. Maybe it is up to you. You should think carefully what should be done not to be like them. It is like telling you to get out of mediocrity.

Sell More Without Working Harder

By DH/Theo

Sales TrainingHow many times have you seen someone in your office or on your sales team that is going about things the wrong way? I’m sure you see it all the time, it’s part of working with a diverse group of people. It’s harder when you see someone you know who is smart, intelligent, and skilled acting like an amateur – in some cases a novice. It drives me crazy! Why are they succumbing to average?

Are these sales professionals making a choice to be mediocre? They’re clearly skilled in sales techniques, yet they take shortcuts which leads to lost sales and profits.

When trying to work with someone like this I find the first response is the “yes” mentality. They typically agree with you on everything you say and commit to making changes and doing their best. I walk away from these conversations hoping rather than believing they’re committed to being a pro. Sure enough, little to no changes take place.

The second stage is indignation and overly bold justifications for their actions. A typical response is, “Hey, this is how I sell! It works and I’m implementing best practices at times, but it’s not easy when you get busy or when leads are down…”(blame, blame, blame). When confronted with the truth (their lagging sales numbers), salespeople can tend to lash out and justify rather than face the reality to see what can be done.

In short, they are making it clear that they are choosing to do things their way and are happy with the results. But are they really satisfied? They’re essentially saying, “The truth is too painful so I’m going to keep doing things my way even though I feel substandard and am making less money.”

Interestingly, during these sales training discussions, sales people think they’re being asked to put in more hours. They’re not – they could probably work less. With simple changes and sticking to the basics, these sales people can sell more without doing anymore work.

My question is this – what is the next step? How do you get through to this sales person? How can you get a seasoned salesperson to realize they could be getting better results with the SAME amount of work or LESS with some focus and avoiding shortcuts? As a sales professional reading this, what would you do?

Thanks for reading,
DH/Theo

Does this article hit you? If so what are your plan of actions to get away from this? If you are not one of these people, what are your strategies to sell more without working hard? This is very important thing to be learned so I am looking forward to your opinions.

Regards,

Jack

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Avoid Bad Habits

Hey folks!

Are you all thinking of happy thoughts today? I am hoping that you are all having a fantastic day! I have read an article from Tom Searcy (@tomsearcy) of Explosive Growth and I can’t forget it since then.  Sales roles are very crucial in any company. This is where the money is, but what if your sales representative is having bad sales habits? Bad habits are hard to break but it is not impossible. So to aid your curiosity, this is the whole blog. Share it to your sales rep or if you are guilty of having a bad sales habits then keep this until you break free from it!

How to Break Bad Sales Habits

By Tom Searcy

The new year is the perfect opportunity to get rid of bad habits, especially when those bad habits are hurting your sales. Here are some tips to create good sales habits.

New year…new exercise plan…new diet…new opportunity to break bad habits. I was recently reading Charles Duhigg’s book “The Power of Habit” and I realized that so much of our behaviors are related to habits—the body’s natural and unconscious responses to triggers. Regardless of whether it is eating, biting our nails, or sales mistakes, there are patterns that explain a lot of our harmful behaviors. Duhigg explains that habits form in the following cycle: Trigger–Routine–Reward. That same cycle can be seen with bad sales habits.

What are the triggers that lead to bad sales habits?—One of the biggest triggers is that of “needing a sale.” Sometimes the need comes from being short of quota or behind in projections. Sometimes it’s the need for a win because you feel like you have not had one in a while and you want that feeling of accomplishment. Another trigger could be a bragging co-worker who has just landed a sale and you want the attention back on you. The point is that the trigger causes you to become immediately hungry for a sale.

How do bad sales habits lead to bad routines?—When we “need” a sale, our intellect, training and skills become subverted by our animal instincts. These routines can really damage all of the good learning we have achieved over time. I remember meeting with a prospect for a big piece of business. Our team had a plan, but just as we were walking up to the door I got a call that we had lost a big customer. Immediately I was hungry. I walked in and blew the meeting, violating every sales maxim I had developed over time. Hunger ate my brain and I went into bad routine. Here are some of those routines:

  1. Talking first—”Show up and throw up” is the old term for it. Launching into a presentation on your product before fully understanding the context and problems of the customer.
  2. Talking most—This includes one-upsmanship on every client response or example. It is a way in a sales call to demonstrate expertise that usually just creates annoyance.
  3. Asking to manipulate—Leading questions, closed-ended questions and statements disguised as questions are all tools that decision-makers can see through as your way to drive them to a decision quickly.
  4. Closing to sell—Rushing the process of securing an order by closing hard can create a disconnect with the decision-maker.

Just like me, you know that these are bad routines to follow. However, when I’m hungry in a sales call, I often feel like I am watching myself from the outside as I step into these routines.

What to do:

  • First, never sell hungry. For me, I have to prepare for a sales call by mentally eliminating my interest in the closing of the sale and replace it with my honest desire to help the other company make a good decision. By changing my reward it is easier to change my routine from “selling” to “problem-solving.”
  • Second, create a context of plenty. By looking at my pipeline, calendar and contacts it helps me remain calm that there are many opportunities on the horizon and no single opportunity will dictate my success.
  • Third, never let them see you sweat. I know that I give up my strength and confidence, (which is death in a sales call), when I step into bad routines. By following my routines of question preparation, creating a context of plenty in my mind and focusing on the problem to be solved rather than the sale to be gained, I keep my head in the right place.

Bad habits are triggered not planned. Recognize your bad habits and work to create good ones so the triggers don’t take control.

Are you guilty of having bad sales habit and you are ashamed of it? Try the tips above! There is no harm in trying, it might help you or not but what matters is you have given it a try. Discipline is a must. Ask guidance and advice to trusted person and do not neglect your bad habits because it will soon become routines. Do not hesitate to do what is written above and share us the outcome. Fight your bad habits!

Your friend,

Jack

Employee’s Perks

Hello friends,

I am sharing with you a video from YouTube which was entitled “The Value of Offering Employee Benefits & Perks”. I’m sure that all of us can relate to this, whether you are an employee or the employer. Here in this video, they discussed about the popular employee perks and benefits. Many people think that it is only the employee who benefits from this but that is not true. It is a win-win situation for both of them. If the employee is happy and satisfied, he/she will be more productive and loyal to your company. Here’s the video! Watch it!

The Value of Offering Employee Benefits & Perks”

 

These people explain that a satisfied employee = employer’s peace of mind. Why? It is because when you know that they are satisfied, it means that they are not looking for more. Therefore, they will not look for another company which offers more benefits than yours.

Here are the most popular employee’s benefits as discussed in the video.

– Medical/Dental Insurance

– Vacation / Sick / Personal Leave

– Bonuses

– Annual Pay Increases

– Flexible Hours

– Housing Allowance / Living Arrangement

– Vehicle Use / Vehicle Allowance

– Education Reimbursement

– Cellphone / Allowance

– Computer, Ipod etc.

– Pre-tax Plan

I know what you are thinking. You are thinking that there are a lot of unemployed people who are looking for a job so you will never ran out of manpower. However, if you have listened very well, you will find out that it is expensive to find new employee every time one leaves. The whole process of hiring a new one is expensive plus losing a very good employee is a liability to the company.

Here’s my question:

As an employee, are these perks enough for you to stay and work hard for the company?

As an employer, is it worth it?

You have the power to answer these questions and enlightened us!

All the best,

Jack

Starting a Sales Promotion

Hello friends,

While I am surfing through the internet, something pops out in my mind, a question about how to start a sales promotion. It is always not easy to start anything, especially if you have to begin from the scratch. I search in YouTube to watch a video about starting a sales promotion to have an idea and the video below is what I’ve found. This is uploaded by eHow Channel…you can click here if you want to watch more of their videos. This is the first video I’ve watched and I feel like sharing so here it is for you to watch.

Marketing Strategies : Starting a Sales Promotion

The person in the video is speaking quickly and I think that you might not grasp all of his words so I jot down some of the important things for you to remember before doing your sales promotion.

Here’s the list.

1. Develop a plan

2. Do a research

3. Answer questions such as

a. who are you trying to pull in with this promotion?

b. who do you want to buy your products?

c. who do you want to get out and market it for you?

4. Determine advertising module to use.

a. online advertisement

b. offline advertisement

c. both

5. Determine your budget.

6. See if you can get in touch with your prospects personally by visiting and speaking to their community, companies or school.

Having done this I believe you are good to go!

For the first timers, let me hear your thoughts. For the experts, let us hear your words of advice!

Thanks!

Jack

To Motivate is to Recognize

Dear friends,

If you are thinking of using a carrot to motivate your team, I advise that you use cupcake instead. What I am trying to say is that you should not motivate your team with sales rewards they expected but encourage them to work harder and go extra mile by giving recognition to their effort when they are not expecting it. I like the way Ms. Darcy Jacobsen (@DarcyJacobsen) uses cupcake to symbolize recognition. She explains it simply but deeply. To understand better, I write down her story and all the wordings from her post at Globoforce (@Globoforce).  Enjoy the post!

THE CARROT AND THE CUPCAKE: WHY MOTIVATION IS NOT RECOGNITION

By Darcy Jacobsen

Try not to be too jealous, but I have cupcakes. Delicious triple chocolate cupcakes with white chocolate frosting and sprinkles.

I got them as a recognition reward. You see, my sister lives in the apartment downstairs from me, and she’s a lawyer. When work heated up for her this week and she was putting in extra hours, I offered to go down and feed her cat for her, so she wouldn’t have to stress about getting home. I was happy to help her out, and she was very grateful.

So she brought me home some cupcakes to say thank you.

I honestly wasn’t expecting any repayment for helping out. Helping out is just part of the “culture” of my apartment building—where we’re mostly family and tend to pitch in for the common good. But a little recognition for my extra contribution certainly made me feel good. Especially recognition in its yummy frosted form. And I’m all the more likely to step up and help my sister out in the future, not so much because I expect more cupcakes, but because I know how much she appreciated my effort—and her taking the time to recognize it made me feel good.

My point isn’t to make you hungry, but to relate this to the workplace. Cupcakes are a great way to encourage behavior and values you want to see around you. Cupcakes—and of course what I mean here is not actual cupcakes but metaphorical cupcakes—are an unexpected and unrequested recognition of a job well done.

The unexpected and unrequested part is pretty key. In this way, cupcakes are very different from that other metaphor, the carrot. Carrots are dangled for a reason. They are an incentive, a goal, a payoff for delivering on a promise. They can be quite powerful, but they are not recognition. And they are not a driver of engagement.

If my sister had called me and said, “If you feed my cat for a few days, I’ll bring you some cupcakes,” then that would have been a carrot (maybe carrot cake?). I would have fed the cat, collected my cupcakes, and we’d have likely both been satisfied with a decent transaction. But I wouldn’t have gotten that other benefit—that feeling that I went the extra mile to be a good sister and neighbor, or that my sister real appreciated me. That benefit only comes with cupcakes.

Of course, this dynamic plays out in the workplace. Incentives have their place. They are great for driving people and businesses to agreed-upon goals. But they are transactional, pure and simple. They do not build good-will, because people see incentives as their due. They do not build engagement, because they engender none of those emotional cupcake-y feelings that tell us our professional relationships are strong.

So while carrots can be effective and should certainly be incorporated into your rewards and compensation scenarios, be sure you always make room for cupcakes.

Are you delighted by the description of the cupcake? Do you want to have some? Kidding aside, any little things you did just to recognize the effort of your team is big deal to them. It is like saying that “keep up the good work guys!”, “you are doing well” or “I like what you have done”. This will boost their ego and they will think that you trusted them and you are proud of them, and they don’t want to ruin it so they will do their best to be better next time around. Do you have the same experience? Share it!

Thanks,

Jack

Incentives Disadvantages to Retain Employee

Hello People!

Have you ever think about giving incentive to a certain employee because you want to retain him? If your employee is doing great in your company and another company is offering him more just to join them, you might get threaten right? And the first impulse is to match the offer. However, there are disadvantages of giving an incentive to a single person than giving team incentives. Before you make any drastic move, I encourage you to watch this video first from ehowfinance. You will learn here if the person is worthy or your action will just lead to another trouble.

Disadvantages to Offering Incentives to Retain Employees : Team Building & Human Resource Strategies

By ehowfinance

The speaker is Mr. Nathaniel Lake Jr. He insists that there is a great disadvantage if you offer an individual employee an incentive. It can create jealousy in the team, it can create negative competition and it can be very costly. But, if you really feel that it has to be done, answer the following questions first and then decide.

– will that incentive be enough?

– will it ever be enough?

– can another organization came in and match what the other organization is offering?

– are the incentives really necessary to retain an employee?

Have you been in the same situation before? Write down your answer through comments.

Best,

Jack

Incentive for Your Team

Hi folks,

I am thinking of an incentive for my team and I decided to make a research about it and I stumble upon this video of Simon Chan in YouTube and it helps me to determine the right incentives for my team. Admit it or not, we need to give something in order to get something. We need to give incentives to our team so that in return we can get what we want from them. If you are thinking the same way right now, I am gladly bring you something that might help you to know what kind of incentive schemes is right for your team. Here is the video, you can watch it on YouTube or you can directly watch it right now!

Network Marketing Training on Appropriate Team Incentives

By Simon Chan

That was simply said my Simon Chan! What he is trying to point out is that there is no “one size fits all” incentives for your team. The right incentive for them is to know what motivates them and what excites them. To help you here are some points he mentioned to make your decision easy.

  1. Know your team
  2. Who is your group?
  3. How old are they? And
  4. What do they like?

Knowing these will help you decide. There are great things for someone that is just ordinary or doesn’t have any value to another so think what they like and your incentive scheme will be effective! What incentive scheme works for you? Please share 🙂

Yours,

Jack