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In today's blog post, we discuss the technique of going for the "No" early in the salesprocess. It may seem counterintuitive, but countless studies have shown that humans desire what they can't have.
I just returned from a sales development program. For this company, we had spent the better part of 4 years working with senior sales executives and their sales leaders preparing them to better coach, mentor, teach and motivate their current sales teams and future hires. Observe your new hires on ALL sales calls.
I just returned from a sales development program. For this company we had spent the better part of 4 years working with senior sales executives and their sales leaders preparing them to better coach, mentor, teach and motivate their current sales teams and future hires. Observe your new hires on ALL sales calls.
When you’re hiring a sales manager, you don’t need someone who can sell, you need someone who knows how to get others to sell and those are entirely different skills. When hiring your next sales manager, don’t start with how well they sell but rather how well they lead. Make no mistakes about it.
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. Critical conversion ratios improve in the steps of yours salesprocess. Try our express new hire screening profile. Growth of business.
She runs a sales team for a mid-size company, and she’s sharing her frustration with finding impressive talent. She’s hiring and she’s lamenting about how difficult it is to find quality candidates. She takes a sip of water, puts the glass on the table and starts describing her process. I’m having drinks with a friend.
As part of my visit I spent some time with Mark Trinkle, one of our sales development experts, during one of his sales training sessions for new hires. Our client has an 'immersion program' designed to help new hires get up to speed quickly in execution of their salesprocess and sales managed envirionment.
The most successful salespeople are always challenging and adapting their personal salesprocess to be more effective. However, they don’t challenge the notion of the importance of making prospecting their "A" priority every week.
CRM, as a sales enablement tool IS NOT SO important to sales success even though it does contribute, aid, help and enable sales people to manage prospects and accounts. 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.
Time and again recruiters and employers hire people that based on all intelligence provided - interviews, recommendations, work history, pre-hire assessments decisions are made based on 'can this person do the job'. You can only hire it. Hardly anyone ever fails at sales because they were technically incompetent.
Can we close more sales? Do our systems and processes support a high performance sales organization? Can we be more consistent with our salesprocess? How well are our sales leadership strategies aligned? How do I keep from hiring the wrong people? - 1 free pre - hire assessment.'
The various contributors always get me thinking and re-thinking about what I think I know about sales and sales management. This article was no exception, especially when they were writing about the salesprocess. According to Wikipedia - A salesprocess is an approach to selling a product or service.
Getting past a gatekeeper – This is usually one of the toughest situations in the salesprocess. The gatekeepers have their job – to keep sales people away from their bosses – and you have your job – get to their bosses (aka. I had hired Tom to coach me to be a better sales person. Often, I then hear “no.”
Time and time again, recruiters and employers hire people based on all the ‘intelligence’ provided including interviews, recommendations, work history, and even pre-hire assessments. You can't teach this stuff; you can only hire it. Hardly anyone ever fails at sales because they were technically incompetent.
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. NO ONE ever hires someone thinking that they will not perform well.
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