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I just returned from a sales development program. The 8-Step Phone Process. Pipeline opportunities. Most, if not all of this, should have been covered during the onboarding process by the sales leader responsible for the individual sales people that attended the session. Cost of losing new hires.
I just returned from a sales development program. 8 step phone process. Pipeline opportunities. Most, if not all of this, should have been covered during the on-boarding process by the sales leader responsible for the individual sales people that attended the session. Cost of losing new hires.
Shitty sales management can kill pipeline movement. As sales leaders, we spend so much of our time evaluating our teams and the individuals on them, we often forget that our s**t can stink too. The place I see sales management fail the most (just behind hiring “A” players) is pipeline management.
But, clearly it has little or nothing to do with the execution of the salesprocess - from finding prospects to getting them to make a decision to buy from you. We have a sales activities tracking tool called Success Tracker, and internally, we use BASE to manage our pipeline. All that is critical for sales success!
The average production of each quintile of your sales team increases. The number of failed new hires should decrease. The on-boarding time for new hires shortens. Overall pipeline volume increases. Critical conversion ratios improve in the steps of yours salesprocess. Growth of business. Turnover decreases.
Sales teams perform based on two inputs - effort and execution. If your sales team isn''t performing as expected, you must ask the question - Why? Chances are you won''t know for sure but you can describe the symptoms: Anemic pipeline. Sales taking too long. Can we be more consistent with our salesprocess?
We identify for the company the alignment between strategy and execution, the strength of their pipeline and the ability of the sales managment team to effectively: coach, motivate, mentor, recruit and manage performance of current sales people and new hires. For your entire company this means stop making hiring mistakes.
E.g. “So, what’s in your pipeline?”. Is this what companies should be looking for when hiring a director of sales? I reached out to several sales executives and presidents of companies to inquire about what they see as the most common bad habits in sales people. Hiring the right person is similar to investing.
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